Organizational Correlates of Negative Workplace Behavior: A Field Study

This was a field study conducted in the entertainment industry in eastern Tennessee designed to investigate the relationship of perceived supervisor support and perceived pay equity with negative workplace behavior. Participants consisted of 171 employees of an entertainment company who completed a questionnaire with four scales, including one developed in this study. Results showed a significant, inverse correlation of perceived supervisor support and negative workplace behavior (r = -0.45, p< .01) and a significant correlation of pay inequity and negative workplace behavior (r = 0.33, p<.01) that demonstrated the negative consequences of perceived inequity or maltreatment. The correlations of perceived supervisor support and organization citizenship behavior (r = 0.48, p<.01), and pay equity and organization citizenship behavior (r = 0.23, p<.01) suggested that perceived pay equity or supervisor support led to behaviors that helped the organization. No relationship was found between the type of negative workplace behavior people engaged in and perceived pay equity, however, perceived supervisor support was inversely correlated with “withdrawal” (r = -0.31, p<.01). Perceived supervisor support had a very strong relationship with the LBDQ-XII factor “consideration”. Previous research has suggested people engage in negative workplace behaviors because they see inequities in their compensation or treatment at work, and this behavior was an attempt to restore equity. Future research should consider whether specific organizational factors predict discrete types of negative workplace behavior, what the impact of senior leader decision-making is on workplace behavior, whether one or many factors precipitate workplace behavior and whether organizational citizenship behavior and negative workplace behaviors are opposing or independent constructs.