Üretkenlik Dışı İş Davranışları (Counterproductive Work Behaviors)
Özet
İşyerinde sergilenen olumsuz davranışlar, yönetim ve örgütsel davranış literatüründe odak bir konu olarak ortaya çıkmıştır. Aslında, son birkaç yılda, kuruluşları daha iyi anlamak için, onların karanlık taraflarını, yani üretken olmayan çalışma davranışlarını ve nedenlerini görmezden gelmememiz gerektiğine dair sonuçlarla karşılaşmaktayız. Bu da neden bu konu üzerinde durmamız gerektiğini göstermektedir.
Bu bölüm, organizasyonun 'karanlık tarafı' ile ilgilenen ve bu tarafla ilgili neden ve sonuçları merak edenlere yönelik özet bir bilgi sağlamaktadır. Üretkenlik dışı iş davranışları örgütsel davranışın genellikle istenmeyen tarafını oluşturmaktadır ve son zamanlarda en az ‘iyi taraf’ kadar ilgi çekmiştir. Bu bölümde üretken olmayan iş davranışlarını tanımlamak ve sınıflandırmak için oluşturulan modeller, Karanlık Üçlü kişilik özellikleri hakkında bilgiler, üretkenlik dışı iş davranışlarının nedenleri ve sonuçları, üretkenlik dışı iş davranışlarının azaltılmasında kurumlar tarafından yapılabilecekler hakkında bilgi verilmiştir. Üretkenlik dışı iş davranışlarının Karanlık Üçlü özellikleriyle uyumlu olmasına dikkat çekilmiştir.
Negative behaviors exhibited in the workplace have emerged as a focal issue in the management and organizational behavior literature. In fact, in the last few years, we have come across conclusions that in order to better understand organizations, we should not ignore their dark side, that is, unproductive work behaviors and their causes. This shows why we need to focus on this issue.
This chapter provides a summary of information for those interested in the 'dark side' of the organization and those wondering about its causes and consequences. Counterproductive work behaviors generally constitute the undesirable side of organizational behavior and have recently attracted at least as much attention as the 'good side'. In this section, models created to define and classify nonproductive work behaviors, information about the Dark Triad personality traits, the causes and consequences of counterproductive work behaviors, and information about what institutions can do to reduce counterproductive work behaviors are provided. Attention has been drawn to the fact that counterproductive work behaviors are compatible with Dark Triad characteristics.
Referanslar
Ying L, & Cohen A. Dark triad personalities and counterproductive work behaviors among physicians in China. The International Journal of Health Planning; 2018; 33(4): e985-e998.
Linstead S, Marechal G, & Griffin RW. Theorizing and researching the dark side of organization. Organization Studies; 2014; 35(2): 165-188. doi:10.1177/0170840613515402
Vatankhah S, Javid E & Raoofi A. Perceived organizational support as the mediator of the relationships between high-performance work practices and counter-productive work behavior: Evidence from airline industry. Journal of Air Transport Management; 2017; 59: 107-115.
