The purpose of this study was to investigate the individual differences of employees (personality traits and demographic characteristics) as predictors of counterproductive work behavior (CWB) and organizational citizenship behavior (OCB). The population of this study included employees of Tehran Urban and Suburban Railway Operation Co. The research method adopted in this study was survey and the main tool for data collection was questionnaire. Data were analyzed using SPSS and Smart PLS. Results indicated that demographic characteristics (except educational level) as well as Personality traits impact on both CWB and OCB. We also found no relationship between CWB, extraversion and openness to experience but positive relationship between CWB and neuroticism, and negative relationship between CWB and conscientiousness. The results of this study also indicated positive relationship between OCB, extraversion and conscientiousness but no relationship between OCB and other personality traits. According to this study, since the covert CWBs and those who express such behaviors are hard to known, an examination of the antecedents of such behaviors was proposed.

The aim of this research which has done according to quantitative and descriptive method is to investigate the effect of two predictive variables called agreeableness and conscientiousness on organizational citizenship behavior (OCB) and counterproductive work behavior (CWB) among the staff of Jam Fajr Gas Refining Company. In this query, seven hypothecs have presented. The population was 926 employees and data was collected from 150 employees in one of the major industrial organizations (FJGRCo). Tools for gathering data were Goldberg’s scale (1999), Podsakoff et al’ scale (1990) and scale developed by Bennett and Robinson (2000). Descriptive and referential statistics such as Pearson correlation, multi-variable Analysis, stepwise regression were used for analysis of data. The Results indicate that conscientiousness and agreeableness predict OCB. Conscientiousness and agreeableness have simple and multiple correlations with CWB.

This study seeks to investigate the impact of job characteristics on counterproductive work behaviour (CWB). Three forms of CWB are identified: interpersonal CWB, production CWB, and property CWB. The regression analysis carried out on a sample of 355 employees showed mixed results. Job significant demonstrated a significant and negative relationship with production CWB. The relationship between job feedback, interpersonal CWB and property CWB was as postulated. In similar not, job identity demonstrated a significant and negative relationship with organizational CWB. However, job autonomy does not show any significant relationship. Implications, limitations, and suggestions for future research are discussed.

Introduction: Use of emotional intelligence to face stressful situations determines the type of staff behavior. This study aimed to determine the relation of emotional intelligence with counterproductive work behavior and organizational citizenship behavior among employees of public hospitals of Rasht city.Methods: This descriptive-correlational study was conducted on 234 employees of public hospitals in Rasht. Sampling was performed using infinite population Cochran’s sample size formula and Morgan Table and stratified random sampling method. Data was collected using demographic information and two questionnaires of “Jung & Yoon Effects of Emotional Intelligence on Counterproductive work behaviors and Organizational Citizen behaviors Questionnaire”. Face and content validity and reliability of the instrument were confirmed by 10 experts and Cronbach's alpha was confirmed by 30 of the study samples. Data was analyzed using Structural Equation Model (SEM) and LISREL8.5 statistical software.Results: According to the research model, t- value between two variables of emotional intelligence and counterproductive work behaviors is -7.25 and standard value is -0.68. In addition, the meaningful value between emotional intelligence and organizational citizenship behaviors was 6.78 and the standard value was 0.67.Conclusions: Finding showed that, the emotional intelligence has significant and negative relation with counterproductive work behaviors. Moreover, the emotional intelligence has significant and positive relation with counterproductive work behaviors. Therefore, it is suggested to design and apply long term planning for emotional intelligence for employees.