Guanxi with Supervisor and Counterproductive Work Behavior: The Mediating Role of Job Satisfaction

2014 ◽  
Vol 134 (3) ◽  
pp. 413-427 ◽  
Author(s):  
Long Zhang ◽  
Yulin Deng
Keyword(s):  
Job Satisfaction ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Mediating Role

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

Incivility and Counterproductive Work Behavior

2020 ◽  
pp. 1-26
Author(s):  
Zahid Hameed ◽  
Ikram Ullah Khan ◽  
Muhammad Adnan Zahid Chudhery ◽  
Donghong Ding
Keyword(s):  
Emotional Regulation ◽  
Counterproductive Work Behavior ◽  
Workplace Incivility ◽  
Work Behavior ◽  
Moderation Effect ◽  
Work Related ◽  
Mediating Role ◽  
Relationship Of ◽  
The Relationship

This research aims to extend the literature on stress by exploring the relationship between incivility and employees' counterproductive work behavior (CWB). We investigate the mediating role of psychological distress (PD) to understand the relationship of family and workplace incivility with CWB. The study also evaluates the moderation effect of emotional regulation between incivility and PD. Analysis of three-wave lagged data (N=328), collected from bank employees in Pakistan, indicates that PD mediates the effect of family and workplace incivility on CWB and emotional regulation moderates the effect of family and workplace incivility on PD. Our findings highlight the fact that emotional regulation and PD are important mechanisms in the incivility–CWB relationship. The inclusion of these two constructs is a key to understanding the relationships among family incivility, workplace incivility, and work-related outcomes. The paper concludes with a discussion of theoretical and practical implications.

Incivility and Counterproductive Work Behavior

2017 ◽  
Vol 6 (3) ◽  
pp. 1-22 ◽  
Author(s):  
Zahid Hameed ◽  
Ikram Ullah Khan ◽  
Muhammad Adnan Zahid Chudhery ◽  
Donghong Ding
Keyword(s):  
Emotional Regulation ◽  
Counterproductive Work Behavior ◽  
Workplace Incivility ◽  
Work Behavior ◽  
Moderation Effect ◽  
Work Related ◽  
Mediating Role ◽  
Relationship Of ◽  
The Relationship

This research aims to extend the literature on stress by exploring the relationship between incivility and employees' counterproductive work behavior (CWB). We investigate the mediating role of psychological distress (PD) to understand the relationship of family and workplace incivility with CWB. The study also evaluates the moderation effect of emotional regulation between incivility and PD. Analysis of three-wave lagged data (N=328), collected from bank employees in Pakistan, indicates that PD mediates the effect of family and workplace incivility on CWB and emotional regulation moderates the effect of family and workplace incivility on PD. Our findings highlight the fact that emotional regulation and PD are important mechanisms in the incivility–CWB relationship. The inclusion of these two constructs is a key to understanding the relationships among family incivility, workplace incivility, and work-related outcomes. The paper concludes with a discussion of theoretical and practical implications.

scholarly journals Perceived overqualification and counterproductive work behavior: testing the mediating role of relative deprivation and the moderating role of ambition

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bert Schreurs ◽  
Melvyn R.W. Hamstra ◽  
I.M. Jawahar ◽  
Jos Akkermans
Keyword(s):  
Relative Deprivation ◽  
Counterproductive Work Behavior ◽  
Unintended Consequences ◽  
Work Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Perceived Overqualification ◽  
Indirect Relationship

PurposeThe purpose of this study was to test the mediating role of relative deprivation in the relationship between perceived overqualification and counterproductive work behavior. In addition to testing this mediation, the authors posited that ambition would interact with perceived overqualification to predict relative deprivation and, through it, counterproductive work behavior.Design/methodology/approachSurvey data collected from 181 employees were analyzed using the SPSS macro PROCESS to test the proposed moderated mediation model.FindingsResults indicated that perceived overqualification positively associated with perceptions of relative deprivation, which were, in turn, positively related to counterproductive work behavior. This indirect relationship gained in strength with increasing levels of ambition.Originality/valueBy modeling and measuring relative deprivation, this study offers a direct test of the often-invoked relative deprivation explanation of the implications of perceived overqualification for counterproductive work behavior. The study also shows how ambition can have unintended consequences.

Impact of Narcissistic Leadership on Employees Counterproductive Work Behavior under Mediating Role of Psychological Contract Breach and Moderating Role of Psychological Capital

2020 ◽  
Vol 9 (4) ◽  
pp. 369-380
Author(s):  
ABDUL QAYYUM ◽  
SANA UR REHMAN ◽  
MUHAMMAD SARMAD
Keyword(s):  
Social Exchange ◽  
Psychological Contract ◽  
Banking Sector ◽  
Psychological Capital ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Mediating Role

This study investigates the effect of narcissistic leadership on employees’ counterproductive work behavior under the lens of social exchange theory. The mediating role of psychological contract breach and moderating effect of psychological capital is also analyzed in said causal relationship. Using convenience sampling technique, data was collected from 302 middle tier employees working across banking sector of Pakistan. Data was analyzed through statistical techniques in SPSS. The results disclosed that narcissistic leader (NL) behavior significantly affects psychological contract breach (PCB) and counterproductive work behavior (CWB) of employees. PCB positively effects CWB and partially mediates between NL and CWB. Contrary to expectation the moderation role of psychological capital (PsyCap) between NL and CWB is not established. Thus, implications are provided for targeted sector and discussion is elaborated for similar sectors as well. Keywords: Narcissistic Leadership (NL), Psychological Capital (PsyCap), Psychological Contract Breach (PCB), Counterproductive work Behavior (CWB).

