PENGARUH STRES KERJA TERHADAP COUNTERPRODUCTIVE WORK BEHAVIOR (CWB) DENGAN NEGATIVE AFFECTIVITY SEBAGAI VARIABEL MODERASI (STUDI PADA GURU SEKOLAH MENENGAH PERTAMA DI BANDA ACEH)

ABSTRAK Penelitian ini bertujuan untuk mengetahui pengaruh stress kerja terhadap Counterproductive Work Behavior dengan Negative Affectivity sebagai variabelmoderasi pada guru SMP Negeri Di Kota Banda Aceh. Sampel yang digunakandalam penelitian ini adalah para Guru SMPN 1, SMPN 2, dan SMPN 6 di KotaBanda Aceh yang berjumlah 103 responden. Metode penelitian ini menggunakankuesioner sebagai instrumen penelitian. Teknik pengambilan sampel yang digunakanadalah MRA (Moderate Regression Analysis) digunakan sebagai metode analisisuntuk mengetahui pengaruh dari semua variabel-variabel yang terlibat. Penelitian ini menunjukkan bahwa stress kerja berpengaruh signifikan terhadapperilaku Counterproductive Work Behavior, Negative Affectivity berpengaruhsignifikan terhadap perilaku Counterproductive Work Behavior, dan NegativeAffectivity memoderasi hubungan antara stress kerja terhadap perilakuCounterproductive Work Behavior. Kata Kunci: Stress Kerja, Counterproductive Work Behavior, Negative Affectivit

Pemimpin Yang Melayani Dalam Mengatasi Counterproductive Work Behavior Pada Hotel X

Tujuan penelitian ini adalah untuk menganalisiskepemimpinan yang melayani dalam mengatasi counterproductivework behavior pada Hotel X. Penelitian inimenggunakan penelitian kualitatif deskriptif. Teknik analisadata untuk menguji keabsahan data menggunakantriangulasi data sumber. Hasil penelitian menunjukkanbahwa: (1) Kepemimpinan yang melayani mampumengurangi terjadinya counter-productive work behavior,tetapi tidak dapat menghilangkan sepenuhnya. (2) Ada tigacounter-productive yang ada di Hotel X pada saat ini, yaitu:gossip sesama rekan kerja, penggunaan bahasa kasar, danwaktu istirahat yang berlebihan

Organizational Citizenship Behavior and Counterproductive Work Behavior: Cross-cultural comparisons between Turkey and the Netherlands

This research project explores cultural determinants that facilitate positive employee behavior. In the literature, this behavior is identified as organizational citizenship behavior (OCB). The dissertation also focuses on factors related to counterproductive work behavior (CWB). CWB is defined as behavior that explicitly runs counter to the goal of the organization (e.g., breaking organizational rules). The studies were carried out in Turkey and the Netherlands. These two countries are different in several cultural aspects, among which are the values of individualism and collectivism and social beliefs. These differences may have relevance for OCB and CWB. Most organizational behavior theories have been developed and empirically tested among western samples. However, western-based organizational theories may be insufficient to explain many organizational phenomena in non-western cultures. This dissertation therefore aims to highlight the importance of cultural factors that may influence organizational processes

Employees high in personal intelligence differ in workplace perceptions and behavior from their colleagues

Personal intelligence (PI) involves the ability to recognize, reason, and use information about personality to understand oneself and other people. Employees in two studies (Ns = 394, 482) completed the Test of Personal Intelligence (TOPI; e.g., Mayer, Panter, & Caruso, 2017a) and assessments of workplace perception and behavior. Higher PI was associated with higher perceived workplace support and lower counterproductive work behavior. These relationships continued to hold after controlling for other key variables. The results indicate the TOPI, although still in research trials, shows promise as a screening device for selecting employees and targeting individuals for training

Investigating Discretionary Environmental Enforcement: a pilot experiment

In this work, we conducted a laboratory experiment in order to test the findings of a theoretical environmental enforcement model played as a strategic game where the firm’s behavior is influenced by the course of actions discretionally undertaken by both the U.S. Environmental Protection Agency (EPA) and the U.S. Department of Justice (DOJ). Our experimental findings suggest that the presence of the DOJ can be counterproductive in increasing social welfare, since it implies solely additional enforcement costs, which, in turn, might reduce the probability of conducting inspections by the EPA without affecting the probability of firm’s compliance.classroom experiments, environmental enforcement, environmental economics

PENGARUH KEPRIBADIAN DAN PEKERJAAN TERHADAP PERILAKU KERJA KONTRAPRODUKTIF PADA PEGAWAI KANTOR GUBERNUR ACEH DENGAN WORK ENGAGEMENT SEBAGAI VARIABEL MEDIASI

