Exploratory Study Work Place Ostracism and Counter Productive Work Behavior among Nurses a. A Qualitative Exploratory Study

Purpose:The purpose of this paper is to examine the issue of CWB and job satisfaction.It identifies the relationship between CWB and job satisfaction.Design/methodology/approach: The study involved 1051 employees of small, medium, and large Polish companies.The theoretical part describes the issues related to counterproductive behavior (CWB) and job satisfaction.The empirical part presents the results of the study on the relationship between these variables.Job satisfaction was measured using the Job Satisfaction Scale (Zalewska, 2001(Zalewska, , 2003)), consisting of 5 statements regarding the evaluation of the work sphere.CWB was measured using the Counterproductive Work Behavior Checklist (CWB-C) by Spector et al. (2006).Findings: The study revealed: (a) a negative correlation of CWB with job satisfaction; (b) a positive correlation between job tenure and some dimensions and overall CWB index; (c) a positive relationship between job form and position and CWB.Research limitations/implications: Among the limitations it should be noted that since all the variables were measured in the same questionnaire, the results may have been influenced by systematic errors due to variances in the common method.In order to overcome this problem (Podsakoff et al., 2012), future research should/could take into account other sources of exploration, such as supervisors' opinions as well as systematic observations.Moreover, the study was based on self-report measures for all variables.Although CWB self-report surveys and job satisfaction may be less prone to halo errors (Fox et al., 2012), it is still possible that some of these results were influenced by errors related to showing your best side, although the survey was anonymous.The studied sample, although quite large, cannot be considered representative of the general population of Polish workers.Future research should seek to recreate and elucidate the association with larger and more diverse samples. Practical implications:The research presented has several important implications for organizations.Organizations should focus on job satisfaction as an indicator of success in creating workplaces conducive to improved well-being, engagement, and performance.If organizations can anticipate counterproductive behaviors and implement effective interventions and prevention programs they can save significant financial resources.Organizations that want to eliminate CWB and increase their productivity should pay more attention to addressing organizational constraints, resolving interpersonal issues, and increasing job satisfaction among their employees.Originality/value: The article deals with a relatively rarely discussed topic in the Polish literature.Topics that are very topical, useful not only for other researchers but also for practitioners.Given the costs and consequences associated with counterproductive behaviors, it can be argued that a management priority should be how to recognize these behaviors and what corrective and proactive actions to take.The results of this study provide a framework for understanding aberrant behaviors and better ways to minimize their occurrence in the workplace.

This study aims to analyze the influence of workplace ostracism (WO) or workplace exclusion on counterproductive work behavior (CWB) or deviant work behavior by considering emotional exhaustion as a mediating variable and emotional intelligence (EI) as a moderating variable. This study was conducted among employees of a Multi-Party Cooperative in Indonesia, which has a collective social structure and a high level of interaction complexity among members. The study used a quantitative method with a Structural Equation Modeling (SEM-PLS) approach, in which data were collected from 122 respondents via a questionnaire that had been tested for validity and reliability. The results showed that workplace ostracism had a positive and significant effect on emotional exhaustion and counterproductive work behavior. In addition, emotional exhaustion was proven to mediate the relationship between workplace ostracism and CWB significantly. However, the moderating role of emotional intelligence was not found to be significant, indicating that emotional intelligence is not strong enough to buffer the negative impact of social exclusion on counterproductive work behavior in the cooperative context. These findings make a theoretical contribution to the organizational behavior literature, particularly regarding psychological factors in the work environment. The practical implications of the research findings emphasize the importance of creating an inclusive work environment, providing emotional support, raising awareness of the impacts of exclusion, and encouraging organizational development programs. This research is expected to serve as a strategic reference for cooperative management in designing healthier, fairer, and more productive human resource management policies.

