Individual and Situational Antecedents of Counterproductive Work Behaviors
Autor(a) principal: | |
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Data de Publicação: | 2020 |
Outros Autores: | , |
Tipo de documento: | Artigo |
Idioma: | eng |
Título da fonte: | BAR - Brazilian Administration Review |
Texto Completo: | http://old.scielo.br/scielo.php?script=sci_arttext&pid=S1807-76922020000300302 |
Resumo: | ABSTRACT Counterproductive work behaviors (CWB) are harmful to organizations and detrimental to individual and collective performance. Although CWB have been considerably explored in the last decades, few studies have tried to assess the relative influence of their predictors. In this paper, we develop and test a structural equations model to evaluate the combined effects of two personality traits (agreeableness and neuroticism) and two situational variables (perceived organizational justice and leader-member exchange quality) on CWB. The analysis of data collected from 527 employees of a large Brazilian organization shows that agreeableness, neuroticism, and leader-member exchange quality (LMX) have direct effects on CWB and that LMX fully mediates the influence of organizational justice on the latter. Our findings extend previous models that looked into the Justice-LMX-CWB relationships and highlight the critical role played by leaders in preventing deleterious behaviors. We discuss their implications for research, as well as for human resource management (HRM) practice. |
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Individual and Situational Antecedents of Counterproductive Work Behaviorscounterproductive work behaviorsleader-member exchangeorganizational justicepersonality traitspartial least squaresABSTRACT Counterproductive work behaviors (CWB) are harmful to organizations and detrimental to individual and collective performance. Although CWB have been considerably explored in the last decades, few studies have tried to assess the relative influence of their predictors. In this paper, we develop and test a structural equations model to evaluate the combined effects of two personality traits (agreeableness and neuroticism) and two situational variables (perceived organizational justice and leader-member exchange quality) on CWB. The analysis of data collected from 527 employees of a large Brazilian organization shows that agreeableness, neuroticism, and leader-member exchange quality (LMX) have direct effects on CWB and that LMX fully mediates the influence of organizational justice on the latter. Our findings extend previous models that looked into the Justice-LMX-CWB relationships and highlight the critical role played by leaders in preventing deleterious behaviors. We discuss their implications for research, as well as for human resource management (HRM) practice.ANPAD - Associação Nacional de Pós-Graduação e Pesquisa em Administração2020-01-01info:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedVersiontext/htmlhttp://old.scielo.br/scielo.php?script=sci_arttext&pid=S1807-76922020000300302BAR - Brazilian Administration Review v.17 n.3 2020reponame:BAR - Brazilian Administration Reviewinstname:Associação Nacional de Pós-Graduação e Pesquisa em Administração (ANPAD)instacron:ANPAD10.1590/1807-7692bar2020190126info:eu-repo/semantics/openAccessOliveira,Lucia Barbosa deMoreno Junior,Valter de AssisGonçalves,Rodrigo Carneiroeng2020-08-27T00:00:00Zoai:scielo:S1807-76922020000300302Revistahttp://www.scielo.br/scielo.php?script=sci_serial&pid=1807-7692&lng=pt&nrm=isohttps://old.scielo.br/oai/scielo-oai.php||bar@anpad.org.br1807-76921807-7692opendoar:2020-08-27T00:00BAR - Brazilian Administration Review - Associação Nacional de Pós-Graduação e Pesquisa em Administração (ANPAD)false |
dc.title.none.fl_str_mv |
Individual and Situational Antecedents of Counterproductive Work Behaviors |
title |
Individual and Situational Antecedents of Counterproductive Work Behaviors |
spellingShingle |
Individual and Situational Antecedents of Counterproductive Work Behaviors Oliveira,Lucia Barbosa de counterproductive work behaviors leader-member exchange organizational justice personality traits partial least squares |
title_short |
Individual and Situational Antecedents of Counterproductive Work Behaviors |
title_full |
Individual and Situational Antecedents of Counterproductive Work Behaviors |
title_fullStr |
Individual and Situational Antecedents of Counterproductive Work Behaviors |
title_full_unstemmed |
Individual and Situational Antecedents of Counterproductive Work Behaviors |
title_sort |
Individual and Situational Antecedents of Counterproductive Work Behaviors |
author |
Oliveira,Lucia Barbosa de |
author_facet |
Oliveira,Lucia Barbosa de Moreno Junior,Valter de Assis Gonçalves,Rodrigo Carneiro |
author_role |
author |
author2 |
Moreno Junior,Valter de Assis Gonçalves,Rodrigo Carneiro |
author2_role |
author author |
dc.contributor.author.fl_str_mv |
Oliveira,Lucia Barbosa de Moreno Junior,Valter de Assis Gonçalves,Rodrigo Carneiro |
dc.subject.por.fl_str_mv |
counterproductive work behaviors leader-member exchange organizational justice personality traits partial least squares |
topic |
counterproductive work behaviors leader-member exchange organizational justice personality traits partial least squares |
description |
ABSTRACT Counterproductive work behaviors (CWB) are harmful to organizations and detrimental to individual and collective performance. Although CWB have been considerably explored in the last decades, few studies have tried to assess the relative influence of their predictors. In this paper, we develop and test a structural equations model to evaluate the combined effects of two personality traits (agreeableness and neuroticism) and two situational variables (perceived organizational justice and leader-member exchange quality) on CWB. The analysis of data collected from 527 employees of a large Brazilian organization shows that agreeableness, neuroticism, and leader-member exchange quality (LMX) have direct effects on CWB and that LMX fully mediates the influence of organizational justice on the latter. Our findings extend previous models that looked into the Justice-LMX-CWB relationships and highlight the critical role played by leaders in preventing deleterious behaviors. We discuss their implications for research, as well as for human resource management (HRM) practice. |
publishDate |
2020 |
dc.date.none.fl_str_mv |
2020-01-01 |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/article |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
format |
article |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://old.scielo.br/scielo.php?script=sci_arttext&pid=S1807-76922020000300302 |
url |
http://old.scielo.br/scielo.php?script=sci_arttext&pid=S1807-76922020000300302 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
dc.relation.none.fl_str_mv |
10.1590/1807-7692bar2020190126 |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/openAccess |
eu_rights_str_mv |
openAccess |
dc.format.none.fl_str_mv |
text/html |
dc.publisher.none.fl_str_mv |
ANPAD - Associação Nacional de Pós-Graduação e Pesquisa em Administração |
publisher.none.fl_str_mv |
ANPAD - Associação Nacional de Pós-Graduação e Pesquisa em Administração |
dc.source.none.fl_str_mv |
BAR - Brazilian Administration Review v.17 n.3 2020 reponame:BAR - Brazilian Administration Review instname:Associação Nacional de Pós-Graduação e Pesquisa em Administração (ANPAD) instacron:ANPAD |
instname_str |
Associação Nacional de Pós-Graduação e Pesquisa em Administração (ANPAD) |
instacron_str |
ANPAD |
institution |
ANPAD |
reponame_str |
BAR - Brazilian Administration Review |
collection |
BAR - Brazilian Administration Review |
repository.name.fl_str_mv |
BAR - Brazilian Administration Review - Associação Nacional de Pós-Graduação e Pesquisa em Administração (ANPAD) |
repository.mail.fl_str_mv |
||bar@anpad.org.br |
_version_ |
1754209124202053632 |