Talk:Motivation and emotion/Book/2018/Counterproductive work behaviour

Comments

Looks Great! Just made a couple grammer fixes. Just noticed that when you were using the abreviation of CWB, you began with CWBs. I did not fix anything to do with that. But If you are still editing, I just wanted to point that out. Good Luck! --U3160678 (discuss • contribs) 11:09, 21 October 2018 (UTC)

[Peer contribution Luke O] A great starting point here might be to sure up a robust definition of of what counterproductive behaviour is and more intriguing what motivates this? It may be that from an evolutionary perspectives employees are motivated to engage in counterproductive workplace practices to discredit their peers and hence have an opportunity to gain more resources? Poor communication and lack of conflict resolution skills may lead to counterproductive behaviour why people are motivated to engage in this kind of behaviour [identified factors in the literature] are many and varied use starting theories might include:

• Bandura's Self Efficacy theory

• Game Theory?

It might be useful to hone in on a good fit with one of the mini motivation theories there may be some good ideas on this in the organisational psychology; Management and group work literature. For example theres a process that occurs in group dynamics whereby some of the group members rely on other members of the group to do the work BUT are willing to take credit for getting the task done perhaps this might give weight to some of your argument contrast with productive work behaviour. You could also weave "Groupthink" into your writing which may also be a useful way of illustrating some of your key points Luke O

If you are struggling with studies talking about CWBs, here are a couple of good ones. https://www.sciencedirect.com/science/article/pii/S0191886911002388?via%3Dihub (Acquisitive or protective self-presentation of dark personalities? Associations among the Dark Triad and self-monitoring), https://www.emeraldinsight.com/doi/abs/10.1108/14720700710827176 (Positive and negative deviant workplace behaviors: causes, impacts, and solutions). Good luck for the week!--U3158984 (discuss • contribs) 05:20, 15 October 2018 (UTC)

Heading casing

FYI, the convention on Wikiversity is for lower-cased headings. For example, use: ==Cats and dogs== rather than ==Cats and Dogs== -- Jtneill - Talk - c 07:34, 1 October 2018 (UTC)

Topic development feedback

The topic development has been reviewed according to the marking criteria. Written feedback is provided below, plus there is a general feedback page. Please also check the chapter's page history to check for editing changes made whilst reviewing the chapter plan. Responses to this feedback can be made by starting a new section below and/or contacting the reviewer. Topic development marks are available via UCLearn. Note that marks are based on what was available before the due date, whereas the comments may also be based on all material available at time of providing this feedback.

Title, sub-title, TOC Excellent User page Good Social contribution None summarised on user page Section headings Basic, 2-level, logical structure Key points None provided Image Good Use caption to explain connection between image and one or more key points in the chapter References Good Use APA style (e.g., issue numbers) For latest APA style recommended format for dois see http://blog.apastyle.org/apastyle/2017/03/doi-display-guidelines-update-march-2017.html Resources Good See also - Also include links to related book chapters

-- Jtneill - Talk - c 07:34, 1 October 2018 (UTC)

Resources

I really like the topic you have chosen. I think it can be applicable to many people. Here are a few articles I have found that make help you.

Palmer, J., Komarraju, M., Carter, M., & Karau, S. (2017). Angel on one shoulder: Can perceived organizational support moderate the relationship between the Dark Triad traits and counterproductive work behavior? Personality and Individual Differences, 110(C), 31–37. https://doi.org/10.1016/j.paid.2017.01.018

Carpenter, N., & Berry, C. (2017). Are Counterproductive Work Behavior and Withdrawal Empirically Distinct? A Meta-Analytic Investigation. Journal of Management, 43(3), 834–863. https://doi.org/10.1177/0149206314544743. --- large meta-anaylsis

Fida, R., Paciello, M., Tramontano, C., Fontaine, R., Barbaranelli, C., & Farnese, M. (2015). An Integrative Approach to Understanding Counterproductive Work Behavior: The Roles of Stressors, Negative Emotions, and Moral Disengagement. Journal of Business Ethics, 130(1), 131–144. https://doi.org/10.1007/s10551-014-2209-5. -- I have done research on moral disengagement in the past. I believe it is a fairly big consquence.

An additional thought I had was that most of counterproductive work behaviour, I assume, will be based on workplaces. It may be of interest to do a section or little box on univeristy study work. This is if there is research out there on that. Well done. TaylorMal (discuss • contribs) 23:10, 17 October 2018 (UTC)

Sub-headings and references

Hello,

I agree with Taylor, I like how broad your topic is and how applicable it is to the general population! One thing I considered whilst reading your book chapter was whether counter productive behaviour such as procrastination, can be a good thing? the general consensus is that it is bad, and people shouldn't do it, but I figure if so many people do it then there must be something positive within it? I found the following article when I searched 'positive aspects of procrastination' into google scholar which may be helpful.

