Impact of Workplace Bullying on Workplace Deviant Behaviors

Total Page:16

File Type:pdf, Size:1020Kb

Impact of Workplace Bullying on Workplace Deviant Behaviors CAPITAL UNIVERSITY OF SCIENCE AND TECHNOLOGY, ISLAMABAD Impact of Workplace Bullying on Workplace Deviant Behaviors: The Mediating Role of Negative Affectivity and Moderating Role of Internal Locus of Control by Samiullah A thesis submitted in partial fulfillment for the degree of Master of Science in the Faculty of Management & Social Sciences Department of Management Sciences 2019 i Copyright c 2019 by Samiullah All rights reserved. No part of this thesis may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, by any information storage and retrieval system without the prior written permission of the author. ii Dedicated to my Mother, whose prayers enabled me to have success in all spheres of life CERTIFICATE OF APPROVAL Impact of Workplace Bullying on Workplace Deviant Behaviors: The Mediating Role of Negative Affectivity and Moderating Role of Internal Locus of Control by Samiullah (MMS163033) THESIS EXAMINING COMMITTEE S. No. Examiner Name Organization (a) External Examiner Dr. Nadeem Talib NUML, Islamabad (b) Internal Examiner Dr. Sajid Bashir CUST, Islamabad (c) Supervisor Dr. Mueen Aizaz Zafar CUST, Islamabad Dr. Mueen Aizaz Zafar Thesis Supervisor May, 2019 Dr. Sajid Bashir Dr. Arshad Hassan Head Dean Dept. of Management Sciences Faculty of Management & Social Sciences May, 2019 May, 2019 iv Author's Declaration I, Samiullah hereby state that my MS thesis titled \Impact of Workplace Bul- lying on Workplace Deviant Behaviors: The Mediating Role of Negative Affectivity and Moderating Role of Internal Locus of Control" is my own work and has not been submitted previously by me for taking any degree from Capital University of Science and Technology, Islamabad or anywhere else in the country/abroad. At any time if my statement is found to be incorrect even after my graduation, the University has the right to withdraw my MS Degree. (Samiullah) Registration No: MMS163033 v Plagiarism Undertaking I solemnly declare that research work presented in this thesis titled \Impact of Workplace Bullying on Workplace Deviant Behaviors: The Mediating Role of Negative Affectivity and Moderating Role of Internal Locus of Control" is solely my research work with no significant contribution from any other person. Small contribution/help wherever taken has been dully acknowl- edged and that complete thesis has been written by me. I understand the zero tolerance policy of the HEC and Capital University of Science and Technology towards plagiarism. Therefore, I as an author of the above titled thesis declare that no portion of my thesis has been plagiarized and any material used as reference is properly referred/cited. I undertake that if I am found guilty of any formal plagiarism in the above titled thesis even after award of MS Degree, the University reserves the right to with- draw/revoke my MS degree and that HEC and the University have the right to publish my name on the HEC/University website on which names of students are placed who submitted plagiarized work. (Samiullah) Registration No: MMS163033 vi Acknowledgements Thanks to Almighty Allah for blessing me with wisdom and strength to complete the dissertation. Being the MS graduate at Capital University of Science and Technology has been a magnificent as well as challenging experience to me. During the degree, I have found influential guidelines in shaping my academic career. Here is a humble tribute to all those people. I would like to pay the profound regards to Dr. Mueen Aizaz Zafar, Dr. Sajid Bashir (Head, Department of Management and Social Sciences), Dr. Ar- shad Hassan (Dean, Faculty of Management and Social Sciences) for providing a healthy learning environment. Essentially, I am highly indebted to the esteemed Dr. Mueen Aizaz Zafar for his irreplaceable supervision and for providing the indispensable knowledge to accomplish the degree. Moreover, I would like to convey the high regards to Mr. Hafiz Muhammad Tayyab Farooqui for his constant motivation and lessons of high morale. (Samiullah) Registration No: MMS163033 vii Abstract The purpose of this study was to investigate the impact of Workplace Bullying on Workplace Deviant Behaviors of employees working in different public sector organizations of Pakistan. The study also tested the mediating role of Negative Affectivity in the given relationship between Workplace Bullying and Workplace Deviant Behaviors. This study also explored the moderating role of Internal Locus of Control between the relationship of \Workplace Bullying and Negative Affectiv- ity". Data was collected from 167 individuals, employed in different public sector organizations, through convenience sampling technique. Workplace