Counterproductive Work Behavior Among Chinese Knowledge Workers

The purpose of this study was to investigate the frequency and antecedents of Chinese knowledge workers’ counterproductive work behavior (CWB) by using a self‐developed indigenous scale. The paper consisted of two studies. Study 1 developed an indigenous measure of knowledge workers’ CWB. Study 2 investigated the frequencies and antecedents of Chinese knowledge workers’ CWB using the indigenous measure with a sample of 366 participants. The results showed that CWB among Chinese knowledge workers was rather prevalent. The results also showed that personality variables (i.e., agreeableness, conscientiousness, neuroticism, and locus of control) were more important than other variables (e.g., demographic and job characteristics) in predicting CWB.     

Religion and the Acceptability of White‐Collar Crime: A Cross‐National Analysis

This article examines whether shared religious beliefs and religious social relationships (Durkheim) and belief in a personal, moral God (Stark) negatively affect attitudes toward the acceptability of white‐collar crime. In addition, using a large cross‐national sample and estimating multilevel models, we test whether effects are conditional on modernization and religious contexts characterized by belief in an impersonal or amoral God. Shared religious beliefs and the importance of God in one's life are negatively related to the acceptability of white‐collar crime. These effects, however, weaken in religious contexts characterized by belief in an impersonal or amoral God as do the effects of religious social relationships and belonging to a religious organization; modernization, on the other hand, does not have a moderating effect. In short, religious belief is associated with lower acceptance of white‐collar crime and certain types of religious contexts condition this relationship.     

Heroic Leaders as White‐Collar Criminals: An Empirical Study

In an empirical study of 179 white‐collar criminals, we identify a subset of 28 who may be called having a ‘heroic’ status, having received official recognition for contributions to society and fame prior to their being exposed and convicted as white‐collar criminals. We argue that these people are close to the classical picture of the white‐collar criminal, which implies that they are more likely not to be suspected of crimes. They are older, richer, and more powerful than the regular criminals. They also commit crimes assuming the roles of leaders in the crime. Most importantly, it seems as if the combination of heroic status and executive positions induces people to commit large‐scale opportunistic crimes late in their lives. The apparent onset of criminal behaviour late in life may be triggered by latent narcissistic traits. Our study contributes to a differentiated view on the profile of white‐collar criminals and derailed leadership. Copyright © 2012 John Wiley & Sons, Ltd.     

The Role of Personality and Job Stressors in Predicting Counterproductive Work Behavior: A three‐way interaction

The current study examined interactive effects among personality and job stressors in predicting employees' engagement in counterproductive work behavior (CWB) defined as behavior that harms organizations or people in organizations. Survey data were collected from 932 employees and results showed significant negative relationships of agreeableness, conscientiousness, and emotional stability with CWB directed at organizations (CWB‐O) and people (CWB‐P), and significant positive relationships of interpersonal conflict and organizational constraints with CWB‐O and CWB‐P. Further, it was found that the positive relationships of interpersonal conflict with CWB‐O and CWB‐P were strongest for people of low emotional stability–low agreeableness among all emotional stability–agreeableness combinations, and that the positive relationships of organizational constraints with CWB‐O and CWB‐P were strongest for people of high emotional stability–low conscientiousness among all emotional stability–conscientiousness combinations.     

Private Investigations of White‐Collar Crime Suspicions: A Qualitative Study of the Blame Game Hypothesis

The activity of private investigations by fraud examiners is a business of lawyers, auditors, and other professionals who investigate suspicions of financial crime by white‐collar criminals. This paper presents results from an empirical study of investigation reports. The available sample consists of 28 reports written mostly by auditing firms such as Deloitte, Ernst & Young, and PwC. The blame game can occur at two stages in a private investigation. First, the mandate formulated by a client may point investigators in a specific direction. Next, investigators sometimes suffer from a tunnel view of predetermined opinions. In the sample of 28 investigations reports, more than half of them involve potential blame game victims. Copyright © 2014 John Wiley & Sons, Ltd.     

