Dr. Kass Chapter 6

(1) What 2 factors are expected to contribute to absenteeism from the book (based on the individual)? (2) What are organizational factors that contribute to absenteeism?

(1) 1. People who do not desire to work (people hate their job or want to attend an out of work even like shopping or going to the beach) 2. And a person's ability to attend work. (2) 1. An organization's policy on absenteeism ( employee's can't be absent policy), 2. Absent culture (the beliefs and practices influencing the totality of absence frequency and duration) If the organization is tolerant on absences, people will be absent more often, 3. Group cohesion also affects absenteeism. If they are a cohesive group, people are less likely to be absent.

(1) Define Abuse to others from Spector's 5 Factor Model. (2) Name examples of Abuse to others (actions) (3) What are three forms of Abuse to others (broader topics)

(1) Abuse towards others represents verbal or physical behaviors that mistreat others in the workplace. (2) Example, starting a negative rumor about a coworker, making fun of someone's personal life, or threatening out of work violence. Some people can engage in this without noticing. For example, shy coworkers don't talk to others (people feel like they are getting annoyed even though this coworker does not intend to engage in any form of CWB). (3) 1. Workplace incivility—represents behavior that is rude or discourteous, and generally violates shared societal norms for how people should be treated. Usually ambiguous component—not sure why the victim is receiving the treatment. Society as a whole is not as kind, can also come from a stressful work environment. 2. Provocative targets are another form of incivility. 3. Social undermining—Prevent others from forming favorable relationships from being successful in their work, for example, social exclusion, being highly critical of others, and spreading negative rumors that detract from a person's reputation). Can come from supervisors, subordinates, or peers. A common example is presidential candidates. Two purposes—Self-enhancement and destruction of others.

(1) Define abusive supervision? (2) What are examples of abusive supervision? (3) Abused employees are likely to do what? (4) What causes abusive supervision and is it common?

(1) Abusive supervision represents a variety of forms of abuse of subordinates at the hands of supervisors. (2) Typical examples of supervisor abuse are being demeaning or condescending to subordinates, being overly critical, or even taking credit for subordinates work. Supervisors and subordinates may not see actions the same way. The supervisor may look at this as a form of mentoring (eg college athletes). Social undermining is also a form of abusive supervision. Subordinates to feel more negative if they on socially undermine them and no other coworker (feeling singled-out). (3) Abused employees can direct CWB behavior to an organization, supervisors, or coworkers, but will most likely go after the organization because they feel they are responsible for abusive behavior. CWB towards supervisors is usually revenge or retribution. When a subordinate lashes out at an employee- it is misplaced aggression or target is convenient when they are angry or frustrated. (4)Organizations who tolerate or reward behavior are likely to see this in the organization. Supervisors who were also abused may have learned that behavior. It is common.

(1) Define Theft from Spector's 5 Factor Model. (2) Name examples of theft. (3) How often does it occur? (4) Why do people do it? (5) What is a moderator of theft and locus of control?

(1) Act of employees taking property or materials that do not belong to them. (2) Example—Stealing supplies, taking money, stealing something from a coworker. It can be hard for the company indirectly if employees have mistrust in each other from theft. (3) Common-- It costs companies a lot of money and consumers pay the price for these actions (4) Causes of theft have two main themes--- First and strongest is that theft has to do with individual characteristics. People with low consciousness are more likely to steal (unreliable, lack self-discipline, and have a disregard for rules or authority). The second theme is unfair organizational conditions--- implementing new policies and not explaining w/ sensitivity why it is needed. If their wage is low compared to the industry average, employee theft goes up. Blocking goals with policies cause employee theft. (5) Moderating between theft and locus of control is the level of frustration. If they have an internal locus of control, they deal with it constructively and think an organization can change their behavior. If they have an external locus of control they are likely to steal.

1. The authors have separate chapters for productive and counterproductive behaviors. (1) Compare and contrast the two concepts. (2) Is the distinction artificial?

