Predicting counterproductive work behaviors: A meta-analysis of their relationship with individual and situational factors
DOI:
https://doi.org/10.24837/pru.v8i1.427Keywords:
meta-analysis,, counterproductive work behavior, organizational justice, personality, job satisfactionAbstract
The present article details a meta-analysis on 35 empirical studies which included 9897
participants within 39 independent samples. The research investigated individual and
organizational predictors for counterproductive work behavior (CWB). The variables considered
for this study are organizational justice (interactional, procedural and distributive), job satisfaction,
negative affectivity, Big Five personality factors – as predictors for counterproductive behavior.
Furthermore, the relationships between the organizational and interpersonal dimensions of CWB
were analysed. Results indicate a negative association between justice dimensions and
counterproductive behaviors, and an average positive association between negative affectivity
and counterproductive behaviors. Low levels of Agreeableness and Conscientiousness are
associated with counterproductive behaviors. Job dissatisfaction is also associated with
counterproductive behaviors. The analysis includes a discussion of the implications of these
results for further research, and suggestions regarding the management of counterproductive
behaviors in organizations.
Downloads
Download data is not yet available.
References
Ambrose, M., Seabright M. A., & Schminke, M.
(2002). Sabotage in the workplace: The role
of organizational justice. Organizational
Behavior & Human Decison Processes, 89,
947 – 965.
Aquino, K. (1995). Relationships among pay
inequity, perceptions of procedural justice,
and organizational citizenship. Employee
Responsibilities and Rights Journal, 8, 21-
33.
*Aquino, K., Galperin, B., & Bennett, R. (2004).
Social status and aggressiveness as
moderators of the relationship between
interactional justice and workplace
deviance. Journal of Applied Psychology, 35
(5), 1001-1029.
*Aquino, K., Lewis, M., & Bradfield, M. (1999).
Justice constructs, negative affectivity, and
employee deviance: a proposed model and
empirical test. Journal of Organizational
Behavior, 20, 1073-1091.
*Bennett, R. J., & Robinson, S. L. (2000).
Development of a measure of workplace
deviance. Journal of Applied Psychology, 85
(3), 349-360.
Berry, C. M, Ones, D. S., & Sackett, P. R. (2007).
Interpersonal deviance, organizational
deviance and their common correlates: A
review and meta-analysis. Journal of
Applied Psychology, 92 (2), 410-424.
*Bruk-Lee, V., & Spector, P. E. (2006). The social
stressors-counterproductive work behaviors
link: are conflicts with supervisors and coworkers
the same? Journal of Occupational
Health Psychology, 11 (2), 145-156.
Chen, P., Spector, P. E. (1992). Relationship of
work stressors with aggression, withdrawal,
theft and substance use: An exploratory
study. Journal of Occupational and
Organizational Psychology, 65, 177-184.
Colquitt, J. A. (2001). On the Dimensionality of
Organizational Justice: A Construct
Validation of a Measure. Journal of Applied
Psychology, 86 (3), 386-400.
Cullen, M. J., & Sackett, P. R. (2003). Personality
and counterproductive workplace behavior.
In M. R. Barrick & A. M. Ryan (Eds. ),
Personality and work. Reconsidering the
role of personality in organizations (pp. 150-
183), San Francisco: John Wiley & Sons.
Dalal, R. S. (2005). A Meta-Analysis of the
Relationship between Organizational
citizenship behavior and Counterproductive
Work Behavior. Journal of Applied
Psychology, 90 (6), 1241-1255.
*Dalal, R. S., Sims, C., & Spencer, S. (2003). The
structure of discretionary behavior at work.
In D. E. Rupp (Chair), New frontiers in job
satisfactions, job performance and their
linkages. Symposium conducted at the 18th
Annual Meeting of the Society for Industrial
and Organizational Psychology, Orlando,
Florida.
De Leeuw, E. D., & Hox, J. J. (2003). The Use of
Meta-Analysis In Cross-National Studies. In
J. A. Harkness, F. J. R van de Vijver & P.
Ph Mohler (Eds. ) Cross-Cultural Survey
Methods. New York: Wiley.
*Douglas, S. C., & Martinko, M. J. (2001). Exploring
the role of individual differences in the
prediction of workplace aggression. Journal
of Applied Psychology, 86 (4), 547-559.
*Dupré, K., Inness, M., Connely, C., Barling J. &
Hoption, C. (2006). Workplace aggression in
teenage part-time employees. Journal of
Applied Psychology, 91 (5), 987-997.
