The popularity contest at work: Who wins, why, and what do they receive?

In 2 studies, the authors investigated the popularity of employees at work. They tested a model that positioned personality in the form of core self-evaluations and situational position in the form of communication network centrality as antecedents of popularity and interpersonal citizenship and counterproductive work behaviors received from coworkers as outcomes of popularity. Data from 116 employees and 383 coworkers in Study 1 and 139 employees, their significant others, and 808 coworkers in Study 2 generally supported the model. Core self-evaluations and communication network centrality were positively related to popularity, and popular employees reported receiving more citizenship behaviors and fewer counterproductive work behaviors from their coworkers than less popular employees, even controlling for interpersonal liking. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Feeling recovered and thinking about the good sides of one’s work.

Consistent with a positive psychology perspective, this longitudinal study investigated relations between positive and negative nonwork experiences (i.e., feeling recovered, thinking about the positive and negative aspects of one’s work during leisure time) with different job performance dimensions. In total, 358 employees working with persons with special needs responded to two questionnaires at an interval of 6 months. Results from hierarchical regression analyses showed that feeling recovered during leisure time predicted an increase in task performance after 6 months. This relation was mediated by occupational self-efficacy. Positive work reflection was found to predict an increase in proactive behavior (personal initiative, creativity) and organizational citizenship behavior. Negative work reflection was unrelated to job performance. Our results emphasize the role of positive nonwork experiences for employees’ job performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of organizational and professional identification on the relationship between administrators’ social influence and professional employees’ adoption of new work behavior.

Administrative social influence is a principal tool for motivating employee behavior. The authors argue that the compliance of professional employees (e.g., doctors) with administrative social influence will depend on the degree to which these employees identify with their profession and organization. Professional employees were found to be most receptive to administrator social influence to adopt new work behavior when they strongly identified with the organization and weakly identified with the profession. In contrast, administrator social influence was counterproductive when professional employees strongly identified with the profession and weakly identified with the organization. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family.

In a number of studies, researchers interested in positive organizational behavior have sought to better understand the favorable aspects of work engagement—a pervasive state of emotional attachment and motivation toward work. In this study, however, we investigate a potentially negative outcome of engagement. Drawing upon conservation of resources theory, we hypothesize that engagement will be associated with higher work interference with family due to the resources engaged employees may expend when they engage in extrarole work behavior such as organizational citizenship behaviors (OCBs). We further propose that conscientiousness, as a personal resource, serves to buffer the relationship between OCB and work interference with family. Examining multisource data, collected at multiple points in time, from 3 diverse samples (total N = 844), we find that state engagement is associated with higher levels of work interference with family and that this relationship is mediated by the performance of OCBs. The findings also indicate that engaged employees who are highly conscientious experience lower levels of work interference with family than engaged employees who are less conscientious. The implications of our study and directions for future research are also discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

On the role of positive and negative affectivity in job performance: A meta-analytic investigation.

Although interest regarding the role of dispositional affect in job behaviors has surged in recent years, the true magnitude of affectivity's influence remains unknown. To address this issue, the authors conducted a qualitative and quantitative review of the relationships between positive and negative affectivity (PA and NA, respectively) and various performance dimensions. A series of meta-analyses based on 57 primary studies indicated that PA and NA predicted task performance in the hypothesized directions and that the relationships were strongest for subjectively rated versus objectively rated performance. In addition, PA was related to organizational citizenship behaviors but not withdrawal behaviors, and NA was related to organizational citizenship behaviors, withdrawal behaviors, counterproductive work behaviors, and occupational injury. Mediational analyses revealed that affect operated through different mechanisms in influencing the various performance dimensions. Regression analyses documented that PA and NA uniquely predicted task performance but that extraversion and neuroticism did not, when the four were considered simultaneously. Discussion focuses on the theoretical and practical implications of these findings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A Meta-Analysis of the Relationship Between Organizational Citizenship Behavior and Counterproductive Work Behavior.

