International Journal of Education and Management Studies

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

A Study of Counterproductive Work Behavior in Relation to Personality amongst Police Personnel


Affiliations
1 Assistance Professor, Department of Psychology D.A.V. College, Chandigarh, India
2 Research Scholar, Department of Psychology, D.A.V, College, Chandigarh, India
     

   Subscribe/Renew Journal


The current study attempts to investigate counterproductive work behavior (CWB) in relation to personality traits of police personnel. CWB are group of behaviors that are involved in intentional violation of organizational norms, whereby, an individual deliberately harms organization and co-workers. Consequently, such behavior adversely affects work- efficiency of the organization and damages its reputation. The objective of this study was to investigate CWB in relation to Short Dark Triad personality traits (an important underlying factor of CWB) on police personnel. For this study two hundred police personnel aged between 30-45 years, at the rank of Inspector, Sub-Inspector and assistant Sub-Inspector were selected. To screen counter-productivity, a 32 item CWB-Checklist (Spector & Fox et al., 2006) a multidimensional self-report checklist measuring abuse, production deviance, theft and withdraw had been applied. Also, for measuring personality Short Dark Triad Scale (Jones & Paulhus, 2014) a twenty seven item multidimensional self-report inventory measuring dimensions like machiavellianism subclinical- narcissism and psychopathy had been utilized. The results suggested that although police-personnel were low on dimensions of both counterproductive work behavior tendencies and Short Dark Triad (SD3) yet, there emerged a positive relationship amongst them, indicating that these dark personality traits are important predictors of counterproductive work behavior.

Keywords

Counterproductive Work Behaviour (CWB), Production Deviance, Withdraw, Sabotage
Subscription Login to verify subscription
User
Notifications
Font Size


  • Ambrose, M. L., Seabright, M. A., & Schminke, M. (2002). Sabotage in the workplace: The role of organizational injustice. Organizational Behavior and Human DecisionPprocesses, 89(1), 947-965.

  • Andersson, L. M., & Pearson, C. M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of Management Review, 24(3), 452-471.

  • Babiak, P., & Hare, R. D. (2006). Snakes in suits: When psychopaths go to work. New York: Regan Books.

  • Baloch, M. A., Meng, F., Xu, Z., Cepeda-Carrion, I., & Bari, M. W. (2017). Dark triad, perceptions of organizational politics and counterproductive work behaviors: The moderating effect of political skills. Frontiers in Psychology, 8, 1972.

  • Baron, R. A., & Neuman, J. H. (1996). Workplace violence and workplace aggression: Evidence on their relative frequency and potential causes. Aggressive Behavior, 22(3), 161-173.

  • Benminson, H. F. (1994). Violence in the workplace. Training and Development Journal, 48(1), 26-32.

  • Björkqvist, K. (2001). Social defeat as a stressor in humans. Physiology and Behaviour, 73(3), 435-442.

  • Black, P. J. (2013). The dark triad and interpersonal assessment of vulnerability: cues used and accuracy. Doctoral dissertation, University of British Columbia.

  • Blau, G. (1995). Influence of group lateness on individual lateness: A cross-level examination. Academy of Management Journal, 38(5), 1483-1496.

  • Bolton, L. R., Becker, L. K., & Barber, L. K. (2010). Big five trait predictors of differential counterproductive work behavior dimensions. Personality and Individual Differences, 49(5), 537-541.

  • Brown, M. E., & Treviño, L. K. (2006). Ethical leadership: A review and future directions. The Leadership Quarterly, 17(6), 595-616.

  • Christie, R., & Geis, F. L. (2013). Studies in Machiavellianism. Academic Press.

  • Cleckley, H. (1976). The mask of sanity: An attempt to reinterpret the so-called psychopathic personality (5th ed.). St. Louis, MO: Mosby

  • Cortina, L. M., Magley, V. J., Williams, J. H., & Langhout, R. D. (2001). Incivility in the workplace: Incidence and impact. Journal of Occupational Health Psychology, 6(1), 64.

  • Cullen, M. J., & Sackett, P. R. (2003). Personality and counterproductive workplace behavior. In M. Barrick and A. M. Ryan (Eds.), Personality and work: Reconsidering the role of personality in organizations (pp. 150-182). Jossey-Bass.

