Dissertation
AN EXAMINATION OF NEEDS AND OUTCOMES IN THE CONTEXT OF MANAGERIAL RESPONSES TO COUNTERPRODUCTIVE WORKPLACE BEHAVIOR
Doctor of Philosophy (PhD), Washington State University
01/2016
Handle:
https://hdl.handle.net/2376/108363
Abstract
Following interpersonal counterproductive workplace behaviors (ICWB), affected parties have needs that must be satisfied in order to restore relationships and begin to move beyond the initial transgression (Goodstein & Butterfield, 2010; Shnabel & Nadler, 2008). Parties include victims, offenders, third-party observers, managers, and others. The first two studies included in this dissertation examine how the managers’ response to ICWB satisfies these needs, which then influence individual attitudes and behaviors. The first study utilizes psychological contract theory to argue that employees expect managers to satisfy needs as part of an implicit agreement. The second study examines this phenomenon from a third-party observer’s point of view. Using signaling theory, I argue how managers respond to ICWB serves as a signal that tells individuals how they will be treated if found in a similar situation. When comparing an ignoring/avoiding, punitive, and restorative managerial responses, it is found that victims’ needs are least satisfied with an ignoring/avoiding response, a restorative response better satisfying needs, with punitive responses best satisfying needs. Offenders’ needs are least satisfied with a punitive response, with ignoring/avoiding second, and restorative responses best satisfying needs. For third-parties, I find that an ignoring/avoiding response least satisfies their needs, a punitive response better satisfying needs, and a restorative response best satisfying needs. Additionally, various outcome variables are examined within both studies, including job satisfaction, trust, organizational citizenship behaviors (OCB’s), commitment, revenge and willingness to reconcile. The third study employs an inductive, critical incident methodology to better understand managers’ needs following ICWB and compares how these needs differ between punitive and restorative responses. Four themes, including the need to respond to immediate parties, the need to consider the broad organization, and the need for pro-social behaviors from affected parties, and miscellaneous personal needs emerged from the qualitative study. The findings from these studies improve theoretical knowledge about parties’ needs, lead to further empirical studies in the field of management, and benefit managing practitioners.
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Details
- Title
- AN EXAMINATION OF NEEDS AND OUTCOMES IN THE CONTEXT OF MANAGERIAL RESPONSES TO COUNTERPRODUCTIVE WORKPLACE BEHAVIOR
- Creators
- Nathan Robert Neale
- Contributors
- Kenneth D Butterfield (Advisor)Jerry Goodstein (Committee Member)Thomas M Tripp (Committee Member)
- Awarding Institution
- Washington State University
- Academic Unit
- Carson College of Business
- Theses and Dissertations
- Doctor of Philosophy (PhD), Washington State University
- Number of pages
- 301
- Identifiers
- 99900581632901842
- Language
- English
- Resource Type
- Dissertation