Job performance is increasingly being seen to encompass constructs such as organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). To clarify the OCB-CWB relationship, a meta-analysis was conducted. Results indicate a modest negative relationship (p=-0.32). The relationship strength did not increase appreciably when the target of the behavior (the organization vs. other employees) was the same. Moreover, OCB and CWB exhibited somewhat distinct patterns of relationships with antecedents. The OCB-CWB relationship was moderated by the source of the ratings, the presence of antithetical items, and the type of response options. An employee-centric perspective is proposed whereby both OCB and CWB are perceived as adaptive behavior. Implications for organizations are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Measurement artifacts in the assessment of counterproductive work behavior and organizational citizenship behavior: Do we know what we think we know?

An experiment investigated whether measurement features affected observed relationships between counterproductive work behavior (CWB) and organizational citizenship behavior (OCB) and their relationships with other variables. As expected, correlations between CWB and OCB were significantly higher with ratings of agreement rather than frequency of behavior, when OCB scale content overlapped with CWB than when it did not, and with supervisor rather than self-ratings. Relationships with job satisfaction and job stressors were inconsistent across conditions. We concluded that CWB and OCB are likely unrelated and not necessarily oppositely related to other variables. Researchers should avoid overlapping content in CWB and OCB scales and should use frequency formats to assess how often individuals engage in each form of behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Predicting the counterproductive employee in a child-to-adult prospective study.

The present research tested the relations between a battery of background factors and counterproductive work behaviors in a 23-year longitudinal study of young adults (N = 930). Background information, such as diagnosed adolescent conduct disorder, criminal conviction records, intelligence, and personality traits, was assessed before participants entered the labor force. These background factors were combined with work conditions at age 26 to predict counterproductive work behaviors at age 26. The results showed that people diagnosed with childhood conduct disorder were more prone to commit counterproductive work behaviors in young adulthood and that these associations were partially mediated by personality traits measured at age 18. Contrary to expectations, criminal convictions that occurred prior to entering the workforce were unrelated to counterproductive work behaviors. Job conditions and personality traits had independent effects on counterproductive work behaviors, above and beyond background factors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Longitudinal relations between children's exposure to TV violence and their aggressive and violent behavior in young adulthood: 1977-1992.

Although the relation between TV-violence viewing and aggression in childhood has been clearly demonstrated, only a few studies have examined this relation from childhood to adulthood, and these studies of children growing up in the 1960s reported significant relations only for boys. The current study examines the longitudinal relations between TV-violence viewing at ages 6 to 10 and adult aggressive behavior about 15 years later for a sample growing up in the 1970s and 1980s. Follow-up archival data (N=450) and interview data (N=329) reveal that childhood exposure to media violence predicts young adult aggressive behavior for both males and females. Identification with aggressive TV characters and perceived realism of TV violence also predict later aggression. These relations persist even when the effects of socioeconomic status, intellectual ability, and a variety of parenting factors are controlled. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job satisfaction, counterproductive behavior, and drug use at work.

Conducted a study of 1,327 wage and salaried workers to determine whether the ecologically based inference that counterproductive behavior and drug use at work are symptoms of job dissatisfaction. There was a significant association between job satisfaction and self-reports of counterproductive behavior only among men 30 yrs old or older. Similar results were found for drug use at work. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Unresolved states of mind, disorganized attachment relationships, and disrupted interactions of adolescent mothers and their infants.

The links between unresolved maternal attachment status, disrupted maternal interaction in play situations, and disorganized attachment relationships were examined in a study of 82 adolescent mother-infant dyads. Maternal interactive behavior was measured using the Atypical Maternal Behavior Instrument for Assessment and Classification coding system. Additional rating scales were developed to correspond to the 5 dimensions of disrupted maternal behavior outlined by E. Bronfman, E. Parsons, and K. Lyons-Ruth (1999). A robust association was observed between disrupted maternal behavior and disorganized attachment. Ratings of disrupted maternal behavior revealed that disorganized attachment relationships were strongly related to ratings of fearful/disoriented behavior. Moreover, mothers who were unresolved were more likely than not-unresolved mothers to show disrupted patterns of interaction with their infants. Regression analyses suggested that disrupted behavior statistically mediated the association between unresolved status and disorganized attachment relationships. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The nature and dimensionality of organizational citizenship behavior: A critical review and meta-analysis.

