1 / 22

Productive and Counterproductive workplace behaviour: Two sides of the same coin.

Productive and Counterproductive workplace behaviour: Two sides of the same coin. Dr Iain Coyne, Domenica Gentile & Dion Greenidge (IWHO, University of Nottingham) Professor Dave Bartram (SHL Group) With thanks to Sarah Jones

tonyfloyd
Download Presentation

Productive and Counterproductive workplace behaviour: Two sides of the same coin.

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Productive and Counterproductive workplace behaviour:Two sides of the same coin. Dr Iain Coyne, Domenica Gentile & Dion Greenidge (IWHO, University of Nottingham) Professor Dave Bartram (SHL Group) With thanks to Sarah Jones Paper presented at the Division of Occupational Psychology Conference, January 2008, Stratford-upon Avon

  2. CWB: The concept Anti-social behaviour Deviance Aggression Revenge Retaliation Workplace honesty or integrity Counterpro-ductive behaviour Emotional abuse Incivility

  3. CWB - dimensions • Hollinger & Clark (1982): • Production and property deviance • Robinson & Bennet (1995): • Production deviance, property deviance • political deviance & personal aggression • Bennet & Robinson (2000): • Interpersonal and organizational deviance • Gruys & Sackett (2003): • Directed at individuals or organisations • High or low relevance to job tasks Interpersonal VS. Organizational

  4. OCB: The concept Contextual performance Pro-social behaviour OCB Voice behaviour Organisational spontaneity Extra-role

  5. OCB - dimensions • Organ (1988): • Altrusim, sportsmanship, conscientiousness, courtesy & civic virtue • Van Scotter & Motowidlo (1996): • Interpersonal facilitation & job dedication • Coleman & Borman (2000): • 5 groups of behaviours under 3 dimensions • Interpersonal citizenship; organizational citizenship; job-task citizenship • Marinova & Moon (2003): • Individual – organisational & promotive – prohibitive Interpersonal VS. Organizational

  6. Bi-polar concept? • Opposing concepts? • Semantic argument • Directed at individuals or the organisation • Strong negative correlations between factors reported • Single continuum theory: • Bennet & Stamper (2001) – 2 dimensions • Hunt (1996) – 8 generic workplace behaviours

  7. Personality

  8. Cognitions and emotions Stressors Commitment Fairness CWB OCB Emotions Satisfaction

  9. Research questions • What is the dimensionality of voluntary workplace behaviour? • What are the relationships between different scales? • What are the relationships between scales and antecedents?

  10. Study 1: UK Samples • Sample 1 • 136 employees of a large food retailer (57% females). Mean age = 34.6; Mean tenure = 5.5 • Measured VWB (self); Organisational commitment; Organisational constraints; interpersonal conflict • Sample 2 • 74 employees of a fashion retailer (93% females). Mean age = 23.7; Mean tenure = 2.75 (SD = 6.5) • Measured VWB (self & other)

  11. Dimensionality of scale N = 210 combined UK sample Self ratings of VWB 89 items included Item parcels were created

  12. Inter-correlations

  13. Antecedents

  14. Study 2: Caribbean Sample • Sample: • 202 employees across 8 organisations • 50% males and 50% females • mean age = 35 years • Self report • Organisational constraints; interpersonal conflict; role ambiguity; role conflict; Big-5 personality; positive and negative emotion • Other report • VWB

  15. Dimensionality of scale N = 202 Other ratings of VWB 89 items included Item parcels were created

  16. Inter-correlations

  17. Antecedents: Cognitions and emotions

  18. Personality

  19. Discussion • Confirmatory factor analysis illustrated reasonable fit for the 5 factor model • Intercorrelations between scales suggest although related they are not bi-polar • Intercorrelations with antecedents, suggest that they are not bi-polar opposites. • Rater is a moderating factor and could have rater bias (Halo effects) • Presence of antithetical items • Theory – model of non-task behaviour • Practice – interventions need to be different

  20. Flipping the coin! Counterproductive productive behaviour: • Bolino et al (2004): • Self-serving motives • Negatively related to organisational functioning • Negative consequences for employees • Bolino & Turnley (2005): • 98 couples/dyads • Other rating of initiative • Self ratings of job stress, work-family conflict and role overload • Initiative correlated 0.51 with overload • Initiative correlated 0.42 with job stress • Initiative correlated 0.42 with work-family conflict

  21. Flipping the coin! • Productive counterproductive behaviour: • Retaliation can be functional: • Promote changes, ensure managers are held accountable, individual can leave to go on to better things, prove the person wrong • Withdraw or leave in order to alleviate stress • Galperin & Burke (2006) – constructive deviance: • Innovative organizational constructive deviance • Challenging organizational constructive deviance • Interpersonal constructive deviance

  22. Future • Received funding from the ESRC: • 2-year project • Look at bi-polar nature of CWB and PWB in 4 different countries • Anyone interested in helping?

More Related