Interpersonal conflict and counterproductive work behavior: the moderating roles of emotional intelligence and gender

Purpose This paper aims to examine how interpersonal conflict at work might enhance employees’ propensity to engage in counterproductive work behavior (CWB), as well as how this relationship might be attenuated by emotional intelligence. It also considers how the attenuating role of emotional intelligence might depend on employees’ gender. Design/methodology/approach Survey data were collected from 193 employees working in different organizations in Pakistan. Findings Interpersonal conflict relates positively to CWB, but this relationship is weaker at higher levels of emotional intelligence. The negative buffering role of emotional intelligence is particularly strong among women as compared to men. Practical implications Given that individuals high in emotional intelligence are better at regulating their negative emotions, emotional intelligence training may be a powerful tool for reducing the hostility elicited among organizational members in response to interpersonal conflict and, consequently, their engagement in CWB. Originality/value This study uncovered the emotional mechanism that underlies the interpersonal conflict–CWB relationship by gender and makes suggestions to managers on minimizing the harmful effects of interpersonal conflict.

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Interpersonal conflict and counterproductive work behavior: the moderating roles of emotional intelligence and gender

10.26686/wgtn.14167130.v1 ◽

2021 ◽

Author(s):

Yasir Mansoor Kundi ◽

Kamal Badar

Keyword(s):

Emotional Intelligence ◽

Design Methodology ◽

Interpersonal Conflict ◽

Counterproductive Work Behavior ◽

Work Behavior ◽

And Gender ◽

Emotional Intelligence Training ◽

Harmful Effects ◽

Practical Implications

Purpose This paper aims to examine how interpersonal conflict at work might enhance employees’ propensity to engage in counterproductive work behavior (CWB), as well as how this relationship might be attenuated by emotional intelligence. It also considers how the attenuating role of emotional intelligence might depend on employees’ gender. Design/methodology/approach Survey data were collected from 193 employees working in different organizations in Pakistan. Findings Interpersonal conflict relates positively to CWB, but this relationship is weaker at higher levels of emotional intelligence. The negative buffering role of emotional intelligence is particularly strong among women as compared to men. Practical implications Given that individuals high in emotional intelligence are better at regulating their negative emotions, emotional intelligence training may be a powerful tool for reducing the hostility elicited among organizational members in response to interpersonal conflict and, consequently, their engagement in CWB. Originality/value This study uncovered the emotional mechanism that underlies the interpersonal conflict–CWB relationship by gender and makes suggestions to managers on minimizing the harmful effects of interpersonal conflict.

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Task variety and counterproductive work behavior

Journal of Managerial Psychology ◽

10.1108/jmp-02-2017-0048 ◽

2017 ◽

Vol 32 (8) ◽

pp. 581-592 ◽

Cited By ~ 5

Author(s):

Manuela Morf ◽

Anja Feierabend ◽

Bruno Staffelbach

Keyword(s):

Baseline Level ◽

Design Methodology ◽

Counterproductive Work Behavior ◽

Work Behavior ◽

Content Type ◽

Task Variety ◽

The Relationship ◽

Harmful Effects ◽

Practical Implications ◽

Over Time

Purpose The purpose of this paper is to examine the relationship between task variety and counterproductive work behavior (CWB) and the relationship between change in task variety and change in CWB. CWB is proposed as being a behavior that serves as an outlet by which employees can express displeasure and acts as a substitute for a lack of interest when task variety is low. Design/methodology/approach This study analyzed survey data that were collected at two points in time (T1 and T2) from 515 employees with different occupations working in Switzerland. Findings Task variety at T1 negatively related to organizational CWB (CWB-O) at T2 and interpersonal CWB (CWB-I) at T2. Task variety at T1 was also related to a change in CWB-O and a change in CWB-I. However, change in task variety showed a non-significant relationship to change in CWB-O and change in CWB-I. Research limitations/implications Results indicated that employees tend to respond with CWB when task variety is permanently low and that CWB may even increase over time. Further studies that examine the dynamics between task variety and CWB are therefore recommended. Practical implications Findings inform the practice on the potentially harmful effects of unstimulating work designs and therefore have implications for how to better prevent CWB. Originality/value The two-wave data collection allowed for differentiation between the effect of the baseline level of task variety at T1 on CWB at T2 and the effect of a change in task variety on a change in CWB.

