Validation of a Digital Work Simulation to Assess Machiavellianism and Compliant Behavior

详细信息    查看全文

• 作者：Lonneke Dubbelt ; Janneke K. Oostrom ; Annemarie M. F. Hiemstra…
• 关键词：Digital work simulation ; Machiavellianism ; Compliant behavior ; Workplace deviance
• 刊名：Journal of Business Ethics
• 出版年：2015
• 出版时间：September 2015
• 年：2015
• 卷：130
• 期：3
• 页码：619-637
• 全文大小：517 KB
• 参考文献：Anand, V., Ashforth, B. E., & Joshi, M. (2004). Business as usual: The acceptance and perpetuation of corruption in organization. Academy of Management Executive, 18(2), 39-3.CrossRef
  Anderson, J. R., & Johnson, N. B. (2005). On the relationship between work contexts, mandates and compliance behaviours of supervisors. Journal of Change Management, 5(4), 381-90.CrossRef
  Ashton, M. C., Lee, K., & Son, C. (2000). Honesty as the sixth factor of personality: Correlations with Machiavellianism, primary psychopathy, and social adroitness. European Journal of Personality, 14, 359-68.CrossRef
  Bandura, A., Barbaranelli, C., Caprara, G. V., & Pastorelli, C. (1996). Mechanisms of moral disengagement in the exercise of moral agency. Journal of Personality and Social Psychology, 71(2), 364-74.CrossRef
  Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349-60.CrossRef
  Beu, D. S., & Buckley, M. R. (2004). This is war: How the politically astute achieve crimes of obedience through the use of moral disengagement. The Leadership Quarterly, 15(4), 551-68.CrossRef
  Beu, D. S., Buckley, M. R., & Harvey, M. G. (2003). Ethical decision-making: A multidimensional construct. Business Ethics: A European Review, 12(1), 88-07.CrossRef
  Borman, W. C., & Motowidlo, S. J. (1997). Task performance and contextual performance: The meaning for personnel selection research. Human Performance, 10(2), 99-09.CrossRef
  Brief, A. P., Dukerich, J. M., & Doran, L. I. (1991). Resolving ethical dilemmas in management: Experimental investigations of values, accountability, and choice. Journal of Applied Social Psychology, 21(5), 380-96.CrossRef
  Chen, P. Y., & Popovich, P. M. (2002). Correlation: Parametric and nonparametric measures. Thousand Oaks: Sage.
  Christian, M. S., Edwards, B. D., & Bradley, J. C. (2010). Situational judgment tests: Constructs assessed and a meta-analysis of their criterion-related validities. Personnel Psychology, 63(1), 83-17.CrossRef
  Christie, R., & Geis, F. (1970). Studies in Machiavellianism. San Diego: Academic Press.
  Colbert, A. E., Mount, M. K., Harter, J. K., Witt, L. A., & Barrick, M. R. (2004). Interactive effects of personality and perceptions of the work situation on workplace deviance. Journal of Applied Psychology, 89(4), 599-09.CrossRef
  Connelly, B. S., & Hülsheger, U. R. (2012). A narrower scope or a clearer lens for personality? Examining sources of observers-advantages over self-reports for predicting performance. Journal of Personality, 80(3), 603-31.CrossRef
  Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26(3), 435-62.CrossRef
  Crowe, E., & Higgins, E. T. (1997). Regulatory focus and strategic inclinations: Promotion and prevention in decision-making. Organizational Behavior and Human Decision Processes, 69(2), 117-32.CrossRef
  Dahling, J. J., Whitaker, B. G., & Levy, P. E. (2009). The development and validation of a new Machiavellianism scale. Journal of Management, 35(2), 219-57.CrossRef
  Dey, E. L. (1997). Working with low survey response rates: The efficacy of weighting adjustments. Research in Higher Education, 38(2), 215-27.CrossRef
  Eysenck, H. J., & Eysenck, S. G. B. (1975). Manual of the Eysenck Personality Questionnaire. London: Hodder and Stoughton.
  Fehr, B., Samsom, D., & Paulhus, D. L. (1992). The construct of Machiavellianism: Twenty years later. In C. D. Spielberger & J. N. Butcher (Eds.), Advances in personality assessment (pp. 77-16). Hillsdale, NJ: Erlbaum.
  Fox, S., Spector, P. E., Goh, A., & Bruursema, K. (2007). Does your coworker know what you’re doing? Convergence of self- and peer-reports of counterproductive work behavior. International Journal of Stress Management, 14(1), 41-0.CrossRef
  Funke, J. (1998). Computer-based testing and training with scenarios from complex problem-solving research: Advantages and disadvantages. International Journal of Selection and Assessment, 6(2), 90-6.CrossRef
  Goldberg, L. R. (1990). An alternative “description of personality- The Big-Five factor structure. Journal of Personality and Social Psychology, 59(6), 1216-229.CrossRef
  Goldberg, L. R. (1992). The development of markers for the Big-Five factor structure. Psychological Assessment, 4(1), 26-2.CrossRef
  Grasmick, H. G., & Kobayashi, E. (2002). Workplace deviance in Japan: Applying an extended model of deterrence. Deviant Behavior: An Interdisciplinary Journal, 23(1), 21-3.CrossRef
  Gudjonsson, G. H. (1989). Compliance in an interrogative situation: A new scale. Personality and Individual Differences, 10(5), 535-40.CrossRef
  Gudjonsson, G. H. (1992). The psychology of interrogations, confessions, and testimony. Chichester: Wiley.
  Gudjonsson, G. H., & Sigurdsson, J. F. (2003). The relationship of compliance with coping strategies and self-esteem. European Journal of Psychologic
• 作者单位：Lonneke Dubbelt (1)
  Janneke K. Oostrom (2) (3)
  Annemarie M. F. Hiemstra (3) (4)
  Joost P. L. Modderman (4)
  
  1. Human Performance Management Group, Department Industrial Engineering & Innovation Sciences, Eindhoven University of Technology, Pav J 04, P.O. Box 513, 5600 MB, Eindhoven, The Netherlands
  2. VU University Amsterdam, Amsterdam, The Netherlands
  3. Erasmus University Rotterdam, Rotterdam, The Netherlands
  4. GITP, Rotterdam, The Netherlands
  
• 刊物类别：Humanities, Social Sciences and Law
• 刊物主题：Philosophy
  Ethics
  Economic Growth
  Management
  Quality of Life Research
  
• 出版者：Springer Netherlands
• ISSN：1573-0697

文摘

”This paper describes a new and innovative measure that is developed to predict workplace deviance through the measurement of Machiavellianism and Compliant Behavior. Two field studies were conducted to study the validity of the digital work simulation. In Study 1, (N = 113) support was found for the construct validity of the simulation. The constructs as measured with the simulation correlated significantly with self-reported measures of the constructs and were related to personality and self-esteem. Study 2 (N = 285) examined the criterion-related validity of the simulation and showed that through the assessment of Machiavellianism the simulation was able to predict workplace deviance, and incrementally predicted organizational deviance over and above the Machiavellianism Personality Scale. Machiavellianism as measured with the simulation was less susceptible to social desirable answering compared to the Machiavellianism self-report. The paper finishes with study limitations, future research directions, and practical implications. Keywords Digital work simulation Machiavellianism Compliant behavior Workplace deviance