Do other-reports of counterproductive work behavior provide an incremental contribution over self-reports? A meta-analytic comparison.

By Christopher M. Berry, Nichelle C. Carpenter, Clare L Barratt. Journal of Applied Psychology, 2012

645 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Radiological and Ultrasound Technology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/a91b9299919e769b620ea3ee6246f8c855ecbb3b

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Citations in the corpus

A meta-analysis of the relations between personality and workplace deviance: Big Five versus HEXACO (2019, methodology): “1 Previous meta-analyses have shown that the personality domains of Conscientiousness, Agreeableness, and Neuroticism are the best predictors of workplace deviance (Berry, Carpenter, & Barratt, 2012; Berry, Ones, & Sackett, 2007; Salgado, 2002).”
Are Counterproductive Work Behavior and Withdrawal Empirically Distinct? A Meta-Analytic Investigation (2017, methodology): “However, Berry, Carpenter, and Barratt (2012) also suggested that supervisors and coworkers may not be great judges of the enactment of CWB, particularly CWBO; this argument could also extend to withdrawal (e.g., Does a supervisor always know when an employee takes an extralong break or when an…”
A Meta-Analysis of Interpersonal and Organizational Workplace Deviance Research (2019, neutral): “However, we excluded meta-analyses from Table 2 if they did not distinguish between interpersonal and organizational deviance and CWB (e.g., Berry et al., 2012; Dalal, 2005; Hershcovis et al., 2007).”
Development of an individual work performance questionnaire (2012, background): “A recent study by Berry et al. (2012) found that self-reports of CWB are actually more viable than other-ratings, with self-raters reporting engaging in more counterproductive behaviors than other raters reported them engaging in.”
When Do Ethical Leaders Become Less Effective? The Moderating Role of Perceived Leader Ethical Conviction on Employee Discretionary Reactions to Ethical Leadership (2019, background): “These outcomes are important because they are discretionary behaviors under individuals’ control through which employees respond to ethical leadership (Resick et al. 2013) and contribute to or restrain organizational functioning (Berry et al. 2012; Organ et al. 2006).”
What Goes Around Comes Around: Knowledge Hiding, Perceived Motivational Climate, and Creativity (2014, background): “Besides, meta-analytical data suggest that other-reported assessments of counterproductive work behavior do not capture unique and valid incremental variance beyond what self-reports capture and may even assess such behavior more narrowly (Berry et al., 2012).”
Are the emotionally intelligent good citizens or counterproductive? A meta-analysis of emotional intelligence and its relationships with organizational citizenship behavior and counterproductive work behavior. (2017, background): “Our finding also echoes recent research findings (Berry et al., 2012; Carpenter, Berry, & Houston, 2014) that observer-reports of OCB and CWB resemble self-reports of them because observer-reports of OCB and CWB demonstrate very similar nomological networks with selfreports and display negligible in”