This study explored the impact of customer mistreatment on counterproductive work behavior (CWB) and the moderating role of supervisor responses (self-sacrificial and self-serving leadership) to clarify why customer-directed CWB occurs and how it can be reduced. A sample of 392 customer-facing employees in the USA completed measures assessing the meaningfulness of work and self-sacrificial and self-serving leadership experiences. The meaningfulness of work moderated the relationship between customer mistreatment and employee anger, and a three-way interaction was found between employee anger and self-sacrificial and self-serving leadership on customer-directed CWB. Implications for managing customer mistreatment and fostering meaningful work to promote employee well-being are discussed.

Given the dearth of systematic research and inconclusive results regarding the effectiveness of emotional intelligence (EI) training in adult training, this study was conducted to evaluate the effectiveness of EI training. This study aimed to assess the effectiveness of EI training on learning and transfer outcomes, considering underexplored moderation of social and organizational support with experimental and longitudinal research design. Training transfer was measured through changes in organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). Participants self-assessed their OCB and CWB levels, while their supervisors also provided evaluations, allowing for separate analysis. Data, from a sample comprising 176 government officials, were collected across different periods and analyzed employing diverse analytical tools. The results revealed positive effects of EI training on training outcomes in both samples but positive moderation effect of social and organizational support on the effect of EI training on training outcomes was observed in the self-evaluation sample but not in the supervisor evaluation sample. The findings advance the debate on social exchange theory and organizational support theory by showing the boundary condition of their applicability. Furthermore, this study clarifies the impact of EI training on training outcomes by emphasizing the nuanced role of social and organizational support.

The predictive validity of the Tailored Adaptive Personality Assessment System (TAPAS), the U.S. Army\'s first computer-adaptive personality test incorporating multidimensional pairwise preference items, has been demonstrated for training performance in both the Army and Air Force. While the unique TAPAS format has been described as more resistant to applicant faking than traditional self-report personality measures, evidence regarding the magnitude of applicant score distortion on TAPAS, and how such distortion (if present) may affect reliability and validity, has been limited. To address this gap, the present study compared operational TAPAS scores of Air Force enlisted recruits (administered pre-accession to applicants) to their post-accession retest scores under honest and directed faking (\"fake good\") conditions (based on re-administration of TAPAS during Basic Military Training). Data are presented on the relationship of applicant pre-accession scores to their retest scores under honest conditions (a form of test-retest reliability) and the magnitude of mean score differences in applicant, honest, and directed faking conditions is documented. Further, the validity of the TAPAS as an indicator for counterproductive work behaviors (CWB) was evaluated. Results indicate that TAPAS scores are relatively stable over time and the TAPAS methodology appears to reduce score distortion. In addition, the results suggest that the validities of the TAPAS scores as CWB correlates are comparable across honest and directed faking testing conditions and generally in line with those found for traditional Likert-type self-report Big Five measures.

BACKGROUND: The organization\'s work ethics is the cornerstone to promoting positive nurses\' behaviours and overcoming counterproductive ones.
OBJECTIVE: The current study aims to explore the relationship between work ethics (WEs) and counterproductive work behaviours (CWB) among nurses and testify to the mediating role of workplace ostracism (WO) in this relationship.
METHODS: A descriptive correlational study was conducted in an Egyptian hospital. A convenient sample of staff nurses (N = 369) who agreed to participate in the study answered work ethics, counterproductive work behaviours, and workplace ostracism questionnaires, which were proven to be valid and reliable study measures. Descriptive and inferential statistics were applied, and relationships were presented using structural equation modelling.
METHODS: Ethics Committee approval, written informed consent, data privacy and confidentiality, and participants\' rights to voluntary participation and withdrawal were maintained.
RESULTS: The majority of nurses (78.5%) perceived a high level of work ethics while majority of nurses reporting low levels of counterproductive work behaviours and workplace ostracism (82.25%, 75.75%), respectively. In addition to the negative correlations, the findings revealed that WEs have a significant negative influence on each of CWB (β - 0.482, p < 0.005) and WO (β - 0.044, p < 0.005). The regression analysis showed that WEs can negatively predict about 15% of the variance in each of CWB and WO. On the other hand, WO has a positive effect on CWB (β 0.035, p < 0.021) and mediates the relationship between WEs and CWB.
CONCLUSIONS: Ostracism negatively affects the attitudes of nurses, which in turn results in negative behavioural outcomes (i.e., deviant behaviour).
CONCLUSIONS: It is imperative for the hospital and nurse managers to establish a work environment that fosters support and cultivate work ethics and ethical work climate with the aim of managing negative work behaviours, enhancing nurses\' retention and satisfaction, and eventually improving the quality of patient care.

