Organizational citizenship behaviors are the extras

• Organizational citizenship behaviors are the extras people do to go the
extra mile in their work
The flip-side of organizational citizenship shows up as counterproductive
work behaviors .
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Often associated with some form of job dissatisfaction,
they purposely disrupt relationships, organizational culture, or performance
in the workplace.
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Counterproductive workplace behaviors cover a wide
range of things from work avoidance, to physical and verbal aggression, to
bad mouthing, to outright work sabotage and even theft.
• Counterproductive work behaviors are behaviors that intentionally
disrupt relationships or performance at work.
At-Home Affect When OB scholars talk about “spillover” effects, they are
often referring to how what happens to us at home can affect our work
attitudes and behaviors, and how the same holds true as work experiences
influence how we feel and behave at home. Research finds that people with
higher daily job satisfaction show more positive affect after work.
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In a
study that measured spouse or significant other evaluations, more positive
at-home affect scores were reported on days when workers experienced
higher job satisfaction.
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This issue of the job satisfaction and at-home

affect link is proving especially significant as workers in today's high-tech
and always-connected world struggle with work-life balance.
Spotting Counterproductive or Deviant Workplace Behaviors
Whereas organizational citizenship behaviors help make the organization a
better and more pleasant place, counterproductive or deviant behaviors do
just the opposite. To varying degrees of severity, they harm the work, the
people, and the organizational culture. Here are some things to look for.
 Personal aggression –sexual harassment, verbal abuse, physical
abuse, intimidation, humiliation.
 Production deviance –wasting resources, avoiding work, disrupting
workflow, making deliberate work errors.
 Political deviance –spreading harmful rumors, gossiping, using bad
language, lacking civility in relationships.
 Property deviance –destroying or sabotaging facilities and equipment,
stealing money and other resources.
LINKING JOB SATISFACTION AND JOB
PERFORMANCE
The importance of job satisfaction shows up in two decisions people make
about their work—belonging and performing. The first is the decision to
belong —that is, to join and remain a member of an organization. This
decision links job satisfaction and withdrawal behaviors, both absenteeism
and turnover. The second decision, the decision to perform , raises quite
another set of issues. We all know that not everyone who belongs to an
organization, whether it's a classroom or workplace or sports team or

voluntary group, performs up to expectations. So, what is the relationship
between job satisfaction and performance?