When Competition Turns Ugly: Collective Injustice,Workgroup Identification,and Counterproductive Work Behavior

This research investigated the effects of competition and injustice between workgroups and workgroup identification (self-categorization) on individuals' propensity to engage in counterproductive work behavior toward an opposing workgroup. One scenario study revealed that competition and collective injustice had an interactive effect on individuals' willingness to engage in counterproductive behavior. In another scenario study, this effect was moderated by the strength of self-categorization with the group. Finally, a survey study of 110 working adults involving reported counterproductive behavior showed a three-way interaction between competition, collective injustice, and the strength of identification with the workgroup, thus providing additional support for the findings of Study 2. This collection of studies provides initial evidence for the positive influence of intergroup competition under conditions of collective injustice on counterproductive behavior.     

A Resource-Based Perspective on Organizational Citizenship and Counterproductive Work Behavior: The Role of Vitality and Core Self-Evaluations

Although results from cross-sectional between-person studies suggest a differentiation of employees in good and bad performers, recent studies have challenged this assumption by showing that performance is also dependent on more transient states that vary within individuals. Acknowledging that individuals do not only differ in reference to others, but also in reference to themselves, we integrated the between- and within-person approach in the examination of organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). We propose a model informed by conservation of resources theory in which OCB and minor CWB are predicted by within-person variation in one’s level of vitality, with these relationships being moderated by trait core self-evaluations (CSE). Moderated multilevel Poisson regression analyses revealed that vitality was positively related with OCB and negatively with minor CWB. CSE moderated the relationship between vitality and OCB so that individuals high in CSE engaged in OCB regardless of their vitality levels; however, contrary to our expectations, CSE did not moderate the relationship between vitality and minor CWB. Together, these findings indicate a complex reality underlying the mechanisms that drive the enactment of OCB and CWB.     

Relations of Interpersonal Unfairness with Counterproductive Work Behavior: The Moderating Role of Employee Self-Identity

Purpose

Following the job demands–resources model, this study investigated the role of self-identity, or how employees define themselves in relation to others, in the relations between interpersonal unfairness and counterproductive work behavior (CWB). Self-identity, an important self-regulatory and resource-related variable, was proposed to moderate the unfairness–CWB relations.

Methodology

A sample of 361 Chinese airline industry employees completed measures of identity, interpersonal unfairness, and CWB directed at people or the organization. We conducted a series of moderated regression analyses to test the hypotheses.

Findings

We found as expected relational identity (identity based on dyadic connection to another person) and collective identity (identity based on membership in a social group) buffered unfairness–CWB relations, such that positive relations were weaker when relational or collective identity was high (vs. low). Support was not found for the proposed moderation effect of individual identity (identity based on uniqueness from others) on unfairness–CWB relations. Supplementary relative weight analyses indicated that multiple identity levels and interactions between them accounted for considerable proportions of explained variance in CWB.

Implications

These findings suggest that different levels of employee identity seem to play different roles in the interpersonal unfairness–CWB relations, and it is important to continue studying employee identity profiles in the context of predicting CWB occurrences.

Originality/Value

This study not only advances our understanding of potential antecedents of CWB, but also underscores the importance of simultaneously studying all three levels of employee identity.     

Employee Perceptions of Workplace Theft Behavior: A Study Among Supermarket Retail Employees in Malaysia

Employee theft is costly to any business, especially to big retail chain organizations. This research is to study the perception of retail employees on the impact of the individual and organizational factors contributing to workplace theft behavior in supermarkets in Malaysia and to study the mediating effect of intention to steal and the moderating effect of internal control systems. The results proved that individual and organizational factors do influence workplace theft behavior. It is also established that internal control systems moderate the relationship between the intention to steal and workplace theft behavior.     