Bullying was found to have a positive and significant relationship with Workplace Deviant Be- haviors. Negative Affectivity was also found to have a significant mediating effect in the relationship of workplace bullying and workplace deviant behaviors as de- picted by the results. Results of the study also showed that internal locus of control was moderating the relationship between workplace bullying and negative affectivity in such a way that it weakens the relationship. The study has its limi- tations as it was conducted with a small sample size, and cross sectional method was applied for data collection. Future researchers should use a larger sample size within longitudinal time frame of data collection for the research. The findings of the study offer useful insight for the management of public sector organizations to curb the tendency of workplace bullying. Keywords: Workplace bullying, Negative affectivity, Workplace deviant behaviors, Internal locus of control, Public sector, Affective event the- ory (AET). Contents Author's Declaration iv Plagiarism Undertakingv Acknowledgements vi Abstract vii List of Figures xi List of Tables xii 1 Introduction1 1.1 Background...............................1 1.2 Gap Analysis..............................5 1.3 Problem Statement...........................7 1.4 Research Questions...........................9 1.5 Research Objectives...........................9 1.6 Significance of this Study........................ 10 1.6.1 Theoretical Significance.................... 10 1.6.2 Practical Significance...................... 10 1.6.3 Contextual Significance..................... 11 1.7 Supporting Theory........................... 11 1.8 Key Terms and Definitions....................... 12 1.8.1 Workplace Bullying....................... 12 1.8.2 Workplace Deviant Behavior.................. 12 1.8.3 Negative Affectivity....................... 12 1.8.4 Internal Locus of Control.................... 13 2 Literature Review 14 2.1 Workplace Bullying and Workplace Deviant Behavior........ 14 2.2 Mediating Role of Negative Affectivity between Workplace Bullying and Workplace Deviant Behaviors... 21 2.3 Moderating Role of Internal Locus of Control................................. 26 viii ix 2.4 Theoretical Model............................ 30 2.5 Research Hypothesis.......................... 30 3 Research Methodology 31 3.1 Research Design............................. 31 3.1.1 Study Type........................... 31 3.1.2 Study Setting.......................... 32 3.1.3 Time Horizon.......................... 32 3.1.4 Research Interference...................... 32 3.1.5 Unit of Analysis......................... 32 3.1.6 Data Collection Process.................... 32 3.2 Population and Sampling........................ 33 3.2.1 Population............................ 33 3.2.2 Sample and Procedures..................... 33 3.3 Scales.................................. 34 3.3.1 Workplace Bullying....................... 34 3.3.2 Negative Affectivity....................... 35 3.3.3 Workplace Deviant Behaviors................. 35 3.3.4 Internal Locus of Control.................... 35 3.4 Measures................................. 36 3.5 Reliability................................ 36 3.6 Data Analysis Procedure........................ 37 3.7 Sample Characteristics......................... 37 4 Data Analysis and Results 39 4.1 Descriptive Statistics.......................... 39 4.2 Correlation Analysis.......................... 40 4.3 Control Variables............................ 42 4.4 Regression Analysis........................... 42 5 Discussion, Theoretical and Practical Implications, Limitations, Recommendations and Conclusion 47 5.1 Discussion................................ 47 5.1.1 Discussion On Research Question No. 1........... 48 5.1.2 Discussion on Research Question No. 2............ 51 5.1.3 Discussion on Research Question No. 3............ 54 5.2 Implications and Recommendations.................. 57 5.2.1 Theoretical Implications.................... 57 5.2.2 Practical Implications..................... 58 5.3 Limitations............................... 60 5.4 Future Research Directions....................... 61 5.5 Conclusion................................ 62 Bibliography 63 x Appendix-I 78 List of Figures 2.1 Research model for Impact of Workplace Bullying on Workplace Deviant Behaviors: The Mediating Role of Negative Affectivity and Moderating Role of Internal Locus of Control............. 30 xi List of Tables 3.1 Scale Reliabilities............................. 37 3.2 Respondents' demographic characteristics............... 38 4.1 Descriptive Statistics (Minimum, Maximum, Mean and Standard Deviation)................................ 40 4.2 Correlations................................ 41 4.3 Control variables (ONE WAY ANOVA)...............
