The personality hierarchy and the prediction of work behaviors.

2001 ◽  
pp. 161-191 ◽  
Author(s):  
Sampo V. Paunonen ◽  
Adelheid A. A. M. Nicol
Keyword(s):  
Work Behaviors

Effects of work-family guilt on pro- and antisocial work behaviors

2009 ◽  
Author(s):  
Whitney E. Botsford ◽  
Eden B. King ◽  
Jennifer M. Demarais ◽  
Cordelia Maguire
Keyword(s):  
Work Behaviors ◽  
Work Family

LMX as a mediator between abusive leadership and work behaviors

2009 ◽  
Author(s):  
Erica H. H. Xu ◽  
Catherine Lam ◽  
Xu Huang
Keyword(s):  
Work Behaviors

The Effect of Culture of Honor on Counterproductive Work Behaviors

2005 ◽  
Author(s):  
Kimberly E. O'Brien ◽  
Andrew Michael Biga ◽  
Joseph Vandello
Keyword(s):  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Culture Of Honor

Organizational Socialization

2018 ◽  
Author(s):  
Martin Krzywdzinski
Keyword(s):  
Social Integration ◽  
Empirical Analysis ◽  
Social Relationships ◽  
Organizational Socialization ◽  
Team Building ◽  
Work Behaviors ◽  
Selection Processes ◽  
The Social ◽  
Socialization Processes ◽  
The Empirical Analysis

This chapter examines the organizational socialization mechanisms in automotive plants in Russia and China. The empirical analysis starts with selection processes. How do the companies select candidates during recruitment and whom do they select? Are they looking for a certain type of employee? The chapter continues with the analysis of onboarding concepts in China and Russia and then follows the employees within their teams. It analyzes the social relationships in the team, which influence the socialization processes within the company. Finally, overarching company activities intended to promote social integration (team building, competitions) are examined to determine the extent to which they shape work behaviors and generate identification with the company. The analysis shows considerable differences between the Russian and the Chinese plants regarding the intensity and the effects of organizational socialization.

When do job insecure employees adapt to change?

2019 ◽  
Vol 25 (3) ◽  
pp. 271-286 ◽  
Author(s):  
Kristi N. Lavigne ◽  
Victoria L. Whitaker ◽  
Dustin K. Jundt ◽  
Mindy K. Shoss
Keyword(s):  
Job Insecurity ◽  
Small Sample ◽  
Adaptive Performance ◽  
Work Behaviors ◽  
Content Type ◽  
Work Tasks ◽  
Main Effect ◽  
Low Levels ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between job insecurity and adaptive performance (AP), contingent on changes to core work tasks, which we position as a situational cue to employees regarding important work behaviors. Design/methodology/approach Employees and their supervisors were invited to participate in the study. Supervisors were asked to provide ratings of employees’ AP and changes to core tasks; employees reported on job insecurity. Findings As predicted, changes to core tasks moderated the relationship between job insecurity and AP. Job insecurity was negatively related to AP for those experiencing low levels of change, but was not related to AP for those experiencing high levels of change. Counter to expectations, no main effect of job insecurity was found. Research limitations/implications This study employed a fairly small sample of workers from two organizations, which could limit generalizability. Practical implications The study identifies changes to core tasks as a boundary condition for the job insecurity–AP relationship. Findings suggest that organizations may not observe deleterious consequences of job insecurity on AP when changes to core tasks are high. Originality/value Few researchers have examined boundary conditions of the impact of job insecurity on AP. Furthermore, inconsistent findings regarding the link between job insecurity and AP have emerged. This study fills the gap and expands upon previous research by examining changes to core tasks as a condition under which job insecurity does not pose an issue for AP.

Effects of Self-Evaluation Training of Seriously Emotionally Disturbed Children on the Generalization of their Classroom Rule following and Work Behaviors across Settings and Teachers

1989 ◽  
Vol 14 (2) ◽  
pp. 89-98 ◽  
Author(s):  
Linda A. Clark ◽  
Hugh S. Mckenzie
Keyword(s):  
Emotionally Disturbed ◽  
Multiple Baseline ◽  
Institutional Setting ◽  
Work Behaviors ◽  
Teacher Praise ◽  
Baseline Design ◽  
Appropriate Behavior ◽  
Self Evaluation ◽  
Evaluation Training ◽  
Seriously Emotionally Disturbed Children

Self-evaluation training was operationalized as a training package comprised of the following components: systematic contingent reinforcement intended to promote acceptable rates of appropriate behavior prior to the introduction of self-evaluation training procedures; self-evaluation, and procedures designed to promote accurate self-evaluation; tokens and back-up reinforcement; and teacher praise. Training was provided to a group of three seriously emotionally disturbed students, ages 9, 10, and 11, who received their education in an institutional setting. Then, in a multiple baseline design, subjects self-evaluated in their classroom to determine if generalization of high rates of appropriate behavior demonstrated in the training setting would occur. Data indicate that generalization to the classroom could be claimed for each of the three subjects.

Counterproductive Work Behaviors, Confucian Values, and Production Deviance: the Mediating Effect of Job Satisfaction

2012 ◽  
Vol 40 (6) ◽  
pp. 1045-1056 ◽  
Author(s):  
Xiao-Wei Guo
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Negative Impact ◽  
Mediating Effect ◽  
Counterproductive Work Behaviors ◽  
Equation Modeling ◽  
Work Behaviors ◽  
Production Deviance ◽  
Confucian Values ◽  
The Relationship

Production deviance is 1 of 5 dimensions of counterproductive work behaviors (CWB). Based on data collected from 362 employees of Chinese enterprises, I examined the predictive effect of Confucian values on production deviance and the mediating effect of job satisfaction on the relationship between Confucian values and production deviance using structural equation modeling. I analyzed 3 factors of production deviance: work sabotage, slackness, and withdrawal. Confucian values were found to have a significant negative impact on these factors. Furthermore, job satisfaction was found to partially mediate the relationship between Confucian values slackness and withdrawal, but not work sabotage.

Sign in / Sign up

Export Citation Format

Share Document