So far, most studies have focused on exploring the negative effects of narcissistic leadership. However, little attention has been paid to whether narcissistic leadership also has a positive effect. This study is based on Conservation of Resources Theory and reveals that narcissistic leadership has a double-edged sword effect. By using Mplus7.4 software the analysis of 450 employees and their direct leaders\' pairing data collected in three stages, it is found that: narcissistic leadership has a positive effect on employee\' hostility toward supervisor and psychological availability; hostility toward supervisor mediates the relationship between narcissistic leadership and counterproductive work behavior; psychological availability mediates the relationship between narcissistic leadership and organizational citizenship behavior; in addition, environmental uncertainty enhances the positive effect of narcissistic leadership on employee\' hostility toward supervisor and psychological availability, which in turn moderates the indirect effect of narcissistic leadership on counterproductive work behavior through employee\' hostility toward supervisor and on organizational citizenship behavior through psychological availability.

Counterproductive work behavior wastes organizational resources and significantly damages organizational development. The importance of employees\' counterproductive work behaviors in organizations is becoming increasingly obvious. This is directly related to the sustainable development and survival of organizations. This study believes that employee\'s behavior is closely related to leadership style. In particular, employees\' in small- and medium-sized enterprises are often manipulated and deceived by leaders, resulting in dissatisfaction and counterproductive work behavior. In order to address this behavior, this study collected survey data from 289 employees from Chinese SMEs to explore the relationship between perceived abusive supervision and organizational political behavior in Machiavellian leadership and counterproductive work behavior. The results suggest that Machiavellian positive influence counterproductive work behavior through a mediating role of perceived abusive supervision. Furthermore, leader organizational political behavior moderates the indirect effect of perceived abusive supervision such that the effect is stronger when leader organizational political behavior is high. This study aimed to identify the variables that increase employees counterproductive work behavior, propose recommendations for reducing employees\' counterproductive work behavior, expanded the scope of counterproductive work behavior research, and provided a theoretical basis for related studies.

BACKGROUND: The objective of this study was to test the psychometric properties of the Polish version of the Individual Work Performance Questionnaire (IWPQ).
METHODS: The study was conducted on 3 independent samples of 1582, 581 and 40 individuals employed as manual workers, social service and white collar workers. To test the IWPQ structure an exploratory factor analysis was conducted. Multigroup confirmatory factor analysis and invariance test were carried out among subgroups. The reliability was assessed by means of Cronbach\'s α coefficient (internal consistent) and test-retest (stability over time) method, with a 4-week follow-up. The construct validity of the IWPQ was tested by means of correlation analysis, using work engagement, positive and negative affect at work, and job burnout as the criterion variables.
RESULTS: The Polish version of the IWPQ displays very good internal consistency, theoretical validity, and test-retest stability. The results of the factor analysis confirmed a 3-factor structure of the questionnaire. Construct invariance across subgroups was confirmed. Task performance was negatively correlated with negative affect at work, job burnout and positively correlated with work engagement and positive affect at work. Contextual performance was negatively related with counterproductive work behaviors, negative affect at work and positively related with work engagement.
CONCLUSIONS: The Polish version of the IWPQ - like the original scale - consists of 18 items and has 3 subscales. Despite certain limitations the Polish version of the IWPQ shows good psychometric properties and it can be used to measure individual work performance in Polish conditions. Med Pr Work Health Saf. 2023;76(5):389-98.
UNASSIGNED: Celem badań była adaptacja polskiej wersji Kwestionariusza indywidualnej wydajności w pracy (Individual Work Performance Questionnaire – IWPQ).
UNASSIGNED: Badania przeprowadzono na 3 niezależnych próbach pracowników zatrudnionych w 3 różnych sektorach: N1 (N = 1582), N2 (N = 581) i N3 (N = 40). Strukturę narzędzia badano za pomocą eksploracyjnej i konfirmacyjnej analizy czynnikowej. Przeprowadzono analizę równoważności konstruktu w podgrupach. Rzetelność określono przy użyciu miary α Cronbacha i metodą test–retest. Trafność teoretyczną oszacowano za pomocą zmiennych kryterialnych: zaangażowania w pracę, afektu pozytywnego i negatywnego w pracy oraz wypalenia zawodowego.
UNASSIGNED: Za pomocą eksploracyjnej analizy czynnikowej wykryto 3 czynniki. Podskale wykazały wysoką spójność wewnętrzną. Wyniki konfirmacyjnej analizy czynnikowej potwierdziły adekwatne dopasowanie modelu 3-czynnikowego do danych. Równoważność konstruktu między grupami została potwierdzona. Wydajność zadaniowa ujemnie łączyła się z negatywnym afektem w pracy i wypaleniem zawodowym a dodatnio – z zaangażowaniem w pracę i afektem pozytywnym w pracy. Wydajność kontekstowa istotnie ujemnie łączyła się z zachowaniami kontrproduktywnymi i negatywnym afektem w pracy, a dodatnio – z zaangażowaniem w pracę. Stabilność czasowa pomiaru była wysoka dla wszystkich 3 podskal.
UNASSIGNED: Biorąc pod uwagę ograniczenia badania, polska wersja IWPQ jest trafnym i rzetelnym narzędziem do zastosowań naukowych i praktycznych. Jest też pierwszym w polskich warunkach kompleksowym kwestionariuszem do pomiaru indywidualnej wydajności w pracy. Med Pr Work Health Saf. 2023;76(5):389–98.