Durlak, J. A. (2005). Basic Principles of Metaanalysis.
In Roberts, M. C. & Ilardi, S. S.
(Eds. ): Handbook of research methods in
Clinical Psychology. Blackwell Publishing
House.
*Erez, A., Bloom, M. C., & Wells, M. T. (1996).
Using Random rather Than Fixed Effects
Models in Meta-analysis: Implications for
Situational Specificity and Validity
Generalization. Personnel Psychology, 49,
275-306.
*Fox, S., & Spector, P. E. (1999). A model of work
frustration-aggression. Journal of
Organizational Behavior, 20, 915-931.
*Fox, S., Spector, P. E., & Miles, D. (2001).
Counterproductive Work Behavior (CWB) in
Response to Job Stressors and
Organizational Justice: Some Mediator and
Moderator Tests for Autonomy and
Emotions. Journal of Vocational Behavior,
59, 291–309.
*Fox, S., Spector, P. E., Goh, A., & Bruursema, K.
(2007). Does your co-worker know what
you’re doing? Convergence of self- and
peer-reports of counterproductive work
behavior. International Journal of Stress
Management, 14 (1), 41-60.
*Galperin, B. (2002). Determinants of deviance in
the workplace. Unpublished doctoral thesis.
Studii şi Cercetări
79
George, J. M. (1990). Personality, affect, and
behavior in groups. Journal of Applied
Psychology, 75, 107-116.
Greenberg, J. (1993). Stealing in the name of
justice: informational and interpersonal
moderators of theft reactions to
underpayment inequity. Organizational
behavior and human decision processes,
54, 81-103.
Greenberg, J. (1990). Employee Theft as a
Reaction to Underpayment Inequity: The
Hidden Cost of Pay Cuts. Journal of Applied
Psychology, 75 (5), 561-568.
*Henle, C. (2005). Predicting workplace deviance
from the interaction between organizational
justice and personality. Journal of
Managerial Issues, 17 (2), 247-263.
*Henle, C. A., Giacalone, R. A., & Jurkiewicz, C. L.
(2005). The role of ethical ideology in
workplace deviance. Journal of Business
Ethics, 56, 219-230.
*Hepworth, W., & Towler, A. (2004). The effects of
individual differences and charismatic
leadership on workplace aggression.
Journal of Occupational Health Psychology,
9 (2), 176-185.
Herschovis, S. M., Turner, N., Barling, J., Arnold, K.
A., Dupre, K. E., Inness, M., LeBlanc, M. M.,
& Sivanathan, N. (2007). Predicting
workplace aggression: A Meta-Analysis.
Journal of Applied Psychology, 92 (1), 228-
238.
Hox, J. J. (1995) Applied Multilevel Analysis.
Amsterdam: TT-Publikaties.
Hox, J. J., & de Leeuw E. D. (2003) Multilevel
models for Meta-Analysis. In Reise, S. P. &
Duan, N. (Eds. ) Multilevel Modeling.
Methodological Advances, Issues, and
Applications. New Jersey: Lawrence
Erlbaum Associates.
Hunter, J. E., & Schmidt, F. L. (2000). Fixed Effects
vs. Random Effects Meta-analysis Models:
Implications for Cumulative Research
Knowledge. International Journal for
Selection and Assessment, 8(4), 275-292.
Hunter, J. E., & Schmidt, F. L. (2004). Methods of
Meta-Analysis. Correcting Error and Bias in
Research Findings, Thousand Oaks: Sage
Publishers.
*Jelinek, R., & Ahearne, M. (2006). The enemy
within: examining salesperson deviance and
its determinants. Journal of Personnel
Selling and Sales Management, 26 (4), 327-
344.
Johnson, G. J., & Johnson, W. R. (2000). Perceived
Qualification, Positive and Negative
Affectivity, and Satisfaction with Work.
Journal of Social Behavior and Personality,
15(2), 167-184.
*Judge, T. A., Scott, B. A., & Ilies, R. (2006).
Hostility, job attitudes, and workplace
deviance. Journal of Applied Psychology, 91
(1), 126-138.
*Kickul, J. R., Neuman, G., Parker, C., & Finkl, J.
(2001). Settling the score: the role of
organizational justice in the relationship
between psychological contract breach and
anticitizenship behavior. Employee
Responsibilities and Rights Journal, 13 (2),
77-92.
