The Role Managers and HR Practices Play in Curbing Toxic Workplace Behaviors
Researchers suggest having managers model good behavior
Many associations have focused on adapting to new changes in the way people work brought about by the pandemic. And while adapting to change is important, associations also can’t forget about some of the common problems that occur no matter how you work. New research from Rutgers University looks at how counterproductive work behaviors by staff affect organizations, and what managers and HR departments can do to help.
“These are behaviors that can harm either the well-being of the unit, or it can harm the well-being of the organization as a whole,” said Nichelle Carpenter, an associate professor of human resource management at the Rutgers School of Management and Labor Relations.
In the study, “Unit-Level Counterproductive Work Behavior (CWB): A Conceptual Review and Quantitative Summary,” Carpenter and colleagues noted that harmful work behaviors like bullying, stealing, loafing on the job, and chronically showing up late or missing work have a negative impact on the overall organization.
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