Disentangling the Relationship Between Implicit Aggressiveness and Counterproductive Work Behaviors: The Role of Job Attitudes

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2018-03-15 DOI:10.1080/08959285.2018.1455686

Zvonimir Galić, Mitja Ružojčić, Željko Jerneić, Maša Tonković Grabovac

引用次数: 2

Abstract

ABSTRACT Implicit aggressiveness, measured by the Conditional Reasoning Test for Aggression (CRT-A), has been shown to be important for understanding counterproductive work behaviors (CWBs). However, it is not clear how employees justify CWBs that stem from their unconscious tendencies. We tested the idea that implicitly aggressive individuals develop negative job attitudes (JAs) to justify their CWBs. In Study 1, 333 employees completed the CRT-A, a battery of JAs, and a CWBs scale. In Study 2, another sample (n = 341) completed the CRT-A and different measures of JAs and CWBs. In both studies, implicit aggressiveness explained JAs and self-reported CWBs. Although the design did not allow establishment of exact causal sequence, both studies were more consistent with the model where CWBs mediated the CRT-A and JA relationship.

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解开内隐攻击性与反生产工作行为的关系：工作态度的作用

摘要通过攻击性条件推理测试（CRT-A）测量的内隐攻击性已被证明对理解反作用工作行为（CWB）很重要。然而，目前尚不清楚员工如何证明源于他们无意识倾向的CWB是合理的。我们测试了这样一种观点，即隐性攻击性个体会发展出消极的工作态度（JA）来证明他们的CWB是合理的。在研究1中，333名员工完成了CRT-A、一组JA和CWB量表。在研究2中，另一个样本（n=341）完成了CRT-A以及JA和CWB的不同测量。在这两项研究中，内隐攻击性解释了JA和自我报告的CWB。尽管该设计不允许建立确切的因果序列，但两项研究都与CWBs介导CRT-A和JA关系的模型更加一致。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.