BACKGROUND: The objective of the article is to describe the association between counterproductive work behavior (CWB), achievement goal motivation and the moderating variables: work engagement and the Dark Triad (DT). The theoretical bases of the tested models are: the four-factor theory of achievement goal motivation (Elliot & McGregor), the CWB conception of Spector, the JD-R model of Demerouti, the work engagement model of Schaufeli and the DT conception of Paulhus and Williams.
METHODS: An internet study was conducted with 138 office employees as participants. The variables were measured using the Polish versions of the following tools: achievement goal motivation - AGQ-R, counterproductive work behavior - CWB-C scale, work engagement - UWES, DT - the Dirty Dozen scale.
RESULTS: The obtained results confirm the hypothesis of the differentiated strength of the additional association of the analyzed types of achievement goal motivation (mastery approach, mastery avoidance, performance approach, performance avoidance) with CWB. This link occurs in models without moderators not only for mastery avoidance. In the models with moderators, the interaction patterns are differentiated for particular types of motivation; for example, work engagement interacts only with the performance approach, while DT interacts not only with the mastery approach. Three-directional interactions increase the percentage of explained variance of the models to a small degree.
CONCLUSIONS: Moderating effects were relatively strong within the association of performance approach with CWB. Results indicate the accuracy of the theoretical bases of the studies, as well as the need for their continuation with account being taken of the types of CWB and components of DT.

Nowadays it is important for companies to keep their profits and productivity high. This can be achieved by creating a good environment in which employees can perform at their best. Unfortunately, counterproductive work behavior (CWB) is widespread in the workplace and poses a serious threat to both organizational performance and employee well-being. Among the many potential risk factors for CWB, the Dark Triad (DT) personality traits (Machiavellianism, narcissism, and psychopathy) have received increasing attention in recent years. To assess the robustness and magnitude of the association between DT and CWB, we conducted a systematic review of the available literature on DT and CWB using the Preferred Reporting Items for Systematic Reviews and Meta-analysis (PRISMA) guidelines after a thorough search of several databases, 21 papers were included. The results showed that DT and CWB are positively associated. Psychopathy exhibited the strongest positive association with CWB, followed immediately by Machiavellianism and narcissism. Moreover, Machiavellianism and psychopathy showed positive correlations with both forms of CWB (organisational and interpersonal), whereas narcissism was positively correlated only with interpersonal CWB. Our findings highlight that even though organisations could benefit from people with DT at the performance level, there could be serious implications for well-being and an appropriate work environment due to CWB.

This paper presents a literature review on the topic of organizational performance. The study conceptualizes the overall performance of the organization as comprising of organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB). While there are numerous research studies on OCB, not many have focused on how OCB and CWB affect organizational performance simultaneously. The paper provides an explanation of the OCB and CWB concepts, followed by the primary research and focus of the study. The article presents a comprehensive framework for understanding the meanings of OCB and CWB, along with an internal hierarchy. This framework will serve as a beneficial resource for working managers, academics, and researchers, who seek to optimize economic productivity through improved understanding and management of OCB and CWB.