(1) Counterproductive work behavior (CWB) is a general term that says employees may run counter to the organizational goals. Example lateness or absences and being rude to others. Spector and fox define CWBS as volitional acts that harm or are intended to harm organizations or people in the organization. Does not have to harm the company directly to be a CWB. For example, cussing out customers indirectly harms the company's reputation. Or sexually harassing another employee is not against the organization directly. Productive work behaviors contribute positively to the goals of their employing organization. They perform their jobs to the best of their abilities, occasionally going above and beyond the call of duty. Both affect the organization. (2) Notes from class—Sexual harassment has nothing that is the opposite of the positive spectrum. The positive and negative work behaviors are not necessarily opposite of each other. There is nothing written about what demotivates an employee. For example—On the positive spectrum, there is nothing written about coming to work every day. However, there is something in the negative spectrum about absenteeism.

(1) Define alcohol and drug use (2) Name two issues for organizations (3) Common characteristics of alcohol and drug use (4) How can companies deal with this issue (5) What is EAPs and how are they beneficial?

(1) Employees who are problem drinkers and users of illicit drugs may exhibit negative outcomes such as performance decrements, increased absenteeism, greater frequency of accidents, and greater job withdrawal. (2) Two issues for organizations 1. Identifying those who may have substance abuse problems 2. Deciding what to do when employees show signs of substance abuse problems (3) Usually associated with antisocial behavior. Common characteristics aside from personality includes: typically young males with low self-esteem, previous arrest history, came from a family with substance abuse problems, and tended to associate with substance-using peers, and stressful job conditions, or if part of work culture. (4) Organizations can deal with this issue by screening out potential substance users and creating a social environment that does not promote substance use. If they discover employee with a substance abuse problem they can provide employees with a treatment called Employee Assistance Programs (EAPs). (5) A treatment called Employee Assistance Programs (EAPs). Drug testing viewed favorably when they have a helpful approach instead of a punishment.

(1) Differences between Gruy and Sackett's 11 factor model and Spector's 5 Factor Model. (2) What factor's do not overlap?

(1) Gruy and Sackett's 11 factor model is more fine-grained than the Spectors 5 factor model. (2) 3 factors from Gruy and Sacketts model that do not overlap are: 1) Misuse of information—Represents an employee using information to counter goals of an organization. Example NSA contractor Edward Snowden's release information on NSA's efforts to collect personal information on American citizens. Or working for stocks and investing when they know it will benefit them. 2) Unsafe behavior—Example failing to wear protective equipment and ignoring safety rules and procedures. While it can be CWB, it can be borderline because it might not be volitional; Employees just forget sometimes, might not be intentional. Example—forgetting to wear a mask to work. 3) Alcohol and drug use—Can also be borderline CWB—Can be volitional. However, depends on job and the level of violation. Example, someone flying a plane and drinking is dangerous, or a manager getting a cocktail at a work party—Work function is not that damaging to an organization.

What is internal/external locus of control? How does it pertain to CWBs?

(1) Internal locus of control---- If people believe that they have some control over the outcomes, they will find more constructive ways to cope with their negative emotions. (2) External locus of control---- External locus of control will make CWBs more likely. Narcissism and trait anger will likely react to negative environmental stimuli. Trait anxiety represents the general tendency to experience anxious emotions across a variety of situations and may heighten responses to negative or threatening environmental stimuli—likely to trigger CWB. Those with an external locus of control tend to believe that environment is not in direct control, but rather are the result of luck, fate, or powerful others.

(1) Why should organizations care about the employee substance use? (2) What causes substance abuse? (3) What should organizations do to help substance abuse?

(1) Organizations should care about the employee's substance use.. It can lead employees to engage in counterproductive behaviors (Increased absenteeism, accidents, job withdrawal, antagonistic behavior towards others. (2) Stress from the job is possible (although not likely) to contribute to substance abuse. (3) They should care so they can create a social environment that does not promote substance abuse to combat potential problems.

