This chapter provides a general overview of the study. It includes a brief introduction, problem statement, describes the sample setting and provides details such as the purpose of the study, research questions, and contribution of study, limitations and delimitations as well as definition of key terms.
Background of the Study
Counterproductive work behavior is a pervasive and expensive problem that affects organizations all over the world. Much research has focused on studying this issue.
However, developing countries are sadly underrepresented and ignored. Moreover, despite the large volume of research carried out over the past decade there is still lots of uncharted territory. Although many situational and personal variables (as well as combinations of these) have been studied, there are still many yet to be examined and methodological approaches that are still underutilized. Research that examines employees’ work behavior is always relevant and in demand. This is because an organization’s success is often heavily dependent on the conduct of individual employees. This is especially true when it comes to counterproductive work behavior (CWB).
This study examined the relationship between demographic variables, namely; sex, religious commitment, work experience as well as socioeconomic status and CWB. The other independent variables that were examined with relation to CWB are group behavioral norms (situational factor) and work values (personal factor). Also important is the relationship between the mentioned independent variables and CWB among young workers.
Group behavioral norms involve patterns (norms) of CWB behavior which is displayed within a work group. The study examined how these behavioral norms affect a person’s propensity to engage in CWB. Work values are what people consider important to them in a work context. Examples of these are security, economic returns and independence. Several
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studies have suggested that there is a link between demographics and CWB. Also documented (by more than five studies), is the relationship between group norms and CWB.
Although it appears that there has been no previous research directly examining the relationship between work values and CWB, they appear to be related. This relationship was also examined in this study.
Problem Statement
The 19 -25 age group is a vital part of St. Lucia’s workforce. Members of this group occupy many entry –level positions in all economic sectors. Research has suggested that CWB is a major problem in organizations and that most CWB is covert. Moreover, it is suggested that younger workers are more likely to engage in CWB. To date there appears to be no studies on CWB conducted in St. Lucia among young workers. In addition, researchers have yet to determine an exact set of antecedents which contribute to CWB.
Consequently, employers have very little knowledge and awareness of CWB and the factors that contribute to it. Also there appears to be no studies examining the combination of antecedents proposed by this study. As a result their impact on CWB is unknown. This study will help to fill in the knowledge void which exists regarding CWB.
Sample Setting
St. Lucia is a small nation (population of approximately 165,595) located in the Eastern Caribbean. The country, a former French and then British colony, gained independence in 1979. Many of the social institutions including Government, Judiciary, and Education are patterned after the British system. Compulsory education begins at Primary school and lasts for seven years, this followed by five years of Secondary education at the end of which students write the Caribbean Examinations Council (CXC) exams to obtain their first set of work relevant qualifications. Some students (who perform well at CXC) move on to tertiary level studies. The most popular tertiary level programs are Advanced
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Level studies in selected subjects and Diploma or Associates degree programs in Business Administration, Hospitality Studies, Technical/Vocational Studies, Agricultural Studies, Nursing and Teacher Education. These programs are all offered by the Sir Arthur Lewis Community College, the only tertiary level institution on the island. It is customary for young people to work after they finish either Secondary school or a two year tertiary level education. Most of them work several years before going back to school for a Bachelors degree.
The largest age groups within St. Lucia’s population are 20-24 and 15-19. Less than 1% of the population holds a university degree (stats.gov.lc). These figures draw attention to the importance of young workers to the viability and overall productivity of the workforce.
Majority of the entry level positions in all economic sectors are occupied by young people with tertiary and secondary education.
The information presented above highlights the importance of examining the influence of personal and situational factors on the propensity to engage in counterproductive work behavior among the Business Administration graduates of the Sir Arthur Lewis community college.
Purpose of Study
The main purposes of this study were:
1) To examine/determine the influence of situational factors (group behavioral norms) and personal factors (demographics and work values) on the propensity to engage in counterproductive work behaviors (misuse of resources and information) among Business Administration graduates.
2) To examine the interaction between situational factors (group behavioral norms) and personal factors (work values) on the propensity to engage in counterproductive work behaviors (misuse of resources and information) among Business Administration
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Research Questions
The following research questions guided the study:
1) What influence does the following demographic variables: sex, religious commitment, work experience and socioeconomic status; have on the propensity to engage in CWB (misuse of resources and information) among business administration graduates?
