A review on counterproductive work behavior research of medical staff_West China Medical Journal

Authors：

YANG Yanlin ¹ ,  WEN Jin ²

1. West China School of Medicine, Sichuan University, Chengdu, Sichuan 610041, P. R. China;
2. Institute of Hospital Management, West China Hospital, Sichuan University, Chengdu, Sichuan 610041, P. R. China;

Corresponding?author：

WEN Jin, Email: huaxiwenjin@163.com

Keywords：

Counterproductive work behavior; Medical staff; Hospital management

DOI：

10.7507/1002-0179.201910210

Video：

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Counterproductive work behavior (CWB) is an employee’s spontaneous behavior that is potentially threatening to the interests of the organization itself or members of the organization. It is very common in organizations and is extremely harmful. The CWB of medical staff is extremely risky and can cause many adverse effects on the economy, society and patient health. Through reading and analyzing literature, the review discusses the concept, measurement, influencing factors and behavioral consequences of the medical staff CWB, and proposes coping strategies for improvement from the social, hospital, and individual levels. The aim is to provide a reference for reducing the CWB of medical staff and to improve medical quality and safety.

Citation： YANG Yanlin, WEN Jin. A review on counterproductive work behavior research of medical staff. West China Medical Journal, 2019, 34(12): 1436-1439. doi: 10.7507/1002-0179.201910210 Copy

1.	呂峰. 反生產行為理論綜述與研究展望. 中國勞動, 2015(24): 99-104.
2.	王弘鈺, 鄒純龍, 馬海群. 境外反生產行為研究熱點與前沿可視化分析. 現代情報, 2018, 38(8): 136-143.
3.	Wen J, Cheng Y, Hu X, et al. Workload, burnout, and medical mistakes among physicians in China: a cross-sectional study. Biosci Trends, 2016, 10(1): 27-33.
4.	Hall LH, Johnson J, Watt I, et al. Healthcare staff wellbeing, burnout, and patient safety: a systematic review. PLoS One, 2016, 11(7): e0159015.
5.	邵岑怡, 張舜行, 臺明. 國內外醫務人員職業倦怠研究進展. 中華醫院管理雜志, 2019, 35(6): 487-489.
6.	中國青年報. 首部心理健康藍皮書正式出爐我國不同人群心理健康問題均呈增長趨勢. (2019-02-25)[2019-11-10]. http://www.xinhuanet.com/politics/2019-02/25/c_1124156849.htm.
7.	張綠漪, 黃慶, 蔣昀潔, 等. 反生產工作行為: 研究視角、內容與設計. 心理科學進展, 2018, 26(2): 306-318.
8.	Puffer SM. Prosocial behavior, noncompliant behavior, and work performance among commission salespeople. J Appl Psychol, 1987, 72(4): 615-621.
9.	Hogan J, Hogan R. How to measure employee reliability. J Appl Psychol, 1989, 74(2): 273-279.
10.	Robinson SL, Bennett RJ. A typology of deviant workplace behaviors: a multdimensiona. Acad Manage J, 1995, 38(2): 555.
11.	Carpente NC, Berry CM. Are counterproductive work behavior and withdrawal empirically distinct? A meta-analytic investigation. J Manage, 2017, 43(3): 834-863.
12.	Bordia P, Restubog SL, Tang RL. When employees strike back: investigating mediating mechanisms between psychological contract breach and workplace deviance. J Appl Psychol, 2008, 93(5): 1104-1117.
13.	張永軍. 績效考核公平感對反生產行為的影響機制研究. 武漢: 華中科技大學, 2012: 15-16.
14.	Marcus B, Taylor OA, Hastings SE, et al. The structure of counterproductive work behavior: a review, a structural meta-analysis, and a primary study. J Manage, 2016, 42(1): 203-233.
15.	Bennett RJ, Robinson SL. Development of a measure of workplace deviance. J Appl Psychol, 2000, 85(3): 349-360.
