Interpersonal deviance, organizational deviance, and their common correlates: A review and meta-analysis.

Interpersonal deviance (ID) and organizational deviance (OD) are highly correlated (R. S. Dalal, 2005). This, together with other empirical and theoretical evidence, calls into question the separability of ID and OD. As a further investigation into their separability, relationships among ID, OD, and their common correlates were meta-analyzed. ID and OD were highly correlated (p = .62) but had differential relationships with key Big Five variables and organizational citizenship behaviors, which lends support to the separability of ID and OD. Whether the R. J. Bennett and S. L. Robinson (2000) instrument was used moderated some relationships. ID and OD exhibited their strongest (negative) relationships with organizational citizenship, Agreeableness, Conscientiousness, and Emotional Stability. Correlations with organizational justice were small to moderate, and correlations with demographic variables were generally negligible. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Predicting workplace aggression: A meta-analysis.

The authors conducted a meta-analysis of 57 empirical studies (59 samples) concerning enacted workplace aggression to answer 3 research questions. First, what are the individual and situational predictors of interpersonal and organizational aggression? Second, within interpersonal aggression, are there different predictors of supervisor- and coworker-targeted aggression? Third, what are the relative contributions of individual (i.e., trait anger, negative affectivity, and biological sex) and situational (i.e., injustice, job dissatisfaction, interpersonal conflict, situational constraints, and poor leadership) factors in explaining interpersonal and organizational aggression? Results show that both individual and situational factors predict aggression and that the pattern of predictors is target specific. Implications for future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The relations of motivational traits with workplace deviance.

The authors developed and tested new theoretical relations between approach and avoidance motivational traits and deviant work behaviors. Approach motivation was divided into 3 traits: personal mastery (i.e., desire to achieve), competitive excellence (i.e., desire to perform better than others), and behavioral activation system (BAS) sensitivity (i.e., responsiveness to rewards). Avoidance motivation, which reflects one's sensitivity to negative stimuli and the desire to escape such stimuli, was conceptualized as a unitary construct. Using structural equation modeling, the authors examined the relations of these 4 motivational traits with interpersonal and organizational deviance in a sample of primarily part-time employees. For the approach motivation traits, results showed that personal mastery was negatively related to interpersonal and organizational deviance, BAS sensitivity was positively related to interpersonal and organizational deviance, and competitive excellence was unrelated to both types of workplace deviance. Finally, avoidance motivation was positively related to organizational deviance and interacted with organizational constraints to predict interpersonal deviance. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Organizational citizenship behavior and workplace deviance: The role of affect and cognitions.

To investigate the role of affect and cognitions in predicting organizational citizenship behavior (OCB) and workplace deviance behavior (WDB), data were collected from 149 registered nurses and their coworkers. Job affect was associated more strongly than were job cognitions with OCB directed at individuals, whereas job cognitions correlated more strongly than did job affect with OCB directed at the organization. With respect to WDB, job cognitions played a more important role in prediction when job affect was represented by 2 general mood variables (positive and negative affect). When discrete emotions were used to represent job affect, however, job affect played as important a role as job cognition variables, strongly suggesting the importance of considering discrete emotions in job affect research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs.

In this study, the authors examine the relationship between abusive supervision and employee workplace deviance. The authors conceptualize abusive supervision as a type of aggression. They use work on retaliation and direct and displaced aggression as a foundation for examining employees' reactions to abusive supervision. The authors predict abusive supervision will be related to supervisor-directed deviance, organizational deviance, and interpersonal deviance. Additionally, the authors examine the moderating effects of negative reciprocity beliefs. They hypothesized that the relationship between abusive supervision and supervisor-directed deviance would be stronger when individuals hold higher negative reciprocity beliefs. The results support this hypothesis. The implications of the results for understanding destructive behaviors in the workplace are examined. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

When employees strike back: Investigating mediating mechanisms between psychological contract breach and workplace deviance.

In this article, psychological contract breach, revenge, and workplace deviance are brought together to identify the cognitive, affective, and motivational underpinnings of workplace deviance. On the basis of S. L. Robinson and R. J. Bennett's (1997) model of workplace deviance, the authors proposed that breach (a cognitive appraisal) and violation (an affective response) initiate revenge seeking. Motivated by revenge, employees then engage in workplace deviance. Three studies tested these ideas. All of the studies supported the hypothesized relationships. In addition, self-control was found to be a moderator of the relationship between revenge cognitions and deviant acts; the relationship was weaker for people high in self-control. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Hostility, job attitudes, and workplace deviance: Test of a multilevel model.

