Work Engagement and Organisational Climate as Determinants of Counterproductive Work Behaviour among Civil Servants in Akwa Ibom State.
- June 25, 2022
- Posted by: rsispostadmin
- Categories: IJRSI, Psychology
International Journal of Research and Scientific Innovation (IJRSI) | Volume IX, Issue V, May 2022 | ISSN 2321–2705
Usen Essien Inyang*, Hannah Etim Archibong.
Graduate Students, Department of Psychology, University of Uyo, Uyo.
Abstract: Counterproductive work behaviours (CWBs) have detrimental effects on organisations. The cross-sectional study examined work engagement and organisational climate as determinants of counterproductive work behaviour among civil servants in Akwa Ibom State. Two hundred and eight (208) participants made up of 119 males and 89 females were conveniently selected from State Ministry of Education and Finance, Idongesit Nkanga Secretariat and Federal Ministry of Agriculture and Trade/Investment, Federal Secretariat, Uyo Local Government Area of Akwa Ibom State. Their ages ranged between 22 and 54 years and their mean age was 37.67 years. The study utilized a 2×2 factorial design. The Work Engagement Scale, Organisational Climate Scale and Counterproductive Work Behaviour Checklist (CWB-C) were the instruments used for data collection. A 2 x 2 Analysis of Variance (ANOVA) was employed for data analysis. Results revealed that work engagement was a significant determiner of counterproductive work behaviour [F = (1,208) 8.27; P<.05]. Results also revealed that organisational climate was a significant determiner of counterproductive work behaviour [F = (1,208) 64.64; P<.05]. Result further revealed that there was no combined interaction influence of work engagement and organisational climate on counterproductive work behaviour [F= (1, 208), 1.86; P>.05]. It was recommended that organisations should set up teams that will train leaders on the best possible way to keep the work space positive and safe for everyone as it will help reduce counterproductive work behaviour among workers.
Keywords: Counterproductive Work-Behaviour, Work Engagement, Organisational Climate.
I. BACKGROUND TO THE STUDY
Counterproductive work behaviour is any intentional unacceptable behaviour that has the potential to have negative consequences to an organisation and the staff members within that organisation. It is also the employee’s behaviour that goes against the legitimate interest of an organisation (Dalal, 2005). Counterproductive work behaviours refer to actions by employees that go against the goals and aims of their employers (Dalal, 2005). Duffy (2009) identified several aspects of counterproductive work behaviours which include absenteeism, abuse against others, bullying, incivility, lateness, and sabotage. CWB is not necessarily malicious but it is always conscious – it doesn’t include accidental or unconscious behaviours or incidents. CWBs are “active and volitional acts engaged in by individuals, as opposed to accidental or unintentional actions (Connelly, 2015). CWBs, therefore do not include acts that
