Individual and organizational predictors of perceiving workplace behaviors as counterproductive

Download

index.pdf

Date

2014

Author

Ağca, Hande

Metadata

Show full item record

Item Usage Stats

352
views

114
downloads

In the present study, the aim was to examine the predictors of perceived counterproductive work behaviors (PCWB) by employees. The proximal variables of personality characteristics and individual values and the distal organizational variables were included in the research to study the predictors of PCWB in a comprehensive fashion. Self-control, agreeableness and conscientiousness were hypothesized as the personality predictors, of universalism, benevolence, conformity and tradition under the frame of self-transcendence and conservation values were hypothesized as the individual values predictors, and organizational uncertainty avoidance (defined as clarity of organizational rules and procedures) and overall organizational justice climate were hypothesized as the organizational predictors of PCWB. Perceived counterproductive work behaviors were included the sub-dimensions of abuse, theft, withdrawal and sabotage. Analyses were conducted with 220 working adults. The results of regression analyses revealed that self-control, conscientiousness, self-transcendence values and organizational uncertainty avoidance significantly predicted all sub-dimensions and the PCWB composite, whereas conservation values predicted the theft, withdrawal sub-dimensions together with the compoiste PCWB. On the other hand, agreeableness and overall organizational justice variables did not predict any of the criteria. In addition to regression analyses, dominance analyses were conducted to reveal the relative contributions of individual values. The findings and implications of the study were discussed.

Subject Keywords

Organizational behavior., Corporate culture., Personality., Employee morale., Psychology, Industrial., Work, Psychology M.S. thesis

URI

http://etd.lib.metu.edu.tr/upload/12618132/index.pdf
https://hdl.handle.net/11511/24157

Collections

Graduate School of Social Sciences, Thesis

Suggestions

OpenMETU
Core

The Effect of coping strategies: mediating role of work attachment styles on the relation between coping and personal and organizational outcome perception Ersen, Önder; Bilgiç, Reyhan; Department of Psychology (2014) The purpose of the present study is to examine the relationship between proactive and preventive coping styles and some individual and organizational outcomes, namely professional self-esteem, job satisfaction task performance and organizational citizenship behavior. Moreover, the mediating roles of two employee attachment styles, engagement and burnout in this relationship were investigated. Psychometric qualities of the scales were established through a pilot study by collecting data from 90 employees com...
Integrity as it relates to job performance, organizational citizenship behavior and withdrawal behavior: moderating effect of organizational justice Karapınar, Özlem; Sümer, Hayriye Canan; Department of Psychology (2014) The aim of the study was to investigate the moderation effect of organizational justice perceptions in the relationships between integrity and critical organizational outcome variables, namely, job performance, organizational citizenship behavior, and withdrawal behaviors (turnover intentions and absenteeism). High performing employees with constructive organizational behaviors and without withdrawal behaviors are desired by organizations. Integrity tests, widely used in personnel selection (e.g., Bergmann,...
Situational strength based on culture as a moderator of the personality-job performance relationship Yağcı, Hazal; Toker, Yonca; Sümer, Hayriye Canan; Department of Psychology (2015) The purpose of the present study is to examine the moderating influence of cultural dimensions on the relationship between personality and job performance. The main focus is on the situational strength framework (Meyer & Dalal, 2009) which claims that characteristics of situations moderate the relationship between personality and outcomes, in this case job performance. In the current study, situations are studied in terms of cultural characteristics that also pertain to organizations; namely uncertainty avo...
Antecedents and consequences of organizational commitment Ekrem Duman, Fatıma Betül; Bilgiç, Reyhan; Department of Psychology (2010) In the present study, organizational commitment‘s relationship with a number of antecedents and consequences were examined. In more detail, firstly the effects of job characteristics (i.e., job variety, promotional opportunity, organizational fairness, and perceived organizational support) on three dimensions of organizational commitment namely affective, normative, and continuance commitment were examined. Secondly, how these three dimensions of organizational commitment predict two dimensions of performan...
Prediction of safety-related behaviour among turkish nurses: an application of theory of planned behaviour and effects of safety climate perceptions Haktanır, Gülçin; Sümer, Hayriye Canan; Özkan, Türker; Department of Psychology (2011) The aim of the present study was to examine both the individual and organizational level factors contributing to the safety related behaviours of nurses. Effects of the individual level factors on safety behaviour of nurses were analyzed within the theoretical framework of Ajzen’s (1991) Theory of Planned Behaviour (TPB) and effects of the organizational level factors were analyzed through safety climate perceptions of the nurses. Data were collected from nurses (N=274) of two different private hospitals lo...

Citation Formats

H. Ağca, “Individual and organizational predictors of perceiving workplace behaviors as counterproductive,” M.S. - Master of Science, Middle East Technical University, 2014.