Psychology
Beyond Task Performance: What Predicts Counterproductive Workplace Behavior and Organizational Citizenship Behavior Across University Members?
Document Type
Oral Presentation
Location
Indianapolis, IN
Subject Area
Psychology
Start Date
11-4-2014 1:00 PM
End Date
11-4-2014 2:15 PM
Sponsor
Alison O'Malley (Butler University)
Description
Although task performance is often deemed the most important criterion in the workplace, Sackett and Devore (2001) postulated that there is more to the story. They characterized two additional types of workplace behaviors: organizational citizenship behaviors (OCBs) and counterproductive workplace behaviors (CWBs). OCBs are actions of kindness; they focus on positive employee behaviors contributing to organizational effectiveness, but do not reflect core job tasks. CWBs are voluntary, purposeful, and intentionally unfavorable actions directed at either coworkers or the organization.
Reasons why employees exhibit OCBs and CWBs include natural disposition (Weiss, Nicholas, Daus, 1999), stress, mood, (Fuller, Stanton, Fisher, Spitzmüller, Russell, & Smith, 2003), and job constraints. Although there is much research on CWB, OCB, and their antecedents, there is little involving both the perspectives of students and employees in a university setting. We hypothesized that 1) students in negative moods would be more likely to experience and exhibit CWBs, 2) this relationship would not be as strong among employees, and that employees would be more likely to be in more positive moods, and 3) that job constraints and stress will be the strongest predictors of whether or not students and employees exhibit and experience CWBs and OCBs.
44 students and 66 Butler Community Members participated in an online survey via questionpro.com. Two separate surveys were created in order to accurately reflect the lives of students and employees. Students were prompted to think of their roles as students as their jobs when responding to survey items.The survey included scales that measured mood, job-affective well-being, interpersonal conflict at work, job constraints, and perceived locus of control at work.
Organizational constraints were the strongest predictor of organization-specific CWBs, whereas interpersonal conflict was the strongest predictor of person-specific CWBssuggesting that specific work stressors predict different kinds of unfavorable work behavior.The construct that most significantly predicted OCBs was the amount of time the participant has been affiliated with the university.These preliminary findings suggest that change in universities at both the student and employee level is essential to decrease workplace stressors and interpersonal conflict so that less CWB ensues. In addition to this, more can be done to increase OCBs while simultaneously creating a more positive, beneficial environment for all university members.
Beyond Task Performance: What Predicts Counterproductive Workplace Behavior and Organizational Citizenship Behavior Across University Members?
Indianapolis, IN
Although task performance is often deemed the most important criterion in the workplace, Sackett and Devore (2001) postulated that there is more to the story. They characterized two additional types of workplace behaviors: organizational citizenship behaviors (OCBs) and counterproductive workplace behaviors (CWBs). OCBs are actions of kindness; they focus on positive employee behaviors contributing to organizational effectiveness, but do not reflect core job tasks. CWBs are voluntary, purposeful, and intentionally unfavorable actions directed at either coworkers or the organization.
Reasons why employees exhibit OCBs and CWBs include natural disposition (Weiss, Nicholas, Daus, 1999), stress, mood, (Fuller, Stanton, Fisher, Spitzmüller, Russell, & Smith, 2003), and job constraints. Although there is much research on CWB, OCB, and their antecedents, there is little involving both the perspectives of students and employees in a university setting. We hypothesized that 1) students in negative moods would be more likely to experience and exhibit CWBs, 2) this relationship would not be as strong among employees, and that employees would be more likely to be in more positive moods, and 3) that job constraints and stress will be the strongest predictors of whether or not students and employees exhibit and experience CWBs and OCBs.
44 students and 66 Butler Community Members participated in an online survey via questionpro.com. Two separate surveys were created in order to accurately reflect the lives of students and employees. Students were prompted to think of their roles as students as their jobs when responding to survey items.The survey included scales that measured mood, job-affective well-being, interpersonal conflict at work, job constraints, and perceived locus of control at work.
Organizational constraints were the strongest predictor of organization-specific CWBs, whereas interpersonal conflict was the strongest predictor of person-specific CWBssuggesting that specific work stressors predict different kinds of unfavorable work behavior.The construct that most significantly predicted OCBs was the amount of time the participant has been affiliated with the university.These preliminary findings suggest that change in universities at both the student and employee level is essential to decrease workplace stressors and interpersonal conflict so that less CWB ensues. In addition to this, more can be done to increase OCBs while simultaneously creating a more positive, beneficial environment for all university members.