The relationship between culture and counterproductive work behaviors: the moderating role of job engagement and perceived job insecurity

Abstract

Counterproductive work behaviors (CWBs) have been a substantial cause for concern among organizational researchers and business executives due to its pervasiveness and ability to negatively impact organizational expenditures. Studies have shown that cultural values have an influence on an employee's propensity to engage in CWBs and this study sought to provide additional insight into the relationship between culture and CWBs. Specifically, this study examined the relationship between cultural values (collectivism and individualism) and reported engagement in both CWBs towards the organization and towards individuals in the organization. In addition, the moderating role of both job insecurity and job engagement in this relationship was examined. Congruent with past research, individualism was shown to have a positive relationship with self-reported engagement in CWBs; however, in contrast to past research, collectivism also demonstrated a positive relationship with self-report engagement in CWBs. Moreover, the relationship between individualism and CWBs was strengthened by increased levels of job engagement. Additionally, it was observed that individuals higher in individualism and individuals higher in collectivism had lower tendencies to engage CWBs as a result of higher levels of job insecurity - as the level of job insecurity increased, the strength of the relationships increased. Implications and study limitations are discussed as well.