The influence of HEXACO personality factors and job demands on counterproductive work behaviour

Van der Westhuizen, Jani (2019-04)

Thesis (MCom)--Stellenbosch University, 2019.

Thesis

ENGLISH SUMMARY : Job performance consists of three equally important broad performance domains: task performance, organisational citizenship behaviour and counterproductive work behaviour (CWB) (Viswesvaran & Ones, 2000). Thus, CWB is regarded as important for work effectiveness. Despite advances in clarifying what drives CWB, there is a lack of consensus in the literature on the extent to which specific personality traits are of potential use to predict CWB. Additionally, the role of certain job demands’ moderating effects has also received little attention. The objective of this study was, firstly, to determine which antecedents play a primary role in determining CWB. Through an investigation of the relevant literature it was determined that, although job characteristics play an important role, personality remains the main primary antecedent involved in explaining the occurrence of CWB. Consequently, the investigation revolved around finding evidence on whether certain personality traits have an impact on the likelihood of an individual resorting to CWB, which can be exacerbated by certain demands at work. More specifically, the honesty-humility personality factor was considered as the possible trait that can explain the tendency to display deviant behaviours more accurately than previously believed traits. Lastly, the roles of specific job demands, including work overload and job insecurity, were investigated in the proposed model. Based on the review of the literature, hypotheses were formulated. A conceptual model depicting the relationships was also developed and tested with an ex post facto correlation design. The sample consisted of 180 professional individuals from various industries in South Africa to ensure that different occupations and levels of job demands were considered. Furthermore, this was done to ensure a wide spread investigation into the importance of certain personality factors that can be identified in relation to an important part of job performance such as CWB. A self-administered web-based survey was used for collecting the data. Participation was voluntary. The data collected was strictly confidential and anonymous. Several valid and reliable measurement instruments were used to measure the specific latent variables. A series of Partial Least Square (PLS) Analyses was performed to test the antecedent model of CWB. Of the ten hypotheses formulated in the study, four were found to be significant. The reason for the non-significant hypotheses could be attributed to a multitude of reasons outside the scope of the present study. Of the direct relationships with CWB that were explored, honesty-humility, conscientiousness, and work relationship overload yielded significant results, in accordance with previous research. Conscientiousness was furthermore shown to buffer the relationship between work relationship overload and CWB. This study has contributed positively to the existing body of knowledge on CWB by having looked in-depth into and providing valuable understanding of the relationship between the identified personality traits, job demands, and CWB. In addition, this study focused on the implications for the human resources profession in dealing with CWB in the workplace and suggested various interventions that HR professionals, industrial psychologists, and leaders could apply to eliminate and minimise CWB. The limitations and recommendations for future research were discussed and suggestions were also made. This research study only commenced once ethical clearance was obtained from the Research Ethics Committee of Stellenbosch University (Appendix A).

AFRIKAANSE OPSOMMING : Werkprestasie word gesien dat dit bestaan uit drie ewe belangrike breë prestasie domeine: taakprestasie, organisatoriese burgerskapgedrag en teenproduktiewe werkgedrag (CWB) (Viswesvaran & Ones, 2000). CWB word dus as belangrik beskou vir werk effektiwiteit. Ten spyte van vooruitgang in die verduideliking van wat CWB dryf, is daar ’n gebrek aan konsensus in die literatuur oor die mate waarin spesifieke persoonlikheidseienskappe van potensiële nut is om CWB te voorspel. Daarbenewens het die rol van sekere werkeise se modererende effekte ook min aandag gekry. Die doel van hierdie studie was, eerstens om te bepaal watter antesedente ’n primêre rol speel in die bepaling van CWB. Deur middel van ’n ondersoek van die relevante literatuur is vasgestel dat, hoewel werkskenmerke ’n belangrike rol speel, persoonlikheid die belangrikste primêre veranderlike is vir die verduideliking van die voorkoms van CWB. Gevolglik gaan die ondersoek om getuienis oor die vraag of sekere persoonlikheidseienskappe ’n impak het op die waarskynlikheid van ’n individu wat tot CWB toevlug, aangesien dit deur sekere eise by die werk vererger kan word. Meer spesifiek is die persoonlikheidsfaktor van “honesty-humility” beskou as die moontlike eienskap wat die neiging om afwykende gedrag meer akkuraat te kan weergee in vergelyking met voorheen aanvaarde eienskappe. Laastens is die rol van spesifieke werkvereistes (werksoorlading en werksonsekerheid) in die voorgestelde model ondersoek. Op grond van hierdie oorsig van die literatuur is hipoteses geformuleer. ’n Konseptuele model wat die verhoudings uitbeeld, is ontwikkel en getoets met behulp van ’n ex post facto korrelasie-ontwerp. Die steekproef het bestaan uit 180 professionele individue uit verskeie bedrywe in Suid-Afrika om te verseker dat verskillende beroepe en vlakke van beroepseise oorweeg kan word. Verder is dit gedoen om ’n wydverspreide ondersoek te verseker na die belangrikheid van sekere persoonlikheidsfaktore wat hoogs gesog is in werknemers, geïdentifiseer kan word met betrekking tot ’n belangrike deel van werksprestasie. ’n Self-toegediende web-gebaseerde opname is gebruik vir die versameling van die data en deelname aan die studie was vrywillig. Die data wat ingesamel is, was streng vertroulik en anoniem. Verskeie geldige en betroubare meetinstrumente is gebruik om die spesifieke latente veranderlikes te meet. ’n Reeks Gedeeltelike Kleinste Plein (PLS) -ontledings is uitgevoer om die voorgeskrewe model van CWB te toets. Uit die tien hipoteses wat in die studie geformuleer is, is vier as betekenisvol bevind. Die nie-betekenisvolle paaie kan toegeskryf word aan ’n verskeidenheid redes buite die omvang van die huidige studie. Van die direkte verhoudings met CWB wat deur die studie ondersoek is, het “honesty-humility”, “conscientiousness”, en “work relationship overload”, in lyn met vorige navorsing, beduidende resultate gelewer. Verder buffer “Consientiousness” die verhouding tussen “work relationship overload” en CWB. Hierdie studie het positief bygedra tot die bestaande kennis van CWB, deur in diepte te kyk en waardevolle begrip te gee van die verhouding tussen die geïdentifiseerde persoonlikheidseienskappe, werkvereistes en CWB. Daarbenewens het hierdie studie gefokus op die praktiese implikasies vir menslike hulpbronbestuur ten opsigte van die hantering van CWB in die werkplek en het verskeie intervensies voorgestel wat menslike hulpbronpraktisyns, bedryfsielkundiges, en leiers kan instel om CWB uit te skakel en te verminder. Die beperkings van die huidige studie is uitgewys en aanbevelings vir toekomstige navorsing is ook bespreek. Hierdie navorsingsstudie is eers geloods nadat etiese klaring van die Navorsingsetiekkomitee van die Universiteit Stellenbosch verkry is (Bylaag A).

Please refer to this item in SUNScholar by using the following persistent URL: http://hdl.handle.net/10019.1/106240
This item appears in the following collections: