Sayapina Karina, Botone Daniela N
Financial University under the Government of the Russian Federation, Moscow, Russia.
Lucian Blaga University of Sibiu, Sibiu, Romania.
Psychol Russ. 2021 Mar 31;14(1):49-68. doi: 10.11621/pir.2021.0105. eCollection 2021.
Organizational behavior plays a significant role in the effectiveness of enterprises specializing in nanotechnology. Its negative side - counterproductive work behavior (CWB) - has not been analyzed sufficiently in this industry. We evaluated different theoretical approaches to this problem.
To estimate the predominant forms of counterproductive work behavior in relation to dimensions such as the intensity of the nanotechnology industry, seniority in the organization, and the age and gender of the subjects.
We used a descriptive exploratory methodology that analyzes the preponderance of counterproductive work behavior in profile companies throughout the Russian Federation. CWB was assessed through a self-report questionnaire and in-depth interview with each employee. The results were analyzed by correlation-regression analysis in SPSS.
We found significant correlations between the variables "intensity of the nanotechnology industry within the organization", "seniority of employees within the organization", "age of employees", and the total score of CWB. Regarding the CWB dimensions, the highest average of the scores was obtained for "low level of conscientiousness" (mean = 21.75; SD = 2.9), followed closely by "low level of personal development" (mean = 20.53; SD = 3.09). Among the CWB dimensions, it seems that the conscientiousness of the employees plays a key role in the continuation of their professional activity and consequently in the increase of seniority in the organization.
A professional difficulty can be perceived as a challenge by an employee with good physical and/or psychological resilience. Russian nanotechnology companies should evaluate their approach to dealing with employees and mitigate situations that might be unnecessarily stressful. From the data obtained through the semi-structured interview, we found that what happens in a work group is essential in the emergence of CWB. Organizations need clear policies that empower employees to deal with certain work tasks and with employees who engage in specific CWB.
组织行为在纳米技术专业企业的效能中发挥着重要作用。其负面表现——反生产工作行为（CWB）——在该行业尚未得到充分分析。我们评估了针对这一问题的不同理论方法。
评估与纳米技术行业强度、组织内资历以及受试者年龄和性别等维度相关的反生产工作行为的主要形式。
我们采用描述性探索方法，分析俄罗斯联邦各地标杆企业中反生产工作行为的占比情况。通过自填问卷和对每位员工进行深度访谈来评估反生产工作行为。在SPSS中通过相关回归分析对结果进行分析。
我们发现“组织内纳米技术行业强度”“员工在组织内的资历”“员工年龄”与反生产工作行为总分之间存在显著相关性。就反生产工作行为维度而言，“尽责性水平低”得分的平均最高（均值 = 21.75；标准差 = 2.9），紧随其后的是“个人发展水平低”（均值 = 20.53；标准差 = 3.09）。在反生产工作行为维度中，员工的尽责性似乎在其职业活动的延续以及进而在组织内资历的提升方面起着关键作用。
具有良好身体和/或心理适应能力的员工会将职业困难视为一种挑战。俄罗斯纳米技术公司应评估其对待员工的方式，并缓解可能造成不必要压力的情况。从通过半结构化访谈获得的数据中，我们发现工作团队中发生的事情对反生产工作行为的出现至关重要。组织需要明确的政策，使员工有能力处理某些工作任务以及应对从事特定反生产工作行为的员工。
