Browsing by Author "Bok, Cody J."
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Item HUNGRY HUNGRY COWORKER: THE IDENTIFICATION OF LUNCH THEFT AS A FORM OF PERSON-DIRECTED COUNTERPRODUCTIVE WORK BEHAVIOR(2016-05) Bok, Cody J.; Penney, Lisa M.; Witt, L. Alan; Hunter, Emily M.Theft is a widely studied phenomenon in the workplace. However, much of this research focuses on organizational theft (i.e., stealing from the company), and no studies to date have investigated coworker lunch theft, although preliminary research indicates it may be a chronic problem for employees. The goal of my study is to examine lunch theft in the workplace and establish it as a person-directed counterproductive work behavior. The present study investigates what motivates a lunch thief to steal fellow coworkers’ food and/or drink that they brought to work using the theory of planned behavior (Ajzen, 1991) to explain the occurrence of lunch theft behavior. This research will help identify lunch theft as a new form of counterproductive work behavior and lead to future research identifying the impact this behavior has on victims and organizations as a whole.Item Let My People Go Home Sick: Developing a Health-Specific Form of Transformational Leadership to Examine Employee Presenteeism and Coworker Support(2019-05) Bok, Cody J.; Campion, James E.; Penney, Lisa M.; Witt, L. Alan; Damian, Rodica I.Employee presenteeism, the act of showing up to work when one is ill, is a major problem in companies. However, research on its prevention is sparse and conflicting. Using transformational leadership theory (Bass, 1985), I developed and tested an occupational health specific form of transformational leadership that aimed to reduce follower presenteeism. Occupational health specific transformational leadership (OHSTL) was designed to influence the values of health and well-being for employees, labeled health consciousness in this study. However, results suggest that OHSTL is positively associated with presenteeism, as well as favorable attitudes towards and intentions to engage in presenteeism. Additionally, there was only one mediation effect found, where OHSTL was positively associated with favorable attitudes toward presenteeism through health consciousness. However, alternative analyses using time one data only, suggest that OHSTL may negatively influence attitudes towards presenteeism through health consciousness, presenting a contradictory finding. Despite these findings, coworker support moderated the relationship between OHSTL and presenteeism, such that high levels of both OHSTL and coworker support were associated with reduced attitudes and intentions towards presenteeism. Without the support of coworkers, OHSTL is associated with increased levels of presenteeism. Theoretical and practical implications are discussed.