scholarly journals The Dark Triad, goal achievement and work engagement as predictors of counterproductive work behaviors among IT employees

2020 ◽  
Vol 8 (3) ◽  
pp. 197-210
Author(s):  
Jakub Filipkowski ◽  
Romuald Derbis
Keyword(s):  
Work Engagement ◽  
Goal Achievement ◽  
Dark Triad ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
It Employees

scholarly journals A DARK TRIAD, ACHIEVEMENT MOTIVATION AND WORK ENGAGEMENT AS COUNTERPRODUCTIVE WORK BEHAVIOURS CORRELATES

2019 ◽  
Vol 24 (3) ◽  
Author(s):  
Romuald Derbis ◽  
◽  
Jakub Filipkowski ◽  
Keyword(s):  
Achievement Motivation ◽  
Work Engagement ◽  
Achievement Goals ◽  
Dark Triad ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Utrecht Work Engagement Scale ◽  
Counterproductive Work Behaviours

The main objective of this paper is exploration of mechanisms clarifying work behaviors commonly known as bad. Researchers call it Counterproductive Work Behaviors (CWB). Understanding of those processes can lead to theoretical conclusions that could help to minimize those behaviors in organizations. Presented research (N=138) was conducted to verify: 1) Goal Achievement Motivation, Dark Triad and Work Engagement as Counterproductive Work Behaviors predictors, 2) moderating role of Dark Triad and Work engagement for Counterproductive Work Behaviors. Additionally, we checked Narcissism as a mediator of Psychopathy and Machiavellianism with Counterproductive Work Behaviors. We used: Utrecht Work Engagement Scale (Szabowska-Walaszczyk, Zawadzka & Wojtaś, 2011), AGQ-r – Achievement Goal Questionnaire (Lipowska, 2016), CWB-c – Counteproductive Work Behavior – checklist (Baka, Derbis & Walczak, 2015) and Parszywa Dwunastka Questionnaire (Czarna & Jonason, 2016). Research was performed on a group of office workers. We assumed that this type of work can be connected with higher intensity of Counterproductive Work Behaviors. Results, that are discussed in the final part of this paper, were mostly consistent with hypothesis. Key words: counterproductive work behaviors, Dark Triad, achievement goals, work engagement

scholarly journals Dark Triad, Counterproductive Work Behaviors, Workplace Incivility, and the Role of Islamic Work Values: A Moderated Mediation Model

2020 ◽  
Vol 4 (4) ◽  
pp. 56-67
Author(s):  
Muhammad Salman Chughtai ◽  
Dr. Hira Salah Ud Din Khan ◽  
Syed Zulfiqar Ali Shah ◽  
Lenny Yusrini
Keyword(s):  
Public Sector ◽  
Ethical Climate ◽  
Work Values ◽  
Moderated Mediation ◽  
Workplace Incivility ◽  
Dark Triad ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Threatened Egotism ◽  
Ethical Climate Theory

The organization’s ethical climate increases productivity at the individual the organizational level; further, it reduces the harmful characteristics and negative intensity of individuals’ inflated self-esteem. Integration of the theory of threatened egotism and ethical climate theory, this study’s objective was to examine the mediating mechanism of workplace incivility between dark triad (Narcissism, Psychopathy and Machiavellianism) and counterproductive work behaviors with the sample from public sector (judiciary) institution. Additionally, in the present study, we also test the moderating effect of Islamic work values between the mediating relationship of workplace incivility and counterproductive work behaviors. Close-ended questionnaires were used to collect data from a sample size of 268 participants (permanent employees of the judiciary) of a public sector organization who voluntarily participate in the process of data collection for this study. To test the study’s proposed hypothesis, different statistical techniques, i.e., correlation, regression were applied to test the direct effects, and Hayes PROCESS-macro method was applied to test indirect effects (mediation), moderation, and moderated mediation. Findings of the study indicate that workplace incivility mediates the association of dark triad and counterproductive work behaviors. Furthermore, findings reveal that Islamic work values moderate the mediated relationship between workplace incivility and counterproductive work behaviors. We also tested the moderated mediation model, and findings indicate that Islamic work values weaken the positive intensity of dark triad and counterproductive work behaviors in the presence of workplace incivility. This study’s findings further declare that a higher level of Islamic work values weaken the intensity of negative personality on counterproductive work behaviors and decrease the uncivil behaviors of individuals at the workplace. Policymakers and higher management of public sector institutions especially focus on the psychological health and organizational climate to reduce the workplace’s harmful behaviors. Finally, this study theoretically enhances knowledge of personality psychology literature by explaining the negative consequences of negative personalities at the workplace. Overall, this study contributed to the theory of threatened egotism and ethical climate theory by integrating dark triad, workplace incivility, counterproductive work behaviors, and Islamic work values collaborations with exciting outcomes, specifically with the background of public sector institution of Asian developing country. Keywords: Dark Triad; Workplace Incivility; Islamic Work Values; Counterproductive Work Behaviors; Theory of Threatened Egotism; Ethical Climate Theory.