PropósitoEl comportamiento laboral contraproducente (CLC) en la industria turística se ha convertido en un problema significativo tanto para los empleados individuales como para las organizaciones. Los empleados que se sienten marginados en su lugar de trabajo suelen participar en comportamientos negativos y disruptivos. El objetivo de este trabajo es examinar los efectos de la violación del contrato psicológico y la autoestima del empleado en el ostracismo en el lugar de trabajo y en el comportamiento laboral contraproducente CLC y agregar nuevos conocimientos para comprender mejor el lado oscuro del comportamiento laboral turístico.Diseño/metodología/enfoqueRealizamos una encuesta de cuestionario a 228 empleados de hotel en dos momentos en Huangshan, China. Se utilizaron la regresión jerárquica y el SPSS PROCESS Macro para probar todas las hipótesis.ResultadosLos resultados muestran que 1) el ostracismo en el lugar de trabajo aumenta significativamente la CLC de los empleados. 2) La violación psicológica del contrato juega un papel mediador entre el ostracismo en el lugar de trabajo y CLC. 3) El ostracismo en el lugar de trabajo aumenta las percepciones de violación psicológica del contrato cuando la autoestima de los empleados es mayor. 4) El efecto mediador de la violación psicológica del contrato también es moderado por la autoestima.Originalidad/valorUtilizando el marco de la teoría del contrato psicológico y la teoría cognitiva social, avanzamos en la literatura del comportamiento organizacional en el campo del turismo. Contextualizamos la singularidad del comportamiento en el lugar de trabajo chino y destacamos la necesidad de comprender la 'pérdida de la visión de la cara (mianzi)' en las relaciones laborales. Esta investigación contribuye con nuevos conocimientos para comprender mejor el lado oscuro del comportamiento turístico en el lugar de trabajo al examinar los efectos de la violación psicológica del contrato y la autoestima de los empleados en el ostracismo en el lugar de trabajo.

Purpose Ostracism is a subjective and relative concept that renders itself to multiple manifestations and context-specific outcomes. Therefore, this study identified specific behaviours that are perceived as workplace ostracism by teaching faculty of Pakistani Higher Educational Institutions (HEIs). Building on belongingness theory, the ramifications of ostracism on psychological well-being are outlined along with the context-specific factors that shape these outcomes. Design/methodology/approach A phenomenological approach was adopted, and 30 semi-structured interviews from the teaching faculty of HEIs in Lahore, Pakistan, were conducted. The transcribed interviews were coded, and an inductive thematic analysis via NVivo 12 Plus software was used to generate themes and sub-themes. Findings Five behaviours, i.e. biased treatment, exclusion from formal and informal interactions, interpersonal alienation, delayed sharing or hiding of knowledge, lack of work-related, social and emotional support constituted the acts of ostracism in studied HEIs. The psychological well-being of faculty suffered in terms of negative emotions, reduced job, career and life satisfaction in their work and family life. The contextual factors deciding the intensity of outcomes resulting from workplace encompassed head of department (HOD) support, pay, friendly relations, fear of confrontation, alternative job options and designation of faculty members. Originality/value This research is a pioneer in using an in-depth phenomenological approach to define a behavioural typology of ostracism in academia. Moreover, a much needed holistic outcome of psychological well-being is explored in work and non-work domains and further elucidated in light of context-specific factors.

In the current era of globalization, human resources in a company play a very important role. The concentration of human resources is centered on people who have work ties in the company so that they can improve employee performance in it. One of the things that most affects employee performance is job dissatisfaction. Researchers added counterproduction work behavior as a mediating variable to consider employee reasons, why employees feel work stress towards job dissatisfaction. This study aims to determine the effect of work stress on job dissatisfaction with counterproduction work behavior as a mediating variable. This type of research is quantitative with an associative nature. The population in this study were employees of the Wayhalim branch of Mie Gacoan with a sample of 53 respondents, because this study used a non-probability sampling technique which was a saturated sampling type. Data processing with SmartPLS. Based on the research that has been done, the results are in accordance with the research hypothesis, namely that there is a positive and significant influence between work stress and job dissatisfaction. Work Stress has a positive and insignificant effect on counterproduction work behavior. Counterproduction work behavior has a positive and insignificant effect on job dissatisfaction. Counterproduction work behavior has a positive and insignificant effect on Job Stress and job dissatisfaction.

