Constructive Deviance, Destructive Deviance and Personality: How do they interrelate?

In recent years deviant behavior in organizations has drawn increasing attention. However, surprisingly little research has focused on constructive rather than destructive deviance. In an attempt to bridge this gap, the present study investigated both constructive and destructive deviance at work and their relationship to employee personality. Using 89 hitech employees, constructive and destructive (interpersonal and organizational) deviance were regressed on the big-five factors of personality. Findings show that neuroticism and agreeableness were related to both types of constructive deviance, whereas conscientiousness was associated with both types of destructive deviance. Moreover, agreeableness was connected to interpersonal destructive deviance, whereas openness to experience was connected to organizational constructive deviance. Theoretical and practical implications are suggested as well as a course for future research.work deviance; organizational misbehavior; personality and counterproductive behavior

Testing a comprehensive model of organizational justice perceptions and personal states with personal and organizational outcomes

Managers need to understand the types of perceptions, feelings, and reactions they should elicit from personnel under their direction. To this end, a parsimonious model is required. However, few comprehensive models linking managerial behaviours to employee states and outcomes have been developed and tested. Accordingly, this research articulates the importance of three critical constructs - leader–member exchange (LMX), job satisfaction, and perceived organizational justice – and associations with emotional exhaustion, work motivation, workplace misbehavior, and emotional intelligence as a concise and efficient model that explains the relationships between attitudes and states within individuals, and related, important work and personal outcomes. The model displayed a very high level of reliability and validity based on the exceptional fit of the structural equation models across two very large samples (over 1600 participants in each study)

Leadership Styles and Work Attitudes: Does Age Moderate their Relationship?

The current study was conducted among employees in several organizations (N = 260). We investigated the relationships between the two leadership styles (the predictors) and several individual and organizational work outcomes among two age categories. For the young-to-adults age group, both transformational and transactional leadership associated positively with organizational justice; organizational justice associated positively with work commitment and work motivation; both transformational and transactional leadership associated positively with work motivation; and only transformational leadership associated positively with work commitment. Transactional leadership and work commitment were not significantly correlated. For the older group, transformational leadership associated positively with organizational justice; however, transactional leadership linked to it negatively. Organizational justice associated positively only with work commitment. Organizational justice and work motivation were not significantly related. Important implications are discussed

Identifying Female Officer Potential: An Exploration in Predictors' Payoff

Cette étude examine l'efficacité d'un système de prédiction à multiples prédicteurs, système qui est compare à d'autres systèmes n'utilisant qu'un seul prédicteur. Cette comparaison a été effectuée dans le but de mettre au point un système permettant d'identifier plus efficacement le potentiel des officiers. De plus, elle évalue la validité d'une combinaison clinique de prédicateurs et compare celle-ci à la validité d'une combinaison mécanique-statistique. Deux groupes de cadets de l'armée, dont l'un de 481 sujets et l'autre de 396 sujets, ont participe à l'étude de la validité des prédicateurs et le score final de chaque cadet a été utilise comme critère de succès. L'une des conclusions principales de cette étude est que le système de sélection à multiples prédicateurs est significativement plus efficace que n'importe quel système à prédiction unique. Il faut noter que, de tous les prédicateurs, la désignation par les pairs (score sociométrique) possède la valeur prédictive la plus élevée. Enfin, les résultats démontrent que la combinaison statistique-mécanique de prédicateurs est supérieure à la combinaison clinique.This study examines the effectiveness of multi-predictor selection System as compared with any other alternative selection system which relies on only one predictor

