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The majority of people do not know what counterproductive work behavior is. [2] Counterproductive work behavior is the act that employees have against the organizations that do harm or violate the work production. Some examples of Counterproductive work behavior would include passive actions such as not working to meet date line or faking ...
Organizational behavior or organisational behaviour (see spelling differences) is the "study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself". [1] Organizational behavioral research can be categorized in at least three ways: [2] individuals in organizations ...
A 2017 UK study found that companies with leaders who show "psychopathic characteristics" destroy shareholder value, tending to have poor future returns on equity. [4] Academics refer to psychopaths in the workplace individually variously as workplace psychopaths or successful psychopaths, depending on the context. [5]
Verbal, behavioral and physical artifacts are the surface manifestations of organizational culture. [82] Technology and art exhibited by members of an organization are examples of physical artifacts. Rituals (myths, stories, and sagas) are artifacts that convey organizational history and influence member understanding of values and beliefs.
Workplace aggression is a specific type of aggression which occurs in the workplace. [1] [2] Workplace aggression is any type of hostile behavior that occurs in the workplace. [3] [1] [4] It can range from verbal insults and threats to physical violence, and it can occur between coworkers, supervisors, and subordinates.
Counterproductive work behavior (CWB) is employee's behavior that goes against the legitimate interests of an organization. [1] This behavior can harm the organization, other people within it, and other people and organizations outside it, including employers, other employees, suppliers, clients, patients and citizens.
More recently, many different variables have been examined in the effort to determine the antecedents of OCB. Commonly studied antecedents of OCB are job satisfaction, perceptions of organizational justice, organizational commitment, personality characteristics, task characteristics, and leadership behavior. These antecedents have been analyzed ...
Albanese (1989): Competence is made of individual characteristics which are used to effect an organization's management. Woodruff (1991): Competence is a combination of two topics: personal competence and personal merit at work. Personal merit refers to the skill a person has in a particular work environment.