This article reviews the literature on organizational citizenship behavior (OCB) and its dimensions as proposed by D. W. Organ (1988) and other scholars. Although it is assumed that the behavioral dimensions of OCB are distinct from one another, past research has not assessed this assumption beyond factor analysis. Using meta-analysis, the authors demonstrate that there are strong relationships among most of the dimensions and that the dimensions have equivalent relationships with the predictors (job satisfaction, organizational commitment, fairness, trait conscientiousness, and leader support) most often considered by OCB scholars. Implications of these results are discussed with respect to how the OCB construct should be conceptualized and measured in the future. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A study of the lagged relationships among safety climate, safety motivation, safety behavior, and accidents at the individual and group levels.

The authors measured perceptions of safety climate, motivation, and behavior at 2 time points and linked them to prior and subsequent levels of accidents over a 5-year period. A series of analyses examined the effects of top-down and bottom-up processes operating simultaneously over time. In terms of top-down effects, average levels of safety climate within groups at 1 point in time predicted subsequent changes in individual safety motivation. Individual safety motivation, in turn, was associated with subsequent changes in self-reported safety behavior. In terms of bottom-up effects, improvements in the average level of safety behavior within groups were associated with a subsequent reduction in accidents at the group level. The results contribute to an understanding of the factors influencing workplace safety and the levels and lags at which these effects operate. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

"Combining dispositions and evaluations of vocation and job to account for counterproductive work behavior in adolescent job apprentices": Correction.

Reports an error in "Combining dispositions and evaluations of vocation and job to account for counterproductive work behavior in adolescent job apprentices" by Bernd Marcus and Uwe Wagner (Journal of Occupational Health Psychology, 2007[Apr], Vol 12[2], 161-176). The following errors were committed: (1) In Table 1, item 7 in the variable column is mislabeled. (2) On page 171, in the paragraph before the Discussion section, the sentence beginning on line 14 reads incorrectly. (3) The caption for Figure 1 reads incorrectly. (4) On page 166, left column, 4th line from the bottom, the sentence reads incorrectly. The corrected information is provided. (The following abstract of the original article appeared in record 2007-05780-007.) In the present research, we investigated the joint impact of selected antecedents of counterproductive work behavior (CWB). A sample of German apprentices reported on their CWB and completed measures of situational evaluations (vocational preference, level and constructiveness of job satisfaction) believed to trigger CWB and of dispositional motivators (measured by integrity test subscales) and controls (self-control and another subset of integrity scales) of CWB. All predictors investigated showed the expected bivariate relationships with CWB. Multivariate analyses revealed that the triggering effect of an unfavorable vocational choice on CWB was fully mediated by job satisfaction. When predictors were aggregated, a composite of dispositional control variables had the largest effect on CWB and moderated the effects of motivational dispositions and situational evaluations. These results extend the knowledge on antecedents of CWB by investigating previously overlooked variables and samples and partially replicate recent findings on the joint impact of dispositions and work-related evaluations on CWB. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Parenting and adolescent problem behavior: An integrated model with adolescent self-disclosure and perceived parental knowledge as intervening variables.

Parental monitoring, assessed as (perceived) parental knowledge of the child's behavior, has been established as a consistent predictor of problem behavior. However, recent research indicates that parental knowledge has more to do with adolescents' self-disclosure than with parents' active monitoring. Although these findings may suggest that parents exert little influence on adolescents' problem behavior, the authors argue that this conclusion is premature, because self-disclosure may in itself be influenced by parents' rearing style. This study (a) examined relations between parenting dimensions and self-disclosure and (b) compared 3 models describing the relations among parenting, self-disclosure, perceived parental knowledge, and problem behavior. Results in a sample of 10th- to 12th-grade students, their parents, and their peers demonstrated that high responsiveness, high behavioral control, and low psychological control are independent predictors of self-disclosure. In addition, structural equation modeling analyses demonstrated that parenting is both indirectly (through self-disclosure) and directly associated with perceived parental knowledge but is not directly related to problem behavior or affiliation with peers engaging in problem behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does perceived unfairness exacerbate or mitigate interpersonal counterproductive work behaviors related to envy?

