Counterproductive Work Behaviors

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Normally when discussing counterproductive work behaviors, researchers and scholars do not think of the beneficial aspects. However, Mindy Krischer, Lisa Penney, and Emily Hunter (2010) conducted a study using 295employed adults randomly selected through the 2004 StudyResponse Project to explore the possible beneficial properties of production deviance and withdrawal, two forms of CWBs (p. 154). As it relates to the subsequent reviewed article Krischer et al. (2010) states, “We investigated whether two forms of CWB…serve as a means of coping to mitigate the impact of low distributive and procedural justice on emotional exhaustion” (p. 154). Krischer et al. (2010) used Price and Mueller’s (1986) six-item scale to measure distributive justice, Moorman’s (1991) 12-item scale to measure procedural justice (p. 158). Krischer et al. (2010) also applied the Counterproductive Work Behavior Checklist (as cited in Spector et al., 2006) to measure production deviance and withdrawal, and the Job –Related Affective Well-Being Scale (as cited in Van Katwyk, Fox, Spector, & Kelloway, 2000) to assess emotional exhaustion (p.158). Krischer et al. (2010) results suggest that CWBs, like withdrawal, are effective coping mechanisms for perceived low distributive justice and will result in less emotional exhaustion. However, the results displayed production deviance not being a suitable CWB for coping with procedural justice (Krischer et al., 2010). Procedural justice is quite exhausting because it involves both active and passive behaviors, and the emotional cost of this CWB is a leading drawback. One theory the article presents is how CWBs could be beneficial to the organization and the employee. If the employees perceive the rewards or p... ... middle of paper ... ...grievance systems that offer outlets for employees to voice their opinions and reduce their level of stress in the workplace (Krischer et al., 2010). Additionally, organizations should consider presenting breaks as a positive approach for employees to moderate stress and have time to reevaluate demanding situations (Krischer et al., 2010). Works Cited Krischer, M. M., Penney, L. M., & Hunter, E. M. (2010). Can counterproductive work behaviors be productive? CWB as emotion-focused coping. Journal Of Occupational Health Psychology, 15(2), 154-166. doi:10.1037/a00183 Bolton, L. R., Harvey, R. D., Grawitch, M. J., & Barber, L. K. (2012). Counterproductive work behaviours in response to emotional exhaustion: A moderated mediational approach. Stress And Health: Journal Of The International Society For The Investigation Of Stress, 28(3), 222-233. doi:10.1002/smi.1425
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