In regards to the Psychological Contract Model, what are the four steps of a broken psychological contract?

(1) Passive, Constructive corner-- Starts with loyalty--- "I didn't get the raise this year like I was promised, but maybe I will get it next year (2) Constructive, Active corner-- Voicing Displeasure--- Instead of hoping things would get better " I was told I would get a raise, but I haven't received it yet" (3) Passive, Destructive corner--- Withdrawal---Neglect, letting work slide, not going to do too much (4) Active, Destructive corner---Quitting--- Sabotage

(1) Define workplace violence (2) Name 3 focuses of literature on this CWB (3) Who typically invokes workplace violence? (4) What is the strongest predictor of workplace violence?

(1) Physical acts of aggression carried out in organizational settings (2) 3 focuses from literature on employee violence. 1. The physical environment 2. Characteristics of the individual 3. the organizational environment. Physical environment—no causal relationship with workplace violence, but a lot of speculation. (3) Characteristics—usually male, and have a past history of violent behavior, alcohol/drug abuse, low agreeableness, lack of conscientiousness, and low emotional stability. (4) Organizational environment—strongest predictor of workplace violence and aggression is perceived provocation. Organizations that treat employees unfairly and ignore their frustrations may be at a greater risk for violence than organizations that emphasize fairness and support.

Spector's 5 factor model-- What is the 5?

(1) Production deviance (2) Sabotage (3) Theft (4) Withdrawal (5) Abuse to others

What is Stressor-Emotion Model? What negative emotions come from this CWB?

(1) Proposes that though the appraisal process we perceive environmental stressors in the work environment and decide whether we consider them to be stressors. If we do decide that it is stressful it will evoke emotions such as anxiety, anger, and dissatisfaction. (2)Negative emotions lead to CWB.—Have little control over their work environment.—high trait anger, anxiety, and narcissism.

(1) What are pros of drug testing? (2) What are cons of drug testing?

(1) Pros of drug testing—Could preventively, not hire someone with a substance abuse problem. (2) Expensive, controversial. People have less positive views of organizations that drug test (which could eventually lead into counterproductive behaviors). Notes from class—Kass thinks companies should do performance testing instead of drug testing.

(1) What is a psychological contract? (2) What is an example of a broken psychological contract? (3) What happens when a contract is broken?

(1) Psychological contract is an unwritten exchange between an employee and employer. But boss may not know about it because nothing is written. (2) For example—work hard and you will get a promotion. Psychological contracts between the employee and employer don't have to match. Another example student may have a psychological contract to get an A in the class. (3) Violation of psychological contract—Feel like they wasted time and energy and need to get justice (External locus of control leads to CWB behaviors).

There are two forms of sexual harassment. Name each and give an example of each.

(1) Quid pro quo--- Employee's advancement or employment is adversely impacted. The employee refuses sexual advances. Perpetrator typically holds some kind of power over the victim. The first two parts of sexual harassment definition pertain to quid quo pro--(a) submission to the conduct is explicitly or implicitly a term or condition of an individual's employment (b) Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting that individual (2) Hostile work environment--- There are no overt attempts to manipulate or threaten victims. Instead, the general behavior of others in the workplace is inappropriate. Example vulgar comments, telling offensive jokes, showing porn, nonverbal sexual gestures. The third part of the sexual harassment definition pertains mostly to the hostile working environment-- (c) such conduct has the purpose or effect of unreasonably interfering with work performance, or creating an intimidating, hostile, or offensive working environment.

(1) Define production deviance from Spector's 5 Factor Model. (2) Name examples of production deviance. (3) How often does it occur? (4) Why do people do it? (5) What are three factors that explain production deviance? (6) What factor in Spector's 5 Factor Model has an equal impact on the organization?