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How do subordinates react to perceived narcissistic supervision? The roles of perceived interactional justice and need for belonging

Baltic Journal of Management ◽

10.1108/bjm-02-2021-0051 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Dan Ni ◽

Xin Liu ◽

Xiaoming Zheng

Keyword(s):

Organizational Justice ◽

Work Engagement ◽

Design Methodology ◽

Interactional Justice ◽

Counterproductive Work Behavior ◽

Work Behavior ◽

Content Type ◽

Moderating Role ◽

Practical Implications

PurposeThis paper aims to examine how and when perceived narcissistic supervision influences subordinates' work engagement and counterproductive work behavior (CWB) based on organizational justice theory.Design/methodology/approachTwo-wave data were collected from 320 employees in a Chinese manufacturing company.FindingsSubordinates' perceived interactional justice mediated the relationships between perceived narcissistic supervision and work engagement and CWB. Higher levels of subordinates' need for belonging strengthened the detrimental impacts of perceived narcissistic supervision on subordinates' outcomes.Practical implicationsOrganizations should reduce the occurrence of narcissistic supervision, enhance subordinates' perception of interactional justice and pay more attention to subordinates' need for belonging in personnel and team arrangement.Originality/valueAlthough research has documented the detrimental effects of perceived narcissistic supervision, little effort has been made to investigate how such effects occur and which factors might amplify such effects. This study identified the mechanism underlying the link between perceived narcissistic supervision and subordinates' outcomes and unpacked the moderating role of subordinates' need for belonging.

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Examining correlates of organizational citizenship behavior and counterproductive work behavior in a collectivist culture: the case of Arab teachers in Israel

Organization Management Journal ◽

10.1108/omj-01-2020-0863 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Aaron Cohen ◽

Mohammad Abedallah

Keyword(s):

Emotional Intelligence ◽

Organizational Justice ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Counterproductive Work Behavior ◽

Work Behavior ◽

Citizenship Behavior ◽

Content Type ◽

Self Evaluation ◽

Core Self

Purpose This study aims to examine the relationships between personal (emotional intelligence, Dark Triad (DT), core self-evaluation and burnout) and situational variables (organizational justice) and organizational citizenship behavior (OCB) (supervisor report) and counterproductive work behavior (CWB) (self-report). Design/methodology/approach In total, 680 questionnaires were distributed to teachers in 20 Arab elementary schools in Northern Israel. Usable questionnaires were returned by 509 teachers (75%). The questionnaires covered emotional intelligence, DT, core self-evaluation, organizational justice, burnout, CWB and demographic characteristics. Their principals filled out questionnaires on the teachers’ in-role performance and OCB. Findings Results showed that CWB was mostly related to higher levels of psychopathy, lower levels of emotional intelligence (ability to use emotions) and higher levels of burnout (emotional exhaustion). OCB was related to higher levels of procedural justice, lower levels of burnout and higher levels of emotional intelligence. Practical implications Organizations should consider ways to reduce burnout, which may reduce CWB and increase perceptions of justice, thereby promoting OCB. Originality/value Two novel aspects are noteworthy. First, this study simultaneously examines both CWB and OCB to clarify the similarities and differences between them. Second, few studies have examined the correlates of CWB and OCB in Arab culture.

