Özet:

Employee behaviors gets popular in today’s academic and business environment because of its impact on organizational outcomes. Especially, increase of the dark attitudes of managers and colleagues towards the individuals, affects the formation of employees’ deviance behaviors. In this context, workplace bullying is considered as one of the types of destructive approaches in organizations that excluding someone in social environment or influencing co-workers job sustainability with the harassment and offending emotions. Rising of workplace bullying in organizations leads employees to demonstrate negative behaviors which are defined as counterproductive work behaviors. On the other side, personality traits of an employee may have a major role in transformation of perception of negative attitudes towards to the work outcomes. For this reason, it was aimed to find out the role of conscientiousness, one of the personality traits of Five Factor Model, in the interaction between workplace bullying and counterproductive work behaviors. Statistical analyzes were made with the participation of 204 employees of a logistics company. According to findings it was revealed out that conscientiousness has a moderation role in the interaction between workplace bullying and counterproductive work behaviors.

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