Carpenter NC, Whitman DS, Amrhein R. Unit-level counterproductive work behavior (CWB): A conceptual review and quantitative summary. Journal of Management; 2021;47(6):1498-1527. doi: 10.1177/0149206320978812
Spector PE, Fox S, Penney LM, Bruursema K, Goh A & Kessler S. The dimensionality of counterproductivity: Are all counterproductive behaviors created equal? Journal of vocational behavior; 2006; 68(3): 446-460. doi:10.1016/j.jvb.2005.10.005
Jonason PK, Wee S, Li NP & Jackson C. Occupational niches and the Dark Triad traits. Personality and Individual Differences; 2014; 69: 119–123. doi: 10.1016/j.paid.2014.05.024
Carpenter NC, Berry CM. Are counterproductive work behavior and withdrawal empirically distinct? A meta-analytic investigation. Journal of Management; 2014; 43(3): 834-863. doi: 10.1177/0149206314544743
Fox S, Spector PE, Goh A, Bruursema K, Kessler SR. The deviant citizen: Measuring potential positive relations between counterproductive work behaviour and organizational citizenship behaviour. Journal of Occupational and Organizational Psychology; 2011; 85(1): 199-220. doi: 10.1111/j.2044-8325.2011.02032.x
O'Boyle EH, Forsyth DR & O'Boyle AS. Bad apples or bad barrels: An examination of group- and organizational-level effects in the study of counterproductive work behavior. Group & Organization Management; 2011; 36(1): 39-69. doi:10.1177/1059601110390998
Jacobson RP, Marchiondo LA, Jacobson KJL, Hood JN. The synergistic effect of descriptive and injunctive norm perceptions on counterproductive work behaviors. Journal of Business Ethics; 2020;162:191-209. doi:10.1007/s10551-018-3968-1
Robinson SL & Bennett RJ. A typology of deviant workplace behaviors - a multidimensional-scaling study. Academy of Management Journal; 1995; 38(2): 555-572. doi: 10.5465/256693
Gruys ML & Sackett PR. Investigating the dimensionality of counterproductive work behavior. International journal of selection and assessment; 2003; 11(1): 30-42. doi: 10.1111/1468-2389.00224
Kelloway EK, Francis L, Prosser M & Cameron J E. Counterproductive work behavior as protest. Human Resource Management Review; 2010; 20(1): 18-25. doi:10.1016/j.hrmr.2009.03.014
Klotz AC & Buckley MR. A historical perspective of counterproductive work behavior targeting the organization. Journal of management history; 2013; 19(1): 114-132. doi: 10.1108/17511341311286222
Sackett PR & DeVore CJ. Counterproductive behaviors at work. In: Anderson N, Ones DS, Sinangil HK & Viswesvaran C. (eds.), Handbook of industrial, work and organizational psychology, Vol. 1. Personnel psychology, Sage Publications Ltd; 2002. p. 145–164.
De Clercq D, Ul Haq I, Azeem MU. Time-related work stress and counterproductive work behavior: Invigorating roles of deviant personality traits. Personnel Review;2019;48(7):1756-1781. doi:10.1108/PR-07-2018-0241
Wheeler AR, Halbesleben JRB, Whitman MV. The interactive effects of abusive supervision and entitlement on emotional exhaustion and co-worker abuse. Journal of Occupational and Organizational Psychology;2013;86:477-496. doi:10.1111/joop.12034
Chen PY & Spector PE. Relationships of work stressors with aggression, withdrawal, theft and substance use - an exploratory-study. Journal of Occupational and Organizational Psychology; 1992; 65(3): 177-184. doi: 10.1111/j.2044-8325.1992.tb00495.x
Ambrose ML & Schminke M. The role of overall justice judgments in organizational justice research: A test of mediation. Journal of Applied Psychology; 2009; 94(2): 491-500. doi:10.1037/a0013203
Payne BK, Gainey RR, Triplett RA & Danner MJ. What drives punitive beliefs?: Demographic characteristics and justifications for sentencing. Journal of Criminal Justice; 2004; 32(3): 195-206. doi: 10.1016/j.jcrimjus.2004.02.007
Mustaine EE & Tewksbury R. Sexual assault of college women: A feminist interpretation of a routine activities analysis. Criminal Justice Review; 2002; 27(1): 89-123. doi: 10.1177/073401680202700106
Reynolds CA, Shoss MK & Jundt DK. In the eye of the beholder: a multi-stakeholder perspective of organizational citizenship and counterproductive work behaviors. Human Resource Management Review; 2015; 25(1): 80-93. doi:10.1016/j.hrmr.2014.06.002
Krischer MM, Penney LM & Hunter EM. Can counterproductive work behaviors be productive? CWB as emotion-focused coping. Journal of Occupational Health Psychology; 2010; 15(2): 154–166. doi: 10.1037/a0018349
Pingel R, Fay D & Urbach T. A resources perspective on when and how proactive work behaviour leads to employee withdrawal. Journal of Occupational and Organizational Psychology; 2019; 92(2): 410-435. doi:10.1111/joop.12254
Smith SF & Lilienfeld SO. Psychopathy in the workplace: The knowns and unknowns. Aggression and Violent Behavior; 2013; 18(2): 204-218. doi:10.1016/j.avb.2012.11.007
Jonason PK & McCain J. Using the HEXACO model to test the validity of the dirty dozen measure of the Dark Triad. Personality and Individual Differences; 2012; 53(7): 935-938. doi:10.1016/j.paid.2012.07.010
O'Boyle Jr EH, Humphrey RH, Pollack JM, Hawver TH & Story PA. The relation between emotional intelligence and job performance: A meta‐analysis. Journal of Organizational Behavior; 2011; 32(5): 788-818. doi: 10.1002/job.714
Palmer JC, Komarraju M, Carter MZ & Karau SJ. Angel on one shoulder: Can perceived organizational support moderate the relationship between the Dark Triad traits and counterproductive work behavior? Personality Individual Differences; 2017; 110: 31-37. doi: 10.1016/j.paid.2017.01.018
Jones DN & Paulhus DL. Machiavellianism. In: Leary MR & Hoyle RH (eds.), Handbook of individual differences in social behavior. The Guilford Press; 2009. p. 93–108.