Recommended publications
  • Journal of the International Ombudsman Association
    Journal of the International Ombudsman Association Journal of the International Ombudsman Association V O L U M E 3 , N U M B E R 2 , 2 0 1 0 volume 3, number 2, 2010 1 Journal of the International Ombudsman Association TABLE OF CONTENTS Editorial Staff ......................................................................................................5 I ntroduction ........................................................................................................6 JENN IFER L. MOUMNEH, PRESIDENT, IOA Editorial: Bullying — What Can Ombudsmen Do? ...........................................7 DAV ID MILLER Some Things You Need to Know but may have been Afraid to Ask: A Researcher Speaks to Ombudsmen about Workplace Bullying ................10 LORALE IGH KEASHLY Abstract: Workplace bullying is repeated and prolonged hostile mistreatment of one or more people at work. It has tremendous potential to escalate, drawing in others beyond the initial actor-target relationship. Its effects can be devastating and widespread individually, organizationally and beyond. It is fundamentally a systemic phenomenon grounded in the organization’s culture. In this article, I identify from my perspective as a researcher and professional in this area current thinking and research findings that may be useful for ombudsmen in their deliberations and investigations as well as in their intervention and management of these hostile behaviors and relationships. Key Words: Ombudsmen, workplace bullying, workplace aggression Cases Involving Allegations of Workplace Bullying: Threats to Ombuds Neutrality and Other Challenges ..................................24 TOM SEBOK AND MARY CHAVEZ RUDOLPH Abstract: Organizational ombuds who assist constituents in cases involving allegations of workplace bullying face a number of challenges. Some of the most significant challenges involve potential threats to ombuds neu- trality. This article will briefly review ombuds neutrality and then explore many factors which can promote bias, and threaten ombuds neutrality.
    [Show full text]
  • Supervisors' Toxicity As Predictor of Subordinates' Counter-Productive
    The Journal of Applied Business Research – September/October 2016 Volume 32, Number 5 Supervisors’ Toxicity As Predictor Of Subordinates’ Counter-Productive Work Behavior In Nigerian Public Hospitals Justin Mgbechi Odinioha Gabriel, Ph.D., Rivers State University of Science and Technology, Nigeria ABSTRACT The purpose of this study is to empirically examine the association of Supervisors’ Toxicity and Subordinates’ Counter-productive Work-behaviour in the Nigerian Public Hospitals. Counter-productive Work -behaviour (criterion variable) is further operationalized using five measures – abuse, production deviation, sabotage, theft, and withdrawal. The cross-sectional survey design is adopted and data is generated using the structured questionnaire. 197 respondents comprising doctors, nursing staff, lab technicians and other administrative staff selected from an accessible population of 402 staff provided responses to the questions. A total of five hypotheses are proposed and tested using descriptive and inferential statistical tools. Results indicate significant relationships in all hypothetical instances, thereby implying an association between Supervisors’ Toxicity and Subordinates’ Counter-productive Work- behavior. The study therefore concludes that Subordinates are quick to reciprocate Supervisors’ Toxicity through Counter-productive Work- behavior of transferring aggression to either peers or other identifiable assets of the organization. The study further recommends a more emotionally oriented approach to the management of superior-subordinate relationships with emphasis on the training and retraining of supervisors regarding emotional intelligence as well as conflict and human relations issues. Keywords: Supervisors’ Toxicity; Subordinates; Counterproductive behaviour; Nigeria INTRODUCTION Army leaders must set high standards, lead by example, do what is legally and morally right, and influence other people to do the same.
