Counterproductive work behavior among the public service sector employees in Dubai, United Arab Emirates
Counterproductive work behavior is a major problem for organizations all over the world. It leads to negative outcomes and costs a lot for the companies. Despite the ubiquity of this issue, research works on the antecedents of counterproductive work behavior are very few. So the present research...
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| Format: | Thesis |
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| Language: | English |
| Subjects: | |
| Online Access: | http://dspace.unimap.edu.my:80/xmlui/bitstream/123456789/77313/2/Page%201-24.pdf http://dspace.unimap.edu.my:80/xmlui/bitstream/123456789/77313/3/Full%20text.pdf http://dspace.unimap.edu.my:80/xmlui/bitstream/123456789/77313/4/Declaration%20Form.pdf |
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| Summary: | Counterproductive work behavior is a major problem for organizations all over the world.
It leads to negative outcomes and costs a lot for the companies. Despite the ubiquity of this
issue, research works on the antecedents of counterproductive work behavior are very few.
So the present research aims at exploring the factors leading to counterproductive work
behavior. From the existing literature review, organizational justice and personality traits
have been chosen to examine as the potential antecedents of counterproductive work
behavior. While power distance was used as the moderator in the relationship between
organizational justices and counterproductive work behavior and perceived organizational
support as the moderator in the relationship between personality traits and
counterproductive work behavior. For the purpose of the study, data were collected from
the public civil servants of department of economic development in Dubai, UAE using the
proportionate stratified random sampling. The collected data were analyzed using partial
least square structural equation modeling technique with the help of smart PLS software.
The statistical findings showed that procedural, distributive and interactional justices are
significant factors that might hinder counterproductive work behavior; while emotional
stability, a personality trait was also found to be significantly and negatively correlated
with counterproductive work behavior. Findings revealed that power distance had
moderating effects in the relationship between organizational justices and
counterproductive work behavior; and perceived organizational support had moderating
effects in reducing organizational deviant behaviors in conjunction with agreeableness and
consciousness. The output of this study will provide significant insights regarding the
causes of CWBs in organizations. If organizations understand the reasons of CWBs, they
can work proactively to avoid such types of occurrences; ensure various steps to improve
the relationships with the employees so that the employees feel more supported and valued
by them and ultimately deviance behavior will be reduced. The findings of this study will
also help employers to implement recognition programs to help show employees that they
are valued by the organization. |
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