Lau, V. C. S., Au, W. T., & Ho, J. M. C. (2003). A
qualitative and quantitative review of
antecedents of counterproductive behavior
in organizations. Journal of Business and
Psychology, 18 (1), 73-99.
*Lee, K., & Allen, N. (2002). Organizational
citizenship behavior and workplace
deviance: the role of affect and cognitions.
Journal of Applied Psychology, 87 (1), 131-
142.
*Lee, K., Ashton, M. C., & Shin, K. H. (2005).
Personality correlates of workplace antisocial
behavior. Applied psychology: An
International Review, 54 (1), 81-98.
*Lee, K., Ashton, M. C., & de Vries, R. E. (2005).
Predicting workplace delinquency with
HEXACO and Five-Factor Models of
personality structure. Human Performance,
18 (2), 179-197.
Lehman, W. E. K., & Simpson, D. D. (1992).
Employee Substance Use and On-the Job
Behaviors. Journal of Applied Psychology,
77 (3), 309-321.
*Liao, H., Joshi, A., & Chuang, A. (2004). Sticking
out like a sore thumb: employee dissimilarity
and deviance at work. Personnel
Psychology, 57, 969-1000.
*Marcus, B., & Schuler, H. (2004). Antecedents of
counterproductive behavior at work: a
general perspective. Journal of Applied
Psychology, 89 (4), 647-660.
*Marcus, B., Lee, K., & Ashton, M. C. (2007).
Personality dimensions explaining
relationships between integrity tests and
counterproductive behavior: Big Five, or one
in addition? Personnel Psychology, 60 (1),
1-34.
Martinko, M., Gundlach, M. & Douglas, S. (2002).
Toward an integrative theory of
counterproductive workplace behavior: A
causal reasoning perspective. International
Journal of Selection and Assessment, 10
(1/2), 36-50.
80
McCrae, R. R., & Costa, P. T. (1987). Validation of
the five-factor model of personality across
instruments and observers. Journal of
Personality and Social Psychology, 52(1), p.
81-90.
*Mehta, K. (2000). Examining the relationships
between motivational traits and
counterproductive work behaviors.
Unpublished thesis.
*Miles, D. E., Borman, W. E., Spector, P. E., & Fox,
S. (2002). Building and integrative model of
extra role work behaviors: a comparison of
counterproductive work behavior with
organizational citizenship behavior.
International Journal of Selection and
Assessment, 10 (1/2), 51-57.
Moorman, R. H. (1991). Relationship Between
Organizational Justice and Organizational
Citizenship Behaviors: Do Fairness
Perceptions Influence Employee
Citizenship? Journal of Applied Psychology,
76 (6), 845-855.
*Mount, M. K., Johnson, E. C., Ilies, R., & Barrick,
M. R. (2002). Personality and job
performance: test of the mediating role of
workplace deviance. Paper presented at
17th Annual SIOP program-Toronto.
*Mount, M., Ilies, R., & Johnson, E. (2006).
Relationship of personality traits and
counterproductive work behaviors: the
mediating effects of job satisfaction.
Personnel Psychology, 59, 591-622.
Necowitz, L. B., & Roznowski, M. (1994). Negative
affectivity and job satisfaction: Cognitive
processes underlying the relationship and
effects on employee behaviors. Journal of
Vocational Behavior, 45(3), 270-294.
Neuman, J. H., & Baron, R. A. (2005). Aggression in
the workplace: A social psychological
perspective. In S. Fox, & P. E. Spector (Eds.
), Counterproductive workplace behavior:
Investigations of actors and targets (pp. 13-
40). Washington, DC: American
Psychological Association.
Niehoff, B. & Moorman, R. (1993). Justice as a
mediator of the relationship between
methods of monitoring and organizational
citizenship behavior. Academy of
Management Journal, 36 (3), 527-556.
Nowakowski, J. M., & Conlon, D. E. (2005).
Organizational justice: looking back, looking
forward. International Journal of Conflict
Management, 16 (1), 4-29.
*O’Brien, K. (2004). Self-determination theory and
locus of control as antecedents of voluntary
workplace behaviors. Unpublished thesis.
Ones, D. S., Viswesvaran, C. & Dilchert, S. (2005).
Personality at Work: Raising Awareness
and Correcting Misconceptions. Human
Performance, 18(4), 389-404.
*Penney, L. M., & Spector, P. E. (2005). Job stress,
incivility, and counterproductive work
behavior (CWB): the moderating role of
negative affectivity. Journal of
Organizational Behavior, 26, 777-796.