The authors tested a model, inspired by affective events theory (H. M. Weiss & R. Cropanzano, 1996), that examines the dynamic nature of emotions at work, work attitudes, and workplace deviance. Sixty-four employees completed daily surveys over 3 weeks, reporting their mood, job satisfaction, perceived interpersonal treatment, and deviance. Supervisors and significant others also evaluated employees' workplace deviance and trait hostility, respectively. Over half of the total variance in workplace deviance was within-individual, and this intraindividual variance was predicted by momentary hostility, interpersonal justice, and job satisfaction. Moreover, trait hostility moderated the interpersonal justice-state hostility relation such that perceived injustice was more strongly related to state hostility for individuals high in trait hostility. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Assessing Measurement Equivalence Across Rating Sources: A Multitrait-Multirater Approach.

Research examining the structure of multisource performance ratings has demonstrated that ratings are a direct function of both who is doing the rating (rating source) as well as what is being rated (performance dimension). A separate line of research has focused on the extent to which performance ratings are equivalent across sources. To date no research has examined the measurement equivalence of multisource ratings within the context of both dimension and rating source direct effects on ratings. We examine the impact of both performance dimension and rating source as well as the degree of measurement equivalence across sources. Results indicate that (a) the impact of the underlying performance dimension is the same across rating sources, (b) the impact of rating source is substantial and only slightly smaller than the impact of the underlying performance dimension, and (c) the impact of rating source differs substantially depending on the source. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Loving yourself abundantly: Relationship of the narcissistic personality to self- and other perceptions of workplace deviance, leadership, and task and contextual performance.

The authors report results from 2 studies assessing the extent to which narcissism is related to self- and other ratings of leadership, workplace deviance, and task and contextual performance. Study 1 results revealed that narcissism was related to enhanced self-ratings of leadership, even when controlling for the Big Five traits. Study 2 results also revealed that narcissism was related to enhanced leadership self-perceptions; indeed, whereas narcissism was significantly positively correlated with self-ratings of leadership, it was significantly negatively related to other ratings of leadership. Study 2 also revealed that narcissism was related to more favorable self-ratings of workplace deviance and contextual performance compared to other (supervisor) ratings. Finally, as hypothesized, narcissism was more strongly negatively related to contextual performance than to task performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Investigating individual differences among targets of workplace incivility.

The present study focused on individual differences in Big Five traits among targets of workplace incivility. The authors hypothesized a negative relation between agreeableness and incivility, a positive relation between neuroticism and incivility, and a negative relation between extraversion and incivility. The authors also hypothesized that provocative target behavior is the mediating force that drives these relations. Multisource data from a diverse sample of employees and their coworkers indicate that individuals low in agreeableness and those high in neuroticism experience more incivility than their counterparts. The mediation model was supported for agreeableness and neuroticism. Findings suggest that target traits are important components in incivility research, and should be considered in future research as well as in efforts to alleviate the consequences of incivility. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

I know what you did: The effects of interpersonal deviance on bystanders.

Using social information processing theory, we explore how interpersonally directed deviance affects work group members who observe or are aware of these insidious behaviors. In a field study, we find that indirect knowledge of work group member interpersonal deviance leads to subsequent interpersonal deviance of a focal individual. We also find that when work group cohesion is high, direct observation of deviance is more likely to result in subsequent bystander deviance. These findings add concretely to theory and research on the bystander effects of workplace deviance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach.

A review of research on job performance suggests 3 broad components: task, citizenship, and counterproductive performance. This study examined the relative importance of each component to ratings of overall performance by using an experimental policy-capturing design. Managers in 5 jobs read hypothetical profiles describing employees' task, citizenship, and counterproductive performance and provided global ratings of performance. Within-subjects regression analyses indicated that the weights given to the 3 performance components varied across raters. Hierarchical cluster analyses indicated that raters' policies could be grouped into 3 homogeneous clusters: (a) task performance weighted highest, (b) counterproductive performance weighted highest, and (c) equal and large weights given to task and counterproductive performance. Hierarchical linear modeling indicated that demographic variables were not related to raters' weights. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Adult sibling expressed emotion and fellow sibling deviance: A new piece of the family process puzzle.

Seventy-three older siblings were assessed in early adulthood with the Five-Minute Speech Sample (FMSS) measure of expressed emotion. Sibling critical expressed emotion was linked with younger brother concomitant and future antisocial behavior, substance use, deviant peer association, increased rate of criminal arrests, and early onset sexual activity. Siblings of younger brothers with behavior problems were also more likely to be critical of, and to report negative relationships with, these brothers than were siblings of well-adjusted brothers. Sibling critical expressed emotion also predicted younger brothers' maladjustment 1-2 years later, after controlling for earlier sibling conflict and parent discipline. The findings accentuate the importance of understanding the influence of intrafamilial processes in the etiology of behavior problems. (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)     

Language exclusion and the consequences of perceived ostracism in the workplace.