Spain SM, Harms P & LeBreton JM. The dark side of personality at work. Journal of organizational behavior; 2014; 35(S1): S41-S60. doi: 10.1002/job.1894
Grijalva E, Newman DA, Tay L, Donnellan MB, Harms PD, Robins R W & Yan T. Gender differences in narcissism: A meta-analytic review. Psychological Bulletin; 2015; 141(2): 261-310. doi: 10.1037/a0038231
Forsyth DR, Banks GC & McDaniel MA. A meta-analysis of the Dark Triad and work behavior: a social exchange perspective. Journal of Applied Psychology; 2012; 97(3): 557-579. doi: 10.1037/a0025679
Cooke DJ & Michie C. Refining the construct of psychopathy: Towards a hierarchical model. Psychological Assessment: 2001; 13(2): 171-188. doi: 10.1037/1040-3590.13.2.171
LeBreton J M, Binning JF & Adorno AJ. Subclinical psychopaths In: Comprehensive handbook of personality psychopathology 1. Wiley publishers; 2006. p. 388-411.
Cohen JA, Mannarino AP & Deblinger E. Treating trauma and traumatic grief in children and adolescents. Guilford Publications. 2016.
Paulhus DL. Toward a taxonomy of dark personalities. Current Directions in Psychological Science; 2014; 23(6): 421–426. doi:10.1177/0963721414547737
Spain SM. Leadership, work, and the darkside of personality. Acdemic Press Elsevier Inc.; 2019. p. 50- 69.
Buckels E, Jones D. & Paulhus D. Behavioral confirmation of everyday sadism. Psychological Science; 2013; 24(11): 2201-2209. doi: 10.1177/09567976134907
Min H, Pavisiç I, Howard N, Lisesi S, Zickar MJ. A systematic comparison of three sadism measures and their ability to explain workplace mistreatment over and above the dark triad. Journal of research in personality; 2019; 82; doi: 10.1016/j.jrp.2019.103862
Zaghini F, Fiorini J, Piredda M, Fida R & Sili A. The relationship between nurse managers' leadership style and patients' perception of the quality of the care provided by nurses: Cross sectional survey. International Journal of Nursing Studies; 2020; 101: 103446. doi:10.1016/j.ijnurstu.2019.103446
Demerouti E & Bakker AB. The job demands-resources model: Challenges for future research. Journal of Industrial Psychology; 2011; 37(2): 01-09. doi: 10.4102/sajip.v37i2.974
Bakker AB, Demerouti E & Euwema MC. Job resources buffer the impact of job demands on burnout. Journal of occupational health psychology; 2005; 10(2): 170-180. doi: 10.1037/1076-8998.10.2.170
Enns JR & Rotundo M. When competition turns ugly: collective injustice, workgroup identification, and counterproductive work behavior. Human Performance; 2012; 25(1): 26-51. doi: 10.1080/08959285.2011.631646
DeConinck JB. The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees' level of trust. Journal of Business Research; 2010; 63(12): 1349-1355. doi: 10.1016/j.jbusres.2010.01.003
Ilie A, Penney LM, Iliescu DID. The role of trait anger in the relationship between stressors and counterproductive work behaviors: convergent findings from multiple studies and methodologies. Applied Psychology; 2011; 61(3): 415-436. doi: 10.1111/j.1464-0597.2011.00476.x
Bowling NA & Burns GN. Sex as a moderator of the relationships between predictor variables and counterproductive work behavior. Journal of Business Psychology; 2015; 30(1): 193-205. doi: 10.1007/s10869-013-9342-5
Schwager ITL, Hülsheger UR, Lang JWB. Be aware to be on the square: mindfulness and counterproductive academic behavior. Personality and Individual Differences; 2016; 93: 74-79. doi: 10.1016/j.paid.2015.08.043
Karim A, Samina K & Crawshaw JR. The mediating role of discrete emotions in the relationship between injustice and counterproductive work behaviors : a study in Pakistan. J. Bus. Psychol; 2013; 28: 49–61. doi: 10.1007/s10869-012-9269-2