The authors examined how the interaction between perceived unfairness and episodic envy predicts interpersonal counterproductive work behaviors toward the envied other. In 2 studies using different samples and methods to elicit envy, predictions were compared based on the social exchange and attribution models of fairness. The results support the social exchange model of fairness, showing that higher levels of envy and perceived unfairness result in higher levels of interpersonal counterproductive work behavior (Study 1), especially among high self-esteem individuals (Study 2). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Justice at the millennium: A meta-analytic review of 25 years of organizational justice research.

The field of organizational justice continues to he marked by several important research questions, including the size of relationships among justice dimensions, the relative importance of different justice criteria, and the unique effects of justice dimensions on key outcomes. To address such questions, the authors conducted a meta-analytic review of 183 justice studies. The results suggest that although different justice dimensions are moderately to highly related, they contribute incremental variance explained in fairness perceptions. The results also illustrate the overall and unique relationships among distributive, procedural, interpersonal, and informational justice and several organizational outcomes (e.g., job satisfaction, organizational commitment, evaluation of authority, organizational citizenship behavior, withdrawal, performance). These findings are reviewed in terms of their implications for future research on organizational justice. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

The relationship of emotional exhaustion to work attitudes, job performance, and organizational citizenship behaviors.

The authors investigated the negative consequences of emotional exhaustion for individual employees and their employers. On the basis of social exchange theory, the authors proposed that emotional exhaustion would predict job performance, 2 classes of organizational citizenship behavior, and turnover intentions. In addition, the authors posited that the relationship between emotional exhaustion and effective work behaviors would be mediated by organizational commitment. With only a few exceptions, the results of 2 field studies supported the authors' expectations. In addition, emotional exhaustion exerted an independent effect on these criterion variables beyond the impact of age, gender, and ethnicity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Employee personality as a moderator of the relationships between work stressors and counterproductive work behavior.

The current study, which is framed within the context of the Transactional Theory of Stress and Coping, examined counterproductive work behaviors (CWBs) as a response to ineffective coping with work stressors. More specifically, we examined whether the relationship between work stressors and CWBs was moderated by employee personality. Analyses using data collected from 726 adults employed in a diverse set of occupations found that work stressors were more strongly related to CWBs among workers who were low in conscientiousness, or high in negative affectivity (NA) than among workers who were high in conscientiousness, or low in NA. We found less consistent support, however, for the moderating effects of agreeableness. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

How do I love thee? Let me count the ways: Parenting during adolescence, attachment styles, and romantic narratives in emerging adulthood.

In this longitudinal study, a quantitative and qualitative examination of the associations among parent–child relations, adult attachment styles, and relationship quality and theme in romantic narratives was conducted. Parenting and adult attachment style were assessed through questionnaires, whereas overall quality of romantic relationships (regard and importance), intimacy, and romantic story theme were examined with a life story approach (McAdams, 1993). At ages 17 and 26 years, 100 participants completed a series of questionnaires and also, at age 26, told a story about a “relationship-defining moment” with a romantic partner. Parent–child relations when participants were 17 years old were related predictably to all three attachment styles. About 70% of the sample told romantic stories with a “true love” type of theme. Associations between parent–child relations when the child was 17 and this type of theme in the story told when the participant was 26 were mediated by a more secure (and a less avoidant) attachment style when the participant was 26, as predicted. The implications of these findings for links between attachment models and the life story are discussed. (PsycINFO Database Record (c) 2011 APA, all rights reserved)