(1) Represents deliberate attempts by employees to work below their capabilities. (2) Common examples include purposefully doing work incorrectly, purposely working slower than one is capable of working, and deliberately failing to follow directions. (3) People occasionally waste time, but this form of deviance is rare because there is usually a high risk of consequences. (4) People do this in response to stressors (5) Three factors explain deviance. 1. The opportunity to do it. 2. Rewarded for looking bad (called impression management) —doing a mediocre job means you won't get assigned more work tasks 3. job boredom (6) Production deviance has the same impact as sabotage has on an organization. Frequently discussed with sabotage.

(1) Define Sabotage from Spector's 5 Factor Model. (2) Name examples of Sabotage. (3) How often does it occur? (4) Why do people do it? (5) What is a moderator of sabotage and interpersonal injustice? (6) What factor in Spector's 5 Factor Model has an equal impact on the organization?

(1) Represents deliberate attempts to directly or indirectly undermine the work that is being done with an organization. Deliberate destruction or damaging the organizations property or work of the organization's members. (2) Damaging a piece of equipment or property belonging to the organization. Purposely wasting materials or supplies or dirtying/littering ones work area. (3) Employees can face criminal prosecution if this behavior is done with great frequency. (4) Compared to other forms of CWB, sabotage is likely to be caused when an employee feels there is injustice. Some people won't engage in sabotage even though they know they are being mistreated. (5) interpersonal injustice and sabotage towards customers was moderated by moral identity (6) Sabotage has the same impact as production deviance has on the organization. Frequently discussed with production deviance.

(1) Define Sexual Harassment. (2) Who is likely to get sexually harassed? (3) What CWB characteristic is correlated with sexual harassment?

(1) Sexual harassment is.. Unwelcome sexual advances. Requests for sexual favors. Verbal and physical contact where engaging in such behavior is explicitly or implicitly violating terms of employment. (2) Characteristics—Most likely to happen to women and employees in unequal power and heightened visibility in relation to the perpetrators. Minorities are more likely to be sexually harassed than white women. (3) Incivility and sexual harassment positively correlated. However, sexual harassment has more negative effects on women than general harassment.

(1) What do the authors mean by "provocative victims"? (2) What are they victims of? (3) Why do people not like them?

(1) Some people are provocative victims—meaning they may do something that irritates others and cause people to treat them uncivilly. (2) People who were high on 'Negative Affectivity' were more likely to be victims of incivility. (3) These people feel negativity and distress and project it onto others.

(1) Define Withdrawl from Spector's 5 Factor Model. (2) Name examples of withdrawal. (3) What is the most common form of withdrawal?

(1) The broadest form of CWB represents attempts by employees to disengage from the workplace. (2) Examples include: Work under false pretenses and being late, taking more breaks than one is allowed and leaving work early at the end of the day, and absenteeism. (3) Absenteeism is the most common form of withdrawal and has gained the most research attention (it's not always a CWB though).

Name all factors in Gruy and Sackett's 11 factor model.

(1) Theft and related constructs (2) Destruction of property (3) Misuse of information (4) Misuse of time and resources (5) Unsafe behavior (6) Poor attendance (7) Poor quality of work (8) Alcohol use (9) Drug use (10) Inappropriate verbal actions (11) Inappropriate physical actions

(1) What does volitional mean? (2) And what is an example of an employee not doing a CWB (not volitional)?

(1) Volitional acts that harm or are intended to harm organizations or people in the organization. (Consciously making that decision). (2) People who leave work early for an emergency are not engaging in CWBs because they would work if the emergency did not occur.

Name 4 personality traits that are prone to CWB behaviors.

