This study tested the proposition that daily shifts in prevention focus influence daily shifts in CWB, and that this relationship is moderated by employee prosocial identity. Support was found for these relationships using multilevel modeling in an experience sampling study. Findings suggest that regulatory focus can fluctuate on a daily basis and that this fluctuation can influence CWB

Research examining regulatory focus suggests it is an important predictor for many work outcomes (Gorman et al., 2012; Lanaj, Chang, & Johnson, 2012; Neubert, Carlson, Roberts, Chonko, & Kacmar, 2008; Whitford & Moss, 2009). Theory suggests that fluctuations in in regulatory focus can impact employee outcomes (Koopmann, Lanaj, Boyce, & Campana, 2016), but there is little empirical evidence of this proposition. Moreover, there is little evidence that the influence of fluctuations in regulatory focus on work outcomes are influenced by other employee individual differences. The purpose of the present study was to test the proposition that daily shifts in prevention focus influence daily shifts in CWB, and this relationship is moderated by employee prosocial identity.

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本研究探討人格特質、績效考核公平感與反生產行為之間相互關係，透過匿名的問卷，調查342位任職於臺北市及新北市的教職員工。分析結果指出，嚴謹性、友善性、開放性及神經質人格，皆能有效地預測反生產行為。 進一步檢視績效考核公平各構面在人格特質與反生產行為間的調節效果，研究發現分配公平能有效調節。本研究運用結構方式模型測試，分析各公平構面的調節情形，分析結果分配公平具有最佳的調節效果。 建議教育主管機關及人員可透過增進組織之公平相關政策，降低反生產行為之發生。 / The study examined the interrelation of personality characteristics, performance appraisal justice and counterproductive work behavior(CWB). An anonymous questionnaire survey was conducted, with 342 teaching and administrative staffs in Taipei and New Taipei city. Statistical analysis indicated that CWB can be predicted by the following personality characteristics; conscientiousness, agreeableness, openness and neuroticism. Moderation analysis discovered that the association between personality characteristics and CWB is moderated by distributive justice. Structural Equation Modelling was adopted in order to examine the efficacy of the identified moderators, and revealed that distributive justice has the strongest moderating effect. Implications of the findings to organizational management and personnel practitioners are discussed accordingly, including; that the occurrence of CWB could be reduced through the implementation of organizational justice enhancement policies.

Excerpt: The purpose of this study was to investigate relationships between dimensions of work ethic and dimensions of OCB and CWB.

Bakgrund. Forskning har visat att personlighetsdimensionerna Honesty-humility från HEXACO samt Agreeableness från Big Five är viktiga indikatorer på oönskat beteende på arbetsplatsen. Det finns mycket forskning kring Honesty-humility respektive Agreeableness, dock är sambandet mellan dessa två personlighetsdimensioner, så vitt vi vet, sparsamt utforskat. Syftet med denna studie var att undersöka hur sambandet mellan Honesty-humility och Agreeableness ser ut. Material och metod. Enkäten Riks-SOM från 2018 användes för att studera sambandet mellan Honesty-humility och Agreeableness. 3500 personer i åldersspannet 16-85 blev slumpmässigt utvalda ur registret för totalbefolkningen. Multipel regressionsanalys med 5000 bootstrapiterationer användes för att studera sambandet under kontroll för bakgrundsvariabler, med ett underlag om 1635 personer. Resultat och slutsats. Studien visade på ett positivt samband mellan Honesty-humility och Agreeableness även efter att sambandet kontrollerats för ålder, kön och utbildning. / Background. Research has shown that the personality dimensions Honesty-humility from HEXACO and Agreeableness from the Big Five are important indicators of Counterproductive workplace behavior (CWB). There is a lot of research on Honesty-humility and Agreeableness, however, as far as we know the relationship between these two personality dimensions is sparsely explored. The purpose of this study was to research the relationship between Honesty-humility and Agreeableness. Material and method. The Riks-SOM survey from 2018 was used to study the relationship between Honesty-humility and Agreeableness. 3500 people between the ages of 16-85 were randomly selected from the register for the total population. Multiple regression analysis with 5000 bootstrap iterations was used to study the relationship while controlling for background variables, with a sample of 1635 subjects. Result and conclusions. The study showed a positive relationship between Honesty-humility and Agreeableness even after controlling for age, sex, and education.

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No description available.