Productive and Counterproductive Attendance Behavior: An Examination of Early and Late Arrival to and Departure From Work

Although previous research has examined late arrival to and early departure from work, little is known about early arrival and late departure. Using data from 227 participants employed in a number of different organizations, the current study found that early arrival, late arrival, early departure, and late departure represent four distinct constructs. Furthermore, early arrival and late departure loaded onto the same second-order factor as organizational citizenship behaviors and late arrival and early departure loaded onto the same second-order factor as counterproductive work behaviors. Additional analyses found that Conscientiousness and job attitudes predicted significant variance in each of these attendance behaviors. We also collected qualitative data from a second sample (N = 176), which found that early employees generally spend their extra time at work engaging in work-related activities.     

HIV‐Related Behaviors Among Prison Inmates: A Theory of Planned Behavior Analysis1

Prison inmates have high prevalence rates for both HIV and AIDS, creating a great need for HIV prevention efforts. We tested the theory of planned behavior (TPB) in 3 domains: intention to engage in condom use when released, intention to not share tattoo equipment in prison, and intention to not share needles or tattoo equipment when released. A total of 478 inmates (87% male) completed TPB and sexual and needle‐use risk behavior measures. TPB constructs accounted for a significant variance in intention to use condoms among African American, Hispanic, and Caucasian inmates, though the strength of the relationships differed by ethnicity. The TPB was less successful for intention to share tattooing equipment and not to share needles or tattoo equipment after release.     

The Development of Person–Vocation Fit: A Longitudinal Study Among Young Employees

This two-phase panel study examines the development of the congruence between vocational interests and perceived skill requirements. Participants were 492 Dutch men and women between 18 and 26 years old, with a paid job in both phases. Three hypotheses inspired by the theory of work adjustment (Dawis and Lofquist 1984) and congruence theory (Holland 1992) were tested, using a composite index of fit proposed by Cronbach and Gleser (1953). The first hypothesis proposing that participants experiencing incongruence between their vocational interests and their perceived skill requirements are dissatisfied with their job was supported. The hypothesis that incongruence has a positive relationship with job change and a negative relationship with tenure was not confirmed. The expectation that the congruence between vocational interests and perceived skill requirements increases over time was confirmed. Furthermore, exploring determinants of change in vocational interests and perceived skill requirements, it was found that change in these domains was predicted by different variables, educational level being the only common factor. It is concluded that this study supports the longitudinal propositions of prevailing work-related person-environment fit theories.     

Emotional Exhaustion Among Employees Without Social or Client Contact: The Key Role of Nonstandard Work Schedules

Purpose  

The current study examines emotional exhaustion and its predictors among employees without social or client contact on multiple nonstandard shifts.     

Entering Politics: General Self‐Efficacy and Voting Behavior Among Young People

Political science traditionally conceptualizes efficacy only in relation to politics and government. In this article, we look beyond political efficacy and examine the effect of general self‐efficacy on young adults' voting behavior. General self‐efficacy, an individual's estimation of capacity to operate successfully across a variety of domains, is often important to the behavioral decisions of individuals entering a new domain of activity. With data from the Children of the National Longitudinal Study of Youth, we examine the effect of general self‐efficacy on voting behavior among young, first‐time voters. We find that general self‐efficacy has a positive effect on voter turnout, and this effect is strongest for young people from low socioeconomic‐status families.     

Religion and Happiness: A Study Among University Students in Turkey

This study tests the hypothesis that higher levels of positive religious affect are associated with higher levels of personal happiness among a sample of 348 students studying at a state university in Turkey who completed the Ok Religious Attitude Scale (Islam), the Oxford Happiness Inventory, and the short-form Eysenck Personality Questionnaire Revised. The data reported a small but statistically significant association between religiosity and happiness after taking sex and individual differences in personality into account.     

Predictors of Hypersexual Behavior Among College Men and Women: Exploring Self‐Conscious Emotions

The authors examined self‐conscious emotions as predictors of hypersexual behavior among 235 college students. Among men, shame‐proneness and externalization predicted higher hypersexual behavior, whereas guilt‐proneness and detachment were associated with lower hypersexual behavior. Detachment predicted higher hypersexual behavior among women.     