(2) Self-control (1) Trait anger (2) Self-Control (3) Narcissism (4) Consciousness (on the low side)

Daniella's boss called her in for a meeting. Her boss says that the CEO thought she was very pretty and liked her a lot. He wanted to move her to his office so he can work with her more closely and see her every day. This could have offered Daniella more money, but her boss blocked her from getting moved to a different location. The CEO never made any sexual advances towards Daniella. If he did, what would that be called? A. Quid pro quo B. Hostile work environment

A. Quid pro quo

Daniella works at Coldwell Banker. They require everyone to wear masks due to Covid-19. Daniella accidentally forgot her mask at home. What is this an example, in Gray and Sackett's 11 factor model? A. Unsafe behavior B. Misuse of information C. Misuse of time and resources D. Theft and related constructs

A. Unsafe behavior--1) Example failing to wear protective equipment and ignoring safety rules and procedures. While it can be CWB, it can be borderline because it might not be volitional; Employees just forget sometimes, might not be intentional.

What is the problem with absenteeism as a measure?

Absenteeism is not always a CWB. An excused absence—caring for a sick child.

Daniella works at Coldwell Banker. Her toxic coworker did not like her because she was jealous of her position. Her toxic coworker would frequently spread rumors about her and eventually got people to team up against her. They tried to make her look bad at a work meeting in front of her boss. Daniella was miserable and didn't know what she could do to resolve the issue. She frequently tried to keep the peace, but it didn't work. What is this an example of? A. Production Deviance B. Sabotage C. Theft D. Abuse to others

Abuse to others-- Workplace incivility and social undermining

Daniella was helping a client. The client didn't know a real estate term and was asking Daniella for help. Daniella is not a realtor, but had tried to help her and suggested that she could go to a manager for help on real estate terminology. The client got offended because she thought Daniella was calling her stupid. Instead of diffusing the situation, one of Daniella's indirect managers sided with the client and cc'd the CCO on the email. She said the client has been working in the field for over ten years and said someone without a real estate license has no room to talk. It was really condescending to Daniella. What is this an example of? A. Provocative victim B. Abusive supervision C. Workplace deviance D. Abusive leadership

Abusive supervision

Daniella had a wonderful office space at her job. Daniella's boss called her in for a meeting. Her boss says that the CEO thought she was very pretty. They wanted her to move to a reception desk and make her the "face of the company." They also wanted her to be a receptionist while working on social media responsibilities. Daniella didn't want to move from her office. Being a receptionist wouldn't grow her skills in the career that she wanted. Daniella felt like this was bad luck. This is an example of..? A. Internal locus of control B. External locus of control

B. External locus of control--Those with an external locus of control tend to believe that environment is not in direct control, but rather are the result of luck, fate, or powerful others.

Daniella's workplace was really informal. Sometimes they said that she looked like a "sexy secretary/flight attendant" or a "Rockette." Her boss was her HR, so it was a conflict of interest. What is this an example of? A. Quid pro quo B. Hostile work environment

B. Hostile work environment

Daniella's toxic coworker does a new counterproductive work behavior every week. This time, her coworker used the information she learned from working at Coldwell Banker to steal their organization's clients for her own side business. She offered the same program that they used at work. It was a violation of their employment contract. What is this an example, in Gray and Sackett's 11 factor model? A. Unsafe behavior B. Misuse of information C. Misuse of time and resources D. Theft and related constructs

B. Misuse of information---Represents an employee using the information to counter goals of an organization.

Daniella works at Coldwell Banker. One of her coworkers really dislikes her and spread a lot of nasty rumors about her in their workplace. This is an example of which of the following? A. Bennett and Robinson's CWB category called Organizational CWB B. Bennett and Robinson's CWB category called Individual CWB C. A broken psychological contract D. Sabotage, a factor in Spector's five-factor model

Bennett and Robinson's CWB category called Individual CWB

Daniella works at Chickfila. Daniella doesn't like working there as an employee, so she frequently complains to her friends about it. This is an example of which of the following? A. Bennett and Robinson's CWB category called Organizational CWB B. Bennett and Robinson's CWB category called Individual CWB C. A broken psychological contract D. Sabotage, a factor in Spector's five-factor model

Bennett and Robinson's CWB category called Organizational CWB

A company hired an OD consultant for some advice. They were wondering if they should continue to drug test employees. Which of the following would the OD consultant say? A. Drug testing is not controversial B. Drug testing is cheap C. Drug testing can help you hire someone who does not have a substance abuse problem D. None of the above

C. Drug testing can help you hire someone who does not have a substance abuse problem

Describe Bennett and Robinson's two-factor model. Name examples of each.

