| In an attempt to predict counterproductivity in the workplace, researchers have focused primarily on dispositional factors--specifically conscientiousness. This study examined the possibility of expanding the dispositional view to include agreeableness. Additionally, this study considered the potential impact of attitudinal variables--commitment, perceived organizational support and organizational fairness--on negative work behaviors. The results supported the hypothesis that agreeableness may be a more appropriate dispositional factor to consider when attempting to predict the likelihood of individuals to engage in counterproductive behaviors on the job. There was also moderate support for conscientiousness, perceived organizational support, and organizational fairness as additional predictors of counterproductivity. Implications associated with conducting this type of research in organizational settings are considered and future research directions are discussed. |