Fida R, Tramontano C, Paciello M, Kangasniemi M, Sili A, Bobbio A & Barbaranelli C. Nurse moral disengagement. Nurs Ethics; 2016; 23(5): 547-564. doi:10.1177/0969733015574924
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Referanslar
Ying L, & Cohen A. Dark triad personalities and counterproductive work behaviors among physicians in China. The International Journal of Health Planning; 2018; 33(4): e985-e998.
Linstead S, Marechal G, & Griffin RW. Theorizing and researching the dark side of organization. Organization Studies; 2014; 35(2): 165-188. doi:10.1177/0170840613515402
Vatankhah S, Javid E & Raoofi A. Perceived organizational support as the mediator of the relationships between high-performance work practices and counter-productive work behavior: Evidence from airline industry. Journal of Air Transport Management; 2017; 59: 107-115.
Carpenter NC, Whitman DS, Amrhein R. Unit-level counterproductive work behavior (CWB): A conceptual review and quantitative summary. Journal of Management; 2021;47(6):1498-1527. doi: 10.1177/0149206320978812
Spector PE, Fox S, Penney LM, Bruursema K, Goh A & Kessler S. The dimensionality of counterproductivity: Are all counterproductive behaviors created equal? Journal of vocational behavior; 2006; 68(3): 446-460. doi:10.1016/j.jvb.2005.10.005
Jonason PK, Wee S, Li NP & Jackson C. Occupational niches and the Dark Triad traits. Personality and Individual Differences; 2014; 69: 119–123. doi: 10.1016/j.paid.2014.05.024
Carpenter NC, Berry CM. Are counterproductive work behavior and withdrawal empirically distinct? A meta-analytic investigation. Journal of Management; 2014; 43(3): 834-863. doi: 10.1177/0149206314544743
Fox S, Spector PE, Goh A, Bruursema K, Kessler SR. The deviant citizen: Measuring potential positive relations between counterproductive work behaviour and organizational citizenship behaviour. Journal of Occupational and Organizational Psychology; 2011; 85(1): 199-220. doi: 10.1111/j.2044-8325.2011.02032.x
O'Boyle EH, Forsyth DR & O'Boyle AS. Bad apples or bad barrels: An examination of group- and organizational-level effects in the study of counterproductive work behavior. Group & Organization Management; 2011; 36(1): 39-69. doi:10.1177/1059601110390998
Jacobson RP, Marchiondo LA, Jacobson KJL, Hood JN. The synergistic effect of descriptive and injunctive norm perceptions on counterproductive work behaviors. Journal of Business Ethics; 2020;162:191-209. doi:10.1007/s10551-018-3968-1
Robinson SL & Bennett RJ. A typology of deviant workplace behaviors - a multidimensional-scaling study. Academy of Management Journal; 1995; 38(2): 555-572. doi: 10.5465/256693
Gruys ML & Sackett PR. Investigating the dimensionality of counterproductive work behavior. International journal of selection and assessment; 2003; 11(1): 30-42. doi: 10.1111/1468-2389.00224
Kelloway EK, Francis L, Prosser M & Cameron J E. Counterproductive work behavior as protest. Human Resource Management Review; 2010; 20(1): 18-25. doi:10.1016/j.hrmr.2009.03.014
Klotz AC & Buckley MR. A historical perspective of counterproductive work behavior targeting the organization. Journal of management history; 2013; 19(1): 114-132. doi: 10.1108/17511341311286222
Sackett PR & DeVore CJ. Counterproductive behaviors at work. In: Anderson N, Ones DS, Sinangil HK & Viswesvaran C. (eds.), Handbook of industrial, work and organizational psychology, Vol. 1. Personnel psychology, Sage Publications Ltd; 2002. p. 145–164.