scholarly journals Does Perceived Organizational Support influence the Employees Emotional labor? Moderating & Mediating role of Emotional Intelligence

2018 ◽  
Vol 6 (4) ◽  
Author(s):  
Zain Riaz ◽  
Ayesha Arif ◽  
Qasim Ali Nisar ◽  
Shahzad Ali ◽  
Muhammad Sajjad Hussain
Keyword(s):  
Emotional Intelligence ◽  
Emotional Labor ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Surface Acting ◽  
Mediating Role ◽  
Relationship Of

The services sector is an emerging sector that needs extensive research that can be helpful in managing employees’ emotions. This study aims to examine the effect of perceived organizational support on emotional labor with the mediating role of emotional intelligence. Questionnaire survey method was adapted and data were collected from 370 employees of telecommunication sector through Simple Random Sampling Technique. Hypotheses were tested and analyzed by AMOS. Results showed that POS positively affects deep Acting but has a negative impact on surface acting. Results enlightened that emotional intelligence significantly mediates the relationship between perceived organizational support and emotional labor. The study also revealed the significant relationship of emotional labor and counterproductive work behavior. Surface acting positively and significantly effect on counterproductive work behavior whereas deep acting influence negatively on counterproductive work behavior. Findings also divulged that the relationship of emotional labor and counterproductive work behavior is significantly moderated by emotional intelligence.

scholarly journals Psychological Entitlement and Work-related Outcomes during the Covid-19 Pandemic. The Role of Telecommuting as a Moderator

2021 ◽  
Vol 23 (2) ◽  
pp. 46-52
Author(s):  
Octav Sorin Candel ◽  
Monica Arnăutu
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Mediation Analyses ◽  
Work Related ◽  
Psychological Entitlement

Telecommuting is a necessary change imposed by the Covid-19 pandemic. However, little is known about its interactions with the employees’ personal traits and their impact on work-related outcomes. With this study, we aimed to test the moderating role of telecommuting on the relationship between psychological entitlement and three work outcomes (job satisfaction, counterproductive work behavior and organizational citizenship behavior). Also, job satisfaction was included as a mediator between psychological entitlement and counterproductive work behavior, respectively organizational citizenship behavior. Our sample consisted of 253 employees who were either telecommuting or working from their workplace. The moderated mediation analyses showed significant differences between the two groups. The outcomes of telecommuting and their managerial implications are discussed.

Employees’ responses to psychological contract breach: The mediating role of organizational cynicism

2020 ◽  
pp. 0143831X2095847
Author(s):  
Muhammad Waseem Bari ◽  
Qurrah-tul-ain ◽  
Muhammad Abrar ◽  
Meng Fanchen
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Time Lag ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Mediating Role ◽  
Organizational Cynicism

This study evaluates employees’ responses (turnover intention and counterproductive work behavior) to different forms of psychological contract breach (relational and transactional), and the mediating role of organizational cynicism between employees’ responses and psychological contract breach. This study used a time lag technique for data collection from 411 bank employees in Pakistan. PLS-SEM and SmartPls software were applied for data analyses. The findings show that relational psychological contract breach has no significant impact on turnover intention but transactional psychological contract breach has a significant impact on turnover intention. However, counterproductive work behavior has a significant association with both forms of psychological contract breach (relational and transactional). Organizational cynicism significantly mediates the relation of relational psychological contract breach and turnover intention, but fails to mediate the relation between transactional psychological contract breach and turnover intention. Contrary to this, organizational cynicism partially mediates the relation between psychological contract breach (relational and transactional) and counterproductive work behavior. The implications and future directions are discussed in the last section of this study.

scholarly journals Linking Self-Control to Voluntary Behaviors at Workplace: The Mediating Role of Job Satisfaction

2021 ◽  
Vol 12 ◽  
Author(s):  
Yu-Jie Wang ◽  
Kui-Yun Chen ◽  
Kai Dou ◽  
Yao-Zhong Liu
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship Behavior ◽  
Self Control ◽  
Work Behavior ◽  
Self Report ◽  
Full Time ◽  
Voluntary Work ◽  
Mediating Role ◽  
The Relationship

Voluntary work behavior (VWB) refers to spontaneous workplace behaviors that extend beyond role norms, including extra-role behaviors that benefit the organization (i. e., organizational citizenship behavior, OCB) and negative behaviors that may harm the organization (i.e., counterproductive work behavior, CWB). This study examined the relationship between self-control and VWB and the mediating role of job satisfaction. A total of 1,101 full-time employees from China completed a battery of self-report measures online. The results show that self-control positively predicts employees' OCB and negatively predicts employees' CWB. Moreover, job satisfaction significantly mediates the relationship between self-control and OCB/CWB. The results confirm that employees with high self-control are more public-spirited, which previous studies have described as being “highly committed” (high OCB) or “less harmful” (low CWB). This finding closely relates to the observation that employees with high self-control tend to have more satisfying work outcomes or higher workplace status than those with low self-control.

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