CWB's can be broadly classified into two categories: Organizational and Individual. Organizational CWB—represents behaviors that are directed at the organization as a whole as opposed to specific individuals within the organization to organizational environments. Example wasting time, sabotage, being late, and talking negatively about the organization to others. Individual CWB--- Represents behaviors that are directed at individual employees rather than the organization as a whole. Example making rude and insulting remarks directed at others, starting rumors about others, and excluding them from activities such as lunch or drinks after work.

1. You are hired by Toxic Work Environment, Inc. to do some consulting. They experience virtually every kind of counterproductive work behavior (CWB) in the book. Give them an overview of why CWB occurs and brainstorm ways that they could impact it.

CWB's occur because of: (1) Stressful work environment (2) Broken psychological contract (3) Normal behaviors- If no one punishes or enforces employees to not engage in CWBS then employees will engage in it (4) Personality traits (trait anger, low consciousness, narcissism, lack of self-control) (5) Rules are not clearly defined Managers can: (1) Train leaders to identify when CWBs are occurring in employees (2) Employee stress interventions (3) Job redesign can reduce stress on employees (4) Leaders can pay attention to employees (5) Can do survey research

What are situation- based causes of CWB? Name the three forms.

Caused by opportunity (EG. If the boss is not watching, the employee will engage in CWB. 3 forms are norms, stress, and injustice.

Daniella's toxic coworker was late every day. Even though her boss got onto her about being late, she kept coming late anyway. What is this an example of? A. Trait anger B. Self-control C. Narcissism D. Consciousness

Consciousness--People who are low in consciousness most likely don't care a great deal about the effects of their actions, and most likely have little fear of consequences of engaging in CWB.

Define Consciousness (A CWB personality type when lacked).

Consciousness—People who are low in consciousness most likely don't care a great deal about the effects of their actions, and most likely have little fear of consequences of engaging in CWB.

Define injustice (a situation based CWB).

Injustice--- Sometimes people engage in CWB as a reaction to being treated unjustly by the organization. For example, if people feel they are being poorly paid, they may deliberately leave early from time-to-time to even the score or get back at the organization.

Daniella's job is to tell coworkers if something needs to be changed or fixed. She does this with every coworker. Every time she would go to her toxic coworker to fix something, she wouldn't do it. Her toxic coworker felt her work was perfect and would brag about it to other people. She thought Daniella was being petty and would put her down for doing her job. What is this an example of? A. Trait anger B. Self-control C. Narcissism D. Consciousness

Narcissism

Define narcissism (a CWB prone personality type).

Narcissism—Subclinical personality trait characterized. One is superior to others and deserves special treatment. People who are narcissistic are often frustrated when treatment does not match the opinions of themselves. Express aggression and negativity. Prone to "hyper -react."

Define norms (a situation based CWB).

Norms—Represent standards of behavior and serve as useful guides for behavior in situations. People typically act relatively the same way because they want to fit in. People likely to engage in CWB if it is normal.

Daniella works at Coldwell Banker. Her coworker works in production. Her Boss has been stressing him out and says that she wanted an item printed by 6 pm. He was working, but he was trying to buy something before it sold out at the same time. This game is the only thing helping his mental health and he is sick of this job. He eventually printed out the item, but gave it to her very late. What is this an example of in Spector's 5 Factor model? A. Production Deviance B. Sabotage C. Theft D. Withdrawal

Production Deviance

Difference between project deviance and withdrawal?

Project deviance-- worker works below capabilities, but is still working (not taking a break). Withdrawal is taking a break or not showing up at all.

