When and How Workplace Helping Promotes Deviance? An Actor-Centric Perspective

Zhang, Hao; Lin, Chunpei; Lai, Xiumei; Liu, Xiayi

doi:10.3389/fpsyg.2021.795610

Cited by 4 publications

(4 citation statements)

References 61 publications

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“…The example items are “Purposely wasted your employer’s materials/supplies” and “Said something obscene to someone at work to make them feel bad.” The scale’s reliability score (Cronbach’s alpha) was 0.88. This scale has been proven acceptable in the Chinese context and was also employed by Zhang et al (2018) and Zhang et al (2022) in the Chinese context. The reliability score (Cronbach’s alpha) for the turnover intention was 0.90.…”

Section: Methodsmentioning

confidence: 99%

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Hatred out of love or love can be all-inclusive? Moderating effects of employee status and organizational affective commitment on the relationship between turnover intention and CWB

Liu

et al. 2023

Front. Psychol.

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Owing to the prevalence of flexible employment practices around the world and increasingly loose employee-organization relationships, employee turnover intention is gradually becoming normalized. This study aimed to examine the counterproductive work behaviors (CWB) of employees with turnover intention in the hybrid employment context. Drawing on the psychological contract process perspective, this research endeavored to examine whether higher turnover intention is associated with greater levels of CWB and to determine whether and how the association between turnover intention and CWB differs across temporary and permanent workers by considering organizational affective commitment. The results of analyzing 211 pairs of two-wave subordinate–supervisor matching data from a Chinese service company indicated that turnover intention is positively related to CWB, and the association is stronger for temporary workers than permanent ones. Such difference is caused by permanent workers’ higher organizational affective commitment than temporary workers. The findings’ implications for theory and research are provided in hybrid employment.

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Section: Methodsmentioning

confidence: 99%

“…The scale's reliability score (Cronbach's alpha) was 0.88. This scale has been proven acceptable in the Chinese context and was also employed by Zhang et al (2018) and Zhang et al (2022) in the Chinese context. The reliability score (Cronbach's alpha) for the turnover intention was 0.90.…”

Section: Cwbmentioning

confidence: 99%

Hatred out of love or love can be all-inclusive? Moderating effects of employee status and organizational affective commitment on the relationship between turnover intention and CWB

Liu

et al. 2023

Front. Psychol.

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“…Opposite to the workplace helping conduct displayed by employees, there is the workplace deviant behaviour, that destroys workplace norms and is conducted in a voluntary manner by employees, affecting the wellbeing of the organization (Omotayo et al, 2015;Zhang et al, 2022). Per the work of Sustiyatik et al (2019), deviance at the workplace implies committing actions such as fraud, theft, vandalism and absenteeism, whereas Chirasha and Mahapa (2012) recognize the late arrival to work, improper utilization of the company's assets and verbal abuse as deviant conduct in the workplace.…”

Section: Literature Reviewmentioning

confidence: 99%

Socio-Economic Wellbeing and behavior at School or Work To what Extent are They Related? Evidence from Romania

Pãunescu

Argatu

Mátyus

2023

Proceedings of the International Conference on Business Excellence

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Holding employees who are highly motivated and who illustrate fulfilment in respect to their work is a catalyst of positive change for nowadays organizations, who perform operations in quickly changing circumstances. Such individuals are known to engage more in organizational citizenship behaviour and steer away from deviant workplace behaviour. As employees display different personality traits and work-related motivation, only organizations which know how to properly engage their personnel, foster organizational citizenship actions and nurture ethical conduct within all organizational levels can attain a leading position on the market. The paper aims to examine the extent to which the socio-economic wellbeing influences ‘good’ or ‘bad’ behaviours at work and/or at school. The paper’s objectives are twofolded: (1) to understand if there is a causal relationship between the socio-economic wellbeing of individuals and their behaviour at work or/and at school; (2) to determine the extent to which the socioeconomic wellbeing contributes to shaping a ‘good’ or a ‘bad’ behaviour at work or/and at school. Correlations and simple linear regression model were employed to understand the predictive power of the socio-economic wellbeing on behaviour once a causal relationship has been confirmed. Results show that the perceived ambition to obtain a high social status, accumulate wealth and become rich and powerful predicts positively a ‘bad’ behaviour and negatively a ‘good’ behaviour.

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“…Bolino and Klotz (2015) said that OCB frequently leaves employees anxious and emotionally tired, thus their resources are depleted, and employees whose resources are depleted, eventually engage in withdrawal behaviors a factor of CWB (Maffoni et al, 2020). According to some research, employees who are helpful are expected to complete additional jobs, which depletes their resources resulting in resource depletion and incivility (Koopman et al, 2020;Zhang et al, 2022). It can be established that though an employee indulges in OCB initially, it further changes into CWB saliently involving stress, anxiety, and other mental health factors.…”

Section: Conservation Of Resources On Ocb and Cwbmentioning

confidence: 99%

Does mental health really matter? The dynamics of emotion and organizational behavior

Singh,

Bhuvaneswari

2023

Int. j. adv. appl. sci.

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This research investigates the intricate relationship between mental health and workplace behaviors, specifically focusing on organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). OCB and CWB are recognized as significant components of organizational behavior, with employees displaying these behaviors when they experience either job satisfaction or perceived threats. However, the factors influencing the choice of these behaviors remain elusive. This study contends that emotional states, shaped by the complex interplay of individual mental health, organizational climate, and culture, play a pivotal role in determining an employee's propensity to engage in OCB or CWB. Anxiety, stress, and depression are natural emotional responses to workplace situations, and they can both trigger and be triggered by OCB and CWB. This article aims to comprehensively investigate the impact of these emotional states on OCB and CWB behaviors. Furthermore, it explores the application of the conservation of resources (COR) theory in understanding these dynamics. The article underscores the necessity for further research in this area to enhance our comprehension of the intricate relationships among mental health, emotions, and workplace behaviors. This study contributes to the growing body of knowledge at the intersection of psychology and organizational behavior.

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When and How Workplace Helping Promotes Deviance? An Actor-Centric Perspective

Cited by 4 publications

References 61 publications

Hatred out of love or love can be all-inclusive? Moderating effects of employee status and organizational affective commitment on the relationship between turnover intention and CWB

Hatred out of love or love can be all-inclusive? Moderating effects of employee status and organizational affective commitment on the relationship between turnover intention and CWB

Socio-Economic Wellbeing and behavior at School or Work To what Extent are They Related? Evidence from Romania

Does mental health really matter? The dynamics of emotion and organizational behavior

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