scholarly journals Transforming the Emotional Intelligence of the Feeders in Agribusinesses into the Development of Task Performance and Counterproductive Work Behaviors during the COVID-19 Pandemic

Animals ◽  
2021 ◽  
Vol 11 (11) ◽  
pp. 3124
Author(s):  
Stanley Y. B. Huang ◽  
Ming-Way Li ◽  
Yue-Shi Lee
Keyword(s):  
Emotional Intelligence ◽  
Task Performance ◽  
Work Engagement ◽  
Multilevel Model ◽  
Counterproductive Work Behavior ◽  
Livestock Production ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Implementation Method

The present research poses a novel multilevel model to describe how transformational leadership can significantly affect task performance and counterproductive work behavior through intermediary effects of emotional intelligence, work engagement, and work burnout. The empirical data is from 240 livestock feeders from 80 Taiwanese livestock production agribusinesses. The empirical results demonstrate that leadership could indeed transform the emotional intelligence of livestock feeders into positive task performance and negative counterproductive work behavior. The research results can provide an implementation method for livestock production agribusinesses to achieve the sustainable work of feeders in agribusinesses through handling task performance and counterproductive work behavior of feeders.

scholarly journals Superior Role of Human Resource Development Climate and Its Impact on Job Attitudes

2020 ◽  
pp. 36-60
Author(s):  
Akbar Barmaky ◽  
Huseyin Ekizler
Keyword(s):  
Organizational Commitment ◽  
Human Resource Development ◽  
Human Resource ◽  
Work Engagement ◽  
Banking Industry ◽  
Job Attitudes ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Private Banking

According to the extant literature in the context of human resource management (HRM), the preeminent role of human resource development (HRD) climate on employees’ job attitudes is irrefutable. This study aims to determine the effect of HRD climate on job attitudes, including positive and negative ones. The proposed model consists of five latent variables which are HRD climate as an exogenous variable and work engagement, organizational commitment, organizational citizenship behaviors (OCBs), and counterproductive work behaviors (CWBs) as endogenous variables. The authors use a quantitative method involving questionnaire distribution among employees in different private banks located in Tehran (Capital city of Iran). Among distributed questionnaires, 384 were retrieved. To obtain the results, structural equation modeling (SEM) technique was applied. Findings supported the notion that HRD climate has a significant determination on job attitudes. Among them, determination of HRD climate on work engagement and organizational commitment is remarkable. Also, HRD climate had a positive role in increasing OCBs and reduction in negative job attitudes. The results will be practical for academics in the field of HRM. It is worthwhile mentioning that there will be managerial implications for the managers in the Iranian private banking industry and results provide initial insights for managers on how to increase the sense of organizational commitment and work engagement as defined task duties among employees within the Iranian private banking industry. Besides, the results will be pragmatic for managers for injecting and burgeoning the sense of citizenship behaviors and diminution of counterproductive work behaviors to increase profitability, revenue, return on investment (ROI), and productivity, also avoiding stagnation in the environmental workplace of the Iranian private banking industry.

Dark triad and situational variables and their relationship to career success and counterproductive work behaviors among employees in Turkey

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aaron Cohen ◽  
Emrah Özsoy
Keyword(s):  
Psychological Contract ◽  
Career Success ◽  
Dark Triad ◽  
Three Dimensions ◽  
Counterproductive Work Behaviors ◽  
Survey Method ◽  
Work Behaviors ◽  
Cross Sectional ◽  
Content Type ◽  
Situational Variables

PurposeThe purpose of this paper is to examine the relationship between dark triad personality (DTP) and organizational and individual counterproductive work behaviors (CWB) and perceived career success among employees in Turkey. Additionally, the study examined the effects of four situational variables: perceived organizational politics, transparency, psychological contract breach, and accountability.Design/methodology/approachData were collected from 156 employees across five service organizations in Sakarya, Turkey, using the survey method.FindingsThe regression analysis findings showed that the three traits of the DTP, Machiavellianism, and psychopathy were significantly related to both organizational and interpersonal dimensions of the CWB. Narcissism was not related to any of the dimensions of CWB. The findings showed no significant relationship between any of the four situational variables and the two forms of CWB. However, three of the situational variables were related to perceived career success, while the three dimensions of DTP were not.Research limitations/implicationsThe main limitations of this study are its cross-sectional design and the self-reported measures of the dependent variables. Interestingly, the study showed that having high levels of DTP does not necessarily promote their careers.Originality/valueThis study contributes to examining career success as a dependent variable in addition to CWB. The findings showed that situational variables are related to career success, and DTP is related to CWB. This finding has both conceptual and practical implications.

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