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| Title | Shifting between counterproductive work behavior and organizational citizenship behavior: The effects of workplace support and engagement. |
| Creator | 胡悅倫 Hu, Yueh-Luen 洪兆祥 Hung, Chao-Hsiang Ching, Gregory S |
| Contributor | 教育系 |
| Key Words | work attitude; teacher; deviant behavior; support; counterproductive work behavior; organizational citizenship behavior; job engagement; latent mediator |
| Date | 2017-10 |
| Date Issued | 23-Apr-2018 14:06:28 (UTC+8) |
| Summary | Organizational behavior studies have noted the positive effects of perceived support and employees’ engagement towards the overall institutional performance. However, recent studies suggest that both the positive organizational citizenship behavior (OCB) and the negative counterproductive work behavior (CWB) are also highly affected by job engagement. In the academic setting, maintaining a well-balanced work place is highly important. Recent studies in Taiwan have noted the moderate occurrence of CWBs within the academic setting; as students are greatly influenced by their teachers, it is imperative that CWBs be kept to a minimum. In light of the above-mentioned issues, the current study shall present the findings in determining the inter-relationships between perceived support (PS), job engagement (JE), OCB, and CWB Taiwan (CWB-T) model. Participants are 1,074 teachers from Taiwan. Structured equation modelling (SEM) was used to analyze the proposed mediation model. Instrument used are Hu, Hung, and Ching’s (2015) CWB Taiwan scale, Eisenberger, Stinglhamber, Vandenberghe, Sucharski, and Rhoades’ (2002) perceived support, Saks’ (2006) job engagement, and Lee and Allen’s (2002) organizational citizenship behavior. Lastly, findings suggest that job engagement seem to provide a negative effect on CWB-T, while at the same time provide a positive effect on OCB. In sum, appropriate organizational support is much needed in order to enhance workplace engagement. It is hoped that by pin-pointing the various determinants of CWBs, a clear understanding of the inter-relationships among the factors can be establish. |
| Relation | International Journal of Research Studies in Education, Volume 6 Issue 4, 37-56 |
| Type | article |
| DOI | http://dx.doi.org/10.5861/ijrse.2016.1632 |
| dc.contributor | 教育系 | zh_TW |
| dc.creator (作者) | 胡悅倫 | zh_TW |
| dc.creator (作者) | Hu, Yueh-Luen | en_US |
| dc.creator (作者) | 洪兆祥 | zh_TW |
| dc.creator (作者) | Hung, Chao-Hsiang | en_US |
| dc.creator (作者) | Ching, Gregory S | en_US |
| dc.date (日期) | 2017-10 | |
| dc.date.accessioned | 23-Apr-2018 14:06:28 (UTC+8) | - |
| dc.date.available | 23-Apr-2018 14:06:28 (UTC+8) | - |
| dc.date.issued (上傳時間) | 23-Apr-2018 14:06:28 (UTC+8) | - |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/116917 | - |
| dc.description.abstract (摘要) | Organizational behavior studies have noted the positive effects of perceived support and employees’ engagement towards the overall institutional performance. However, recent studies suggest that both the positive organizational citizenship behavior (OCB) and the negative counterproductive work behavior (CWB) are also highly affected by job engagement. In the academic setting, maintaining a well-balanced work place is highly important. Recent studies in Taiwan have noted the moderate occurrence of CWBs within the academic setting; as students are greatly influenced by their teachers, it is imperative that CWBs be kept to a minimum. In light of the above-mentioned issues, the current study shall present the findings in determining the inter-relationships between perceived support (PS), job engagement (JE), OCB, and CWB Taiwan (CWB-T) model. Participants are 1,074 teachers from Taiwan. Structured equation modelling (SEM) was used to analyze the proposed mediation model. Instrument used are Hu, Hung, and Ching’s (2015) CWB Taiwan scale, Eisenberger, Stinglhamber, Vandenberghe, Sucharski, and Rhoades’ (2002) perceived support, Saks’ (2006) job engagement, and Lee and Allen’s (2002) organizational citizenship behavior. Lastly, findings suggest that job engagement seem to provide a negative effect on CWB-T, while at the same time provide a positive effect on OCB. In sum, appropriate organizational support is much needed in order to enhance workplace engagement. It is hoped that by pin-pointing the various determinants of CWBs, a clear understanding of the inter-relationships among the factors can be establish. | en_US |
| dc.format.extent | 293738 bytes | - |
| dc.format.mimetype | application/pdf | - |
| dc.relation (關聯) | International Journal of Research Studies in Education, Volume 6 Issue 4, 37-56 | |
| dc.subject (關鍵詞) | work attitude; teacher; deviant behavior; support; counterproductive work behavior; organizational citizenship behavior; job engagement; latent mediator | en_US |
| dc.title (題名) | Shifting between counterproductive work behavior and organizational citizenship behavior: The effects of workplace support and engagement. | en_US |
| dc.type (資料類型) | article | |
| dc.identifier.doi (DOI) | 10.5861/ijrse.2016.1632 | |
| dc.doi.uri (DOI) | http://dx.doi.org/10.5861/ijrse.2016.1632 |