Daniella works at Coldwell Banker. Her boss had added more work to her plate because she needed her help. Daniella had an expectation with her boss that if she did well with her new roles, she would get a raise. However, it did not happen so she met with her boss and asked for a raise. Verbally asking for a raise is an example of what? A. Psychological contract model--- Active, Destructive corner B. Psychological contract model--- Passive, Destructive corner C. Psychological contract model--- Constructive, Active corner D. Psychological contract model--- Passive, Constructive corner

Psychological contract model--- Constructive, Active corner

What are norms?

Represent standards of behavior and serve as useful guides for behavior in situations. People typically act relatively the same way because they want to fit in. People likely to engage in CWB if it is normal.

Define trait anger (a CWB prone personality type).

Represents the differences in people's general propensity to experience anger in response to provocation. Prone to "hyper -react."

Daniella works at Coldwell Banker. Her toxic coworker finally quit because she felt she was treated unfairly and left without giving two weeks' notice. While everyone was happy, her boss had taken some precautionary measures. She gave everyone new keys so that the toxic coworker could not access the building anymore. Her boss is trying to prevent which of the following? A. Production Deviance B. Sabotage C. Withdrawal D. None of the above

Sabotage--- Deliberate destruction or damaging the organization's property or work of the organization's members.

Daniella's coworker was out for a week. Her manager lets her know that her coworker got Covid even though she wasn't allowed to tell anyone on the team. She told Daniella not to tell anyone so she wouldn't get in trouble with the company. What does she lack? A. Trait anger B. Self-control C. Narcissism D. Consciousness

Self-control-- Boss didn't want to get into trouble

Define self- control (a CWB prone personality type).

Self-control—Comes from criminology. The idea behind the trait of self-control is that deviant behaviors such as crime and even less serious actions such as CWB are cause by individuals lack of control over impulses.

Difference between situation-based CWB and person-based CWB?

Situation-based CWB is caused by opportunity. Person-based CWB is caused by a person ( personality).

Define stress (a situation based CWB).

Stressor-Emotion Model of CWB. Proposes that through the appraisal process, we perceive environmental stressors in the work environment and decide whether we consider them to be stressors. If we do decide that it is stressful it will evoke emotions such as anxiety, anger, and dissatisfaction. Negative emotions lead to CWB. —Have little control over their work environment.—High trait anger, anxiety, and narcissism.

If research shows women are more likely to be absent than men, then why can't we use sex in the selection process?

That is discrimination (women are more likely to be absent for external reasons like caring for the family). Work typically gives more slack for women having to leave work for duties at home, but it reinforces gender stereotypes in the workplace.

Difference between self-control and low consciousness?

The difference is people who lack self-control don't want to get into trouble. People who are low in consciousness don't care.

Daniella's toxic coworker was very sneaky. When her coworker thought everyone left, she would use the company's printer and expensive paper to create materials for her side business. She never asked her boss for permission. What is this an example of? A. Production Deviance B. Sabotage C. Theft D. Withdrawal

Theft--- Act of employees taking property or materials that do not belong to them.

What should companies do to prevent sexual harassment?

To prevent sexual harassment—Organizations need to focus on general social climate of the organization, but must also specifically target sexual harassment. Most effective way is place a clearly articulated sexual harassment policy. Also, since sexual harassment can also come from clients and customers, organizations should also have policies regarding responses to these behaviors. The statement should communicate to employees that sexual harassment is a serious matter and those who engage in the behavior will encounter severe consequences.

Daniella would avoid joking with one of her coworkers. She pranked them once for April fools and they took it personally and yelled some pretty offensive things. What is this an example of? A. Trait anger B. Self-control C. Narcissism D. Consciousness

Trait anger

Daniella works at Coldwell Banker. Daniella had a coworker that would frequently play the guitar around the office building. Her coworker would do one hour of work each day because of her frequent breaks. What is this an example of in Spector's 5 Factor model? A. Production Deviance B. Sabotage C. Theft D. Withdrawal

Withdrawal---Taking too many breaks

What personality trait can affect absenteeism?

low conscientiousness