*Penney, L. M., & Spector, P. E. (2002). Narcissism
and counterproductive work behaviors: Do
bigger egos mean bigger problems?
International Journal of Selection and
Assessment, 10 (1/2), 126-134.
Perlow, R., & Latham, L. L. (1993). Relationship of
client abuse with locus of control and
gender: A longitudinal study in mental
retardation facilities. Journal of Applied
Psychology, 78 (5), 831-834.
Pitariu, H. D., & Virgă, D. (2007). Stresul
ocupaţional. In Z. Bogáthy (coord. ). Manual
de tehnici şi metode în psihologia muncii şi
organizaţională, (pp. 235-252). Iaşi: Editura
Polirom.
Robinson, S., & Bennett, R. (1995). A typology of
deviant workplace behaviors: a
multidimensional scaling study. Academy of
Management Journal, 38 (2), 555-572.
Robinson, S. L., & O’Leary-Kelly, A. M. (1998).
Monkey see, monkey do: The influence of
work groups on the antisocial behavior of
employees. Academy of Management
Journal, 41 (6), 658-673.
*Rosen, C. (2006). Politics, stress, and exchange
perceptions: a dual process model relating
organizational politics to employee
outcomes. Unpublished dissertation.
Rosenthal, D. A., Hoyt, W. T., Ferrin, J. M., Miller, S.
& Cohen, N. D. (2006). Advanced Methods
in Meta-Analytic Research: Applications and
Implications for Rehabilitation Counseling
Research. Rehabilitation Counseling
Bulletin, 49(4), 243-246.
Salgado, J. F. (2002). The Big Five Personality
Dimensions and Counterproductive
Behaviors. International Journal of Selection
and Assessment, 10 (1/2), March-June,
117-125.
Schappe, S. P. (1998). Understanding Employee
Job Satisfaction: The Importance of
Procedural and Distributive Justice. Journal
of Business and Psychology, 12(4), 493-
503.
Scott, K. D., & Taylor, G. S. (1985). An Examination
of Conflicting Findings on the Relationship
between Job Satisfaction and Absenteeism:
Studii şi Cercetări
81
A Meta-Analysis. Academy of Management
Journal, 28 (3), 599-612.
Skarlicki, D. P., & Folger, R. (1997). Retaliation in
the Workplace: The Roles of Distributive,
Procedural, and Interactional Justice.
Journal of Applied Psychology, 82 (3), 434-
443.
Spector, P. E. & Fox, S. (2005). The stressoremotion
model of counterproductive work
behavior. In S. Fox & P. E. Spector (Eds. ),
Counterproductive work behavior:
investigations of actors and targets (pp.
151-174), Washington DC: APA.
*Spector, P. E., Fox, S., Penney, L. M., Bruursema,
K., Goh, A. & Kessler, S. (2006). The
dimensionality of counterproductivity: Are all
counterproductive behaviors created equal?
Journal of Vocational Behavior, 68, 446-
460.
Staw, B. M., Bell, N. E. & Clausen, J. A. (1986). The
dispositional approach to job attitudes: a
lifetime longitudinal test. Administrative
Science Quarterly, 31, 56 - 77.
Sulea, C. (2008). Management of counterproductive
work behaviors. Unpublished doctoral
thesis.
Babes-Bolyai University of Cluj-Napoca.
*Thau, S., Aquino, K., & Wittek, R. (2007). An
extension of uncertainty management
theory to the self: the relationship between
justice, social comparison orientation, and
antisocial work behaviors, 92 (1), 250-258.
Thorsteinson, T. J. (2003). Job attitudes of part-time
vs. full-time workers: A meta-analytic
review. Journal of Occupational and
Organizational Psychology, 76, 151-177.
Vardi, Y., & Weitz, E. (2004). Misbehavior in
organization. Theory, Research &
Management. London: Lawrence Erlbaum
Associates.
Vardi, Y., & Wiener, Y. (1996). Misbehavior in
organizations: A Motivational framework.
Organization Science, 7 (2), 151-165.
Van Katwyk, P. T., Fox, S., Spector, P. E., &
Kelloway, E. K. (2000). Using the Jobrelated
Affective Well-being Scale (JAWS)
to investigate affective responses to work
stressors. Journal of Occupational Health
Psychology, 5, 219-230.
Watson, D., & Clark, L. A. (1994). THE PANAS-X.
Manual for the Positive and Negative Affect
Schedule - Expanded Form. The University
of Iowa.
