Predicting counterproductive work behavior: Do implicit motives have incremental validity beyond explicit traits?

Predicting counterproductive work behavior: Do implicit motives have incremental validity beyond explicit traits?

This study extends research on the link between personality and Counterproductive Work Behavior (CWB) by investigating whether the implicit Affiliation, Achievement, and Power motives contribute to the prediction of CWB beyond basic personality traits. Employees high in Affiliation, Achievement, and...

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Bibliographic Details
Main Authors: RUNGE, J. Malte, LANG, Jonas W. B., ZETTLER, Ingo, LIEVENS, Filip
Format: text
Language:English
Published: Institutional Knowledge at Singapore Management University 2020
Subjects:
Counterproductive work behavior
Implicit motives
Personality traits
Industrial and Organizational Psychology
Organizational Behavior and Theory
Online Access:https://ink.library.smu.edu.sg/lkcsb_research/6617
https://ink.library.smu.edu.sg/context/lkcsb_research/article/7616/viewcontent/Predicting_CPW_sv.pdf
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Institution: Singapore Management University
Language: English
Description
Summary:This study extends research on the link between personality and Counterproductive Work Behavior (CWB) by investigating whether the implicit Affiliation, Achievement, and Power motives contribute to the prediction of CWB beyond basic personality traits. Employees high in Affiliation, Achievement, and Power motives may disengage from CWB because it is not rewarding and thwarts goal attainment. In Study 1 (N = 263), we found that Affiliation predicted self-rated CWB beyond traits. In Study 2 (N = 121), we found that Affiliation and Power predicted supervisor-rated CWB. Our findings thus suggest to also consider implicit motives as personality determinants of CWB.

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