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The Relationships Between Psychological Contract Expectations and Counterproductive Work Behaviors: Employer Perception

100%
Protsiuk O.
Central European Management Journal
|
2019
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vol. 27(3)
85-106
EN
Purpose: The article attempts to identify the relationship between employers’ psychological contract perception (relational and transactional expectations) and the occurrence of counterproductive work behavior among their employees. The study seeks to extend the understanding of the psychological contract concept and its correlation with counterproductive work behaviors. There are numerous studies analyzing the perceptions of obligations and promises of a psychological contract from the employee’s viewpoint. However, the question of employer expectations and the perception of the fulfillment of these expectations is not less important, albeit much less elaborated. Methodology: Participants were 101 managers and owners of small and medium companies who represent different businesses in construction industry in the Ukrainian market. Data were collected through a questionnaire. Key findings: The results of the study show that employers have a high level of expectations toward their employees, and the relational character of the expectations is dominant. However, the per ceptions of the fulfillment of these expectations were at a moderate level. The results also show that employers reveal a moderate level of counterproductive work behavior (CWB) and a significan relationship between psychological contract (PC), relational expectations, and CWB.
2
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Explaining active and passive types of counterproductive work behavior: the moderation effect of bullying, the dark triad and job control

86%
Baka Ł.
International Journal of Occupational Medicine and Environmental Health
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2019
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vol. 32
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issue 6
777-795
EN
Objectives Drawing on the stressor-emotion model, the study aimed to identify some predictors of the active and passive types of counterproductive work behavior (CWB). Specifically, 1) the direct effect of bullying on CWB, 2) the 2-way interaction effects of the Dark Triad (DT) and job control (JC), as well as 3) the 3-way interaction effect (DT×JC) on the bullying-CWB link were investigated. Material and Methods Data were collected from 659 white- and blue-collar workers. The 2- and 3-way interactional effects were analyzed by means of PROCESS macros. Results The analysis showed that high bullying was directly related to high active and passive types of CWB. The 2- and 3-way interactional effects were observed but only in relation to active (not passive) CWB. Bullying was associated with active CWB when the Dark Triad and job control were high. Conclusions The study showed different ways of both types of CWB development. The findings provide further insight into processes leading to an increase in active and passive CWB. Int J Occup Med Environ Health. 2019;32(6):777–95
3
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Employee Entitlement: Is There a Universal Approach that We Can Use in the Organizational Settings?

86%
Piotrowski P., Besta T.
Roczniki Psychologiczne
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2022
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vol. 25
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issue 3
209-222
EN
Employee entitlement has been studied over the years, yet few human resources management scholars and managers expected it to be a common phenomenon, especially among younger employees. Therefore, there is a need for deeper insight into employee entitlement as it has been analyzed in different ways over the last years. Due to dynamically and rapidly changing organizational settings, employee entitlement should be considered as a context-dependent variable. Additionally, it does not have to be perceived explicitly as a negative factor, as there are certain circumstances in which employee entitlement may be beneficial for the organization. Proper understanding of it will be possible through studying the interactions between employee entitlement and other variables, such as organizational identification, identification with coworkers, organizational justice, leader-member exchange, team–member exchange, organizational citizenship behavior, and counterproductive behavior. Factors that might affect the intensity of entitlement are discussed, as well as what we know about methods that can increase or decrease it. This article indicates the gaps and inconsistencies in existing research, simultaneously trying to find solutions and ideas for the difficulties encountered.
4
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Zagadnienie stresu w organizacji. Zarys problemu

