Studiens syfte var att undersöka om normer och motivation kan upplevas ha inverkan på kontraproduktivt arbetsbeteende inom miljöarbete. Den idag vedertagna benämningen miljöarbete har tidigare omfattats av olika typer av renhållningsarbete. Respondenterna, som arbetade på olika anläggningar runt om i Sverige, valdes ut efter att de själva anmält intresse att delta i studien. Studien bestod av en induktiv och kvalitativ forskningsprocess och genomfördes med hjälp av telefonintervjuer. Intervjuerna analyserades genom en tematisk analys. Resultatet visade att individens motivationsnivå kan upplevas ha inverkan på dennes benägenhet att agera utifrån ett kontraproduktivt beteende. Likaså kan normer upplevas bidra till kontraproduktivt beteende. Utifrån respondenternas redogörelser upplevs inre motivationsfaktorer ha essentiell betydelse i frågan om benägenheten att uppvisa kontraproduktivt arbetsbeteende på organisationen. / The purpose of the study was to investigate whether norms and motivation can be perceived as having an impact on counterproductive work behaviour among environmental workers. The term environmental workers comprise different types of cleaning workers. The respondents were chosen after they themselves declared an interest in participating in the study. The following study consisted of an inductive and qualitative research process and were conducted with the help of telephone interviews. The interviews were analysed through a thematic analysis. The result showed that the individual's level of motivation can be perceived to have an influence on the individual tendency to act on the basis of counter-productive behaviour. Similarly, norms can be perceived as support for counter-productive behaviour. Based on the respondents' statements, internal motivation factors are considered to be of crucial importance in the question of the tendency regarding counterproductive work behaviour among environmental workers.

Counterproductive work behaviors are costly behaviors that individuals employ in retaliation to adverse stimuli in the workplace. This study specifically examined the relationship between perceived gender discrimination and counterproductive behaviors, using the variable of control as the mediator. This study also investigated the relationship between perceived gender discrimination and job turnover intentions as well as organizational commitment. Measures for perceived gender discrimination, control, counterproductive work behaviors, job turnover and organizational commitment were used to survey 97 participants on their workplace experiences and attitudes. It was found that perceived gender discrimination had a significant, positive correlation with counterproductive behaviors, as originally hypothesized. Perceived gender discrimination also had a significant negative correlation with organizational commitment. Control did not significantly correlate with counterproductive work behaviors, meaning it did not function as a mediator between counterproductive work behaviors and perceived gender discrimination, as hypothesized. The intent of this thesis was to examine perceived gender discrimination and control as antecedents of counterproductive behaviors. My findings suggest that perceived gender discrimination is correlated with these negative behaviors, thus promoting the importance of implementing programs to facilitate its reduction.

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