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Hub AI
Counterproductive work behavior AI simulator
(@Counterproductive work behavior_simulator)
Hub AI
Counterproductive work behavior AI simulator
(@Counterproductive work behavior_simulator)
Counterproductive work behavior
Counterproductive work behavior (CWB) is employee's behavior that goes against the legitimate interests of an organization. This behavior can harm the organization, other people within it, and other people and organizations outside it, including employers, other employees, suppliers, clients, patients and citizens. It has been proposed that a person-by-environment interaction (the relationship between a person's psychological and physical capacities and the demands placed on those capacities by the person's social and physical environment.)[clarification needed] can be utilized to explain a variety of counterproductive behaviors. For instance, an employee who is high on trait anger (tendency to experience anger) is more likely to respond to a stressful incident at work (e.g., being treated rudely by a supervisor) with CWB.
Some researchers use the CWB term to subsume related constructs that are distinct:
Several typologies of CWB exist.
Using the term deviance (behavior that violates accepted norms), Robinson and Bennett created a four-class typology of CWBs, dividing them into the following dimensions:
A five-dimension typology of CWB:
An 11-dimension typology of CWB:
A two-dimensional model of CWBs distinguished by organizational versus person target has gained considerable acceptance. Additional dimensions have been proposed for research purposes, including a legal v. illegal dimension, a hostile v. instrumental aggression dimension, and a task-related v. a non-task-related dimension. CWBs that violate criminal law may have different antecedents than milder forms of CWBs. Similarly, instrumental aggression (i.e., aggression with a deliberate goal in mind) may have different antecedents than those CWBs caused by anger.
CWB is generally assessed with questionnaires completed by the target employee or by another source, such as a coworker or a supervisor. Several scales have been developed to assess overall CWB as well as subdimensions. The two most often used are the Bennett and Robinson deviance scale that assesses organization-directed and person-directed deviance and the Counterproductive Work Behavior Checklist, CWB-C that can assess the five dimensions noted above.
Counterproductive work behavior
Counterproductive work behavior (CWB) is employee's behavior that goes against the legitimate interests of an organization. This behavior can harm the organization, other people within it, and other people and organizations outside it, including employers, other employees, suppliers, clients, patients and citizens. It has been proposed that a person-by-environment interaction (the relationship between a person's psychological and physical capacities and the demands placed on those capacities by the person's social and physical environment.)[clarification needed] can be utilized to explain a variety of counterproductive behaviors. For instance, an employee who is high on trait anger (tendency to experience anger) is more likely to respond to a stressful incident at work (e.g., being treated rudely by a supervisor) with CWB.
Some researchers use the CWB term to subsume related constructs that are distinct:
Several typologies of CWB exist.
Using the term deviance (behavior that violates accepted norms), Robinson and Bennett created a four-class typology of CWBs, dividing them into the following dimensions:
A five-dimension typology of CWB:
An 11-dimension typology of CWB:
A two-dimensional model of CWBs distinguished by organizational versus person target has gained considerable acceptance. Additional dimensions have been proposed for research purposes, including a legal v. illegal dimension, a hostile v. instrumental aggression dimension, and a task-related v. a non-task-related dimension. CWBs that violate criminal law may have different antecedents than milder forms of CWBs. Similarly, instrumental aggression (i.e., aggression with a deliberate goal in mind) may have different antecedents than those CWBs caused by anger.
CWB is generally assessed with questionnaires completed by the target employee or by another source, such as a coworker or a supervisor. Several scales have been developed to assess overall CWB as well as subdimensions. The two most often used are the Bennett and Robinson deviance scale that assesses organization-directed and person-directed deviance and the Counterproductive Work Behavior Checklist, CWB-C that can assess the five dimensions noted above.