Who influences employees’ dark side: A multi-foci meta-analysis of counterproductive workplace behaviors

IF 3.9 1区心理学 Q2 MANAGEMENT

Organizational Psychology Review Pub Date : 2019-08-01 DOI:10.1177/2041386620962554

E. Liao, A. Wang, Cheryl Qianru Zhang

{"title":"Who influences employees’ dark side: A multi-foci meta-analysis of counterproductive workplace behaviors","authors":"E. Liao, A. Wang, Cheryl Qianru Zhang","doi":"10.1177/2041386620962554","DOIUrl":null,"url":null,"abstract":"We adopt a multi-foci perspective to provide a theory-driven quantitative review of employee counterproductive workplace behaviors (CWBs) by meta-analyzing the relationships between CWB and four groups of antecedents. Specifically, CWB antecedents stemming from four sources—supervisors, organization, coworkers, and private life—were included to investigate differences in their relationships with employee CWB. Based on the Conservation of Resources Theory, we argue that favorable and unfavorable correlates relate to employee CWB to different degrees. The meta-analysis included 181 field studies with 223 independent samples. Results indicated that unfavorable antecedents correlate more strongly with CWB than favorable antecedents. We also found that supervisor- and organization-related antecedents have stronger relationships with CWB than those from the two other groups. Implications include a deeper understanding of which situational factors relate the most—or least—to CWB which can help better address CWB in the workplace.","PeriodicalId":46914,"journal":{"name":"Organizational Psychology Review","volume":"11 1","pages":"97 - 143"},"PeriodicalIF":3.9000,"publicationDate":"2019-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/2041386620962554","citationCount":"5","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Organizational Psychology Review","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1177/2041386620962554","RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"MANAGEMENT","Score":null,"Total":0}

引用次数: 5

Abstract

We adopt a multi-foci perspective to provide a theory-driven quantitative review of employee counterproductive workplace behaviors (CWBs) by meta-analyzing the relationships between CWB and four groups of antecedents. Specifically, CWB antecedents stemming from four sources—supervisors, organization, coworkers, and private life—were included to investigate differences in their relationships with employee CWB. Based on the Conservation of Resources Theory, we argue that favorable and unfavorable correlates relate to employee CWB to different degrees. The meta-analysis included 181 field studies with 223 independent samples. Results indicated that unfavorable antecedents correlate more strongly with CWB than favorable antecedents. We also found that supervisor- and organization-related antecedents have stronger relationships with CWB than those from the two other groups. Implications include a deeper understanding of which situational factors relate the most—or least—to CWB which can help better address CWB in the workplace.

查看原文本刊更多论文

谁影响员工的阴暗面：反作用工作场所行为的多焦点荟萃分析

我们采用多焦点视角，通过元分析员工反作用工作场所行为与四组前因之间的关系，对员工反作用的工作场所行为进行了理论驱动的定量评价。具体而言，来自四个来源——主管、组织、同事和私人生活——的CWB前因被纳入调查，以调查他们与员工CWB关系的差异。基于资源守恒理论，我们认为有利因素和不利因素在不同程度上与员工CWB有关。荟萃分析包括181项实地研究，223个独立样本。结果表明，不利的前因与CWB的相关性比有利的前因更强。我们还发现，与其他两组相比，主管和组织相关的前因与CWB的关系更强。影响包括更深入地了解哪些情境因素与CWB关系最大或最小，这有助于更好地解决工作场所的CWB问题。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Organizational Psychology Review Multiple-

CiteScore

10.00

自引率

1.60%

发文量

期刊介绍： Organizational Psychology Review is a quarterly, peer-reviewed scholarly journal published by SAGE in partnership with the European Association of Work and Organizational Psychology. Organizational Psychology Review’s unique aim is to publish original conceptual work and meta-analyses in the field of organizational psychology (broadly defined to include applied psychology, industrial psychology, occupational psychology, organizational behavior, personnel psychology, and work psychology).Articles accepted for publication in Organizational Psychology Review will have the potential to have a major impact on research and practice in organizational psychology. They will offer analyses worth citing, worth following up on in primary research, and worth considering as a basis for applied managerial practice. As such, these should be contributions that move beyond straight forward reviews of the existing literature by developing new theory and insights. At the same time, however, they should be well-grounded in the state of the art and the empirical knowledge base, providing a good mix of a firm empirical and theoretical basis and exciting new ideas.