Watson, D., & Clark, L. A. (1984). Negative
Affectivity: The disposition to experience
aversive emotional states. Psychological
Bulletin, 96, 465-490.
*Zottoli, M. A. (2003). Understanding the process
through which breaches of the psychological
contract influence feelings of psychological
contract violation: an analysis incorporating
causal, responsibility and blame attributions.
Unpublished thesis.
(2002). Sabotage in the workplace: The role
of organizational justice. Organizational
Behavior & Human Decison Processes, 89,
947 – 965.
Aquino, K. (1995). Relationships among pay
inequity, perceptions of procedural justice,
and organizational citizenship. Employee
Responsibilities and Rights Journal, 8, 21-
33.
*Aquino, K., Galperin, B., & Bennett, R. (2004).
Social status and aggressiveness as
moderators of the relationship between
interactional justice and workplace
deviance. Journal of Applied Psychology, 35
(5), 1001-1029.
*Aquino, K., Lewis, M., & Bradfield, M. (1999).
Justice constructs, negative affectivity, and
employee deviance: a proposed model and
empirical test. Journal of Organizational
Behavior, 20, 1073-1091.
*Bennett, R. J., & Robinson, S. L. (2000).
Development of a measure of workplace
deviance. Journal of Applied Psychology, 85
(3), 349-360.
Berry, C. M, Ones, D. S., & Sackett, P. R. (2007).
Interpersonal deviance, organizational
deviance and their common correlates: A
review and meta-analysis. Journal of
Applied Psychology, 92 (2), 410-424.
*Bruk-Lee, V., & Spector, P. E. (2006). The social
stressors-counterproductive work behaviors
link: are conflicts with supervisors and coworkers
the same? Journal of Occupational
Health Psychology, 11 (2), 145-156.
Chen, P., Spector, P. E. (1992). Relationship of
work stressors with aggression, withdrawal,
theft and substance use: An exploratory
study. Journal of Occupational and
Organizational Psychology, 65, 177-184.
Colquitt, J. A. (2001). On the Dimensionality of
Organizational Justice: A Construct
Validation of a Measure. Journal of Applied
Psychology, 86 (3), 386-400.
Cullen, M. J., & Sackett, P. R. (2003). Personality
and counterproductive workplace behavior.
In M. R. Barrick & A. M. Ryan (Eds. ),
Personality and work. Reconsidering the
role of personality in organizations (pp. 150-
183), San Francisco: John Wiley & Sons.
Dalal, R. S. (2005). A Meta-Analysis of the
Relationship between Organizational
citizenship behavior and Counterproductive
Work Behavior. Journal of Applied
Psychology, 90 (6), 1241-1255.
*Dalal, R. S., Sims, C., & Spencer, S. (2003). The
structure of discretionary behavior at work.
In D. E. Rupp (Chair), New frontiers in job
satisfactions, job performance and their
linkages. Symposium conducted at the 18th
Annual Meeting of the Society for Industrial
and Organizational Psychology, Orlando,
Florida.
De Leeuw, E. D., & Hox, J. J. (2003). The Use of
Meta-Analysis In Cross-National Studies. In
J. A. Harkness, F. J. R van de Vijver & P.
Ph Mohler (Eds. ) Cross-Cultural Survey
Methods. New York: Wiley.
*Douglas, S. C., & Martinko, M. J. (2001). Exploring
the role of individual differences in the
prediction of workplace aggression. Journal
of Applied Psychology, 86 (4), 547-559.
*Dupré, K., Inness, M., Connely, C., Barling J. &
Hoption, C. (2006). Workplace aggression in
teenage part-time employees. Journal of
Applied Psychology, 91 (5), 987-997.
Durlak, J. A. (2005). Basic Principles of Metaanalysis.
In Roberts, M. C. & Ilardi, S. S.
(Eds. ): Handbook of research methods in
Clinical Psychology. Blackwell Publishing
House.
*Erez, A., Bloom, M. C., & Wells, M. T. (1996).
Using Random rather Than Fixed Effects
Models in Meta-analysis: Implications for
Situational Specificity and Validity
Generalization. Personnel Psychology, 49,
275-306.
*Fox, S., & Spector, P. E. (1999). A model of work
frustration-aggression. Journal of
Organizational Behavior, 20, 915-931.
*Fox, S., Spector, P. E., & Miles, D. (2001).
Counterproductive Work Behavior (CWB) in
Response to Job Stressors and
Organizational Justice: Some Mediator and
Moderator Tests for Autonomy and
Emotions. Journal of Vocational Behavior,
59, 291–309.
