Organizational Psychology

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ACKNOWLEDGEMENT

I would like to take this chance for thanking my research facilitator, friends & family for support they provided & their belief in me as well as guidance they provided without which I would have never been able to do this research.



DECLARATION

I, (Your name), would like to declare that all contents included in this thesis/dissertation stand for my individual work without any aid, & this thesis/dissertation has not been submitted for any examination at academic as well as professional level previously. It is also representing my very own views & not essentially which are associated with university.

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Table of contents

ACKNOWLEDGEMENTII

DECLARATIONIII

CHAPTER 01: INTRODUCTION1

Background of the Study1

Significance of the Study1

Problem Statement2

Aims and Objective of the Study2

CHAPTER 02: LITERATURE REVIEW3

Counterproductive Work Behaviours3

360 Degree Performance Appraisal Systems5

Counterproductive Work Behaviour Variables6

Counterproductive Work Behaviour Direction6

CHAPTER 03: RESEARCH METHODOLOGY8

Research Design8

Search Technique9

Secondary Research10

CHAPTER 04: DISCUSSION11

CHAPTER 05: CONCLUSION12

REFERENCES13

CHAPTER 01: INTRODUCTION

Background of the Study

Perpetrators of large scale acts of employee theft or wrong-doing often find them selves receiving unwanted attention, including media coverage or even prison sentences. Individuals frequently witness behaviours committed by co workers that are against company rules or even illegal. Reactions to witnessing such actions can range from cognitive appraisals, such as believing the action deserves to be punished, to peer reporting. Although the media tends to focus on the legal consequences of counterproductive work behaviours, psychological research has focused more on using individual and situational characteristics to predict these behaviours. This research analyzes the Counterproductive Work Behaviours (CWB) of employees under the light of organisational psychology.

Significance of the Study

Counterproductive Work Behaviours CWBs are most often smaller acts, such as petty theft, rather than individuals embezzling large sums of money. The changing nature of work also necessitates research on CWBs. The need for civility between individuals becomes more important as interactions at work increase in both complexity and frequency, which has become the case in many industries and occupations, so this study will be a significant contribution to the existing literature.

Problem Statement

Counterproductive work behaviour is defined as a voluntary behaviour that violates significant organizational norms and in doing so threatens the well-being of an organization, its members, or both. It is important to study third parties in regards to CWBs because work is a social context. When an individual engages in a CWB, the effects are not limited to the individual and the organization; the behaviour might also affect co-workers, customers or other third parties.

Aims and Objective of the Study

The current study focuses on the reactions of third parties when they witness counterproductive work behaviour (CWB). This study examines two characteristics of the CWB that should be positively related to negative peer reactions: behaviour seriousness and outcome severity. In addition, potential moderators are examined. First, awareness that the individual committing the CWB has suffered an organizational injustice is hypothesized to mitigate the third party's negative reaction. Secondly, it is also expected that high levels of conscientiousness, belief in a just world, and negative affect will strengthen the relationship between the CWB variables and peer reaction ...