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This study investigates the relationship between personality traits, job satisfaction, perceived justice, and engagement in counterproductive workplace behaviors (CWBs) among 250 participants. The results reveal significant correlations between personality traits and CWBs, with Agreeableness and Conscientiousness showing negative associations, while Neuroticism exhibits a positive association. Job satisfaction and perceived justice are also negatively correlated with CWBs. Furthermore, hierarchical regression analyses of the proposed model confirm that higher levels of Agreeableness and Conscientiousness are strong predictors of CWBs. The findings highlight the importance of individual characteristics and job-related factors in influencing employee behavior. These findings contribute to understanding workplace behavior and inform efforts to promote positive work environments and organizational success.

Incivility within organizations is a rampant problem with dire consequences,including adverse effects on both job satisfaction and psychological states. This study was conducted to address the gap in the current literature that looks at incivility within organizations. To date, no studies have assessed the impact of bottom-up incivility (i.e., incivility that is directed from subordinates to supervisors) on supervisor targets. Thus, this study investigated the impact of bottom-up forms of incivility of supervisors’ mental and physical states, as well as their levels of job satisfaction. However, due to small sample sizes, the current research was expanded to address the effects of both bottom-up incivility and other forms of incivility (i.e., peer-to-peer and superior-to-subordinate). As a result, the study consisted of two samples: bottom-up targets (N = 19) and targets of all forms of incivility (N = 89). In the bottom-up sample, results showed that instances of bottom-up incivility are a significant predictor of lower levels of job satisfaction. In the sample of targets of all forms of incivility, the results indicated that incivility was a significant predictor of lower levels of mental health. In the sample of targets of all forms of incivility, hierarchical regression analyses also showed that the effects of incivility on physical health were mediated by mental health.

The present study summarizes the validity of a multi-method integrity test developed to measure integrity and counterproductive work behaviors (CWB) in personnel selection of a Peruvian sample. This instrument has been thoroughly studied in other cultural contexts, establishing its validity in predicting counter-productive behaviors. In order to study external validity, two criteria were used: (a) The Counterproductive Work Behavior Checklist (CWB-C) and (b) a supervisor evaluation questionnaire. The criterion validity of the Peruvian Spanish version was studied with a sample of 194 employed students, 86 male (44.3%) and 108 (55.7%) female. Participants were recruited from a large private Peruvian university. The instrument’s overall score correlated with self-reported CWB (r= -.62, p <.01). Regarding the other criterion, only the Ethical Dilemmas sub-scale showed a significant correlation with supervisor-rated CWB (r=.18, p< .05). Female participants reported higher scores than male participants on the Attitudes (U (193) = 3842.5, p<.05), Ethical Dilemmas (U (193) = 3619.5, p<.05), and Past Behaviors (U (193) = 3463.5, p<.01) dimensions of the integrity test (r=.15-.22), as well as on the overall score (U (193) = 3395.5, p<.01). Results support the validity of the multi-method integrity measure to predict counterproductive work behaviors, without adverse gender impact. / El presente estudio evaluó la validez de una prueba de integridad multimétodo desarrollada para medir la integridad y las conductas contraproducentes en el trabajo (CWB) en la selec­ ción de personal en una muestra peruana. La prueba ha sido estudiada en otros contextos culturales, habiéndose probado su validez en la predicción de conductas contraproducentes (Fine & Pecker, 2015). Para la validez externa, se usaron dos criterios: (a) La lista de cotejo de conductas contraproducentes en el trabajo/The Counterproductive Work Behavior Chec­ klist (CWB-C), y (b) un cuestionario de evaluación dirigido a los supervisores. Para la validez de criterio, según el español que se habla en el Perú, se consideró una muestra de 194 estudiantes que trabajan, 86 hombres (44.3%) y 108 (55.7%) mujeres, quienes fueron reclutados de una universidad privada peruana. El puntaje total de la prueba correlacionó significativamente con el autorreporte de CWB (r=-.62, p<.01). En el segundo criterio solo la dimensión de Dilemas éticos mostró una correlación significativa con la evaluación del supervisor (r=.18, p<.05). Las participantes mujeres reportaron puntajes más altos que los varones para las dimensiones de Actitudes (U (193) = 3842.5, p<.05), Dilemas Éticos (U (193) = 3619.5, p<.05) y Comportamiento Pasado (U (193)= 3463.5, p<.01) de la prueba de integridad (r=.15-.22), así como en el puntaje final (U (193) = 3395.5, p<.01). Los resul­ tados del presente estudio apoyan la validez de la prueba de integridad multi-método para predecir las conductas contraproducentes en el trabajo, sin un impacto adverso de género. / Este estudo avaliou a validade de um teste multi-método desenvolvido para medir a inte­ gridade e comportamentos contraproducentes no trabalho (CWB) na seleção de pessoal no Peru. Este teste tem sido estudado extensivamente em outros contextos culturais e foi encon­ trado válida e eficaz na predição de comportamentos contraproducentes (Fine & Pecker, 2015). Para validade externa, foram utilizados dois critérios. (a) The Counterproductive Behavior Checklist (CWB-C), e (b) um questionário de avaliação dirigido a supervisores. Para estudar a validade de critério da versão em espanhol peruana do teste, uma amostra de 194 estudantes que trabalham foi usado, 86 homens (44,3%) e 108 (55,7%) mulheres, recrutados a partir de uma grande universidade privada no Peru. A pontuação total do teste correlação significativa com CWB auto-reportado (r = -. 62, p <0,01). Sobre o segundo critério, apenas a dimensão de dilemas éticos do teste mostrou uma correlação significa­ tiva com a avaliação do supervisor (r = 0,18, p <0,05). Mulheres participantes relataram uma maior pontuação que os homens para as dimensões de Atitudes (U (193) = 3842.5, p<.05), Dilemas Éticos (U (193) = 3619.5, p<.05), e Comportamento passado (U (193)= 3463.5, p<.01) do teste de integridade (r = 0,15-0,22). Os resultados deste estudo reforçam a validade de teste multi-método do integridade de prever comportamentos de trabalho contraproducentes, sem um impacto adverso do género.