The current research examined the impact of workplace ostracism on work-related attitudes and behaviors. Participants read a vignette describing a series of workplace interactions between the participant and two coworkers. During the interactions, participants were included in a group discussion, ostracized by coworkers in English or ostracized in Spanish. Consistent with predictions, ostracized participants reported lower levels of organizational commitment and organizational citizenship behaviors than included participants. Ostracism by language resulted in lower work group commitment and higher levels of symbolic threat compared with included participants and those ostracized in English. Increased prejudice was also reported by participants exposed to language ostracism. Results are discussed in terms of their implications for general attitudinal processes and employee-related work attitudes and behaviors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The path to a healthy workplace: A critical review linking healthy workplace practices, employee well-being, and organizational improvements.

This review synthesizes much of the previous research since 1990 linking healthy workplace practices in organizations to employee well-being and organizational improvements. Based on the review, both a direct and an indirect link between healthy workplace practices and organizational improvements are proposed. Five general categories of healthy workplace practices were identified in the literature: work-life balance, employee growth and development, health and safety, recognition, and employee involvement. Previous research also suggests that the link between these practices and employee and organizational outcomes is contingent on the effectiveness of communication within the organization and the alignment of workplace practices with the organizational context. Finally, a discussion of some limitations of previous research and recommendations for future work in the area of healthy workplace practices are provided. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An integrative typology of personality assessment for aggression: Implications for predicting counterproductive workplace behavior.

This study presents an integrative typology of personality assessment for aggression. In this typology, self-report and conditional reasoning (L. R. James, 1998) methodologies are used to assess 2 separate, yet often congruent, components of aggressive personalities. Specifically, self-report is used to assess explicit components of aggressive tendencies, such as self-perceived aggression, whereas conditional reasoning is used to assess implicit components, in particular, the unconscious biases in reasoning that are used to justify aggressive acts. These 2 separate components are then integrated to form a new theoretical typology of personality assessment for aggression. Empirical tests of the typology were subsequently conducted using data gathered across 3 samples in laboratory and field settings and reveal that explicit and implicit components of aggression can interact in the prediction of counterproductive, deviant, and prosocial behaviors. These empirical tests also reveal that when either the self-report or conditional reasoning methodology is used in isolation, the resulting assessment of aggression may be incomplete. Implications for personnel selection, team composition, and executive coaching are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Patterns and profiles of response to incivility in the workplace.

The authors draw on stress and coping theory to understand patterns of individual response to workplace incivility. According to data from 3 employee samples, incivility tended to trigger mildly negative appraisals, which could theoretically differentiate incivility from other categories of antisocial work behavior. Employees experiencing frequent and varied incivility from powerful instigators generally appraised their uncivil encounters more negatively. They responded to this stressor using a multifaceted array of coping strategies, which entailed support seeking, detachment, minimization, prosocial conflict avoidance, and assertive conflict avoidance. These coping reactions depended on the target’s appraisal of the situation, the situation’s duration, and the organizational position and power of both target and instigator. Implications for organizational science and practice are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Raising voice, risking retaliation: Events following interpersonal mistreatment in the workplace.

This study advances the literature on workplace deviance, addressing retaliation victimization in the context of interpersonal mistreatment. Using survey data from 1,167 public-sector employees, the authors investigated experiences of work retaliation victimization and social retaliation victimization among employees who have vocally resisted interpersonal mistreatment. Regression analyses suggest that different victim voice mechanisms trigger different forms of retaliation, depending on the social positions of the mistreatment victim and instigator. Discriminant function analyses demonstrate lower professional, psychological, and physical well-being among mistreated employees who have been further victimized with retaliation. These analyses also reveal health-related costs associated with victim silence--that is, enduring mistreatment without voicing resistance. Results are interpreted in light of theory on power, emotions, and justice in organizations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Patterns of workplace harassment, gender, and use of services: An update.

Using three waves of data from an ongoing study of current and former university employees (N = 1,656), the authors reexamined the roles of sexual (SH) and generalized (GWH) workplace harassment and gender in predicting use of professional services by focusing on patterning (chronic, remission, onset, intermittent, and never harassed). The authors also reexamined whether services moderated relationships between SH and GWH patterns and drinking and mental health outcomes. All patterns of SH, but only chronic GWH, predicted increased odds of services use. Services use did not moderate relationship between SH patterns and outcomes, but was associated with lower alcohol consumption for men with GWH remission or chronicity, reduced escape drinking for those with GWH remission, and reduced hostility for those with intermittent GWH. (PsycINFO Database Record (c) 2010 APA, all rights reserved)