To examine (1) the association between healthcare workers' workplace ostracism and job satisfaction, stress and perceived health, and (2) whether this relationship is mediated by loneliness and self-esteem. A cross-sectional study. Healthcare (N = 569) managers and employees (nurses, practical nurses, doctors and social workers) in Finland responded to a semi-structured survey in January 2021 and evaluated their experiences of workplace ostracism, job satisfaction, stress, perceived health, loneliness and self-esteem during the last year. To examine the association of these variables, linear regression and mediator model tests were performed. Workplace ostracism had a clear direct association with job satisfaction, stress and perceived health. Loneliness fully mediated the relationship between workplace ostracism, stress and perceived health, and partly mediated the association between workplace ostracism and job satisfaction. Self-esteem partly mediated the association between workplace ostracism, stress, job satisfaction and perceived health. The experience of workplace ostracism in organizations is a significant factor in job satisfaction, stress and perceived health. Healthcare organizations could strengthen job satisfaction and increase workers' well-being by strengthening social relationships in the organization and, via that, reducing turnover intention. This study gives understanding and information to the healthcare profession on how workplace ostracism affects work well-being and workplace relationships. Workplace ostracism decreases interaction, which can also endanger patient care if information is not openly exchanged. This study indicated that workplace ostracism weakened job satisfaction more than loneliness. More commonality and consideration for others at work are needed because these factors may help increase work well-being and decrease exits from working life. Further research is needed on why workplace ostracism occurs in healthcare workplaces. STROBE. No patient or public contribution.

Most researches in the organizational citizenship behaviors (OCBs) field illustrate a wide range of positive outcomes for both employees and organizations. Some studies have investigated the other side of the coin, as well as the dark side of OCBs and the tendencies of these kinds of behaviors to increase deviant and counterproductive work behaviors (CWBs). Nowadays, investigations about counterproductive work behaviors (CWBs) and the finding of their causes is crucial for organizations. Sometimes the causes of CWBs are clarified, but sometimes extra-role behaviors such as OCBs, which have a negative relation with CWBs as well as organizational culture, can contribute to the formation of counterproductive work behaviors (CWBs). In this paper, by considering moral licensing theory and effects of abusive climate in organizations, as well as dysfunctional culture dimensions, I discuss how employees who engage in OCB may subsequently participate in counterproductive work behaviors (CWBs).

The purpose of the present research is to investigate the role of emotional intelligence in counterproductive work behavior in the Local Government Organizations. The relationship between counterproductive work behavior, emotional intelligence and job satisfaction is also explored. A quantitative empirical survey was conducted in the public sector and especially in the Municipality of Chalkida, in Greece. The research findings have shown that job satisfaction has a negative correlation with counterproductive work behavior and positive correlation with emotional intelligence. Additionally, counterproductive work behavior & emotional intelligence are influenced by age. Emotional intelligence has high score among the employees of the Municipality of Chalkida and this indicates a low tendency to exhibit counterproductive work behavior. The generalisation of the findings are potential limited by the fact that the sample consisted only of employees within a particular local government. Ebracing such surveys by local governments will be of use to resources management strategies and plans so as to improve human resources performance and create a work environment that is as optimal as possible. Additionally, they will improve citizens service and that will lead to a better reputation and value of the public organisations. The present study contributes to the literature on emotional intelligence and counterproductive work behavior in the work place by investigating the relationship between them.

The This paper explores the correlation existing between organizational justice and counterproductive work behavior towards organizations (CWB-O) and supervisors (CWB-S). A sample used comprised 169 employees in the public and the private sector organizations. Based on statistical analysis, procedural injustice and distributive injustice are significant contributors of counterproductive behavior to the organization. Conversely, counterproductive behavior towards the supervisors depends more on interpersonal injustice and informational injustice. The hierarchical regression outcomes show that interpersonal justice has the highest amount of unique variance in CWB-S, and procedural justice has the highest amount of unique variance in CWB-O. Addition, the need of the employees to take vengeance on their employer mediates the relationship between organizational justice and CWB-O. Likewise, the organizational justice and the counterproductive work behavior towards supervisors are mediated by the need of employees to seek vengeance against the bosses in the modern workplace environments.