De Clercq D, Ul Haq I, Azeem MU. Time-related work stress and counterproductive work behavior: Invigorating roles of deviant personality traits. Personnel Review;2019;48(7):1756-1781. doi:10.1108/PR-07-2018-0241
Wheeler AR, Halbesleben JRB, Whitman MV. The interactive effects of abusive supervision and entitlement on emotional exhaustion and co-worker abuse. Journal of Occupational and Organizational Psychology;2013;86:477-496. doi:10.1111/joop.12034
Chen PY & Spector PE. Relationships of work stressors with aggression, withdrawal, theft and substance use - an exploratory-study. Journal of Occupational and Organizational Psychology; 1992; 65(3): 177-184. doi: 10.1111/j.2044-8325.1992.tb00495.x
Ambrose ML & Schminke M. The role of overall justice judgments in organizational justice research: A test of mediation. Journal of Applied Psychology; 2009; 94(2): 491-500. doi:10.1037/a0013203
Payne BK, Gainey RR, Triplett RA & Danner MJ. What drives punitive beliefs?: Demographic characteristics and justifications for sentencing. Journal of Criminal Justice; 2004; 32(3): 195-206. doi: 10.1016/j.jcrimjus.2004.02.007
Mustaine EE & Tewksbury R. Sexual assault of college women: A feminist interpretation of a routine activities analysis. Criminal Justice Review; 2002; 27(1): 89-123. doi: 10.1177/073401680202700106
Reynolds CA, Shoss MK & Jundt DK. In the eye of the beholder: a multi-stakeholder perspective of organizational citizenship and counterproductive work behaviors. Human Resource Management Review; 2015; 25(1): 80-93. doi:10.1016/j.hrmr.2014.06.002
Krischer MM, Penney LM & Hunter EM. Can counterproductive work behaviors be productive? CWB as emotion-focused coping. Journal of Occupational Health Psychology; 2010; 15(2): 154–166. doi: 10.1037/a0018349
Pingel R, Fay D & Urbach T. A resources perspective on when and how proactive work behaviour leads to employee withdrawal. Journal of Occupational and Organizational Psychology; 2019; 92(2): 410-435. doi:10.1111/joop.12254
Smith SF & Lilienfeld SO. Psychopathy in the workplace: The knowns and unknowns. Aggression and Violent Behavior; 2013; 18(2): 204-218. doi:10.1016/j.avb.2012.11.007
Jonason PK & McCain J. Using the HEXACO model to test the validity of the dirty dozen measure of the Dark Triad. Personality and Individual Differences; 2012; 53(7): 935-938. doi:10.1016/j.paid.2012.07.010
O'Boyle Jr EH, Humphrey RH, Pollack JM, Hawver TH & Story PA. The relation between emotional intelligence and job performance: A meta‐analysis. Journal of Organizational Behavior; 2011; 32(5): 788-818. doi: 10.1002/job.714
Palmer JC, Komarraju M, Carter MZ & Karau SJ. Angel on one shoulder: Can perceived organizational support moderate the relationship between the Dark Triad traits and counterproductive work behavior? Personality Individual Differences; 2017; 110: 31-37. doi: 10.1016/j.paid.2017.01.018
Jones DN & Paulhus DL. Machiavellianism. In: Leary MR & Hoyle RH (eds.), Handbook of individual differences in social behavior. The Guilford Press; 2009. p. 93–108.