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This study explored the relationship between workplace discrimination climate on team effectiveness through three serial mediators: collective value congruence, team cohesion, and collective affective commitment. As more individuals of marginalized groups diversify the workforce and as more organizations move toward team-based work (Cannon-Bowers & Bowers, 2010), it is imperative to understand how employees perceive their organization’s discriminatory climate as well as its effect on teams. An archival dataset consisting of 6,824 respondents was used, resulting in 332 work teams with five or more members in each. The data were collected as part of an employee climate survey administered in 2011 throughout the United States’ Department of Defense. The results revealed that the indirect effect through M1 (collective value congruence) and M2 (team cohesion) best accounted for the relationship between workplace discrimination climate (X) and team effectiveness (Y). Meaning, on average, teams that reported a greater climate for workplace discrimination also reported less collective value congruence with their organization (a1 = -1.07, p < .001). With less shared perceptions of value congruence, there is less team cohesion (d21 = .45, p < .001), and with less team cohesion there is less team effectiveness (b2 = .57, p < .001). In addition, because of theoretical overlap, this study makes the case for studying workplace discrimination under the broader construct of workplace aggression within the I/O psychology literature. Exploratory and confirmatory factor analysis found that workplace discrimination based on five types of marginalized groups: race/ethnicity, gender, religion, age, and disability was best explained by a three-factor model, including: career obstruction based on age and disability bias (CO), verbal aggression based on multiple types of bias (VA), and differential treatment based on racial/ethnic bias (DT). There was initial support to claim that workplace discrimination items covary not only based on type, but also based on form (i.e., nonviolent aggressive behaviors). Therefore, the form of workplace discrimination is just as important as the type when studying climate perceptions and team-level effects. Theoretical and organizational implications are also discussed.

Counterproductive work behaviors (CWBs) are an expensive phenomenon for organizations, costing billions of dollars collectively each year. Recent research has focused on justice perceptions as predictors of CWBs, but little research has been conducted on the specific types of counterproductive work behaviors (i.e., sabotage, withdrawal, production deviance, abuse, and theft) that result from specific organizational justice perceptions (i.e., distributive, procedural, interpersonal, and informational) and the mediating effect of state affect. The current paper meta-analyzed the relationships between justice, CWB, and state affect and found that justice was negatively related to dimensions of CWB and state positive/negative affect were negatively/positively related to CWB dimensions, respectively. However, mediation of the relationship between justice and CWB by state affect was inconsistent across justice types and CWB dimensions. These findings suggests that, while managers should maintain an awareness of justice and state affect as individual predictors of CWBs, the current study does not necessarily support the claim that state affect explains the relationship between justice and counterproductive work behavior dimensions.

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No description available.