Justifying Counterproductive Work Behaviors and an Integrity-based Conditional Reasoning Test: Back to the drawing board?

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.

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Criterion Validity of Complex Traits With Counterproductive Work Behaviors: Circumplex Versus Facet Traits

Human Performance ◽

10.1080/08959285.2015.1021051 ◽

2015 ◽

Vol 28 (5) ◽

pp. 440-462 ◽

Cited By ~ 3

Author(s):

Megan B. Morris ◽

Gary N. Burns ◽

David A. Periard

Keyword(s):

Complex Traits ◽

Criterion Validity ◽

Counterproductive Work Behaviors ◽

Work Behaviors

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The Eyes Chico, They Never Lie – Using Eye-Tracking to Examine Faking on the Conditional Reasoning Test for Aggression

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000276 ◽

2021 ◽

Vol 20 (2) ◽

pp. 84-96

Author(s):

Mitja Ružojčić ◽

Zvonimir Galić ◽

Antun Palanović ◽

Maja Parmač Kovačić ◽

Andreja Bubić

Keyword(s):

Eye Movements ◽

Eye Tracking ◽

Personnel Selection ◽

Test Scores ◽

Conditional Reasoning ◽

Reasoning Test ◽

Test Study ◽

True Purpose ◽

Response Alternatives

Abstract. To better understand the process of responding to the Conditional Reasoning Test for Aggression (CRT-A) and its implication for the test's use in personnel selection, we conducted two lab studies in which we compared test scores and eye movements of participants responding honestly and faking the test. Study 1 results showed that, although participants might try to respond differently to the CRT-A while faking, it remains an indirect and unfakeable measure as long as the test's purpose is undisclosed. Study 2 showed that revealing the true purpose of the CRT-A diminishes the test's indirect nature so the test becomes fakeable, solving it requires less attention and participants direct their eyes more to response alternatives congruent with the presentational demands.

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The effect of destructive leadership on self-efficacy and counterproductive work behaviors: A research on service sector employees in Mersin, Turkey

Journal of Global Business Insights ◽

10.5038/2640-6489.6.2.1166 ◽

2021 ◽

Vol 6 (2) ◽

pp. 186-206

Author(s):

Murat Aydinay ◽

Aysehan Cakici ◽

A. Celil Cakici

Keyword(s):

Self Efficacy ◽

Service Sector ◽

Leadership Behaviors ◽

Descriptive Statistics ◽

Counterproductive Work Behaviors ◽

Work Behaviors ◽

Destructive Leadership ◽

Convenience Sample ◽

Explanatory Factor Analysis ◽

Practical Implications

The aim of this study was to find out the effect of destructive leadership on employees’ self-efficacy and counterproductive work behaviors. The data was collected from a convenience sample of 486 service sector employees in Mersin, Turkey. Descriptive statistics, explanatory factor analysis, and regression analysis were conducted to analyze the data. The results showed that lack of competence in leadership, excessive authoritarianism, and favoritism dimensions increased the organization-oriented counterproductive work behaviors while resistance to technology and change dimension decreased these behaviors. In contrast, insensitivity to subordinates had no effect on counterproductive work behaviors. Furthermore, destructive leadership had no effect on employees’ self-efficacy, but self-efficacy affected counterproductive work behaviors. This study provides theoretical and practical implications for understanding the effect of destructive leadership behaviors on the employees’ self-efficacy and counterproductive work behaviors in the context of the service sector.

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