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Unravelling the relationship between implicit aggressiveness and counterproductive work behavior: the role of job attitudes. / Mitja Ružojčić, Zvonimir Galić.

By: Ružojčić, Mitja.
Contributor(s): Galić, Zvonimir [aut].
Material type: ArticleArticleDescription: 943-943 str.Other title: Unravelling The Relationship Between Implicit Aggressiveness And Counterproductive Work Behavior: The Role Of Job Attitudes [Naslov na engleskom:].Subject(s): 5.06 | none | none In: 18th congress of European Association of Work and Organizational Psychology str. 943-943Abstract: Content: Purpose: Recent findings show that implicit, unconscious aggressiveness, as measured by the Conditional Reasoning Test for Aggression (CRT-A ; James & LeBreton, 2012), predicts counterproductive work behaviors (CWBs) over and above self-reported personality measures. However, it is not clear how employees justify behavior that stem from their unconscious aggressive tendencies. Following the assumptions of social exchange theory, we expected to show that implicitly aggressive employees develop unfavorable job attitudes that help them to keep positive self-regard while engaging in CWBs. Design/Methodology: A sample of 341 employees from various Croatian organizations completed the research battery consisting of the CRT-A, a battery of job attitudes (organizational justice, instrumentality, organizational commitment, and job satisfaction), and a measure of CWBs. We also collected other- reports of CWBs from the participants’ coworkers. Results: Regression analyses with bias- corrected bootstrapped estimates of indirect effects showed that instrumentality and job satisfaction partially mediated the relationship between implicit aggressiveness and self-reported CWBs. However, we failed to replicate the mediation effect using other- reported CWBs as criteria. Limitations: The cross-sectional research design limits our ability to infer casual relationships between the constructs. Research/Practical implications: Our results suggest that one way of preventing implicitly aggressive individuals to engage in CWBs is through monitoring and management of their job attitudes. Originality/Value: Our study adds to the understanding of the mechanisms through which implicit personality affects CWBs by showing that implicitly aggressive individuals justify their engagement in CWBs by forming unfavorable attitudes towards the job and the organization.
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Content: Purpose: Recent findings show that implicit, unconscious aggressiveness, as measured by the Conditional Reasoning Test for Aggression (CRT-A ; James & LeBreton, 2012), predicts counterproductive work behaviors (CWBs) over and above self-reported personality measures. However, it is not clear how employees justify behavior that stem from their unconscious aggressive tendencies. Following the assumptions of social exchange theory, we expected to show that implicitly aggressive employees develop unfavorable job attitudes that help them to keep positive self-regard while engaging in CWBs. Design/Methodology: A sample of 341 employees from various Croatian organizations completed the research battery consisting of the CRT-A, a battery of job attitudes (organizational justice, instrumentality, organizational commitment, and job satisfaction), and a measure of CWBs. We also collected other- reports of CWBs from the participants’ coworkers. Results: Regression analyses with bias- corrected bootstrapped estimates of indirect effects showed that instrumentality and job satisfaction partially mediated the relationship between implicit aggressiveness and self-reported CWBs. However, we failed to replicate the mediation effect using other- reported CWBs as criteria. Limitations: The cross-sectional research design limits our ability to infer casual relationships between the constructs. Research/Practical implications: Our results suggest that one way of preventing implicitly aggressive individuals to engage in CWBs is through monitoring and management of their job attitudes. Originality/Value: Our study adds to the understanding of the mechanisms through which implicit personality affects CWBs by showing that implicitly aggressive individuals justify their engagement in CWBs by forming unfavorable attitudes towards the job and the organization.

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