The combined effects of positive and negative affect on job satisfaction and counterproductive work behavior

2021 ◽  
Author(s):  
Junbang Lan ◽  
Yina Mao ◽  
Kelly Z. Peng ◽  
Yong Wang
Keyword(s):  
Job Satisfaction ◽  
Negative Affect ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Positive And Negative Affect ◽  
Combined Effects

Real Time Affect at Work: A Neglected Phenomenon in Organisational Behaviour

2002 ◽  
Vol 27 (1_suppl) ◽  
pp. 1-10 ◽  
Author(s):  
Cynthia D. Fisher
Keyword(s):  
Job Satisfaction ◽  
Negative Affect ◽  
Real Time ◽  
Task Performance ◽  
Positive And Negative Affect ◽  
Data Set ◽  
Organisational Behaviour ◽  
Antecedents And Consequences ◽  
Affect At Work

This paper describes a program of research on real time affect while working. Three sets of hypotheses were tested in a data set comprising fifty reports of momentary affect from each of 120 respondents. Between and within-person analyses were used to explore the correlates of aggregated and momentary affect. Findings suggest that: (i) average real time affect at work shares some variance with job satisfaction, but is not isomorphic with it; (ii) average positive and negative affect have somewhat different antecedents and consequences; and (iii) most people experience a strong within-person relationship between momentary affect and concurrent perceptions of task performance.

The Mediating Role of Job Satisfaction in the Relationship between Organizational Justice and Counterproductive Work Behaviors: A Study in Indonesia

2020 ◽  
Vol 11 (1) ◽  
pp. 63-63
Author(s):  
Nurul Komari ◽  
Sulistiowati
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Empirical Support ◽  
Interactional Justice ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Primary Data ◽  
Mediating Role ◽  
The Relationship

This study examines the mediating role of job satisfaction on the effect of distributive, procedural and interactional justice on counterproductive work behavior. Design/methodology/approach – A total of 110 service company employees in Indonesia as respondents. This study uses primary data collected through a questionnaire. Respondents are given the answer choice using the Likert Scale which consists of 5 scores namely scores 1, 2, 3, 4 and 5. Data analysis using Partial Least Squares (PLS). Several respondents and management were purposely selected as key informants for in-depth interviews to explore the relationship mechanism between distributive, procedural and interactional justice, job satisfaction and counterproductive work behavior. The results of the study found that distributive, procedural and interactional justice had a positive and significant effect on job satisfaction, distributive justice had a positive and not significant effect on counterproductive work behavior, procedural justice had a negative and significant effect on counterproductive work behavior, interactional justice had a negative and not significant effect on counterproductive work behavior, job satisfaction has a negative and insignificant effect on counterproductive work behavior and job satisfaction does not significantly mediate the effect of distributive, procedural and interactional justice on counterproductive work behavior. This study provides empirical support for the influence of distributive, procedural, interactional justice on job satisfaction and counterproductive work behavior. This study also provides evidence of the effect of justice directly and through job satisfaction on counterproductive work behavior. Keywords: organizational justice, job satisfaction, counterproductive work behavior

Counterproductive work behavior and job satisfaction: A surprisingly rocky relationship

2015 ◽  
Vol 21 (4) ◽  
pp. 460-470 ◽  
Author(s):  
Joanna Czarnota-Bojarska
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Work Satisfaction ◽  
Negative Relationship ◽  
Counterproductive Work Behavior ◽  
Workplace Deviance ◽  
Work Behavior ◽  
Counterproductive Behavior ◽  
Personal Management ◽  
Stress At Work

AbstractCounterproductive work behavior is detrimental to the organization or to coworkers. It includes both breaking rules or laws, as well as social norms. Many authors show a negative relationship between this behavior and work satisfaction, surmising that the lack thereof – and the ensuing desire to ‘get back’ at the employer – are the seeds of workplace deviance. A study carried out in Polish organizations found this relationship to be less clear. The study concerned work satisfaction and counterproductive behavior, organizational justice, stress at work and propensity for aggressive behavior. A cluster analysis identified a group of individuals in whom relatively high levels of job satisfaction are nevertheless accompanied by proclivity for counterproductive behavior. The configuration of results suggests that this group resorts to counterproductive behavior because of an inability to balance difficulties at work with personal inclinations. The implications of these results for personal management is discussed in the conclusions.

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