Uniformed service officers’ age as a variable differentiating the perception of counterproductive work behaviors
PDF (English)
PDF (English)

Słowa kluczowe

Counterproductive Work Behavior (CWB)
uniformed service

Jak cytować

Szeliga-Duchnowska , A., & Szewczyk, M. . (2018). Uniformed service officers’ age as a variable differentiating the perception of counterproductive work behaviors. Kultura-Społeczeństwo-Edukacja, 14(2), 205–219. https://doi.org/10.14746/kse.2018.14.15


Szeliga-Duchnowska Anna, Szewczyk Mirosława, Uniformed
service officers’ age as a variable differentiating
the perception of counterproductive work behaviors. „Kultura
– Społeczeństwo – Edukacja” nr 2(14) 2018, Poznań
2018, pp. 205–219, Adam Mickiewicz University Press.
ISSN 2300-0422. DOI 10.14746/kse.2018.14.15.
At the foundation of this research lies the belief that the
age can directly differentiate the perception of counterproductive
work behaviors. The aim of the article is to
identify and present the relationship between age and
the perception of counterproductive work behaviors. The
survey research was carried out in June 2017, with the
use of Internet-based survey questionnaire (CAWI). There
were altogether 198 officers examined. The results confirm
the existence of variety counterproductive behaviors according
to the classification proposed by P.E. Spector. The
analysis results confirm the appearance of dependence between
the age of officers and their perception of counterproductive
behaviors. The conclusions which come from
the research can have significant implications to superiors
in the scope of prophylactic actions aimed against counterproductive

PDF (English)
PDF (English)


Bakker A.B., Demerouti E., De Boeri E., Schaufeli W.B. (2003). Job demands and job resources as predictors of absence duration and frequency. „Journal of Vocational Behavior”, No. 62, pp. 341–356.

Dalal R.S. (2005). A meta-analysis of the relationship between organizational citizenship behavior and counterproductive work behavior. „Journal of Applied Psychology”, no. 90.

Gestmann M. (2001). Sabotaż w miejscu pracy. Kraków.

Giacalone R.A., Greenberg J. (eds) (1997). Antisocial Behavior in Organizations. Thousand Oaks, CA.

Vardi Y., Weitz E. (2016). Misbehavior in Organizations: A Dynamic Approach. Routledge.

Gruys M.L., Sackett P.R. (2003). Investigating the dimensionality of counterproductive work behavior, “International Journal of Selection and Assessment” vol. 11, no. 1.

Hamel G. (2008). Zarządzanie jutra. Jakie jest twoje miejsce w przyszłości? Lublin.

Hogan J., Hogan R. (1989). How to measure employee reliability. „Journal of Applied Psychology” No. 74, pp. 273–279.

Hollinger R.C. (1986). Acts against the workplace: Social bonding and employee deviance. “Deviant Behavior” No. 7, pp. 53–75.

Hollinger R.C., Clark J. (1983). Deterrence in the workplace: Perceived certainty, perceived severity and employee theft, „Social Forces” vol. 62, no. 2.

Jones D.A. (2009). Getting even with one’s supervisor and one’s organization: relationships among types of injustice, desires for revenge, and counterproductive work behaviors. „Journal of Organizational Behavior” vol. 30.

Kisamore J.L., Jawahar I.M., Liguori E.W., Mharapara T.L., Stone T.H. (2010). Conflict and abusive workplace behaviors, the moderating effects of social competencies. „Career Development International” vol. 15, no. 6.

Maćko M. (2009). Poczucie sprawiedliwości organizacyjnej a zachowania pracowników. Poznań.

Marcus B., Schuler H. (2004). Antecedents of counterproductive behavior at work: A general perspective. „Journal of Applied Psychology” no. 89, pp. 647–660.

Neuman J.H, Baron R.A. (2005). Aggression in the workplace. A social-psychological perspective. [In:] S. Fox, P.E. Spector (eds). Counterproductive Work Behavior: Investigations of Actors nad Targets, Washington.

Neuman J.H., Baron R.A. (1998). Workplace violence and workplace aggression: Evidence concerning specific forms, potential causes, and preferred targets. “Journal of Management” no. 24, pp. 391–419.

Ocel H., Aydin O. (2010). The effects of belief in a just world and gender on counterproductive work behaviors. “Turkish Journal of Psychology” vol. 25, no. 66.

Perlow R., Latham L.L. (1993). Relationship of client abuse with locus of control and gender: A longitudinal study, “Journal of Applied Psychology” no. 78, pp. 831–834.

Richman J.A., Rospenda K.M., Flaherty J.A., Freels S. (2001). Workplace harassment, active coping, and alcohol-related outcomes. “Journal of Substance Abuse” no. 13, pp. 347–366.

Smoktunowicz E., Baka L., Cieslak R., Nichols C.F., Benight C.C., Luszczynska A. (2015). Explaining counterproductive work behaviors among police officers: The indirect effects of job demands are mediated by job burnout and moderated by job control and social support, „Human Performance” 28(4), pp. 332–350.

Spector P.E., Fox S., Penney L.M., Bruursema K., Goh A., Kessler S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal?, “Journal of Vocational Behavior” no. 68, pp. 446–460.

Szeliga-Kowalczyk A. (2005). Mobbing w relacjach pracowniczych w polskich urzędach skarbowych, Zeszyty Naukowe Instytutu Spraw Publicznych Uniwersytetu Jagiellońskiego “Zarządzanie Publiczne”, nr 2 (30), pp. 177–189.

Tepper B.J. (2000). Consequences of abusive supervision. “Academy of Management Journal” no. 43, pp. 178–190.

Yu L., Duffy M. K., Tepper B.J. (2018). Consequences of downward envy: A model of self-esteem threat, abusive supervision, and supervisory leader self-improvement, „Academy of Management Journal”, 61(6), 2296–2318.

Vardi Y., Weitz E. (2004). Misbehavior in Organizations. Mahwah, NJ.

Westwood B. (1994), Zarządzanie. Wytyczne do osiągnięcia doskonałości. Łódź.


Brak dostępnych danych do wyświetlenia.