A qualitative and quantitative review of antecedents of counterproductive behavior in organization
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A qualitative and quantitative review of antecedents of counterproductive behavior in organization. Lau, V. C. S., Au W.T., & Ho, J. M. C. (2003). Journal of Business and Psychology, 18, 73-99. A Critique by Ozgun B. Rodopman. Construct of interest. Counterproductive work behavior (CBP)

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A qualitative and quantitative review of antecedents of counterproductive behavior in organization

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A qualitative and quantitative review of antecedents of counterproductive behavior in organization

A qualitative and quantitative review of antecedents of counterproductive behavior in organization

Lau, V. C. S., Au W.T., & Ho, J. M. C. (2003). Journal of Business and Psychology, 18, 73-99.

A Critique by Ozgun B. Rodopman


Construct of interest

Construct of interest

  • Counterproductive work behavior (CBP)

    Any voluntary organizational behaviors that affect an individual’s job performance or undermine organizational effectiveness

  • CBP is costly for the organization and for the individual

    • Financial losses, sabotage, health costs, lower productivity, lower performance ratings


Research question

Research Question

  • What are the antecedents of counterproductive work behaviors?

  • Inconsistent findings in individual studies regarding the antecedents of CBP

  • No meta-analysis on CBP before


Difficulties in meta analysis on cpb

Difficulties in Meta-analysis on CPB

  • No consensus on the definition

  • No agreement on which behaviors are considered counterproductive work behavior

  • Not enough studies


Review framework

Review Framework

  • Framework by Martinko, Grundlach and Douglas (2002)

    • 1. Personal factors (e.g., job satisfaction)

    • 2. Organizational factors (e.g, group influence)

    • 3. Work factors (e.g., job complexity)

    • 4. Contextual factors (e.g., employment rate)

  • No mention of leading models counterproductive work behavior and related measures or studies


Review plan

Review Plan

  • Criteria

    • Theft, production deviance, lateness, absenteeism and alcohol abuse

    • Not representative of the construct domain

    • Absenteeism and alcohol are not considered as counterproductive work behavior in the mainstream CWB studies

  • Predictor

    • Age, sex, marital status, tenure, income, educational level, race, job satisfaction and job satisfaction related symptoms

      • Personality is left out ?

      • Stressors are combined under job satisfaction related symptoms ?


Procedure

Procedure

  • Literature search

    • PsycINFO (1967-2001)

    • Published studies and unpublished dissertations

  • Inclusion criteria

    • Target: Employed adults

    • Withdrawal, intentions of turnover and retirement are excluded

    • 40 independent samples (total N= 42,359)

  • kslk


Analyses

Analyses

  • Correlations

  • Hunter & Schmidt metaanalytic method

  • Correction for sampling error and unreliability in both the predictor and the criterion

  • Estimation for the missing reliabilities

  • No information regarding the rating process, raters or inter-rater reliability ?

  • Combination of all criteria (CBP general) used to for some analysis ?


Results

Results

  • Age and job satisfaction are antecedents of counterproductive work behavior.

  • Absenteeism is more prevalent among employees who are young, female, have lower income, have lower job satisfaction, and who perceive a stronger absence norm, or stronger ability to be on time.


Conclusion

Conclusion

  • Not representative of the construct domain from the theoretical perspective

    • The main CWB studies are not included

    • Key variables such as personality are excluded without sufficient explanation

  • Problematic from a methodological standpoint

    • Sample size is too small (lowest 2- highest 18)

    • Not enough power

    • Combination all criteria as one ‘CPB general’ construct


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