Akram Hadizadeh Moghaddam; Ali Rezaeian; Gholamali Tabarsa; Hamid Raminmehr
Volume 2, Issue 3 , June 2014, , Pages 65-88
Abstract
“Counterproductive work behaviors” (or deviance behaviors) is a kind of voluntary behaviors that violates organizational norms that reduce the efficiency of organizations and individuals. These behaviors include abusive behavior, deviant behavior, production, sabotage, theft and behaviors ...
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“Counterproductive work behaviors” (or deviance behaviors) is a kind of voluntary behaviors that violates organizational norms that reduce the efficiency of organizations and individuals. These behaviors include abusive behavior, deviant behavior, production, sabotage, theft and behaviors of withdraw or ignoring. Counterproductive work behaviors, has economical, social and psychological costs for organizations. So the main objective of this study is to investigate the causes of this behavior based on the theory of planned behavior. To achieve the research purpose, we handed out 330 standard questionnaires between the employees in different positions. Reliability and validity of the questionnaire were measured using convergent validity, discriminant validity, composite reliability and Cronbach's Alpha. The results of the survey indicate that correlation between constructs (behavioral attitude, mental norm, perceived control, behavioral intention and actual behavior) in theory of planned behavior in MELAT bank completely confirmed (it means all casual relationships confirmed). In another words, people do these behaviors intentionally or with prior purpose. Also the moderator role of fear of punishment was approved in the relationship between intention and actual behavior. It means that if punishment policies and procedures exist in bank and offenders punish severely, people will not show counterproductive work behaviors.
Ali Rezaeian; Mojtaba Gharibi; Elham Erfani Adab
Volume 1, Issue 3 , November 2013, , Pages 35-42
Abstract
There are diffrent viewpoints among scholars on the consequences of workaholism. Some scholars evaluate it as a negative phenomenon and some as a positive phenomenon. Positive consequences of workaholism have been investigated in numerous studies along with its negative consequences. This paper not only ...
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There are diffrent viewpoints among scholars on the consequences of workaholism. Some scholars evaluate it as a negative phenomenon and some as a positive phenomenon. Positive consequences of workaholism have been investigated in numerous studies along with its negative consequences. This paper not only tries to explain this phenomenon and its various dimensions, but also ties to study one of its positive consequences as organizational citizenship behavior. The data were collected by questionnaires and among 340 members of the medical staff of martyr Beheshti Hospital. In order to examine the hypothesis, first of all, Spearman rank correlation test was used to assess correlation. Then, the causal relationship between the variables was examined through structural equation modeling. Findings indicate that there is a positive and significant relationship between workaholism and organizational citizenship behavior and its four dimensions. Moreover, results show that workaholism has positive outcomes such as creation of organizational citizenship behaviors in addition to the negative consequences. This makes a complicated challenge for managers in dealing with this comprehensive phenomenon.
