Meta-Analytic and Experience Sampling Investigations Into the Structure of Work Behaviors

138 p.Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2003.Organizational citizenship behavior and counterproductive behavior are increasingly accepted as components of job performance. Recently, many researchers have speculated that citizenship and counterproductive behavior are actually opposite poles of the same behavioral factor. The present research first examines the available evidence for and against this proposition. Then, in Study 1, meta-analysis is used to estimate the relationship between the two constructs (or facets thereof), moderators of the relationship, and relationships with antecedents. There is, however, a sound rationale for examining work behavior over time, rather than only across people (as Study 1 did). Study 2 therefore uses an experience sampling design to observe variation in work behavior in situ. Proportions of within-person variance, extent of similarity and coordination in cyclicity, and magnitude of bivariate relationships (both before and after accounting for statistical artifacts) are investigated. Results from both Study 1 and Study 2 are consistent in indicating that citizenship and counterproductivity are distinct factors, not opposite poles of the same factor. Caveats to this conclusion, suggestions for future research, and a preliminary theoretical explanation for citizenship and counterproductivity being distinct factors are discussed.U of I OnlyRestricted to the U of I community idenfinitely during batch ingest of legacy ETD

Personality at work

Studies of personality at work have made significant contributions to theory and applied practice in work and organizational settings. This review article proposes that there are also reciprocal influences between core personality science and research on personality in work and organizations, each drawing on insights from the other. Following this tradition, the objective of this article is to review key foundations of research in a way that informs and critically reflects on state-of-the-art evidence in four main themes: (1) conceptualization and structure of personality at work, (2) personality assessment in work settings, (3) personality processes and dynamics at work, and (4) impact of situations on personaliy at work. Critically reflections on key implications, and directions for future research are presented, anticipating how the field may adapt to the changing nature of work and society