This study was guided by three main objectives which are; to examine the degree of felt obligation among the secondary school teachers, to analyse the manifestation of counterproductive work behaviour among secondary school teachers, and finally to assess the relationship between felt obligation and counterproductive work behaviour. The study adopted a cross sectional design employing a mixed approach. Questionnaires were used for data collection in the quantitative approach, and interview guide was used for qualitative approach. The questionnaires were distributed to a target of 148 respondents and 113 were retrieved. Thus a response rate of 76.4% was realised. 22 participants participated in the qualitative study. The results showed that the level of felt obligation is not desirable given the response which showed that the participants could not certainly tell that whether the teachers demonstrated obligation for duty, loyalty and trust. It was also revealed that the institutions are still experiencing counterproductive work behaviours mainly relating to absenteeism, male teachers being engaged in sex with the female students, stealing of school item, and quarrels among the teachers. However it was indicated that the teachers cover-up most of the severe counterproductive behaviour such that it is hard to exactly identify the culprits. Finally, the correlation results indicate that felt obligation was positively related to manage counterproductive work behaviour. This means that a sense of felt obligation discourages people to be engaged in behaviours that harm the organisation or its people. Given the findings, secondary schools in Mityana should be observant to track the counterproductive behaviours that may exist but not openly indicated. The institutions need to record the most recurring counterproductive behaviours. Finally, the learning institutions should review the degree to which they fulfil the expectations of the teachers. This is so since fulfilment of the same is likely to place an obligation on employees who would then desist from being engaged in counterproductive work behaviours

Workplace ostracism (WO) has an unfavourable impression on the outcomes of employees. For the past few years, its power has grown as a type of “cold violence” in several categories of organizations. The purpose of the present research is to find significant contributors, current dynamics, domains and advocates further directions in the study arena of workplace ostracism. The paper adopted content analysis (CA), bibliometrics and network analysis (NA) on a sample of 144 documents extracted from Web of Science and Scopus database to observe the research happenings that have occupied a place on this theme. The key research focus is mainly on theory testing related to WO. Workplace ostracism antecedents, consequences, job performance, social ostracism, workplace incivility, social exclusion, emotional exhaustion, psychological empowerment, counterproductive work behavior, proactive customer service performance, proactive personality and political skill, emotional silence and model of workplace ostracism are also prominent research issues in this arena. After observing the different perspectives of the study like initial data structures, bibliometric, network and content analysis, the study will assist as a fundamental base for understanding the concept of WO in various organizations, its recent footprints and the direction where the research is evolving. Unlike the prior analysis, the study methodology used in this research is an amalgamation of network and content analysis and systematic literature review, which enabled the recognition of the intellectual structure to produce an inclusive summary of the study area.

The fit between the values of an individual and the work environment (person–organisation fit) is related to organisational citizenship behaviours and counterproductive work behaviours. Research has found that job satisfaction is a predictor of organisational citizenship behaviours and counterproductive work behaviours. Meanwhile, person–organisation fit is highly predictive of job satisfaction; thus, it is unclear if person–organisation fit relates to the use of organisational citizenship behaviours and counterproductive work behaviours beyond its shared relationship with job satisfaction. This study aimed to determine the extent to which person–organisation fit relates to the use of these behaviours outside of relations with job satisfaction. Results from an online sample of 392 employed adults found worker person–organisation fit was related directly to engaging in organisational citizenship behaviours and indirectly through increased job satisfaction. However, engagement in fewer counterproductive work behaviours occurred only as a function of being dissatisfied with one’s job. Implications about the importance of fit are discussed.

Orientation: Public service motivation has increased in prominence in recent years, even though the influences on employee behaviour and attitudes have not received as much emphasis.Research purpose: This research investigates the impact of public service motivation on job satisfaction, organisational commitment, work engagement and counterproductive work behaviour.Motivation for the study: Counterproductive work behaviour of public service employees results in the citizenry developing negative perceptions about the government. Notwithstanding, the behaviour and attitudes of public service employees and the motivation that drives them are less explicit.Research approach/design and method: A positivist correlational research approach was implemented by administering a questionnaire to a sample of 1031 public service employees in the North West Province using a simple stratified sampling method. Statistical analyses included structural and regression modelling.Main findings: Results reveal that public service motivation statistically significantly predicts job satisfaction, organisational commitment and work engagement. The results show that 28.9% of the variance in counterproductive work behaviour could be attributed to public service motivation. Thus, as public service motivation increases, counterproductive work behaviour decreases.Practical or managerial implications: Strategies to improve public service motivation could putatively have an impact on the reduction of counterproductive work behaviour. Public service motivation could also improve service delivery to the citizenry by significantly impacting the public service employees’ work engagement.Contribution/value-add: Empirical evidence shows the influence of public service motivation on core work evaluation and counterproductive work behaviour, contributing to the corpus of knowledge with practical applicability.