*Fox, S., Spector, P. E., Goh, A., & Bruursema, K.
(2007). Does your co-worker know what
you’re doing? Convergence of self- and
peer-reports of counterproductive work
behavior. International Journal of Stress
Management, 14 (1), 41-60.
*Galperin, B. (2002). Determinants of deviance in
the workplace. Unpublished doctoral thesis.
Studii şi Cercetări
79
George, J. M. (1990). Personality, affect, and
behavior in groups. Journal of Applied
Psychology, 75, 107-116.
Greenberg, J. (1993). Stealing in the name of
justice: informational and interpersonal
moderators of theft reactions to
underpayment inequity. Organizational
behavior and human decision processes,
54, 81-103.
Greenberg, J. (1990). Employee Theft as a
Reaction to Underpayment Inequity: The
Hidden Cost of Pay Cuts. Journal of Applied
Psychology, 75 (5), 561-568.
*Henle, C. (2005). Predicting workplace deviance
from the interaction between organizational
justice and personality. Journal of
Managerial Issues, 17 (2), 247-263.
*Henle, C. A., Giacalone, R. A., & Jurkiewicz, C. L.
(2005). The role of ethical ideology in
workplace deviance. Journal of Business
Ethics, 56, 219-230.
*Hepworth, W., & Towler, A. (2004). The effects of
individual differences and charismatic
leadership on workplace aggression.
Journal of Occupational Health Psychology,
9 (2), 176-185.
Herschovis, S. M., Turner, N., Barling, J., Arnold, K.
A., Dupre, K. E., Inness, M., LeBlanc, M. M.,
& Sivanathan, N. (2007). Predicting
workplace aggression: A Meta-Analysis.
Journal of Applied Psychology, 92 (1), 228-
238.
Hox, J. J. (1995) Applied Multilevel Analysis.
Amsterdam: TT-Publikaties.
Hox, J. J., & de Leeuw E. D. (2003) Multilevel
models for Meta-Analysis. In Reise, S. P. &
Duan, N. (Eds. ) Multilevel Modeling.
Methodological Advances, Issues, and
Applications. New Jersey: Lawrence
Erlbaum Associates.
Hunter, J. E., & Schmidt, F. L. (2000). Fixed Effects
vs. Random Effects Meta-analysis Models:
Implications for Cumulative Research
Knowledge. International Journal for
Selection and Assessment, 8(4), 275-292.
Hunter, J. E., & Schmidt, F. L. (2004). Methods of
Meta-Analysis. Correcting Error and Bias in
Research Findings, Thousand Oaks: Sage
Publishers.
*Jelinek, R., & Ahearne, M. (2006). The enemy
within: examining salesperson deviance and
its determinants. Journal of Personnel
Selling and Sales Management, 26 (4), 327-
344.
Johnson, G. J., & Johnson, W. R. (2000). Perceived
Qualification, Positive and Negative
Affectivity, and Satisfaction with Work.
Journal of Social Behavior and Personality,
15(2), 167-184.
*Judge, T. A., Scott, B. A., & Ilies, R. (2006).
Hostility, job attitudes, and workplace
deviance. Journal of Applied Psychology, 91
(1), 126-138.
*Kickul, J. R., Neuman, G., Parker, C., & Finkl, J.
(2001). Settling the score: the role of
organizational justice in the relationship
between psychological contract breach and
anticitizenship behavior. Employee
Responsibilities and Rights Journal, 13 (2),
77-92.
Lau, V. C. S., Au, W. T., & Ho, J. M. C. (2003). A
qualitative and quantitative review of
antecedents of counterproductive behavior
in organizations. Journal of Business and
Psychology, 18 (1), 73-99.
*Lee, K., & Allen, N. (2002). Organizational
citizenship behavior and workplace
deviance: the role of affect and cognitions.
Journal of Applied Psychology, 87 (1), 131-
142.
*Lee, K., Ashton, M. C., & Shin, K. H. (2005).
Personality correlates of workplace antisocial
behavior. Applied psychology: An
International Review, 54 (1), 81-98.
*Lee, K., Ashton, M. C., & de Vries, R. E. (2005).
Predicting workplace delinquency with
HEXACO and Five-Factor Models of
personality structure. Human Performance,
18 (2), 179-197.
Lehman, W. E. K., & Simpson, D. D. (1992).
Employee Substance Use and On-the Job
Behaviors. Journal of Applied Psychology,
77 (3), 309-321.
