Assessing the Bipolar Nature of Productive and Counter-Productive Behaviour at Work, 2008-2009

<P>Abstract copyright UK Data Service and data collection copyright owner.</P><br>This project examined employee perceptions of productive (e.g. being courteous, helpful and putting in extra effort) and counter-productive (e.g. theft, verbal abuse, bullying) workplace behaviours, and explored whether they are bi-polar (opposing ends of the same continuum) or multi-dimensional (separate but related concepts). Additionally, the research was framed within a cross-cultural context (UK, The Netherlands, Turkey and Greece) to examine the potential impact of differing values, beliefs and norms on perceptions and extent of engagement in productive and counter-productive behaviours.<br>
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A two-stage mixed-method approach was employed. In the phase one qualitative survey element (not deposited here), a series of semi-structured interviews was conducted with 6-12 employees per country to assess employee experiences and perceptions of productive and counter-productive work behaviour across the four countries. Analysis of the qualitative data suggested themes that were then used as variables within the phase two quantitative survey, which is deposited here.<br>
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For the quantitative survey, an on-line questionnaire was developed for samples of employees in one organisation in each of the four countries, assessing their levels of workplace productive behaviour and counter-productive behaviour, as well as personality, commitment, fairness, perceived organisational support and leadership. The on-line survey was translated into each language by researchers. The on-line survey link was disseminated in the UK and Dutch organisations, whilst paper questionnaires were completed in the Greek and Turkish samples.<br>
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Further information about the project is available from the <a href="http://www.esrcsocietytoday.ac.uk/esrcinfocentre/viewawardpage.aspx?awardnumber=RES-061-25-0066" title = "ESRC Award"> ESRC Award</a> web page.<br/><br><B>Main Topics</B>:<BR><br>The quantitative survey used the Voluntary Workplace Behaviour scale, which measures the following five productive and counter-productive behaviour factors:<br>
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<ul><li>organisationally focused counter-productive behaviour, e.g. theft, absenteeism, lateness, and a lack of effort</li><li>interpersonally focused counter-productive behaviour, e.g. insulting people, spreading rumours, and being aggressive</li><li>organisationally focused productive behaviour, e.g. extra effort, promoting the organisation, volunteering for extra activities, and finding solutions</li><li>interpersonal courtesy, e.g. keeping the peace, treating people fairly, and being courteous and cooperative</li><li>interpersonal helping, e.g. assisting co-workers with their jobs and supporting others</li></ul>The survey also used other scales and methods to measure the following factors:<br>
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<ul><li>personality</li><li>justice</li><li>commitment at work</li><li>perceived organisational support</li><li>leadership</li></ul>