  • DeShong, H. L., Grant, D. M., & Mullins-Sweatt, S. N. (2015). Comparing models of counterproductive workplace behaviors: The five-factor model and the dark triad. Personality and Individual Differences, 74, 55-60.

  • Dunlop, P., & Lee, K. (2004). Organizational citizenship and workplace deviant behavior: Are they distinct. Chicago: Poster presented at the 19th Annual Society for Industrial and Organizational Psychology Conference.

  • Elliott, R. T. (2010). Examining the relationship between personality characteristics and unethical behaviors resulting in economic crime. Ethical Human Psychology and Psychiatry, 12(3), 269-276.

  • Fehr, B., Samsom, D., & Paulhus, D. L. (1992). The construct of Machiavellianism: Twenty years later. İçinde, C. D. Spielberger ve, and J. N. Butcher (Eds.), Advances in personality assessnrenf (Vo1.9, pp. 77-116). Hillsdale, NJ: Erlbaum.

  • Forsyth, D. R., Banks, G. C., & McDaniel, M. A. (2012). A meta-analysis of the dark triad and work behavior: A social exchange perspective. Journal of Applied Psychology, 97(3), 557.

  • Fox, S., Spector, P. E., & Miles, D. (2001). Counterproductive work behavior (CWB) in response to job stressors and organizational justice: Some mediator and moderator tests for autonomy and emotions. Journal of Vocational Behavior, 59(3), 291-309.

  • Giacalone, R. A., & Knouse, S. B. (1990). Justifying wrongful employee behavior: The role of personality in organizational sabotage. Journal of Business Ethics, 9(1), 55-61.

  • Greenberg, J. (1990). Employee theft as a reaction to underpayment inequity: The hidden cost of pay cuts. Journal of Applied Psychology, 75(5), 561.

  • Greenberg, J. (2002). Who stole the money, and when? Individual and situational determinants of employee theft. Organizational Behavior and Human Decision Processes, 89(1), 985-1003.

  • Grijalva, E., & Newman, D. A. (2015). Narcissism and counterproductive work behavior (CWB): Meta-analysis and consideration of collectivist culture, big five personality, and narcissism's facet structure. Applied Psychology, 64(1), 93-126.

  • Hare, R. D. (1999). The hare psychopathy checklist-revised: PLC-R. MHS, MultiHealth Systems.

  • Hare, R. D., & Neumann, C. S. (2009). Psychopathy: Assessment and forensic implications. The Canadian Journal of Psychiatry, 54(12), 791-802.

  • Hastings, S. E., & O'Neill, T. A. (2009). Predicting workplace deviance using broad versus narrow personality variables. Personality and Individual Differences, 47(4), 289-293.

  • Hough, L. M. (1992). The 'Big Five' personality variables--construct confusion: Description versus prediction. Human Performance, 5(1-2), 139-155.

  • Jakobwitz, S., & Egan, V. (2006). The dark triad and normal personality traits. Personality and Individual Differences, 40(2), 331-339.

  • Jermier, J. M., Knights, D. E., & Nord, W. R. (1994). Resistance and power in organizations. Taylor and Frances/Routledge.

  • Johns, G. (1994). Absenteeism estimates by employees and managers: Divergent perspectives and self-serving perceptions. Journal of Applied Psychology, 79(2), 229.

  • Jonason, P. K., Slomski, S., & Partyka, J. (2012). The dark triad at work: How toxic employees get their way. Personality and Individual Differences, 52(3), 449-453.

  • Jones, D. N., & Paulhus, D. L. (2011). Differentiating the 15 dark triad within the interpersonal circumplex. In L. M. Horowitz and S. Strack (Eds.). (2010). Handbook of interpersonal psychology: Theory, research, assessment, and therapeutic interventions (pp. 249-268). NY: Wiley.

  • Jones, D. N., & Paulhus, D. L. (2014). Introducing the short dark triad (SD3) A brief measure of dark personality traits. Assessment, 21(1), 28-41.

  • Judge, T. A., Martocchio, J. J., & Thoresen, C. J. (1997). Five-factor model of personality and employee absence. Journal of Applied Psychology, 82(5), 745.

