New Horizons in Management series
Edited by Suzy Fox and Terri R. Lituchy
Chapter 3: The Role of Gender and Attributional Style in Counterproductive Aggressive Work Behaviors
Jeremy Mackey and Mark J. Martinko Counterproductive work behavior (CWB) is behavior that “consists of volitional acts that harm organizations and people in organizations” (Fox and Spector, 2010). Most definitions of CWBs recognize that CWBs are generally “characterized by a disregard for societal and organizational rules and values” (Martinko et al., 2002). Counterproductive work behaviors include behaviors like organizational aggression, deviance, revenge, retaliation, harassment, bullying, conflict, learned helplessness, victimization, and abusive supervision. It is difficult to predict which employees will become victims or perpetrators of CWBs or when CWBs will occur. We theorize that a combination of individual differences among employees and the characteristics of the work environment interact to elicit individuals’ attributions about the causes of workplace events. These causal ascriptions then serve as the stimuli that motivate CWBs. In this chapter we explain and explore how gender and attributional processes are related to individuals’ tendencies to engage in CWBs. We begin with a description of attribution theory and attributional styles. Then we explore gender differences in an attributional context. Next, we review a number of counterproductive work behaviors and discuss how attributional styles are related to individuals’ tendencies to become victims or perpetrators of CWBs. Throughout the chapter we develop testable propositions. We conclude with a discussion of the limitations and contributions of an attributional perspective of the role of gender differences in CWBs. 43 Columns Design XML Ltd / Job: Fox-Lituchy_Gender_and_Dysfunctional_Workplace 15/2 / Division: 04-chapter03 /Pg. Position: 1 / Date: JOBNAME: Fox & Lituchy...
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