EMPLOYEE MOTIVATION BY PREVENTION COUNTERPRODUCTIVE BEHAVIOR

Abstract

In recent years, there has been an increase in interest in researching workplace behaviors that cause harm to employees or the organization, especially, because of the harmful consequences and associated costs. Consequences include economic ones, for example, loss of productivity due to late work, theft or sabotage, and psychological ones such as withdrawal or low job satisfaction - for those who are targets of interpersonal counterproductive behaviors; the high degree of stress and insecurity – for those who perceive such behaviors. Consequences are important arguments for the need to identify predictors of counterproductive behaviors, both interpersonal and organizational. Such information will help organizational actors to find ways to prevent these acts during the selection process, focusing on those predictors of personality that determine counterproductive behavior or at the level of the organization, taking into account situational factors that may trigger or encourage such behaviors.