    [Show full text]
  • Abusive Supervision and Deviant Workplace Behavior: the Mediating Role of Work–Family Conflict
    Abusive Supervision and Deviant Workplace Behavior: The Mediating Role of Work–Family Conflict Aminah Ahmad, Institute of Social Science Studies, Universiti Putra Malaysia, Malaysia Zoharah Omar, Department of Professional Development and Continuing Education, Faculty of Educational Studies, Universiti Putra Malaysia, Malaysia ABSTRACT The role of work–family conflict as a mechanism through which abusive supervision can trigger deviant workplace behavior has not been given much attention. Based on conservation of resources theory, reactance theory and previous research findings, a model has been developed to demonstrate that abusive supervision could increase the intensity of work–family conflict experienced by employees, which in turn could translate into deviant behaviors which are harmful to organizations. This model demonstrates how the integration of abusive supervision, work–family interface and deviant behavior literatures could provide a better understanding of employee engagement in deviant workplace behavior. Keywords: abusive supervision, work–family conflict, deviant workplace behavior INTRODUCTION Deviant workplace behavior continues to be a problem in organizations and has been reported to have a damaging impact on organizations (Appelbaum, Deguire, & Lay, 2005; Mawritz et al., 2012). There is a growing interest in this topic among researchers (Bennett & Robinson, 2000, 2003; Colbert, Mount, & Dalal, 2005; Dunlop & Lee, 2004; Harter, Witt, & Barrick, 2004; Marwitz et al., 2012) and evidence has shown that managers’ perceptions of employees’ overall performance are strongly affected by deviant behavior (Rotundo & Sackett, 2002). Deviant workplace behavior has been defined as an intentional behavior that violates organizational norms and poses a threat to the well-being of an organization or its members, or both (Robinson & Bennett, 1995).
    [Show full text]
  • When Leadership Fails – a View from the Lens of Four Employees Laurie L
    American Journal of Business Education – Third Quarter 2018 Volume 11, Number 3 When Leadership Fails – A View From The Lens Of Four Employees Laurie L. Barnes, Liberty University, USA Janice M. Spangenburg, Liberty University, USA ABSTRACT Leadership is a concept that has been used for decades and despite what we know about it there are many things left to the unknown. We must keep moving forward to search for answers as we seek to explain the many failures that exist today. For centuries, reports of lackluster and even abusive leadership in organizations have continued to be a negative force in organizations, adversely impacting culture and overall performance. Amid the challenges facing leaders as well as the necessity for rapid and continuous change in the organization, we see the development of many problems and consequent ails that need to be addressed. We are often left with supervisors that abuse without regard for the breakdown of loyalty, job satisfaction and the development of a solid and rich culture that can support thriving and positive organizational outcomes. This has been captured in the voices and experiences of individuals interviewed for this qualitative case study analysis, demonstrating the continued impact of leadership in modern day organizations and well as addressing the perplexing question of how to distinguish who would or would not be a best fit for leadership positions in today’s organizations. Despite years of research, theory and analysis, perhaps the greatest insight is gained through the lens of the employee. Keywords: Organizational Conflict; Leadership Styles; Leadership Behavior; Abusive Leadership; Abusive Supervision OVERVIEW eadership has been the foundation for many concepts, both positive and negative, that have surfaced in organizations.
    [Show full text]
  • Abusive Supervision and Workplace Deviance and the Moderating Effects of Negative Reciprocity Beliefs
    Journal of Applied Psychology Copyright 2007 by the American Psychological Association 2007, Vol. 92, No. 4, 1159–1168 0021-9010/07/$12.00 DOI: 10.1037/0021-9010.92.4.1159 Abusive Supervision and Workplace Deviance and the Moderating Effects of Negative Reciprocity Beliefs Marie S. Mitchell and Maureen L. Ambrose University of Central Florida In this study, the authors examine the relationship between abusive supervision and employee workplace deviance. The authors conceptualize abusive supervision as a type of aggression. They use work on retaliation and direct and displaced aggression as a foundation for examining employees’ reactions to abusive supervision. The authors predict abusive supervision will be related to supervisor-directed deviance, organizational deviance, and interpersonal deviance. Additionally, the authors examine the moderating effects of negative reciprocity beliefs. They hypothesized that the relationship between abusive supervision and supervisor-directed deviance would be stronger when individuals hold higher negative reciprocity beliefs. The results support this hypotheses. The implications of the results for understanding destructive behaviors in the workplace are examined. Keywords: abusive supervision, workplace deviance, reciprocity In the last decade, there has been increased interest in harmful standing employee reactions. From a justice perspective, employ- or destructive behaviors in organizations. Much of this research ees react to the perceived unfairness of the abusive supervisor’s focuses on deviant behaviors of employees. (See Bennett & Rob- behavior. When employees feel they are treated unfairly, positive inson, 2003, for a review.) However, recently, research has exam- attitudes and behavior suffer (Tepper, 2000; Tepper et al., 1998). ined destructive behaviors managers commit—specifically, abu- Researchers also have used reactance theory as a foundation for sive supervision (e.g.
