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The Relationship between OCB, CWB, J...

Neale, Catherine Anne,

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The Relationship between OCB, CWB, Job Crafting, Values, and Personality: The Dark Side of Job Crafting /

Record Type:	Electronic resources : Monograph/item
Title/Author:	The Relationship between OCB, CWB, Job Crafting, Values, and Personality: The Dark Side of Job Crafting // Catherine Anne Neale.
Author:	Neale, Catherine Anne,
Description:	1 electronic resource (83 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 81-03, Section: B.
Contained By:	Dissertations Abstracts International81-03B.
Subject:	Personality psychology. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27529084
ISBN:	9781085646581

The Relationship between OCB, CWB, Job Crafting, Values, and Personality: The Dark Side of Job Crafting /
Neale, Catherine Anne,

The Relationship between OCB, CWB, Job Crafting, Values, and Personality: The Dark Side of Job Crafting /Catherine Anne Neale. - 1 electronic resource (83 pages)

Source: Dissertations Abstracts International, Volume: 81-03, Section: B.

In the existing literature, job crafting, the individualized initiative to personalize one's work, is typically thought of as a positive and beneficial predictor, moderator, mediator, and outcome for organizations (Lu, Wang, Lu, Du, & Bakker, 2014; Oldham & Hackman, 2010; Tims & Bakker, 2010). In addition, like most performance measurement in the field, existing instruments measure the occurrence of job crafting behaviors without explicitly measuring the intentions behind the behaviors. There is the possibility that an individual could engage in seemingly prosocial behavior, but be doing it for their gain. Doing good for malicious purposes is qualitatively different than doing good for its own sake, and this is not currently measured. Study 1 developed a new measure of job crafting, looking at both "dark" and "bright," prevention-oriented and promotion-oriented, and task and relationship job crafting using the frame-of-reference effect, allowing for improved understanding of the intentionality behind job crafting behaviors (Lievens, Corte, & Schollaert, 2008). Two independent samples showed support for the hypothesized forms of job crafting strategies (Study 1: n = 452 employees from Amazon's Mechanical Turk: Study 2: n = 376 employees from Amazon's Mechanical Turk). Also, Study 2 links the newly constructed job crafting measure with commonly examined predictors and outcomes, including individual needs, the Dark Triad, conscientiousness, counterproductive work behaviors (CWBs), and organizational citizenship behaviors (OCBs). Results reveal that items with the same stems and different appendages tapping into intentionality operate differently in terms of their relationships with predictors and performance variables. The findings suggest that that the intentionality behind job crafting behaviors is predicted differentially by individual needs (relatedness and competence; Deci & Ryan, 2000) as well as personality traits (the Dark Triad and conscientiousness). Bright job crafting is more associated with engagement in OCBs while dark job crafting is more associated with engagement in CWBs. Interestingly, OCBs and CWBs are significantly related, as are dark job crafting and bright job crafting, further supporting prior research that behavior in individuals is not limited to a continuum of "dark" or "bright," and behavior that harms and helps the organization can be enacted by the same individual simultaneously (Dalal, 2005; Spector, Bauer, & Fox, 2010). The present paper begins to expand on a previously unexamined dimension behind performance measurement.

English

ISBN: 9781085646581Subjects--Topical Terms:

2144789
Personality psychology.
Subjects--Index Terms:

Job performance measurement

The Relationship between OCB, CWB, Job Crafting, Values, and Personality: The Dark Side of Job Crafting /
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100 1 $a Neale, Catherine Anne, $e author. $3 3827848
245 1 0 $a The Relationship between OCB, CWB, Job Crafting, Values, and Personality: The Dark Side of Job Crafting / $c Catherine Anne Neale.
264 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2019
300 $a 1 electronic resource (83 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Dissertations Abstracts International, Volume: 81-03, Section: B.
500 $a Advisors: Pond, Samuel; Craig, Stephen; Cryer-Coupet, Qiana; Gillan, Douglas; Wilson, Mark.
502 $b Ph.D. $c North Carolina State University $d 2019.
520 $a In the existing literature, job crafting, the individualized initiative to personalize one's work, is typically thought of as a positive and beneficial predictor, moderator, mediator, and outcome for organizations (Lu, Wang, Lu, Du, & Bakker, 2014; Oldham & Hackman, 2010; Tims & Bakker, 2010). In addition, like most performance measurement in the field, existing instruments measure the occurrence of job crafting behaviors without explicitly measuring the intentions behind the behaviors. There is the possibility that an individual could engage in seemingly prosocial behavior, but be doing it for their gain. Doing good for malicious purposes is qualitatively different than doing good for its own sake, and this is not currently measured. Study 1 developed a new measure of job crafting, looking at both "dark" and "bright," prevention-oriented and promotion-oriented, and task and relationship job crafting using the frame-of-reference effect, allowing for improved understanding of the intentionality behind job crafting behaviors (Lievens, Corte, & Schollaert, 2008). Two independent samples showed support for the hypothesized forms of job crafting strategies (Study 1: n = 452 employees from Amazon's Mechanical Turk: Study 2: n = 376 employees from Amazon's Mechanical Turk). Also, Study 2 links the newly constructed job crafting measure with commonly examined predictors and outcomes, including individual needs, the Dark Triad, conscientiousness, counterproductive work behaviors (CWBs), and organizational citizenship behaviors (OCBs). Results reveal that items with the same stems and different appendages tapping into intentionality operate differently in terms of their relationships with predictors and performance variables. The findings suggest that that the intentionality behind job crafting behaviors is predicted differentially by individual needs (relatedness and competence; Deci & Ryan, 2000) as well as personality traits (the Dark Triad and conscientiousness). Bright job crafting is more associated with engagement in OCBs while dark job crafting is more associated with engagement in CWBs. Interestingly, OCBs and CWBs are significantly related, as are dark job crafting and bright job crafting, further supporting prior research that behavior in individuals is not limited to a continuum of "dark" or "bright," and behavior that harms and helps the organization can be enacted by the same individual simultaneously (Dalal, 2005; Spector, Bauer, & Fox, 2010). The present paper begins to expand on a previously unexamined dimension behind performance measurement.
546 $a English
590 $a School code: 0155
650 4 $a Personality psychology. $3 2144789
650 4 $a Behavioral psychology. $3 2122788
650 4 $a Quantitative psychology. $3 2144748
650 4 $a Occupational psychology. $3 2122852
653 $a Job performance measurement
690 $a 0632
690 $a 0624
690 $a 0625
690 $a 0384
710 2 $a North Carolina State University. $e degree granting institution. $3 3765716
720 1 $a Pond, Samuel $e degree supervisor.
720 1 $a Craig, Stephen $e degree supervisor.
720 1 $a Cryer-Coupet, Qiana $e degree supervisor.
720 1 $a Gillan, Douglas $e degree supervisor.
720 1 $a Wilson, Mark $e degree supervisor.
773 0 $t Dissertations Abstracts International $g 81-03B.
790 $a 0155
791 $a Ph.D.
792 $a 2019
856 4 0 $u https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27529084