Counterproductive Work Behaviors to Cope With Person-Organization Misfit
DOI:
https://doi.org/10.33423/jop.v24i3.7242Keywords:
organizational psychology, person-organization fit, counterproductive work behaviors, conservation of resources, recruitmentAbstract
A random sample of employees was surveyed to explore the effect of person-organization fit on counterproductive work behaviors. There was a significant negative relationship between person-organization fit and counterproductive work behaviors. A lack of person-organization fit may be construed by employees as a depletion of psychological resource. As the conservation of resources theory (Hofboll, 1989) argues, it appears that employees may have replenished the loss of this psychological resource (person-organization fit) by engaging in counterproductive work behaviors. Consequently, organizations should assess the person-organization fit of all employees and prevent the negative consequences of counterproductive work behaviors. The findings have several implications for practitioners.
References
Burrow, A.L., Hill, P.L., Ratner, K., & Fuller-Rowell, T.E. (2020). Derailment: Conceptualization, measurement, and adjustment correlates of perceived change in self and direction. Journal of Personality and Social Psychology, 118(3), 584–601. https://psycnet.apa.org/doi/10.1037/pspp0000209
Chatman, J.A. (1989). Improving interactional organizational research: A model of person-organization fit. Academy of Management Review, 14(3), 333–349. http://dx.doi.org/10.2307/258171
Ciampa, V., Sirowatka, M., Schuh, S.C., Fraccaroli, F., & Dick, R.V. (2021). Ambivalent identification as a moderator of the link between organizational identification and counterproductive work behaviors. Journal of Business Ethics, 169(1), 119–134. https://doi.org/10.1007/s10551-019-04262-0
Cohen, A., & Diamant, A. (2019). The role of justice perceptions in determining counterproductive work behaviors. The International Journal of Human Resource Management, 30(20), 2901–2924. https://doi.org/10.1080/09585192.2017.1340321
Heider, F. (1958). The Psychology of Interpersonal Relations. New York: John Wiley & Sons. https://psycnet.apa.org/doi/10.1037/10628-000
Hobfoll, S.E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513–524. http://dx.doi.org.eou.idm.oclc.org/10.1037/0003-066X.44.3.513
Iliescu, D., Ispas, D., Sulea, C., & Ilie, A. (2015). Vocational fit and counterproductive work behaviors: A self-regulation perspective. Journal of Applied Psychology, 100(1), 21–39. https://psycnet.apa.org/doi/10.1037/a0036652
Jacobson, R.P., Marchiondo, L.A., Jacobson, K.J.L., & Hood, J.N. (2020). The synergistic effect of descriptive and injunctive norm perceptions of counterproductive work behavior. Journal of Business Ethics, 162(1), 191–209. https://psycnet.apa.org/doi/10.1007/s10551-018-4004-1
Kiazad, K., Seibert, S.E., & Kraimer, M.L. (2014). Psychological contract breach and employee innovation: A conservation of resources perspective. Journal of Occupational and Organizational Psychology, 87(3), 535–556. https://psycnet.apa.org/doi/10.1111/joop.12062
Pindek, S., & Spector, P.E. (2016). Organizational constraints: A meta-analysis of a major stressor. Work & Stress, 30(1), 7–25. https://psycnet.apa.org/doi/10.1080/02678373.2015.1137376
Shoss, M.K., Jundt, D.K., Kobler, A., & Reynolds, C. (2016). Doing bad to feel better? An investigation of within- and between-person perceptions of counterproductive work behavior as a coping tactic. Journal of Business Ethics, 137(3), 571–587. https://psycnet.apa.org/doi/10.1007/s10551-015-2573-9
Spector, P.E., & Zhou, Z.E. (2014). The moderating role of gender in relationships of stressors and personality with counterproductive work behavior. Journal of Business Psychology, 29(4), 669–681. https://psycnet.apa.org/doi/10.1007/s10869-013-9307-8
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(3), 446–460. https://doi.org/10.1016/j.jvb.2005.10.005
Tong, J., Chong, S., Chen, J., Johnson, R.E., & Ren, X. (2020). The interplay of low identification, psychological detachment, and cynicism for predicting counterproductive work behavior. Applied Psychology: An International Review, 69(1), 59–92. https://doi.org/10.1111/apps.12187
Vogel, R.M., Rodell, J.B., & Lynch, J.W. (2016). Engaged and productive misfits: How job crafting and leisure activity mitigate the negative effects of value incongruence. Academy of Management Journal, 59(5), 1561–1584. https://psycnet.apa.org/doi/10.5465/amj.2014.0850
Weiner, B. (1985). An attributional theory of achievement motivation and emotion. Psychological Review, 92(4), 548–573. https://psycnet.apa.org/doi/10.1037/0033-295X.92.4.548
Welbourne, J.L., & Sariol, A.M. (2017). When does incivility lead to counterproductive work behavior? Roles of job involvement, task interdependence, and gender. Journal of Occupational Health Psychology, 22(2), 194–206. https://psycnet.apa.org/doi/10.1037/ocp0000029
Yang, L., Johnson, R.E., Zhang, X., Spector, P.E., & Xu, S. (2013). Relations of interpersonal unfairness with counterproductive work behavior: The moderating role of employee self-identity. Journal of Business Psychology, 28(2), 189–202. https://psycnet.apa.org/doi/10.1037/ocp0000029