    [Show full text]
  • Workplace Bullying: Causes, Consequences, and Intervention Strategies
    M. Sandy Hershcovis, Tara C. Reich, and Karen Niven Workplace bullying: causes, consequences, and intervention strategies Working paper Original citation: Hershcovis, M. Sandy, Reich, Tara C. and Niven, Karen (2015) Workplace bullying: causes, consequences, and intervention strategies. SIOP White Paper Series, Society for Industrial and Organizational Psychology, UK, London Originally available from Society for Industrial and Organizational Psychology This version available at: http://eprints.lse.ac.uk/66031/ Available in LSE Research Online: April 2016 © 2015 Society for Industrial and Organizational Psychology, Inc. LSE has developed LSE Research Online so that users may access research output of the School. Copyright © and Moral Rights for the papers on this site are retained by the individual authors and/or other copyright owners. Users may download and/or print one copy of any article(s) in LSE Research Online to facilitate their private study or for non-commercial research. You may not engage in further distribution of the material or use it for any profit-making activities or any commercial gain. You may freely distribute the URL (http://eprints.lse.ac.uk) of the LSE Research Online website. SIOP White Paper Series Workplace Bullying: Causes, Consequences, and Intervention Strategies M. Sandy Hershcovis - University of Manitoba Tara C. Reich - London School of Economics and Political Science Karen Niven - University of Manchester A White Paper prepared by the International Affairs Committee of the Society for Industrial and Organizational Psychology. 440 E Poe Rd, Suite 101 Bowling Green, OH 43402 With support of the Alliance for Organizational Psychology (AOP) Copyright 2015 Society for Industrial and Organizational Psychology, Inc.
    [Show full text]
  • Work Place Bullying on Deviant Work Behavior Among Nurses in Pakistan: Mediating Role of Interpersonal Conflict
    Impact of Workplace . Research WORK PLACE BULLYING ON DEVIANT WORK BEHAVIOR AMONG NURSES IN PAKISTAN: MEDIATING ROLE OF INTERPERSONAL CONFLICT Muhammad Umar Paracha1 & Khurram Shahzad2 Abstract This study investigates the relationship between workplace bullying, interpersonal conflict and deviant work behavior among nurses in the public sector in Pakistan. For this purpose the data were collected from 277 nurses working in government hospitals by using convenience sampling method. Findings showed that work place bullying results in deviant work behavior among nurses and this relationship is mediated by interpersonal conflict like negative emotional reaction, perceived disagreements and interference from and towards colleagues. The implications of the findings for hospital administrators and directions for future research are provided. Keyword: Work place bullying, interpersonal conflict and deviant work behavior, nurses. JEL Classification: Z 000 1 - Capital University of Sciences & Technology, Islamabad, Pakistan 2- Riphah International University, Islamabad, Pakistan 887 PAKISTAN BUSINESS REVIEW JAN 2017 Impact of Workplace. Research Introduction “Bullying” has attained massive attention in organization research during the past era. Bullying has been repeatedly shown by researchers to have damaging consequences for the target, observers, and for the organization(Hauge et al.,2009). Fox and Stallworth (2004) stated that employees, who perceived to be target of bullying, experienced higher level of strain, anxiety and depression resulting in damaging emotions in their personalities. Scholars found painful consequences of bullying like harassment at workplace, turnover intention, absenteeism and low commitment, low job control, job insecurity, counterwork behavior (Yeun & Han, 2016; Hassan et al., 2015; Choi & Kim, 2015; Bano & Malik, 2013; Furnham & Siegel, 2012; Hoel et al., 2011;Hauge et al., 2010; Hauge et al., 2007; Sparks et al., 2001).