A Prospective Examination of the Interpersonal‐Psychological Theory of Suicidal Behavior Among Psychiatric Adolescent Inpatients

The challenge of identifying suicide risk in adolescents, and particularly among high‐risk subgroups such as adolescent inpatients, calls for further study of models of suicidal behavior that could meaningfully aid in the prediction of risk. This study examined how well the Interpersonal‐Psychological Theory of Suicidal Behavior (IPTS)—with its constructs of thwarted belongingness (TB), perceived burdensomeness (PB), and an acquired capability (AC) for lethal self‐injury—predicts suicide attempts among adolescents (N = 376) 3 and 12 months after hospitalization. The three‐way interaction between PB, TB, and AC, defined as a history of multiple suicide attempts, was not significant. However, there were significant 2‐way interaction effects, which varied by sex: girls with low AC and increasing TB, and boys with high AC and increasing PB, were more likely to attempt suicide at 3 months. Only high AC predicted 12‐month attempts. Results suggest gender‐specific associations between theory components and attempts. The time‐limited effects of these associations point to TB and PB being dynamic and modifiable in high‐risk populations, whereas the effects of AC are more lasting. The study also fills an important gap in existing research by examining IPTS prospectively.     

Conscientiousness and Agreeableness as Moderators of the Relationship Between Neuroticism and Counterproductive Work Behaviors: A constructive replication

Several previous studies examining the predictors of counterproductive work behaviors (CWBs) have found positive relationships for neuroticism and negative relationships for conscientiousness and agreeableness. We extend this research by examining whether employee personality traits interact with each other to influence CWBs. Because conscientiousness and agreeableness may suppress one's tendency to engage in CWBs, we hypothesized that the neuroticism–CWB relationship will be weaker among workers who are high in either conscientiousness or agreeableness than among workers who are low in these traits. Data from three independent samples provide support for these hypothesized moderator effects.     

Extra‐Role Behavior among Mexican Employees: The Impact of LMX,Group Acceptance,and Job Attitudes

The current field study took place within a Mexican work setting, consisting of 100 white‐collar employees representing a variety of professional job categories. The study investigated the direct effect of the supervisor–employee relationship (leader–member exchange) quality and group acceptance on employees' propensity to engage in activities beyond their formal work roles (extra‐role behavior). The mediating influences of the employees' job satisfaction level and organizational commitment were also taken into consideration when accounting for extra‐role behavior. Results suggest that relationships Mexican employees share with their supervisor have a direct impact on their extra‐role behavior. Social exchange, key to both extra‐role behavior and leader–member exchange, is proposed as the operating mechanism associating the two constructs. Results also indicate that organizational commitment plays a partial mediating role between leader–member exchange and extra‐role behavior.     

Ethicists’ and Nonethicists’ Responsiveness to Student E‐mails: Relationships Among Expressed Normative Attitude,Self‐Described Behavior,and Empirically Observed Behavior

Do professional ethicists behave any morally better than other professors do? Do they show any greater consistency between their normative attitudes and their behavior? In response to a survey question, a large majority of professors (83 percent of ethicists, 83 percent of nonethicist philosophers, and 85 percent of nonphilosophers) expressed the view that “not consistently responding to student e‐mails” is morally bad. A similarly large majority of professors claimed to respond to at least 95 percent of student e‐mails. These professors, and others, were sent three e‐mails designed to look like queries from students. Ethicists’ e‐mail response rates were not significantly different from the other two groups’. Expressed normative view correlated with self‐estimated rate of e‐mail responsiveness, especially among the ethicists. Empirically measured e‐mail responsiveness, however, was at best weakly correlated with self‐estimated e‐mail responsiveness; and professors’ expressed normative attitude was not significantly correlated with empirically measured e‐mail responsiveness for any of the three groups.