• Management & Information Systems Review
• /
• v.10
• /
• pp.33-66
• /
• 2002

Counterproductive work behaviors are behaviors by employees intended to harm their organization or organization members. Human is the being has a desire and behaviors. To understand behaviors of an individual, it is important to understand the personality which determines a difference between individuals. Narcissists has psychological traits to be likely to experience negative emotions, such as frustration, hostility or anger, and this psychological traits of narcissists are more likely to induce an aggression. In this view, the purpose of this study was to examine the relationships between counterproductive work behaviors and narcissistic personality characteristics and to explore psychological dynamics about how narcissistic personality characteristics had an effect on counterproductive work behaviors. As a result, facts known were as follows. First, narcissists has strong desires to maintain a sense of superiority over others and defend their egos against unpleasant evaluation information, even if the information is factual and accurate. Second, narcissists are hyper-sensitive to negative information and are more likely to encounter information or situations that challenge their positive self-appraisals by this view. Third, in response to these challenges, or ego threats, these individuals are more likely to experience negative emotions, such as anger, frustration, or hostility. Forth, this negative emotions lead to aggression and as a result, this is more likely to induce counterproductive work behaviors such as theft, sabotage, interpersonal aggression, work slowdowns, wasting time and materials, and spreading rumors. Thus, narcissism is another individual difference variable that may be an important factor in determining counterproductive work behaviors, particularly under conditions perceived to be difficult or stressful.

• The Journal of Economics, Marketing and Management
• /
• v.10 no.2
• /
• pp.15-22
• /
• 2022

Purpose: This study explores the effect of employee's growth needs strength on counterproductive work behaviors. Perceived job insecurity was also examined as a moderating variable on the relationship between the two variables. Research Design, data and methodology: This study collected 108 data samples from working individuals from South Korea. The Exploratory Factor Analysis (EFA) and the hierarchical regression analysis were used to analyze the data. Hierarchical regression analysis was performed using SPSS 24.0. Results: Our research results indicated that employee's growth needs strength has a negative effect on counterproductive work behaviors. Perceived job insecurity moderates the relationship between the two variables. Conclusions: Organizations should focus on creating growth opportunities for employees, since facilitating employee's growth need strength will counteract the desire to engage in behaviors that can be detrimental to the organization. and its members.

• Journal of Korea Society of Industrial Information Systems
• /
• v.22 no.4
• /
• pp.131-147
• /
• 2017

This Study is to Comprehensively Analyze the Influence of Authentic Leadership on Turnover Intention, and Counterproductive work Behaviors through the Mediate of trust in Superiors, Organizational Silence, Placing Emphasis on the Importance and Necessity of Authentic Leadership. An Empirical Analysis has been Conducted Targeting the Employees of Medium-sized Manufacturers in Busan. According to the Results of this Empirical Analysis, the Components of Authentic Leadership is Classified into the Transparency, Morality, Balanced Way of doing things, and Self-Recognition of Superiors and all of the Above-mentioned ones are found to have a Positive(+) Significant Effect on Trust in Superiors. Secondly, Trust in the Superiors is Found to have a Negative(-) Significant Effect on the Organizational Silence(Acquiescent, Defensive) of Employees. Thirdly, Organizational Silence is to have a Positive(+) Significant Effect on the Turnover Intention and Counterproductive work Behaviors.

• Culinary science and hospitality research
• /
• v.18 no.3
• /
• pp.32-45
• /
• 2012

The purposes of this study is to understand the influence of culinary employees' stress coping styles in the deluxe hotel industry on counterproductive work behaviors and turnover intention. Based on total 345 culinary employees obtained from empirical research, this study reviewed the reliability and fitness of the research model and verified a total of 2 hypotheses using the AMOS program. The hypothesized relationships in the model test simultaneously by using a structural equation model(SEM). The proposed model provided an adequate fit to the data, ${\chi}^2$=736.474(p<0.001), df=233, GFI=.853, NFI=.901, CFI=.930, RMSEA=.079. Hypothesis $1^a$, which hypothesized a positive relationship between employees coping styles(avoid coping, ${\beta}$=.325; emotion coping, ${\beta}$=.261; job coping, ${\beta}$=-.203) and person-counterproductive work behavior was supported. As predicted by, Hypothesis $1^b$, employees' coping styles(job coping, ${\beta}$=-.307; avoid coping, ${\beta}$=.262; emotion coping, ${\beta}$=.146) had significant positive effects on organization-counterproductive work behavior. Also, employees' person-counterproductive work behavior(${\beta}$=.431) had significant positive effects on turnover intention(Hypothesis 2 was partially supported). Limitations and future research directions are also discussed.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.16 no.10
• /
• pp.7157-7165
• /
• 2015

This research conducted a survey of the workers in medical institutions and carried out empirical analysis through covariance structure equation modelling in order to examine the relationship among emotional labor, job satisfaction, organizational commitment, and counterproductive work behaviors of medical institution workers. The results of the empirical analysis are as follows; First, the frequency of emotional expression, one of the dimensions of emotional labor, did not have a positive influence on job satisfaction, but both the degree of emotional expression attentiveness and emotional dissonance had a negatively significant effect on job satisfaction. Second, job satisfaction had a positively significant effect on organizational commitment. Third, organizational commitment had a negatively significant effect on counterproductive work behaviors toward both individuals and organizations. This research result shows that it is necessary to pay attention to drawing a plan to reduce emotional labor that workers in medical institutions experience since emotional labor causes them to get negative results while they are performing their duties.