The aim of the researchers in conducting research was to see the relationship between Job Satisfaction and Counterproductive Work Behavior with Work Engagement as a mediator during the Covid-19 Pandemic situation. The hypothesis in this research is. Researchers used a quantitative approach method, data was collected through questionnaires distributed online at a certain time. Data processing and analysis techniques were carried out using the Statistical Product and Service Solution (SPSS) program version 25 for Windows and the LISREL program version 8.8 for Windows. The results of this research show that there is a positive and significant mediating role, which means that Work Engagement has a negative and significant mediating role on Counterproductive Work Behavior. This shows that Job Satisfaction will form high Work Engagement so that it will help reduce Counterproductive Work Behavior in employees

In this study, we report the results of a meta-analysis of the relations between perceptions of organisational politics (POP) and attitudinal, psychological health, and behavioural variables using data from 118 independent samples, totaling 44,560 participants. Among the variables examined, POP was most strongly related to organisational trust and interactional justice, but also exhibited relations with a variety of other criteria, including positive relations with stress, burnout, turnover intentions and counterproductive work behaviour, and negative relations with job satisfaction, citizenship behaviour, and job performance. We also found evidence that some effect sizes were moderated by the publication status, geographical origin of data, and types of measures used to assess POP.Keywords: perceptions of organisational politics, stress, job satisfaction, absenteeism, organisational trustIt has been about 25 years since Ferris, Russ, and Fandt (1989) introduced their seminal model of perceptions of organisational politics (POP) and more than a decade since it was revised and updated by Ferris, Adams, Kolodinsky, Hochwarter, and Ammeter (2002). Since that time, researchers have used these models to guide their investigations of the antecedents, correlates, and consequences of perceptions of politics in work settings. Reviews of this literature have generally shown that politics is influenced by a variety of individual attributes, such as Machiavellianism, positive affectivity, and locus of control, and conditions in the work environment, such as job autonomy, centralization, and formalization (e.g., Ferris et al., 1989; Hochwarter & Thompson, 2010; Valle & Perrewe, 2000). In addition, research has shown that individuals who perceive politics at work experience negative outcomes; for example, lower levels of job satisfaction and commitment and higher levels of job stress (e.g., Atine, Darrat, Fuller, & Parker, 2010; Miller, Rutherford, & Kolodinsky, 2008).Although Ferris et al.'s (2002, 1989) framework has been useful in advancing the understanding of the nomological network of POP, much of the empirical research on the construct has focused on its proposed consequences. Given this, the primary purpose of the present meta-analysis was to contribute to our understanding of, and guide future research on POP by (a) representing, as accurately as possible given the available data, the relations between POP and its theoretically proposed consequences; and (b) investigating whether these relations are moderated by methodological or other variables.Using insights from the job demands-resources (JD-R) theory (Bakker & Demerouti, 2007; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001), we propose organisational politics as a job demand that requires employees to expend sustained physical and/or psychological effort to manage, resulting in various negative attitudinal, psychological health, and/or behavioural consequences. Past reviews by Chang, Rosen, and Levy (2009) and Miller, Rutherford, and Kolodinsky (2008) have helped to integrate segments of the literature on POP but focused on a narrower set of individual outcomes than were examined in this meta-analysis. For instance, Miller et al. (2008) focused specifically on job satisfaction, stress, job performance, turnover intentions, and organisational commitment, while Chang et al. (2009) focused on strain, job satisfaction, turnover intentions, organisational citizenship behaviours-individual (OCB-I), organisational citizenship behaviours (OCB-O), task performance, and affective commitment. Our goal with the present research is to extend and update previous reviews in three ways. First, we analyse a broader range of variables that have been theoretically positioned as consequences of POP. In addition to the variables included in previous studies, we also include variables such as absenteeism, counterproductive work behaviours, self- and supervisor-rated job performance, burnout, job involvement, organisational trust, organisational support, perceived work control, distributive justice, interactional justice, and procedural justice. …