*Liao, H., Joshi, A., & Chuang, A. (2004). Sticking
out like a sore thumb: employee dissimilarity
and deviance at work. Personnel
Psychology, 57, 969-1000.
*Marcus, B., & Schuler, H. (2004). Antecedents of
counterproductive behavior at work: a
general perspective. Journal of Applied
Psychology, 89 (4), 647-660.
*Marcus, B., Lee, K., & Ashton, M. C. (2007).
Personality dimensions explaining
relationships between integrity tests and
counterproductive behavior: Big Five, or one
in addition? Personnel Psychology, 60 (1),
1-34.
Martinko, M., Gundlach, M. & Douglas, S. (2002).
Toward an integrative theory of
counterproductive workplace behavior: A
causal reasoning perspective. International
Journal of Selection and Assessment, 10
(1/2), 36-50.
80
McCrae, R. R., & Costa, P. T. (1987). Validation of
the five-factor model of personality across
instruments and observers. Journal of
Personality and Social Psychology, 52(1), p.
81-90.
*Mehta, K. (2000). Examining the relationships
between motivational traits and
counterproductive work behaviors.
Unpublished thesis.
*Miles, D. E., Borman, W. E., Spector, P. E., & Fox,
S. (2002). Building and integrative model of
extra role work behaviors: a comparison of
counterproductive work behavior with
organizational citizenship behavior.
International Journal of Selection and
Assessment, 10 (1/2), 51-57.
Moorman, R. H. (1991). Relationship Between
Organizational Justice and Organizational
Citizenship Behaviors: Do Fairness
Perceptions Influence Employee
Citizenship? Journal of Applied Psychology,
76 (6), 845-855.
*Mount, M. K., Johnson, E. C., Ilies, R., & Barrick,
M. R. (2002). Personality and job
performance: test of the mediating role of
workplace deviance. Paper presented at
17th Annual SIOP program-Toronto.
*Mount, M., Ilies, R., & Johnson, E. (2006).
Relationship of personality traits and
counterproductive work behaviors: the
mediating effects of job satisfaction.
Personnel Psychology, 59, 591-622.
Necowitz, L. B., & Roznowski, M. (1994). Negative
affectivity and job satisfaction: Cognitive
processes underlying the relationship and
effects on employee behaviors. Journal of
Vocational Behavior, 45(3), 270-294.
Neuman, J. H., & Baron, R. A. (2005). Aggression in
the workplace: A social psychological
perspective. In S. Fox, & P. E. Spector (Eds.
), Counterproductive workplace behavior:
Investigations of actors and targets (pp. 13-
40). Washington, DC: American
Psychological Association.
Niehoff, B. & Moorman, R. (1993). Justice as a
mediator of the relationship between
methods of monitoring and organizational
citizenship behavior. Academy of
Management Journal, 36 (3), 527-556.
Nowakowski, J. M., & Conlon, D. E. (2005).
Organizational justice: looking back, looking
forward. International Journal of Conflict
Management, 16 (1), 4-29.
*O’Brien, K. (2004). Self-determination theory and
locus of control as antecedents of voluntary
workplace behaviors. Unpublished thesis.
Ones, D. S., Viswesvaran, C. & Dilchert, S. (2005).
Personality at Work: Raising Awareness
and Correcting Misconceptions. Human
Performance, 18(4), 389-404.
*Penney, L. M., & Spector, P. E. (2005). Job stress,
incivility, and counterproductive work
behavior (CWB): the moderating role of
negative affectivity. Journal of
Organizational Behavior, 26, 777-796.
*Penney, L. M., & Spector, P. E. (2002). Narcissism
and counterproductive work behaviors: Do
bigger egos mean bigger problems?
International Journal of Selection and
Assessment, 10 (1/2), 126-134.
Perlow, R., & Latham, L. L. (1993). Relationship of
client abuse with locus of control and
gender: A longitudinal study in mental
retardation facilities. Journal of Applied
Psychology, 78 (5), 831-834.
Pitariu, H. D., & Virgă, D. (2007). Stresul
ocupaţional. In Z. Bogáthy (coord. ). Manual
de tehnici şi metode în psihologia muncii şi
organizaţională, (pp. 235-252). Iaşi: Editura
Polirom.
Robinson, S., & Bennett, R. (1995). A typology of
deviant workplace behaviors: a
multidimensional scaling study. Academy of
Management Journal, 38 (2), 555-572.
Robinson, S. L., & O’Leary-Kelly, A. M. (1998).