ABSTRAK Penelitian ini bertujuan untuk mengetahui pengaruh kepribadian dan pekerjaan terhadap perilaku kerja kontraproduktif pada pegawai kantor Gubernur Aceh, Dengan Work engagement sebagai variabel mediasi . Penelitian ini melibatkan 175 sampel pada pegawai Kantor Gubernur Aceh. Metode penelitian ini menggunakan kuesioner sebagai instrument penelitian. Teknik pengambilan sampel menggunakan rumus Slovin, yaitu untuk menentukan jumlah sampel. Dan Desain sampel yang digunakan dalam penelitian ini adalah probability sampling. Serta jenisnya adalah simple random sampling. Teknik ini digunakan cukup diwakili oleh sebagian anggota populasi yang disebut sampel. Metode analisis yang digunakan adalah Metode analisis Hierarchical Linear Modeling (HLM) digunakan sebagai metode analisis untuk mengetahui pengaruh dari variabel-variabel yang terlibat. Hasil penelitian ini menunjukkan bahwa Karakteristik Kepribadian dan factor pekerjaan berpengaruh signifikan terhadap Perilaku Kerja Kontraproduktif, Dan juga Karakteristik Kepribadian dan Faktor Pekerjaan berpengaruh signifikan terhadap Work Engagement, Kemudian hasil juga menunjukkan bahwa mediasi parsial pada work engagement berpengaruh signifikan karakteristik kepribadian dan factor pekerjaan terhadap perilaku kerja kontraproduktif. Dan yang terakhir pada penelitian ini, Mediasi Penuh Work Engagement tidak berpengaruh signifikan terhadap Perilaku Kerja Kontraproduktif pada pegawai Kantor Gubernur Aceh.Kata Kunci: Perilaku kerja kontraproduktif, Kepribadian, Pekerjaan, Work engagement. ABSTRACTThis study aims to investigate the influence of personality and work towards counterproductive work behavior in Aceh governor's office employees with Work engagement as a mediating variable. The study included 175 samples on the staff of the Governor. This research method usings a questionnaire as an instrument of research. The sampling technique using Slovin formula, which is to determine the number of samples. And the design of the sample used in this study is the probability sampling. As well as the type is simple random sampling. This technique is used fairly represented by some members of the population called sample. The analytical method used is the analysis method Hierarchical Linear Modeling (HLM) was used as a method of analysis to determine the effect of the variables involved. The results showed that the characteristic of personality and factor employment significantly influence behavior is woking counterproductive, and also characteristics of personality and factor occupation significant effect on Work Engagement, then the result also show that the partial mediation at work engagement significant effect of personality characteristics and factors work against work place behavior counterproductive. And the latter in this study, full Mediation Work Engagement does not significantly influence on employee behavior is counterproductive Work Office of the Governor of Aceh.Keywords: Counterproductive work behavior , Personality, Work, Work engagement

PENGARUH STRES KERJA TERHADAP COUNTERPRODUCTIVE WORK BEHAVIOR DENGAN EMOSI NEGATIF SEBAGAI VARIABEL MEDIASI PADA GURU SMA NEGERI DI KOTA BANDA ACEH

ABSTRAK Penelitian ini bertujuan untuk mengetahui pengaruh Stres Kerja terhadap Couterproductive Work Behavior (CWB) dengan Emosi Negatif sebagai variabel mediasi pada Guru SMA Negeri di kota Banda Aceh. Sampel yang digunakan dalam penelitian ini adalah para guru di SMA Negeri di kota Banda Aceh. yang berjumlah 100 responden. Metode penelitian ini menggunakan kuesioner sebagai instrumen penelitian. Teknik pengambilan sampel yang digunakan adalah probability sampling. Hierarchical Linear Modelling (HLM) digunakan sebagai metode analisis untuk mengetahui pengaruh dari semua variabel-variabel yang terlibat. Hasil dari penelitian menunjukkan bahwa Stres Kerja berpengaruh signifikan terhadap Counterproductive Work Behavior, Stres Kerja berpengaruh signifikan terhadap Emosi Negatif, Counterproduktive Work Behavior berpengaruh signifikan terhadap Emosi Negatif dan memediasi pengaruh Stres Kerja terhadap Couterproductive Work Behavior

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

Labor Relations Conflict in the Workplace: Scale Development, Consequences and Solutions

Because the goals of employers and employees are often incompatible, conflicts are inevitable and an essential part of organizational life. The three studies reported in this paper addressed the issues of identifying the dimensions of workplace conflicts within organizations, exploring the consequences of conflicts, and finding appropriate methods of conflict resolution. The first study identified and developed three dimensions of labor relations conflict, including interest-based, rights-based, and emotion-based conflicts. The second study explored two sets of individual outcomes of labor relations conflicts and found labor relations conflicts had a negative effect on employee job satisfaction and affective commitment and positive effects on employee turnover intention and counterproductive work behavior. The third study tested the effectiveness of partnership practices as an alternative method of resolving labor relations conflicts. Suggestions are offered for future research on the labor relations conflict dimensions as well as its outcomes and solutions introduced in these studies