16.	Spector PE, Fox S, Penney LM, et al. The dimensionality of counterproductivity: are all counterproductive behaviors created equal?. J Vocat Behav, 2006, 68(3): 446-460.
17.	彭賀. 知識員工反生產行為的結構及測量. 管理科學, 2011, 24(5): 12-22.
18.	Gruys ML, Sackett PR. Investigating the dimensionality of counterproductive work behavior. Int J Sel Assess, 2003, 11(1): 30-42.
19.	Zaghini F, Biagioli V, Caruso R, et al. Violating organizational and social norms in the workplace: a correlational study in the nursing context. Med Lav, 2017, 108(2): 98-110.
20.	de Jonge J, Peeters MC. Convergence of self-reports and coworker reports of counterproductive work behavior: a cross-sectional multi-source survey among health care workers. Int J Nurs Stud, 2009, 46(5): 699-707.
21.	Sili A, Fida R, Zaghini F, et al. Counterproductive behaviors and moral disengagement of nurses as potential consequences of stress-related work: validity and reliability of measurement scales. Med Lav, 2014, 105(5): 382-394.
22.	趙君, 鄢苗, 肖素芳, 等. 組織公民行為與反生產行為的互動關系: 一個基于情緒與認知整合框架的闡釋. 心理科學進展, 2019, 27(5): 871-883.
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24.	Hastings S, Finegan J. The role of ethical ideology in reactions to injustice. J Bus Ethics, 2011, 100(4): 689-703.
25.	Ying L, Cohen A. Dark triad personalities and counterproductive work behaviors among physicians in China. Int J Health Plann Manage, 2018, 33(4): e985-e998.
26.	Zhao H, Xia Q. Nurses’ negative affective states, moral disengagement, and knowledge hiding: The moderating role of ethical leadership. J Nurs Manag, 2019, 27(2): 357-370.
27.	Coffeng JK, Hendriksen IJ, Duijts SF, et al. Effectiveness ofa combined social and physical environmental intervention on presenteeism, absenteeism, work performance, and work engagement in office employees. J Occup Environ Med, 2014, 56(3): 258-265.
28.	Bae SW, ???. A study on the effects of emotional labor on counterproductive work behavior: mediated by job satisfaction and organizational commitment. J Korea Acad-Ind Coop Soc, 2015, 16(10): 7157-7165.
29.	Yang LQ, Liu C, Nauta MM, et al. Be mindful of what you impose on your colleagues: implications of social burden for burdenees’ well-being, attitudes and counterproductive work behaviour. Stress Health, 2016, 32(1): 70-83.
30.	鐘建安, 黃繼久, 沈勵斌, 等. 負性情緒在心理契約違背與反生產行為中的作用. 應用心理學, 2014, 20(2): 122-129.
31.	Balducci C, Cecchin M, Fraccaroli F. The impact of role stressors on workplace bullying in both victims and perpetrators, controlling for personal vulnerability factors: a longitudinal analysis. Work Stress, 2012, 26(3): 195-212.
32.	Fida R, Tramontano C, Paciello M, et al. ‘First, do no harm’: the role of negative emotions and moral disengagement in understanding the relationship between workplace aggression and misbehavior. Front Psychol, 2018, 9: 671.
33.	Rotundo M, Xie JL. Understanding the domain of counterproductive work behaviour in China. Int J Hum Resource Manag, 2008, 19(5): 856-877.
34.	Hershcovis MS, Barling J. Towards a multi-foci approach to workplace aggression: a meta-analytic review of outcomes from different perpetrators. J Organ Behav, 2010, 31(1): 24-44.
35.	Narayanan K, Murphy SE. Conceptual framework on workplace deviance behaviour: a review. J Hum Value, 2017, 23(3): 218-233.
36.	Jaikumar S, Mendonca A. Groups and teams: a review of bad apple behavior. Team Perform Manag, 2017, 23(5/6): 243-259.

