RELATIONSHIP OF PERSONALITY TRAITS AND COUNTERPRODUCTIVE WORK BEHAVIORS: THE MEDIATING EFFECTS OF JOB SATISFACTION

By M. K. Mount, R. Ilies, E. Johnson. 2006

767 citations recorded by the source corpus.

This study used path analysis to test a model that posits that relevant personality traits will have both direct relationships with counterproductive work behaviors (CPBs) and indirect relationships to CPBs through the mediating effects of job satisfaction. Based on a sample (n = 141) of customer service employees, results generally supported the hypothesized model for both boss- and self-rated CPBs. Agreeableness had a direct relationship with interpersonal counterproductive work behaviors (CPB-I); Conscientiousness had a direct relationship with organizational counterproductive work behaviors (CPB-O); and, job satisfaction had a direct relationship to both CPB-I and CPB-O. In addition, job satisfaction partially mediated the relationship between Agreeableness and both CPB-O and CPB-I. Overall, results show that personality traits differentially predict CPBs and that employees’ attitudes about their jobs explain, in part, these personality‐behavior associations.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/dff7ede8b9bcb70a33000335e3abd31b77c567bb

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

Citations in the corpus

Effects of trust and psychological contract violation on authentic leadership and organizational deviance (2013, background): “Similarly, individuals who have a negative appraisal of their leader would be more likely to engage in organizational deviant behavior (Mount et al., 2006; Reisel et al., 2010).”
The effect of organizational culture on deviant behaviors in the workplace (2019, unknown): “…that individuals that are emotionally stable, extraverted, accommodating, trusting, and responsible are likely to express lower levels of WDB (Berry, Ones, & Sackett, 2007; Dalal, 2005; Ones, Viswesvaran, & Schmidt, 2003; Mount, Ilies, & Johnson, 2006; Sackett & DeVore, 2001; Salgado, 2002).”
Counterproductive behaviour at work: an investigation into reduction strategies (2010, methodology): “…example, both Western and Eastern researchers have discovered the stronger correlation between employees’ deviant work behaviours and their individual characteristics, such as Big-five personality traits, locus of control and self-esteem (c.f., Dalal 2005; Mount et al. 2006; Smithikrai, in press).”
The Effects of Job Insecurity on Job Satisfaction, Organizational Citizenship Behavior, Deviant Behavior, and Negative Emotions of Employees (2010, background): “…hold that employees who experience job satisfaction are likely to reciprocate through behaviors that contribute to the organization (Barnard 1938; Mount, Ilies, and Johnson 2006; Rousseau 1995), and by contrast, perform behaviors that detract from the organization when they are dissatisfied…”
Bridging the Gap: A Pragmatic Approach to Generating Insider Threat Data (2013, methodology): “We chose these personality variables and their affects according to [10] and [6].”
The effect of centralization on organizational citizenship behavior and deviant workplace behavior in the hospitality industry. (2013, background): “Hence, Mount, Ilies, and Johnson (2006) asserted that those employees who are less satisfied with their jobs are more likely to display both interpersonal and organizational DWB.”
The Relationship Between “Job Satisfaction” and “Job Performance”: A Meta-analysis (2021, background): “(2006), in a study with the statistical population of employees in customer service positions in 10 fast foods and by using path analysis, reported that job satisfaction has a direct impact on job performance (Mount et al., 2006; Oh et al., 2014).”
An Integrative Approach to Understanding Counterproductive Work Behavior: The Roles of Stressors, Negative Emotions, and Moral Disengagement (2014, background): “CWB is an increasingly pervasive and costly phenomenon (Coffin 2003; Greenberg 1990; Mount et al. 2006; Murphy 1993; Vardi and Weitz 2004) and has an impact on organizations in terms of loss of productivity, damage of property, increased turnover and absenteeism, and threatening the organization…”
Counterproductive Work Behavior Among Chinese Knowledge Workers (2012, unknown): “Past studies have found that CWB is moderately and negatively related to OCB (Dalal, 2005; Spector & Fox, 2002), positively related to turnover intention (Hoel et al., 2003), and negatively correlated with JS (Mount et al., 2006).”
Big Five trait predictors of differential counterproductive work behavior dimensions (2010, methodology): “Although thousands of personality traits have been identified (see Goldberg, 1971), the most widely accepted method of assessing personality is with the Big Five taxonomy (Goldberg, 1992; Goldberg & Saucier, 1995; Mount et al., 2006).”