Spain SM, Harms P & LeBreton JM. The dark side of personality at work. Journal of organizational behavior; 2014; 35(S1): S41-S60. doi: 10.1002/job.1894
Grijalva E, Newman DA, Tay L, Donnellan MB, Harms PD, Robins R W & Yan T. Gender differences in narcissism: A meta-analytic review. Psychological Bulletin; 2015; 141(2): 261-310. doi: 10.1037/a0038231
Forsyth DR, Banks GC & McDaniel MA. A meta-analysis of the Dark Triad and work behavior: a social exchange perspective. Journal of Applied Psychology; 2012; 97(3): 557-579. doi: 10.1037/a0025679
Cooke DJ & Michie C. Refining the construct of psychopathy: Towards a hierarchical model. Psychological Assessment: 2001; 13(2): 171-188. doi: 10.1037/1040-3590.13.2.171
LeBreton J M, Binning JF & Adorno AJ. Subclinical psychopaths In: Comprehensive handbook of personality psychopathology 1. Wiley publishers; 2006. p. 388-411.
Cohen JA, Mannarino AP & Deblinger E. Treating trauma and traumatic grief in children and adolescents. Guilford Publications. 2016.
Paulhus DL. Toward a taxonomy of dark personalities. Current Directions in Psychological Science; 2014; 23(6): 421–426. doi:10.1177/0963721414547737
Spain SM. Leadership, work, and the darkside of personality. Acdemic Press Elsevier Inc.; 2019. p. 50- 69.
Buckels E, Jones D. & Paulhus D. Behavioral confirmation of everyday sadism. Psychological Science; 2013; 24(11): 2201-2209. doi: 10.1177/09567976134907
Min H, Pavisiç I, Howard N, Lisesi S, Zickar MJ. A systematic comparison of three sadism measures and their ability to explain workplace mistreatment over and above the dark triad. Journal of research in personality; 2019; 82; doi: 10.1016/j.jrp.2019.103862
Zaghini F, Fiorini J, Piredda M, Fida R & Sili A. The relationship between nurse managers' leadership style and patients' perception of the quality of the care provided by nurses: Cross sectional survey. International Journal of Nursing Studies; 2020; 101: 103446. doi:10.1016/j.ijnurstu.2019.103446
Demerouti E & Bakker AB. The job demands-resources model: Challenges for future research. Journal of Industrial Psychology; 2011; 37(2): 01-09. doi: 10.4102/sajip.v37i2.974
Bakker AB, Demerouti E & Euwema MC. Job resources buffer the impact of job demands on burnout. Journal of occupational health psychology; 2005; 10(2): 170-180. doi: 10.1037/1076-8998.10.2.170
Enns JR & Rotundo M. When competition turns ugly: collective injustice, workgroup identification, and counterproductive work behavior. Human Performance; 2012; 25(1): 26-51. doi: 10.1080/08959285.2011.631646
DeConinck JB. The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees' level of trust. Journal of Business Research; 2010; 63(12): 1349-1355. doi: 10.1016/j.jbusres.2010.01.003
Ilie A, Penney LM, Iliescu DID. The role of trait anger in the relationship between stressors and counterproductive work behaviors: convergent findings from multiple studies and methodologies. Applied Psychology; 2011; 61(3): 415-436. doi: 10.1111/j.1464-0597.2011.00476.x
Bowling NA & Burns GN. Sex as a moderator of the relationships between predictor variables and counterproductive work behavior. Journal of Business Psychology; 2015; 30(1): 193-205. doi: 10.1007/s10869-013-9342-5
Schwager ITL, Hülsheger UR, Lang JWB. Be aware to be on the square: mindfulness and counterproductive academic behavior. Personality and Individual Differences; 2016; 93: 74-79. doi: 10.1016/j.paid.2015.08.043
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