• The Journal of the Korea Contents Association
• /
• v.21 no.8
• /
• pp.537-545
• /
• 2021

We hypothesize work jealousy can moderate the relationship between leader-member exchange (LMX) and two different work behaviors, counterproductive work behavior(CWB) and organizational citizenship behavior (OCB). The results supported our hypotheses and found an interaction between LMX and work jealousy such that the relationship between LMX and CWB is negative when jealousy is higher but not when jealousy is lower. We did not find an interaction between LMX and work jealousy on OCB, however. We test our hypotheses in a service organizational sample consisting of one hundred thirty-nine. Managerial implications and directors for future research are discussed.

• Management & Information Systems Review
• /
• v.36 no.1
• /
• pp.309-327
• /
• 2017

Recently the importance of emotional labor has increased so this study aims to prove the effects of emotional labor(surface acting and deep acting) on counterproductive work behaviors(deviate from organization and individual deviation) using burnout(emotional exhaustion, personality disorder, decrease in sense of accomplishment) as a medium. 350 surveys were sent to employees such as workers from call centers, salesperson from department store, financial worker, hospital staff, flight attendant and workers from customer center who and worked with emotional labor and 300 surveys excluding insincere ones were used for analysis. The result is as follows. First, surface acting which is a type of emotional labor chosen by customer workers had a positive effect on burnout such as personality disorder and decrease in sense of accomplishment. Second, deep acting had a negative effect on personality disorder and decrease in sense of accomplishment but did not show any effect on emotional exhaustion. Third, personality disorder and decrease in sense of accomplishment among burnout had effect on counterproductive work behaviors(deviate from organization, individual deviation) but emotional exhaustion did not show any effect on work behaviors(deviate from organization, individual deviation). Based on the result of analysis, implication of this study and direction of future research were suggested.

• Industry Promotion Research
• /
• v.3 no.1
• /
• pp.33-42
• /
• 2018

This study examined the effect of behavior on leader' s impersonal behavior and organizational members 'semi - productive task and the moderating effect of organizational support perception. As a result of conducting a questionnaire survey on SMEs of auto parts industry in Chungnam, Sejong, and Daejeon, the non-personality behaviors of the top leaders had a significant effect on the non-personality behaviors of the middle leaders (p <.001, ${\beta}=.910$). The results of this study are as follows. First, the relationship between the leader and the supervisor was significantly influenced by the non-personality behaviors. In addition, higher leaders have a moderating effect on negative behaviors and semi-productive task behaviors toward the organization of members. The control effect of semi - productive task behavior was confirmed. The results of this study provide suggestions for reducing economic loss and social loss due to semi-productive task behavior of organizational members by revealing the phenomenon of non-personality behavior of middle leader to non-personality behavior of upper leader.

• The Journal of the Korea Contents Association
• /
• v.21 no.7
• /
• pp.671-677
• /
• 2021

The purpose of this study is to investigate the effect of leader-member exchange (LMX) on envy and counterproductive behaviors (CWB) moderated by similarity. Specifically, we focused on the negative side of LMX to examine the relationship between LMX and envy, and the mediating role of envy on the relationship between LMX and CWB. Further, we also examined the moderating role of similarity on the relationship between envy and CWB. Given that CWB can be harmful to any organizational, it was worthwhile to find possible antecedents of CWB, envy and LMX. A total number of 238 employees participated in this study and the results supported our hypotheses. The results of this study can have managerial implications, showing the important role of manager's personalized treatment for each of his/her subordinates.

• Safety and Health at Work
• /
• v.13 no.4
• /
• pp.469-474
• /
• 2022

Background: Nowadays, counter-productive work behaviors (CWBs) have turned into a common and costly position for many organizations and especially health centers. Therefore, the study was carried out to examine and compare the demand-control-support (DCS) and effort-reward imbalance (ERI) models as predictors of CWBs. Methods: The study was cross-sectional. The population was all nurses working in public hospitals in Hamadan, Iran of whom 320 were selected as the sample based on simple random sampling method. The instruments used were Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, and Counterproductivity Work Behavior Questionnaire. Data were analyzed using correlation and regression analysis in SPSS18. Results: The findings indicated that both ERI and DCS models could predict CWB (p ≤ 0.05); however, the DCS model variables can explain the variance of CWB-I and CWB-O approximately 8% more than the ERI model variables and have more power in predicting these behaviors in the nursing community. Conclusion: According to the results, job stress is a key factor in the incidence of CWBs among nurses. Considering the importance and impact of each component of ERI and DCS models in the occurrence of CWBs, corrective actions can be taken to reduce their incidence in nurses.