72%
Skorupka A.
Zeszyty Naukowe Państwowej Wyższej Szkoły Zawodowej im. Witelona w Legnicy
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2019
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issue 1(30)
PL
Artykuł omawia zagadnienie stresu, głównie w organizacji. Autor przedstawia klasyczne teorie stresu, różnice między stresem kobiecym a męskim, czynniki stresu w pracy menedżera, psychologiczne cechy osobowości a zachowania kontrproduktywne w pracy oraz metody pokonywania stresu. W konkluzjach jest powiedziane, że stres jest niestety koniecznym elementem ludzkiego życia, dlatego nie powinniśmy przed nim uciekać, ale nauczyć się z nim walczyć
EN
This article discusses the problem of stress experienced mainly by employees in organizations. The author presents classical theories of stress, the differences between female and male stress, stress factors valid for managerial positions, psychological features of personality, counterproductive work behaviors and methods of coping with stress. In conclusion, unfortunately, stress constitutes an indispensable element of human life, therefore we should not escape from it, but learn how to relieve it.
5
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Polska adaptacja i walidacja Kwestionariusza indywidualnej wydajności w pracy (IWPQ)

58%
Jasiński A. M., Derbis R., Koopmans L.
Medycyna Pracy
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2023
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vol. 74
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issue 5
389-398
EN
Background The objective of this study was to test the psychometric properties of the Polish version of the Individual Work Performance Questionnaire (IWPQ). Material and Methods The study was conducted on 3 independent samples of 1582, 581 and 40 individuals employed as manual workers, social service and white collar workers. To test the IWPQ structure an exploratory factor analysis was conducted. Multigroup confirmatory factor analysis and invariance test were carried out among subgroups. The reliability was assessed by means of Cronbach’s α coefficient (internal consistent) and test–retest (stability over time) method, with a 4-week follow-up. The construct validity of the IWPQ was tested by means of correlation analysis, using work engagement, positive and negative affect at work, and job burnout as the criterion variables. Results The Polish version of the IWPQ displays very good internal consistency, theoretical validity, and test–retest stability. The results of the factor analysis confirmed a 3-factor structure of the questionnaire. Construct invariance across subgroups was confirmed. Task performance was negatively correlated with negative affect at work, job burnout and positively correlated with work engagement and positive affect at work. Contextual performance was negatively related with counterproductive work behaviors, negative affect at work and positively related with work engagement. Conclusions The Polish version of the IWPQ – like the original scale – consists of 18 items and has 3 subscales. Despite certain limitations the Polish version of the IWPQ shows good psychometric properties and it can be used to measure individual work performance in Polish conditions.
PL
Wstęp Celem badań była adaptacja polskiej wersji Kwestionariusza indywidualnej wydajności w pracy (Individual Work Performance Questionnaire – IWPQ). Materiał i metody Badania przeprowadzono na 3 niezależnych próbach pracowników zatrudnionych w 3 różnych sektorach: N1 (N = 1582), N2 (N = 581) i N3 (N = 40). Strukturę narzędzia badano za pomocą eksploracyjnej i konfirmacyjnej analizy czynnikowej. Przeprowadzono analizę równoważności konstruktu w podgrupach. Rzetelność określono przy użyciu miary α Cronbacha i metodą test–retest. Trafność teoretyczną oszacowano za pomocą zmiennych kryterialnych: zaangażowania w pracę, afektu pozytywnego i negatywnego w pracy oraz wypalenia zawodowego. Wyniki Za pomocą eksploracyjnej analizy czynnikowej wykryto 3 czynniki. Podskale wykazały wysoką spójność wewnętrzną. Wyniki konfirmacyjnej analizy czynnikowej potwierdziły adekwatne dopasowanie modelu 3-czynnikowego do danych. Równoważność konstruktu między grupami została potwierdzona. Wydajność zadaniowa ujemnie łączyła się z negatywnym afektem w pracy i wypaleniem zawodowym a dodatnio – z zaangażowaniem w pracę i afektem pozytywnym w pracy. Wydajność kontekstowa istotnie ujemnie łączyła się z zachowaniami kontrproduktywnymi i negatywnym afektem w pracy, a dodatnio – z zaangażowaniem w pracę. Stabilność czasowa pomiaru była wysoka dla wszystkich 3 podskal. Wnioski Biorąc pod uwagę ograniczenia badania, polska wersja IWPQ jest trafnym i rzetelnym narzędziem do zastosowań naukowych i praktycznych. Jest też pierwszym w polskich warunkach kompleksowym kwestionariuszem do pomiaru indywidualnej wydajności w pracy.
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