    [Show full text]
  • The Effect of Workplace Deviance Behaviour on Employee Performance
    22559 Adeyeye Tolulope Charles/ Elixir Marketing Mgmt. 68 (2014) 22559-22563 Available online at www.elixirpublishers.com (Elixir International Journal) Marketing Management Elixir Marketing Mgmt. 68 (2014) 22559-22563 The effect of workplace deviance behaviour on employee performance Adeyeye Tolulope Charles Department of Business Administration, Faculty of Social Sciences, Ajayi Crowther University, P.M.B 1066, Oyo. Oyo state, Nigeria. ARTICLE INFO ABSTRACT Article history: The study investigated the effect of workplace deviance on employee performance with Received: 31 December 2013; reference to Unilever Manufacturing. Nigeria Plc. Lagos, Nigeria. The objective of the study Received in revised form: is to determine whether organizational deviance and interpersonal deviance jointly affect 22 February 2014; employee performance and also to ascertain the association between workplace deviance Accepted: 18 March 2014; behavior variable and employee performance. The study employed survey research. Primary data was used for the study with questionnaire as research instrument. The subjects were two Keywords hundred and twenty employees of Unilever Manufacturing, Nigeria Plc. The six hypotheses Deviance, formulated for this study were tested using multiple regression and Pearson’s Correlation. Performance, The finding revealed that organizational deviance and interpersonal deviance jointly and Organizational Norms, individually predict employee performance, the result also indicated association between Workplace. workplace deviance behavior variables adopted and business performance. © 2014 Elixir All rights reserved Introduction negative or unethical. Negative deals with the violation of Deviant workplace behaviour refers to voluntary behavior significant organizational norms, while unethical deviance deal that violates significant organizational norms, and so is with the breaking of societal rules (Spreitzer & Sonenshein, perceived as threat to the wellbeing of the organization and/or 2004) its members (Benneth & Robinson, 2000).
    [Show full text]
  • Factors Affecting Deviant Behaviour at Workplace Among Young Public Sector Employees
    International Journal of Academic Research in Business and Social Sciences Vol. 10, No. 15, Youth and Community Wellbeing: Issues, Challenges and Opportunities for Empowerment V1. 2020, E-ISSN: 2222-6990 © 2020 HRMARS Factors Affecting Deviant Behaviour At Workplace Among Young Public Sector Employees Jeffrey Lawrence D’Silva, Azham Bachok, Dahlia Zawawi To Link this Article: http://dx.doi.org/10.6007/IJARBSS/v10-i15/8242 DOI:10.6007/IJARBSS/v10-i15/8242 Received: 13 September 2020, Revised: 16 October 2020, Accepted: 12 November 2020 Published Online: 29 November 2020 In-Text Citation: (D’Silva et al., 2020) To Cite this Article: D’Silva, J. L., Bachok, A., & Zawawi, D. (2020). Factors Affecting Deviant Behaviour At Workplace Among Young Public Sector Employees. International Journal of Academic Research in Business and Social Sciences, 10(15), 176–188. Copyright: © 2020 The Author(s) Published by Human Resource Management Academic Research Society (www.hrmars.com) This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode Special Issue: Youth and Community Wellbeing: Issues, Challenges and Opportunities for Empowerment V1, 2020, Pg. 176 – 188 http://hrmars.com/index.php/pages/detail/IJARBSS JOURNAL HOMEPAGE Full Terms & Conditions of access and use can be found at http://hrmars.com/index.php/pages/detail/publication-ethics 176 International Journal of Academic Research in Business and Social Sciences Vol.
