Counterproductive Work Behavior Analysis

Counterproductive work behavior refers to actions by workers that go against the goals and aims of their leader. CWB (Counterproductive work behaviour) includes any behaviors that damage a company by either directly disturbing its property or operation or displeasing workers to the extent that their job effectuality decreases (Fox, Spector, & Miles, 2001). Research has known 2 types of CWBs: those directed at the organization (CWBO) and those directed at individuals (CWBI) inside the organization (Fox & Spector, 1999; Fox et al., 2001; Robinson & Bennett, 1995). Robinson and Bennett (1995) classified thievery from, sexual harassment toward, and violence against colleagues as major social CWB. Minor interpersonal CWB enclosed behaviors like gossip mongering and blaming coworkers. Corporate-level thievery and sabotage were considered major organizational CWB, whereas minor retaliatory behaviors like submitting below-par work or taking leave when not unwell (Blader, Chang, & Tyler, 2001) were classified as minor organization CWB. Alternative behaviors captured by the CWB literature analysis embrace, limited aren 't restricted to, “cyber loafing” (Lim, 2002), oppress (Ayoko, Callan, & Hartel, 2003), abusive supervising (Tepper, 2000), work violence (Mack, Shannon, Quick, & Quick, 1998), and worker

The CWB have direct affects on one’s supervisor (CWB-S) and one’s organization (CWB-O) according to various types of justice. The agent–system model of justice propose that perceptions of fairness concerning one’s manager or supervisor might justify the foremost distinctive variance in CWB-S and perceptions of fairness concerning an organization’s procedures might justify the foremost distinctive variance in CWB-O (Masterson, Lewis, Goldman, & Taylor, 2000). The agent–system model believes that the source of interactional justice is most frequently a supervisor or manager (the agent) and therefore the source of procedural justice is most frequently the organization (the system; Bies & Moag, 1986). Thus, workers can tend to respond to interactional injustice through CWB-S and to procedural injustice through CWB-O. Hypotheses concerning the distinctive effects of various justice types on CWB-S and CWB-O were derived from the agent–system