2) What influence does amount and consistency in group norms have on the propensity to engage in CWB (misuse of resources and information) among business administration graduates?
3) What influence does the following work values: security, economic returns, associates and independence; have on the propensity to engage in CWB (misuse of resources and information) among business administration graduates?
4) Are the previously mentioned work values moderated by group norms in influencing the propensity to engage in CWB (misuse of resources and information) among business administration graduates?
Contribution of Study
One of the major contributions of this study is that it employs an uncommon, and in some instances, a novel approach to the study of Counterproductive work behavior (CWB).
Most of the studies carried out over the past ten years clamp all forms of CWB together.
Few existing studies examine specific forms of counterproductive work behavior. The studies that do separate CWB, all focus on the more extreme forms such as theft and violence. This study takes a novel approach by focusing on the more subtle forms, namely misuse of resources and misuse of information. Also, it appears that no previous research has used work values as a personal factor in the study of CWB. In addition, this study uses a new conceptualization of group norms developed by Miles, Paquin and Kivlighan (2011).
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This is the first time this is being used to study counterproductive work behavior. Moreover, the proposed quantitative vignette design has not been used very often to study CWB.
The other contributions of the study are as follows.
First, it is a contribution to the ongoing body of research which examines the influence of personal and situational factors on counterproductive work behavior. It examines a different combination of personal and situational factors and also focuses on less studied forms of counterproductive behavior. Moreover, it will be conducted in a developing country, an area that is underrepresented in this and most other types of research.
Second, it is important to examine this issue of personal versus situational factors because such an inquiry can inform the formulation and adoption of organizational policies.
This type of research can provide justification for the tailoring of practices within organizations. A tailoring of practices might be as basic as asking a job candidate questions that would help to deduce his/her work values or as complex as administering ethics or personality tests. Other practices might involve monitoring and implementing policies to influence norms so that counterproductive work behavior is discouraged or reduced.
In addition, such research builds awareness of counterproductive work behavior among managers and decision makers. This awareness is important since counterproductive work behavior can harm organizations in a variety of ways including affecting the bottom line.
Moreover, the less examined, more subtle forms of counterproductive work behavior such as those examined in this research can be just as harmful to organizations. Yet they have not been given as much attention as other more extreme forms of counterproductive work behavior such as theft and violence. This research contributes to this neglected niche.
Finally, it is beneficial to carry out this research among Business Administration graduates because this is the most popular area of tertiary level study. Moreover, graduates of this department occupy many of the entry level positions in the public and private sector.
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These positions include customer service representatives, tellers, cashiers, sales and accounting clerks, receptionists and administrative and office assistants (salcc.edu.lc “Job Training data”, 2004 - 2010). They can be considered a core or critical group within St.
Lucia’s workforce. For all of these reasons, they are worthy of consideration in research such as this, especially since a high level of counterproductive work behavior among this group can be very troublesome for employers.
Limitations
This research examined only the listed personal factors (demographics and work values) and situational factors (group behavioral norms) on the propensity to engage in counterproductive work behavior namely, misuse of resources and misuse of information among Business Administration graduates in St. Lucia. Therefore, the findings or results cannot be generalized beyond the given population. The interactions examined are among a limited number of situational and personal factors with a limited number of counterproductive work behaviors and as a result the, findings by no means settle the ongoing debate on which factors (situational or personal) are most dominant in influencing counterproductive work behavior.
Definition of Terms
Counterproductive work behavior is “any intentional behavior on the part of an organization member viewed by the organization as contrary to its legitimate interests”
(Sackett, 2002, p.5)
Personal Factors can be defined as conditions/predispositions/characteristics which exist within or are part of an individual’s make up or psyche. The personal factors examined in this research are demographics and work values. Demographics are descriptive characteristics which can be used to classify individuals. Demographic variables to be examined are gender, religious commitment, work experience and socioeconomic status.
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Work values “refer to what a person wants out of work in general and also which components of a job are important to their work satisfaction” (Duffy & Sedlacek, 2007, p.359). Work values to be examined are security, economic returns, achievement, associates and independence.
Situational Factors are conditions (tangible or intangible) that exist within the work environment. The situational factor to be examined is group behavioral norms. Group behavioral norms are “implicit or explicit shared agreements among group members about relevant behaviors, ways of thinking and modes of affective expression” (Miles, Paquin &
Kivlighan, 2011, p.2).
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