    [Show full text]
  • Handbook of Workplace Assessment
    THE Praise for Handbook of Workplace Assessment Professional Practice (Continued from front flap) SERIES “Wow—what a powerhouse group of authors and topics! This will be my Scott the users of assessments, including hiring managers go-to s ource for in-depth information on a broad range of assessment Reynolds and organizational leaders who are looking for direc- tion on what to assess, what it will take, and how to issues.” editors John C. Scott Handbook of Workplace Assessment realize the benefi ts of an assessment program. This —Wayne F. Cascio, editor, Journal of World Business, and Robert H. Douglas H. Reynolds Handbook is also intended for assessment profession- Reynolds Chair in Global Leadership, The Business School University of als and researchers who build, validate, and implement Colorado Denver EDITORS Given the trend for organizations to streamline their assessments. workforces and focus on acquiring and retaining only top talent, a key challenge has been how to use “The Handbook of Workplace Assessment is must reading for Assessment Handbook of Workplace assessment programs to deliver a high-performing practitioners, researchers, students, and implementers of assessment workforce that can drive revenues, shareholder value, programs as we move forward in a global world of work where changes growth, and long-term sustainability. are continuously anticipated in the workforce, design of jobs, economies, The Handbook of Workplace Assessment directly legal arena, and technologies.” addresses this challenge by presenting sound, —Sheldon Zedeck, professor of psychology, vice provost of academic Handbook of evidence-based, and practical guidance for implement- affairs and faculty welfare, University of California at Berkeley ing assessment processes that will lead to exceptional decisions about people.
    [Show full text]
  • Preventing and Deterring Organizational Deviance
    SIOP White Paper Series Preventing and Deterring Organizational Deviance Nicholas Howald, Brendan Lortie, Christopher Gallagher, and Melissa A. Albert A White Paper prepared by the Visibility Committee of the Society for Industrial and Organizational Psychology. 440 E Poe Rd, Suite 101 Bowling Green, OH 43402 Copyright 2018 Society for Industrial and Organizational Psychology, Inc. SIOP White Paper Series Special thanks or other notes... Table of Contents Authors ................................................................................................................... 3 Introduction ............................................................................................................. 4 Conclusion .............................................................................................................. X References ............................................................................................................. X 2 SIOP White Paper Series Authors Nicholas Howald Bowling Green State University Nicholas Howald, M.A., is a doctoral student in Industrial-Organizational Psychology at Bowling Green State University. He received his B.A. in psychology from the University of Virginia. He is primarily interested in researching psychometrics, selection, and occupational health. Brendan Lortie Bowling Green State University Brendan Lortie, M.A., is currently a third-year doctoral student in the Industrial-Organizational Psychology program at Bowling Green State University. He received his bachelor’s degree in psy- chology
    [Show full text]
  • Abusive Supervision and Workplace Deviance: the Moderating Role of Power Distance
    A Service of Leibniz-Informationszentrum econstor Wirtschaft Leibniz Information Centre Make Your Publications Visible. zbw for Economics Um-e-Laila; Iqbal, Salman; Rasheed, Mamoona Article Abusive supervision and workplace deviance: The moderating role of power distance Pakistan Journal of Commerce and Social Sciences (PJCSS) Provided in Cooperation with: Johar Education Society, Pakistan (JESPK) Suggested Citation: Um-e-Laila; Iqbal, Salman; Rasheed, Mamoona (2019) : Abusive supervision and workplace deviance: The moderating role of power distance, Pakistan Journal of Commerce and Social Sciences (PJCSS), ISSN 2309-8619, Johar Education Society, Pakistan (JESPK), Lahore, Vol. 13, Iss. 2, pp. 334-357 This Version is available at: http://hdl.handle.net/10419/200995 Standard-Nutzungsbedingungen: Terms of use: Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Documents in EconStor may be saved and copied for your Zwecken und zum Privatgebrauch gespeichert und kopiert werden. personal and scholarly purposes. Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle You are not to copy documents for public or commercial Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich purposes, to exhibit the documents publicly, to make them machen, vertreiben oder anderweitig nutzen. publicly available on the internet, or to distribute or otherwise use the documents in public. Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, If the documents have been made available under an Open gelten abweichend von diesen Nutzungsbedingungen die in der dort Content Licence (especially Creative Commons Licences), you genannten Lizenz gewährten Nutzungsrechte. may exercise further usage rights as specified in the indicated licence. https://creativecommons.org/licenses/by-nc/4.0/ www.econstor.eu Pakistan Journal of Commerce and Social Sciences 2019, Vol.
    [Show full text]