Interest concerning counterproductive and deviant behaviors at work has grown sharply in the last 20 years, and now measures of counterproductive work behaviors (CWBs) are included as criteria in many published studies. An important characteristic of these behaviors is that they are voluntary (i.e., intentional), which distinguishes them from behaviors that are mere hazards. For example, an action that provokes a physical injury or an accident will be considered a counterproductive behavior if the injury or the accident is a consequence of avoiding the use of preventive measures or norms, for instance. Also, a great deal of interest that has been given to identifying the situational and personal antecedents of CWBs. This is relevant in order to adequately manage CWB and its effects on the organizational outcomes.