The roles of realistic conflict and relative deprivation in explaining counterproductive work behavior

Theories of intergroup conflict (i.e., realistic conflict theory and fraternal relative deprivation theory) provide explanations for intergroup counterproductive work behavior in organizations. The perceptions of either realistic conflict between groups or deprivation relative to another group were predicted to produce counterproductive behaviors directed towards members of the conflicting outgroup. The first experiment revealed that the relationship between perceptions of realistic conflict and counterproductive work behaviors directed towards a competing outgroup was stronger among those who also perceived relative deprivation than among those who did not perceive relative deprivation, consistent with predictions.; A second experiment revealed that the relationship between a joint conflict (realistic conflict and relative deprivation) and counterproductive work behaviors directed towards a competing outgroup was stronger among those who were high in self-categorization strength than among those who were low in self-categorization strength. However, this experiment did not support the hypothesis that the relationship between realistic conflict and counterproductive work behaviors directed towards the competing outgroup is stronger among those who are high in self-categorization strength than among those who are low in self-categorization strength. Contrary to predictions, low self-categorization rather than high self-categorization produced greater willingness to engage in counterproductive work behavior during realistic conflict. These results are discussed in terms of providing an extension to the counterproductive work behavior literature, their implications for intergroup conflict theories in an organizational context, and understanding specific outcomes of intergroup conflict within organizations.