  • Kaptein, M. (2008). Developing and testing a measure for the ethical culture of organizations: The corporate ethical virtues model. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 29(7), 923-947.

  • Kernberg, O. F. (1989). An ego psychology object relations theory of the structure and treatment of pathologic narcissism: An overview. Psychiatric Clinics of North America, 12(3), 723-729.

  • Kish-Gephart, J. J., Harrison, D. A., & Treviño, L. K. (2010). Bad apples, bad cases, and bad barrels: Meta-analytic evidence about sources of unethical decisions at work. Journal of Applied Psychology, 95(1), 1.

  • Kurtz, J. E., & Parrish, C. L. (2001). Semantic response consistency and protocol validity in structured personality assessment: The case of the NEO-PI-R. Journal of Personality Assessment, 76(2), 315-332.

  • LeBlanc, M. M., & Kelloway, E. K. (2002). Predictors and outcomes of workplace violence and aggression. Journal of Applied Psychology, 87(3), 444.

  • LeBreton, J. M., Binning, J. F., & Adorno, A. J. (2006). Subclinical psychopaths. In J. C.

  • Thomas, D. L. Segal, and M. Hersen (Eds.), Comprehensive handbook of personality and psychopathology personality and everyday functioning (Vol. 1., pp. 388–411). John Wiley and Sons Inc.

  • Lee, K., & Ashton, M. C. (2005). Psychopathy, machiavellianism, and narcissism in the five-factor model and the HEXACO model of personality structure. Personality and Individual Differences, 38(7), 1571-1582.

  • Mangione, T. W., & Quinn, R. P. (1975). Job satisfaction, counterproductive behavior, and drug use at work. Journal of Applied Psychology, 60(1), 114.

  • McHoskey, J. W., Worzel, W., & Szyarto, C. (1998). Machiavellianism and psychopathy. Journal of Personality and Social Psychology, 74(1), 192.

  • Morf, C. C., & Rhodewalt, F. (2001). Unraveling the paradoxes of narcissism: A dynamic self-regulatory processing model. Psychological Inquiry, 12(4), 177- 96.

  • Mount, M., Ilies, R., & Johnson, E. (2006). Relationship of personality traits and counterproductive work behaviors: The mediating effects of job satisfaction. Personnel Psychology, 59(3), 591-622.

  • O'Boyle, E. H., Forsyth, D. R., & O'Boyle, A. S. (2011). Bad apples or bad barrels: An examination of group-and organizational-level effects in the study of counterproductive work behavior. Group and Organization Management, 36(1), 39-69.

  • O'Boyle Jr., E. H., Forsyth, D. R., & Banks, G. C., & McDaniel, M.A. (2012). A metaanalysis of the dark triad and work behavior: A social exchange perspective. Journal of Applied Psychology, 97, 557-79.

  • Ones, D. S., Viswesvaran, C., & Schmidt, F. L. (1993). Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance. Journal of Applied Psychology, 78(4), 679.

  • Paulhus, D. L., & Williams, K. M. (2002). The dark triad of personality: Narcissism, Machiavellianism, and psychopathy. Journal of Research in Personality, 36(6), 556563.

  • Penney, L. J., & Spector, P. E. (2002). Narcissism and counterproductive work behavior: Do bigger egos mean bigger problems? International Journal of Selection and Assessment, 10, 126-134.

  • Pratiwi, S. E., Hasanati, N., & Istiqomah, V. (2019, March). The effect of “Ff dark triad traits” towards counterproductive work behavior. 4th ASEAN Conference on Psychology, Counselling, and Humanities (ACPCH 2018) (pp. 473-476). France: Atlantis Press.

  • Rauthmann, J. F., & Will, T. (2011). Proposing a multidimensional machiavellianism conceptualization. Social Behavior and Personality: An International Journal, 39(3), 391-403.

  • Robinson, S. L. (2008). Dysfunctional workplace behavior. In J. Barling and C. Cooper (Eds.), Handbook of organizational behavior (pp. 141-159). Los Angeles, CA Sage.

  • Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal, 38(2), 555-572.

