The authors examined how the interaction between perceived unfairness and episodic envy predicts interpersonal counterproductive work behaviors toward the envied other. In 2 studies using different samples and methods to elicit envy, predictions were compared based on the social exchange and attribution models of fairness. The results support the social exchange model of fairness, showing that ...

Counterproductive work behaviors (CWB) are a set of volitional actions that stem from an intention to harm organizations and their stakeholders (e.g., employees, clients, investors). While, increasingly, more research has been conducted with the aim explain, predict prevent CWB occurring, very little investigated role motivational constructs such as meaningful in mitigating emergence CWB. The p...

In 2 studies, the authors investigated the popularity of employees at work. They tested a model that positioned personality in the form of core self-evaluations and situational position in the form of communication network centrality as antecedents of popularity and interpersonal citizenship and counterproductive work behaviors received from coworkers as outcomes of popularity. Data from 116 em...

I am grateful to Senior Editor Michael Morris and the anonymous reviewers for their highly constructive and developmental feedback, which significantly strengthened this paper. I also appreciate the helpful feedback provided by Reeshad Dalal and Don Ferrin on an earlier version of this work. Abstract This study integrates research in social networks and interpersonal counterproductive behaviors...

This study focuses on examining the counterproductive behaviors of academics, who have a lesser likelihood to show revanchist acts on account of the characteristics of their professional group, defining the purposes, means, and reasons of revenge, and determining the results of revanchist behaviors. To this end, we conducted a qualitative study on the academics who were working at Turkish state...

This study concerns the validity and fakability of an integrity-based IAT (the IAT-sp); an adaptation of one developed by Fischer and Bates (2008). Data provide evidence for the assessments validity. While less predictive of deviance, the IAT-sp was found to be significantly less easily faked than an explicit integrity assessment. PRESS PARAGRAPH Employee theft and other counterproductive behav...

When used effectively, workplace meetings serve as an invaluable opportunity for coworkers to achieve organizational objectives. However, meetings are often regarded as inefficient, unproductive, and a waste of time. Due to meeting attendee frustration, there can be detrimental impact on employee wellbeing. In this paper, we examine the impact of a specific type of meeting behavior, counterprod...