The two faces of high self-monitors: Chameleonic moderating effects of self-monitoring on the relationships between personality traits and counterproductive work behaviors

2013 ◽  
Vol 35 (1) ◽  
pp. 92-111 ◽  
Author(s):  
In-Sue Oh ◽  
Steven D. Charlier ◽  
Michael K. Mount ◽  
Christopher M. Berry
Keyword(s):  
Personality Traits ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Moderating Effects ◽  
Self Monitoring

Abusive Supervision and Counterproductive Work Behaviors

2013 ◽  
Vol 12 (4) ◽  
pp. 196-200 ◽  
Author(s):  
Coralia Sulea ◽  
Saul Fine ◽  
Gabriel Fischmann ◽  
Florin A. Sava ◽  
Catalina Dumitru
Keyword(s):  
Personality Traits ◽  
Significant Interaction ◽  
Abusive Supervision ◽  
Emotional Stability ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Moderating Effects ◽  
Two Factors ◽  
Main Effects ◽  
The Relationship

While counterproductive work behaviors (CWB) are considered to be associated with both personal and situational antecedents, the relationship between these two factors is not entirely understood. Toward a better understanding of this issue, the present study examined the moderating effects of personality traits on the relationship between a specific situational stressor, abusive supervision, and organization-targeted counterproductive behaviors (CWB-O). The results found significant main effects for both abusive supervision and personality, as expected, as well as a significant interaction between them, whereby employees with low scores in conscientiousness, agreeableness, and/or emotional stability were more likely to engage in CWB-O in response to abusive behaviors from their supervisors.

The Impact of CEO Narcissism and Counterproductive Work Behaviors in Involvement of Middle Managers in the Strategy Process

2021 ◽  
Vol 12 (3) ◽  
pp. 67-86
Author(s):  
Fakher Jaoua ◽  
Elsayed Sobhy Ahmed Mohamed
Keyword(s):  
Middle Managers ◽  
Negative Influence ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Moderating Effects ◽  
Industrial Upgrading ◽  
Strategy Process ◽  
Ceo Narcissism ◽  
Unfavorable Condition ◽  
The Impact

This research aims to develop a theoretical framework to explain the conditions that facilitate or hinder the strategic roles of middle managers, such as the effects of CEO narcissism on the strategic roles of middle managers through the moderating effects of counterproductive work behaviors. This research examines these issues in the context of large Tunisian companies participating in Industrial Upgrading Program. The results show that CEO narcissism positively influences the counterproductive work behaviors of middle managers, which in turn negatively influences the strategic roles of middle managers. Consequently, this negative influence calls into question the SRMMs and clearly shows that the presence of the CEO narcissism constitutes an unfavorable condition for the involvement of middle managers in strategy process. Obviously, this should lead the defendants of the involvement of middle managers in strategy process to rethink this participatory approach, and this by considering the conditions that facilitate or hinder the strategic roles of middle managers.

scholarly journals The relationship between personality, organizational and interpersonal counterproductive work challenges in industry 4.0

2020 ◽  
pp. 577-592
Keyword(s):  
Personality Traits ◽  
Industry 4.0 ◽  
Structural Equation ◽  
Counterproductive Work Behaviors ◽  
Equation Modeling ◽  
Special Importance ◽  
Work Behaviors ◽  
Professional Characteristics ◽  
European Economies ◽  
The Relationship

The current study is related to the empirical gap on the relation between personality traits and counterproductive behavior, which is especially important for literature concerning Central and Eastern post-transformation economies. Therefore, the main empirical goal of the article is to determine how the personality traits (Extraversion, Neuroticism, Conscientiousness, Agreeableness, and Openness to experience) influence the extent of organizational and interpersonal counterproductive work behaviors (CWB; CWB-O; CWB-I) and how this relation is moderated by the demographic and professional characteristics of employees (sex, age, seniority or type of work). The research objectives were met using a survey conducted in April 2020 among 454 professionally active people in Poland. Structural equation modeling (SEM) was applied to analyze the empirical data. The proposed theoretical model was intended to determine how particular types of personality impact CWB. Based on the empirical results, we determined that personality traits strongly affect counterproductive work behaviors. The strongest predictors of organizational CWB proved to be Conscientiousness (negative relation) and Agreeableness (positive relation). There was no direct effect of personality traits on CWB-I. Moreover, the relationship between personality traits and CWB-O/I was significantly moderated by the demographic and professional characteristics of employees (sex, age, seniority, or type of work). The discussed result is reached based only on Polish employees' sample, which can be considered its important limitation. However, it still contributes significantly to international behavioral economics literature in the field. Due to many institutional characteristics and similar social context, the conclusions can be generalized and attributed at least for other Central European economies which are at the same level of development and which are characterized by many social and cultural similarities. From the practical perspective, the obtained results can be of special importance for human resource management in the reality of Industry 4.0 challenges.

scholarly journals Equity Sensitivity and Organizational Outcomes: Incremental Validity over Big Five Personality Traits

2021 ◽  
Vol 19 (2) ◽  
Author(s):  
Sergiu Condrea ◽  
Bogdan Oprea ◽  
Amalia Miulescu
Keyword(s):  
Personality Traits ◽  
Big Five ◽  
Personnel Selection ◽  
Big Five Personality Traits ◽  
Incremental Validity ◽  
Equity Sensitivity ◽  
Counterproductive Work Behaviors ◽  
Work Outcomes ◽  
Big Five Personality ◽  
Work Behaviors

One individual difference that emerged over the years is equity sensitivity. It was posited that this construct may be a central factor in predicting work outcomes in reactions to inequity. However, its conceptual overlap with already established dimensions of personality has been insufficiently taken into consideration so far. The present study examines the incremental validity of equity sensitivity in predicting counterproductive work behaviors and perception of organizational justice over the Big Five personality traits. The study sample consisted of 223 Romanian working adults. Results showed that, although equity sensitivity had a significant relationship with counterproductive work behaviors after controlling for the Big five personality traits, its incremental validity was small, with little practical utility. Moreover, the incremental validity of equity sensitivity in predicting justice dimension above the Big-Five personality dimensions was not supported. Theoretical and practical implications of equity sensitivity for personnel selection are discussed.

scholarly journals Relationship between Personality Traits and Counterproductive Work Behaviors

Psico-USF ◽  
2016 ◽  
Vol 21 (3) ◽  
pp. 677-685 ◽  
Author(s):  
Mônica Freitas Ferreira ◽  
Elizabeth do Nascimento
Keyword(s):  
Personality Traits ◽  
Factor Model ◽  
Five Factor Model ◽  
Linear Regression Analysis ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Public And Private ◽  
Private Organizations ◽  
Study Participants

Abstract Following the growing interest in identifying whether personality traits are associated with employee's inclination toward counterproductive work behavior (CWB), the objective of this study was to investigate the relationship between personality traits based on the five-factor model with CWB. Study participants were 381 workers from different socioeconomic and educational levels in public and private organizations, from two Brazilian regions. Agreeableness, conscientiousness and neuroticism factors had statistically significant associations with three CWB dimensions. Linear regression analysis revealed all five personality traits contributed to prediction of CWB dimensions. These findings are discussed in light of international literature.

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