Self-undermining behavior at work: Evidence of construct and predictive validity

In this article, we conceptualize self-undermining at work and validate a measurement instrument. In a first study with 5 samples (total N = 1256), we examine the factorial validity and reliability of the instrument in China, the United States, Chile, Romania, and the Netherlands. The results of exploratory and confirmatory factor analyses show that the scale has a 1-factor structure that fits well with the data of each country. In addition, the scale reliability is sufficient for each country (.70 ≤ α ≤.88). In Study 2, we used 2 additional samples from China (total N = 595) and tested the convergent, discriminant, and predictive validity of the Self-Undermining Scale. The results indicate that self-reports of self-undermining are positively related to self-handicapping and supervisor ratings of self-undermining. Furthermore, as hypothesized, self-undermining is negatively related to (supervisor ratings of) job performance and positively related to burnout. Self-underminers are slightly less likely to be proactive, craft their jobs, and experience work engagement. Our findings illustrate the potential usefulness of the self-undermining construct. In addition, we conclude that the newly developed instrument is valid and reliable and can be used to trace self-undermining behaviors in the workplace to prevent potential job strain and burnout.