Does your coworker know what you're doing? Convergence of self- and peer-reports of counterproductive work behavior.

By S. Fox, Paul E. Spector, Angeline Goh, Kari Bruursema. 2007

197 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/4054a44a29fb27b46be676b46321c5996c31f4e4

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

An Integrative Approach to Understanding Counterproductive Work Behavior: The Roles of Stressors, Negative Emotions, and Moral Disengagement (2014, background): “However, it should be noted that Fox et al. (2007) demonstrated the convergence between self- and peer-reports of the majority of stressor-emotion model measures.”
Exploring the Relationships Between Perceived Coworker Loafing and Counterproductive Work Behaviors: The Mediating Role of a Revenge Motive (2009, background): “For example, Fox et al. (2007) documented that the correlations between coworker- and self-rated CWB-O and CWB-I were .13 and .47, respectively, while Mount et al. (2006) and Jones (2004) also found low to moderate correlations between supervisor- and self-rated CWB-O and CWB-I (r = .21 and .48; r”
Work engagement as mediator between job characteristics and positive and negative extra-role behaviors (2012, background): “In order to avoid these limitations, future research should be longitudinal (e.g. Hakanen et al., 2008) and also include observer, supervisor or colleague ratings of variables such as WE, OCBs or CWBs (Fox et al., 2007).”
Intelligence Vs. Wisdom: The Love of Money, Machiavellianism, and Unethical Behavior across College Major and Gender (2008, background): “We believe that behavioral intentions and self-reports are adequate surrogate measures of actual unethical behavior (Fox et al., 2007; Jones and Kavanagh, 1996).”
School climate, academic self-efficacy and student achievement (2020, background): “However, empirical evidence suggests these issues are less common than usually assumed (see: Chan, 2009; Fox et al., 2007).”
Experiencing Incivility in Organizations: The Buffering Effects of Emotional and Organizational Support (2012, methodology): “We measured gender-based incivility using 1 item that was created for the present study and 10 items that were selected from a version of Harrell’s (1994) Daily Racist Hassles Scale that was adapted to refer to experiences of gender-related hassles.”