Research finds that employees who use constructive resistance are more likely to receive negative performance ratings from managers, while employees who use dysfunctional resistance are more likely to receive positive ratings form managers.

Question

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Research typically finds that constructive resistance, where employees express concerns or offer alternatives in a positive manner, is often viewed more favorably by managers. Dysfunctional resistance, such as outright refusal to comply or passive-aggressive behavior, is more likely to lead to negative performance evaluations.

Research Finds That Employees Who Use Constructive Resistance Are More