A Real Estate Agency's Level Analysis of the Climate-Performance Relationship

La recherche en matière de relation entre le climat organisationnel et le rendement au travail a été entachée de résultats empiriquement inconsistants. L'inconsistance des observations a été attribuée aux principaux facteurs suivants: l'analyse du rendement à un niveau inapproprié, soit au niveau individuel plutôt qu'à celui du service ou de l'unité de production; la négligence à prendre en compte d'autres variables structurelles, tels les paramètres sociodémographiques qui opèrent concomitamment avec le climat organisationnel sur le rendement au travail. La présente étude tente d'établir la variance explicative du climat organisationnel sur le rendement au travail en tenant compte des variables socio-demographiques pertinentes au niveau de l'unité d'opération. Vingt-neuf (29) agences de courtage immobilier ont compose l'échantillon des unités d'opérations soumises à l'étude. Le climat organisationnel caractéristique de chaque agence a été identifie à l'aide d'une adaptation du questionnaire ACQ {Agency Climate Questionnaire de Schneider et Bartlett, 1970). Les données relatives aux traits sociodémographiques des agents, tels l'ancienneté d'emploi et le niveau d'instruction, ont aussi été colligées pour chaque unité opérationnelle de l'échantillon. Deux indices relativement objectifs du rendement des agences furent retenus: le nombre total de transactions indiquant l'ensemble des activités de chaque bureau et le revenu en dollars reflétant la rentabilité du bureau. Les analyses révèlent la contribution propre et significativement forte du climat organisationnel à expliquer le rendement au travail (60 à 70 pourcent). Les implications des observations sont discutées en référence aux unités d'analyse et aux particularités organisationnelles.The autors aim at ascertaining whether perceived organisational climate alone explains any significant portion of variance in work performance and to examine whether the concomitant entrance of selected sociodemographic variables yields any additional contribution in explaining performance

The security to lead: a systematic review of leader and follower attachment styles and leader–member exchange

Attachment styles can predict the quality of organizational relationships, particularly in reference to leader–member exchange (LMX). However, there is much work to be done in articulating and summarizing these findings and in detecting gaps in the literature. This systematic review fills a critical niche by providing a review of the attachment/LMX relationship. Using the PRISMA framework, this review integrates research on attachment styles and LMX by evaluating associations between secure, anxious, and avoidant attachment styles with LMX for leaders and followers. Across 10 studies, we review the evidence for associations between leader and follower attachment and LMX. We seek to investigate if secure attachment is associated with high-quality LMX and if insecure attachment is associated with lower quality LMX. Our review in general provides mixed support for these propositions, although the association of avoidant attachment for followers with LMX received consistent support. Furthermore, our results highlight the need to consider potential moderating and mediating factors within the attachment/LMX relationship. Based on the patterns of these relationships and the methodological gaps in the literature, we discuss the managerial implications for attachment styles in work and organizational psychology and suggest several directions for future research on the attachment–LMX relationship

Understanding the Relationship Between Antecedents of Heavy Work Investment (HWI) and Burnout

Following Snir and Harpaz’s (2012) model of Heavy Work Investment (HWI), we propose a model that clarifies the relationship of antecedents of HWI to burnout. The model consists of several components: (a) external/situational antecedents, ‘income’ and ‘workload’ and internal/dispositional antecedents, ‘job engagement’ and ‘workaholism’; (b) a mediator variable, HWI (divided into ‘time’ and ‘effort’); and (c) ‘burnout’ as the outcome variable. Data was obtained by social science students who surveyed 388 Romanian employees, ages 19 to 66, on two consecutive occasions with a six-week interval (times T1 and T2). Using structural equation modelling, the mediation has an excellent fit at both T1 and T2. The mediation role of HWI is confirmed for T2, with respect to three factors – job engagement, workaholism and workload – but not for T1. The findings are discussed, as are their contribution to the theoretical literature and new directions for further research and organizational practice

Engineering the World of Work: Organizations in an Era of Constant Change

Presenting a contemporary outlook on how organizations must adjust to the 'Era of Me', this timely book analyses contemporary learning paradigms, sustainability, performance management, and theories of work-related attitudes to promote organizational culture and productivity in workplaces in the volatile modern era. In the 21st century, the organizational environment in most western-oriented societies is dynamic, multifaceted, complex, and ambiguous. This comprehensive book explores the unique challenges faced by modern organizations due to increasingly varied, flexible, and virtual work arrangements, shifting employee characteristics, technological developments, increased competition, and enhanced diversity in business. Covering a broad range of salient topics and shifting the employee–employer relationship to one of mutual goals and trust, chapters challenge old management styles while recommending novel future methods of engineering the world of work in an era of constant change. Using a symbiosis of research, theory, and practice, Engineering the World of Work will be an invaluable resource for students and scholars of psychology, organizational studies, and business administration. It will also be an essential guide to managers, stakeholders, consultants, and policymakers who are interested in practical ways of adjusting to the changes of the 21st century