Workplace Injustice and Counterproductive Work Behaviour
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View metadata, citation and similar papers at core.ac.uk brought to you by CORE provided by University of Waterloo's Institutional Repository Workplace Injustice and Counterproductive Work Behaviour: The Moderating Role of Employee Age by Justin P. Brienza A thesis presented to the University of Waterloo in fulfillment of the thesis requirement for the degree of Master of Arts in Psychology Waterloo, Ontario, Canada, 2013 © Justin P. Brienza 2013 Author’s Declaration I hereby declare that I am the sole author of this thesis. This is a true copy of the thesis, including any required final revisions, as accepted by my examiners. I understand that my thesis may be made electronically available to the public. ii Abstract Drawing on prior research from several areas of psychology, I predicted that different forms of organizational justice would predict counterproductive work behaviour (CWB) depending on employees’ age. In particular, I predicted that distributive justice would be associated with CWB more so for younger than older employees, whereas interactional justice would be associated with CWB more so for older than younger employees. In an initial study, 192 employees completed an online survey which assessed the focal variables. Hierarchical regression analysis revealed the two predicted 2-way interactions. The findings are in line with aging research suggesting that, whereas younger people are more motivated by instrumental concerns, relational concerns become more salient as they age. The results have important implications for research on justice and CWB, and they extend basic research on human aging to an applied context. iii Acknowledgements I would like to express sincere gratitude to my supervisor, Dr. D. Ramona Bobocel, for her help and guidance with this research and in preparing this thesis. I also thank my readers, Dr. Douglas J. Brown, and Dr. James W. Beck for their advice and insight in refining my research. I would like to thank the I/O Psychology Division faculty and graduate students at the University of Waterloo for their thoughtful questions and feedback during preparation and presentation of this work. I want to express my appreciation to Rita Cherkewski for her invaluable support, advice, and care, in both academic and non-academic matters. Last, I would like to thank my family and friends for their continued love, support, and confidence, despite my unacceptable absenteeism. iv Table of Contents Author’s Declaration ....................................................................................................................... ii Abstract .......................................................................................................................................... iii Acknowledgements ........................................................................................................................ iv Table of Contents .............................................................................................................................v List of Figures ................................................................................................................................ vi List of Tables ................................................................................................................................ vii INTRODUCTION ...........................................................................................................................1 Theoretical Rationale ...................................................................................................................2 Linking justice to CWB via needs for control and belonging ..................................................2 Age-related changes in needs, values, and motivation .............................................................4 Integrating justice, CWB, and age literatures ...........................................................................7 METHOD ........................................................................................................................................9 Participants ...................................................................................................................................9 Procedure ......................................................................................................................................9 Control variables: tenure, income, and gender .........................................................................9 Perceptions of organizational justice ........................................................................................9 Counterproductive work behaviour ........................................................................................10 RESULTS ......................................................................................................................................11 Preliminary bivariate correlations ..............................................................................................11 Test of Hypotheses: Does employee age predict CWB, and does age moderate the relations between justice facets and CWB? ..............................................................................................13 Ancillary analyses: further probing the potential roles of gender and income ..........................16 How does gender interact with justice in predicting CWB? ..................................................16 The role of employee income in the interaction between age and justice. ............................18 Post-Hoc Tests Exploring the Organization-Supervisor CWB Target Distinction ....................21 GENERAL DISCUSSION ............................................................................................................24 References ......................................................................................................................................30 v List of Figures Figure Page 1. Plot of age x distributive justice interaction predicting CWB 15 2. Plot of age x interactional justice interaction predicting CWB 16 vi List of Tables Table Page 1. Descriptive Statistics and Intercorrelations 12 2. Unstandardized Coefficients for the Regression Analysis 14 vii INTRODUCTION Counterproductive work behaviour (CWB) represents a family of negative organizational behaviours that includes daydreaming on work time, dragging out a job, and gossiping (Bennett & Robinson, 2000). These behaviours are extremely common: Upwards of 75% of workers engage in CWB (Harper, 1990). As a result, CWB leads to enormous losses for organizations, and represents a potential for a wide range of negative psycho-social and performance outcomes for both organizations and employees (Bennett & Robinson, 2000; Dunlop & Lee, 2004; Hollinger & Davis, 2002; Hung, Chi, & Lu, 2009). CWB is predicted by many negative workplace experiences, including interpersonal conflict, frustrations, and work stressors, and is conceptualized as an intentional negative reaction to these experiences (e.g., Bruursema, Kessler, & Spector, 2011; Jones, 2009; Marcus & Wagner, 2007; Sprung & Jex, 2012). Past organizational research has demonstrated that one important predictor of CWB is perceived injustice (e.g., Aquino, Lewis, & Bradfield, 1999). In particular, the greater employees’ perceptions of distributive injustice (unfairness in the distribution of outcomes such as pay and benefits) and interactional injustice (disrespectful and non-inclusive treatment), the more frequently they engage in CWB. Indeed, many of the situational antecedents of CWB imply some aspect of unfairness (e.g., organizational constraints which prevent employees from completing their tasks; Meier & Spector, 2013). In the present research, I build on past research examining the relation between organizational justice and CWB by considering the moderating role of employee age. The research on CWB has shown that although unfair and stressful experiences at work predict CWB, the effects of these experiences are attenuated or exacerbated by individual differences. Much of the past research on individual differences and CWB focuses on how personality traits can buffer the effect of unfair work situations on CWB (e.g., Ferris, Spence, Brown, & Heller, 1 2012). The current study diverges somewhat from this trend by exploring how the effect of organizational justice on CWB differs for employees of different age groups. As explained in more detail below, I draw on past research on the multiple needs model of justice (Cropanzano, Byrne, Bobocel, & Rupp, 2001) and past research on human aging and development to argue that different facets of justice may be differentially associated with CWB as a function of employee age. This research is important for several reasons. Research examining the role of employee age is sparse in the research on CWB, and virtually non-existent in the justice literature, as well as in organizational psychology more generally, despite theoretical and practical importance (Kanfer & Ackerman, 2004; Kooij, Lange, Jansen, Kanfer, & Dikkers, 2010). With the proportion of older workers in the Western workforce growing rapidly (Toossi, 2009), it is especially timely to consider the possible role of age in a variety of organizational phenomena, including justice and CWB, in preparation for a drastically changing demographic. In addition, the present study extends and validates existing research on human aging and development within an applied context. Theoretical Rationale and Hypotheses Linking