Chu, A. H. C., Choi, J. N. (2005). Rethinking procrastination: Positive effects of "active" procrastination behavior on attitudes and performance. The Journal of Social Psychology, 145, 245-264. https://doi.org/10.3200/SOCP.145.3.245-264

In my search I also found articles examining the association between perfectionism and procrastination, with the following studies finding that the higher ones perfectionism, the higher their level of procrastination.

Walsh, J. J., & Godwin, A. (2002). Individual differences in statistics anxiety: the roles of perfectionism, procrastination and trait anxiety. Personality and Individual Differences, 33, 239-251. https://doi.org/10.1016/S0191-8869(01)00148-9

Flett, G. L., Blankstein, K. R., Hewit, P. L., & Koledin, S. (1992). Components of perfectionism and procrastination in college students. Social Behavior and Personality: an International Journal, 20, 85-94. https://doi.org/10.2224/sbp.1992.20.2.85

You may want to do like a pro's and con's of procrastination section, or within the 'procrastination' heading that you have - include positive aspects and negative aspects. This may demonstrate that you have a deeper understanding of the topic if you consider both sides of the research. Also, you might want to have a heading of procrastination and perfectionism since there seems to be a lot of research surrounding this. You can also relate this to mental health as perfectionism tends to be associated with anxiety.

I hope this help! Good luck with it.

--Ju3141393 (discuss • contribs) 06:46, 18 October 2018 (UTC)

Suggestion

Sounds like an interesting topic, keep up the good work. Although you have been given great suggestions and references by others, I thought I would contribute one that I found really interesting and relevant to your topic:

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. doi: 10.1007/s10551-015-2573-9.

It suggests that employees who are dissatisfied in the workplace engage in counterproductive work behaviour in order to feel better. This could be a great theory to add to your chapter, if you haven't already.

Best of luck --Abbsu3163507 (discuss • contribs) 22:28, 18 October 2018 (UTC)

Chapter review and feedback

This chapter has been reviewed according to the marking criteria. Written feedback is provided below, plus there is a general feedback page. Please also check the chapter's page history to check for editing changes made whilst reviewing through the chapter. Responses to this feedback can be made by starting a new section below and/or contacting the reviewer. Chapter marks will be available later via Moodle, along with social contribution marks and feedback. Keep an eye on Announcements.

Overall Overall, this is a solid chapter that provides good coverage of theory and research. The main area for improvement would be the quality of written expression, particularly grammar. There is also more room in the conclusion for suggesting practical take-home messages for employers and employees. Sub-title was incorrect; now fixed For additional feedback, see comments below and these copyedits. Theory Several relevant theories are described, and explained. Research Relevant research is well reviewed and discussed in relation to theory. Greater emphasis on effect sizes and major reviews and meta-analyses could be helpful. Written expression Written expression The chapter benefited from a well developed Overview, however the Conclusion could be stronger, with practical take-home messages. The quality of written expression is not of professional standard due to many grammar issues. In particularly, I recommend taking time out to learn about when and how to use commas. Layout See earlier comments about heading casing. Sections which include sub-sections should also include an introductory paragraph (which doesn't need a separate heading) before branching into the sub-headings. Learning features Use in-text interwiki links, rather than external links. Basic use of images. No use of tables. Excellent use of quizzes. No use of case studies. Spelling, grammar, and proofreading. The grammar for some sentences could be improved (e.g., see the tags). Check and correct use of commas. Use serial commas. Check and correct use of ownership apostrophes (e.g., individuals vs. individual's). APA style Numbers under 10 should be written in words (e.g., five); numbers 10 and over should be written in numbers (e.g., 10). Citations A serial comma is needed before "&" or "and" for citations involving three or more authors. A full stop is needed after et al. Use ampersand (&) inside brackets and "and" outside brackets. References are not in full APA style e.g., Check and correct capitalisation.

Multimedia feedback

The accompanying multimedia presentation has been marked according to the marking criteria. Marks are available via the unit's Canvas site. Written feedback is provided below, plus see the general feedback page. Responses to this feedback can be made by starting a new section below. If you would like further clarification about the marking or feedback, contact the unit convener.

Overall Overall, this is an excellent presentation that makes effective use of animation. Structure and content Well selected and structured content - not too much or too little. The presentation is well structured (Title, Overview, Body, Conclusion). Communication The presentation is fun, easy to follow, and interesting to watch and listen to. Visual and audio communication is excellent. Production quality The full chapter title and sub-title are not used in the video title or opening slide - this would help to clearly convey the purpose of the presentation. Audio and video recording quality was excellent.

-- Jtneill - Talk - c 00:52, 14 November 2018 (UTC)