Monkey see, monkey do: The influence of
work groups on the antisocial behavior of
employees. Academy of Management
Journal, 41 (6), 658-673.
*Rosen, C. (2006). Politics, stress, and exchange
perceptions: a dual process model relating
organizational politics to employee
outcomes. Unpublished dissertation.
Rosenthal, D. A., Hoyt, W. T., Ferrin, J. M., Miller, S.
& Cohen, N. D. (2006). Advanced Methods
in Meta-Analytic Research: Applications and
Implications for Rehabilitation Counseling
Research. Rehabilitation Counseling
Bulletin, 49(4), 243-246.
Salgado, J. F. (2002). The Big Five Personality
Dimensions and Counterproductive
Behaviors. International Journal of Selection
and Assessment, 10 (1/2), March-June,
117-125.
Schappe, S. P. (1998). Understanding Employee
Job Satisfaction: The Importance of
Procedural and Distributive Justice. Journal
of Business and Psychology, 12(4), 493-
503.
Scott, K. D., & Taylor, G. S. (1985). An Examination
of Conflicting Findings on the Relationship
between Job Satisfaction and Absenteeism:
Studii şi Cercetări
81
A Meta-Analysis. Academy of Management
Journal, 28 (3), 599-612.
Skarlicki, D. P., & Folger, R. (1997). Retaliation in
the Workplace: The Roles of Distributive,
Procedural, and Interactional Justice.
Journal of Applied Psychology, 82 (3), 434-
443.
Spector, P. E. & Fox, S. (2005). The stressoremotion
model of counterproductive work
behavior. In S. Fox & P. E. Spector (Eds. ),
Counterproductive work behavior:
investigations of actors and targets (pp.
151-174), Washington DC: APA.
*Spector, P. E., Fox, S., Penney, L. M., Bruursema,
K., Goh, A. & Kessler, S. (2006). The
dimensionality of counterproductivity: Are all
counterproductive behaviors created equal?
Journal of Vocational Behavior, 68, 446-
460.
Staw, B. M., Bell, N. E. & Clausen, J. A. (1986). The
dispositional approach to job attitudes: a
lifetime longitudinal test. Administrative
Science Quarterly, 31, 56 - 77.
Sulea, C. (2008). Management of counterproductive
work behaviors. Unpublished doctoral
thesis.
Babes-Bolyai University of Cluj-Napoca.
*Thau, S., Aquino, K., & Wittek, R. (2007). An
extension of uncertainty management
theory to the self: the relationship between
justice, social comparison orientation, and
antisocial work behaviors, 92 (1), 250-258.
Thorsteinson, T. J. (2003). Job attitudes of part-time
vs. full-time workers: A meta-analytic
review. Journal of Occupational and
Organizational Psychology, 76, 151-177.
Vardi, Y., & Weitz, E. (2004). Misbehavior in
organization. Theory, Research &
Management. London: Lawrence Erlbaum
Associates.
Vardi, Y., & Wiener, Y. (1996). Misbehavior in
organizations: A Motivational framework.
Organization Science, 7 (2), 151-165.
Van Katwyk, P. T., Fox, S., Spector, P. E., &
Kelloway, E. K. (2000). Using the Jobrelated
Affective Well-being Scale (JAWS)
to investigate affective responses to work
stressors. Journal of Occupational Health
Psychology, 5, 219-230.
Watson, D., & Clark, L. A. (1994). THE PANAS-X.
Manual for the Positive and Negative Affect
Schedule - Expanded Form. The University
of Iowa.
Watson, D., & Clark, L. A. (1984). Negative
Affectivity: The disposition to experience
aversive emotional states. Psychological
Bulletin, 96, 465-490.
*Zottoli, M. A. (2003). Understanding the process
through which breaches of the psychological
contract influence feelings of psychological
contract violation: an analysis incorporating
causal, responsibility and blame attributions.
Unpublished thesis.
Downloads
Published
2010-04-26
How to Cite
Șulea, C., Maricuțoiu, L., Pitariu, H. D., & Dumitru, C. Z. (2010). Predicting counterproductive work behaviors: A meta-analysis of their relationship with individual and situational factors. Psihologia Resurselor Umane, 8(1), 66–81. https://doi.org/10.24837/pru.v8i1.427
Issue
Section
Research articles
License
Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal,it also allows for use of the work for non-commercial purposes and if others remix, transform or build upon the works found in this journal they must distribute the contributions under the same licence as the original.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See: The Effect of Open Access).