  • Robinson, S. L., & Greenberg, J. (1998). Employees behaving badly: Dimensions, determinants and dilemmas in the study of workplace deviance. Journal of Organizational Behaviour (1986-1998), pp. 1-30.

  • Rogers, K. A., & Kelloway, E. K. (1997). Violence at work: Personal and organizational outcomes. Journal of Occupational Health Psychology, 2(1), 63.

  • Sackett, P. R., & DeVore, C. J. (2001). Counterproductive behaviors at work. In N. Anderson, D. Ones, H. Sinangil, and C. Viswesvaran (Eds.), Handbook of Industrial, Work, and Organizational Psychology (Vol. 1, pp. 145-164). London: Sage.

  • Salgado, J. F. (2002). The big five personality dimensions and counterproductive behaviors. International Journal of Selection and Assessment, 10, 117-125.

  • Schat, A. C., & Kelloway, E. K. (2003). Reducing the adverse consequences of workplace aggression and violence: the buffering effects of organizational support. Journal of Occupational Health Psychology, 8(2), 110.

  • Scherer, K. T., Baysinger, M., Zolynsky, D., & LeBreton, J. M. (2013). Predicting counterproductive work behaviors with sub-clinical psychopathy: Beyond the Five Factor Model of personality. Personality and Individual Differences, 55(3), 300-305.

  • Smith, S. F., & Lilienfeld, S. O. (2013). Psychopathy in the workplace: The knowns and unknowns. Aggression and Violent Behavior, 18(2), 204-218.

  • Spector, P. E., & Fox, S. (2005). A model of counterproductive work behavior. In S. Fox and P. E. Spector (Eds.), Counterproductive workplace behavior: Investigations of actors and targets (pp. 151-174). Washington, DC: American Psychological Association.

  • Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal? Journal of Vocational Behavior, 68, 446-460.

  • Spector, P. E., & Fox, S. (2010). Theorizing about the deviant citizen: An attributional explanation of the interplay of organizational citizenship and counterproductive work behavior. Human Resource Management Review, 20(2), 132-143.

  • Vigoda, E. (2002). Stress-related aftermaths to workplace politics: The relationships among politics, job distress, and aggressive behavior in organizations. Journal of Organizational Behavior, 23(5), 571-591.

  • Wu, J., & Lebreton, J. M. (2011). Reconsidering the dispositional basis of counterproductive work behavior: The role of aberrant personality. Personnel Psychology, 64(3), 593-626.


Abstract Views: 127

PDF Views: 0




  • A Study of Counterproductive Work Behavior in Relation to Personality amongst Police Personnel

Abstract Views: 127  |  PDF Views: 0

Authors

Rohini Thapar
Assistance Professor, Department of Psychology D.A.V. College, Chandigarh, India
Sherry Brar
Research Scholar, Department of Psychology, D.A.V, College, Chandigarh, India

Abstract


The current study attempts to investigate counterproductive work behavior (CWB) in relation to personality traits of police personnel. CWB are group of behaviors that are involved in intentional violation of organizational norms, whereby, an individual deliberately harms organization and co-workers. Consequently, such behavior adversely affects work- efficiency of the organization and damages its reputation. The objective of this study was to investigate CWB in relation to Short Dark Triad personality traits (an important underlying factor of CWB) on police personnel. For this study two hundred police personnel aged between 30-45 years, at the rank of Inspector, Sub-Inspector and assistant Sub-Inspector were selected. To screen counter-productivity, a 32 item CWB-Checklist (Spector & Fox et al., 2006) a multidimensional self-report checklist measuring abuse, production deviance, theft and withdraw had been applied. Also, for measuring personality Short Dark Triad Scale (Jones & Paulhus, 2014) a twenty seven item multidimensional self-report inventory measuring dimensions like machiavellianism subclinical- narcissism and psychopathy had been utilized. The results suggested that although police-personnel were low on dimensions of both counterproductive work behavior tendencies and Short Dark Triad (SD3) yet, there emerged a positive relationship amongst them, indicating that these dark personality traits are important predictors of counterproductive work behavior.

Keywords


Counterproductive Work Behaviour (CWB), Production Deviance, Withdraw, Sabotage

References