1. 呂峰. 反生產行為理論綜述與研究展望. 中國勞動, 2015(24): 99-104.
2. 王弘鈺, 鄒純龍, 馬海群. 境外反生產行為研究熱點與前沿可視化分析. 現代情報, 2018, 38(8): 136-143.
3. Wen J, Cheng Y, Hu X, et al. Workload, burnout, and medical mistakes among physicians in China: a cross-sectional study. Biosci Trends, 2016, 10(1): 27-33.
4. Hall LH, Johnson J, Watt I, et al. Healthcare staff wellbeing, burnout, and patient safety: a systematic review. PLoS One, 2016, 11(7): e0159015.
5. 邵岑怡, 張舜行, 臺明. 國內外醫務人員職業倦怠研究進展. 中華醫院管理雜志, 2019, 35(6): 487-489.
6. 中國青年報. 首部心理健康藍皮書正式出爐我國不同人群心理健康問題均呈增長趨勢. (2019-02-25)[2019-11-10]. http://www.xinhuanet.com/politics/2019-02/25/c_1124156849.htm.
7. 張綠漪, 黃慶, 蔣昀潔, 等. 反生產工作行為: 研究視角、內容與設計. 心理科學進展, 2018, 26(2): 306-318.
8. Puffer SM. Prosocial behavior, noncompliant behavior, and work performance among commission salespeople. J Appl Psychol, 1987, 72(4): 615-621.
9. Hogan J, Hogan R. How to measure employee reliability. J Appl Psychol, 1989, 74(2): 273-279.
10. Robinson SL, Bennett RJ. A typology of deviant workplace behaviors: a multdimensiona. Acad Manage J, 1995, 38(2): 555.
11. Carpente NC, Berry CM. Are counterproductive work behavior and withdrawal empirically distinct? A meta-analytic investigation. J Manage, 2017, 43(3): 834-863.
12. Bordia P, Restubog SL, Tang RL. When employees strike back: investigating mediating mechanisms between psychological contract breach and workplace deviance. J Appl Psychol, 2008, 93(5): 1104-1117.
13. 張永軍. 績效考核公平感對反生產行為的影響機制研究. 武漢: 華中科技大學, 2012: 15-16.
14. Marcus B, Taylor OA, Hastings SE, et al. The structure of counterproductive work behavior: a review, a structural meta-analysis, and a primary study. J Manage, 2016, 42(1): 203-233.
15. Bennett RJ, Robinson SL. Development of a measure of workplace deviance. J Appl Psychol, 2000, 85(3): 349-360.
16. Spector PE, Fox S, Penney LM, et al. The dimensionality of counterproductivity: are all counterproductive behaviors created equal?. J Vocat Behav, 2006, 68(3): 446-460.
17. 彭賀. 知識員工反生產行為的結構及測量. 管理科學, 2011, 24(5): 12-22.
18. Gruys ML, Sackett PR. Investigating the dimensionality of counterproductive work behavior. Int J Sel Assess, 2003, 11(1): 30-42.
19. Zaghini F, Biagioli V, Caruso R, et al. Violating organizational and social norms in the workplace: a correlational study in the nursing context. Med Lav, 2017, 108(2): 98-110.
20. de Jonge J, Peeters MC. Convergence of self-reports and coworker reports of counterproductive work behavior: a cross-sectional multi-source survey among health care workers. Int J Nurs Stud, 2009, 46(5): 699-707.
21. Sili A, Fida R, Zaghini F, et al. Counterproductive behaviors and moral disengagement of nurses as potential consequences of stress-related work: validity and reliability of measurement scales. Med Lav, 2014, 105(5): 382-394.
22. 趙君, 鄢苗, 肖素芳, 等. 組織公民行為與反生產行為的互動關系: 一個基于情緒與認知整合框架的闡釋. 心理科學進展, 2019, 27(5): 871-883.
23. González-Navarro P, Zurriaga-Llorens R, Tosin Olateju A, et al. Envy and counterproductive work behavior: the moderation role of leadership in public and private organizations. Int J Environ Res Public Health, 2018, 15(7).
24. Hastings S, Finegan J. The role of ethical ideology in reactions to injustice. J Bus Ethics, 2011, 100(4): 689-703.
25. Ying L, Cohen A. Dark triad personalities and counterproductive work behaviors among physicians in China. Int J Health Plann Manage, 2018, 33(4): e985-e998.
26. Zhao H, Xia Q. Nurses’ negative affective states, moral disengagement, and knowledge hiding: The moderating role of ethical leadership. J Nurs Manag, 2019, 27(2): 357-370.
27. Coffeng JK, Hendriksen IJ, Duijts SF, et al. Effectiveness ofa combined social and physical environmental intervention on presenteeism, absenteeism, work performance, and work engagement in office employees. J Occup Environ Med, 2014, 56(3): 258-265.
28. Bae SW, ???. A study on the effects of emotional labor on counterproductive work behavior: mediated by job satisfaction and organizational commitment. J Korea Acad-Ind Coop Soc, 2015, 16(10): 7157-7165.
29. Yang LQ, Liu C, Nauta MM, et al. Be mindful of what you impose on your colleagues: implications of social burden for burdenees’ well-being, attitudes and counterproductive work behaviour. Stress Health, 2016, 32(1): 70-83.
30. 鐘建安, 黃繼久, 沈勵斌, 等. 負性情緒在心理契約違背與反生產行為中的作用. 應用心理學, 2014, 20(2): 122-129.
31. Balducci C, Cecchin M, Fraccaroli F. The impact of role stressors on workplace bullying in both victims and perpetrators, controlling for personal vulnerability factors: a longitudinal analysis. Work Stress, 2012, 26(3): 195-212.
32. Fida R, Tramontano C, Paciello M, et al. ‘First, do no harm’: the role of negative emotions and moral disengagement in understanding the relationship between workplace aggression and misbehavior. Front Psychol, 2018, 9: 671.
33. Rotundo M, Xie JL. Understanding the domain of counterproductive work behaviour in China. Int J Hum Resource Manag, 2008, 19(5): 856-877.
34. Hershcovis MS, Barling J. Towards a multi-foci approach to workplace aggression: a meta-analytic review of outcomes from different perpetrators. J Organ Behav, 2010, 31(1): 24-44.
35. Narayanan K, Murphy SE. Conceptual framework on workplace deviance behaviour: a review. J Hum Value, 2017, 23(3): 218-233.
36. Jaikumar S, Mendonca A. Groups and teams: a review of bad apple behavior. Team Perform Manag, 2017, 23(5/6): 243-259.

West China Medical Journal

A review on counterproductive work behavior research of medical staff

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