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Psychological Capital, Emotional Labor and Counterproductive Work Behavior of Service Employees: The Moderating Role of Leaders’ Emotional Intelligence

American Journal of Industrial and Business Management ◽

10.4236/ajibm.2015.56039 ◽

2015 ◽

Vol 05 (06) ◽

pp. 388-395 ◽

Cited By ~ 6

Author(s):

Xiaodan Wang ◽

Xiaotong Lian

Keyword(s):

Emotional Intelligence ◽

Emotional Labor ◽

Psychological Capital ◽

Counterproductive Work Behavior ◽

Work Behavior ◽

Service Employees ◽

Moderating Role

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Peran Kecerdasan Emosi dan Iklim Organisasi terhadap Perilaku Kerja Kontraproduktif

Gadjah Mada Journal of Professional Psychology (GamaJPP) ◽

10.22146/gamajpp.43408 ◽

2019 ◽

Vol 3 (2) ◽

pp. 123

Author(s):

Devianita Puspita Wardhani ◽

IJK Sito Meiyanto

Keyword(s):

Emotional Intelligence ◽

Data Collection ◽

Organizational Climate ◽

Counterproductive Work Behavior ◽

Quantitative Approach ◽

Work Behavior ◽

Research Subjects ◽

Counterproductive Behavior ◽

Regression Techniques

This research aims to determine the role of emotional intelligence and organizational climate in predicting the counterproductive work behavior. This study used a quantitative approach survey. The method of data collection in this research was conducted by distributing scale to the research subjects, with a total of 146 civil servants. The data was analyzed using double regression techniques using SPSS (Statistical Product and Service Solutions) 20.0. The result shows that the emotional intelligence and organizational climate can contribute together to decrease counterproductive behavior that occurs in the workplace (F (2, 143) = 5.266, p<.05, R2 = .069). Limitations and suggestions for further research were also discussed in this study.

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When is an Islamic work ethic more likely to spur helping behavior? The roles of despotic leadership and gender

Personnel Review ◽

10.1108/pr-06-2017-0192 ◽

2018 ◽

Vol 47 (3) ◽

pp. 630-650 ◽

Cited By ~ 12

Author(s):

Dirk De Clercq ◽

Inam Ul Haq ◽

Usman Raja ◽

Muhammad Umer Azeem ◽

Norashikin Mahmud

Keyword(s):

Work Ethic ◽

Work Values ◽

Helping Behavior ◽

Content Type ◽

Islamic Work Ethic ◽

Female Employees ◽

And Gender ◽

Voluntary Basis ◽

Practical Implications

Purpose The purpose of this paper is to investigate how employees’ Islamic work ethic might enhance their propensity to help their coworkers on a voluntary basis, as well as how this relationship might be invigorated by despotic leadership. It also considers how the invigorating role of despotic leadership might depend on employees’ gender. Design/methodology/approach Survey data were collected from employees and their supervisors in Pakistani organizations. Findings Islamic work values relate positively to helping behaviors, and this relationship is stronger when employees experience despotic leadership, because their values motivate them to protect their colleagues against the hardships created by such leadership. This triggering role of despotic leadership is particularly strong among female employees. Practical implications For organizations, the results demonstrate that Islamic work values may be important for creating a culture that promotes collegiality, to a greater extent when employees believe that their leaders act as despots who exploit their followers for personal gain. Originality/value This study elaborates how employees’ Islamic work ethic influences the likelihood that they help their coworkers, particularly in work contexts marked by stress-inducing leadership.

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Reducing skepticism about corporate social responsibility: roles of gender and agentic-communal orientations

Journal of Consumer Marketing ◽

10.1108/jcm-02-2018-2577 ◽

2019 ◽

Vol 36 (1) ◽

pp. 189-196 ◽

Cited By ~ 2

Author(s):

Kevin P. Newman ◽

Rebecca K. Trump

Keyword(s):

Corporate Social Responsibility ◽

Social Responsibility ◽

Target Market ◽

Content Type ◽

And Gender ◽

The Individual ◽

Corporate Social ◽

A Company ◽

Practical Implications

Purpose Companies are increasingly emphasizing corporate social responsibility (CSR). However, consumers are often skeptical of the sincerity of companies’ CSR claims, particularly when the claim comes directly from the company. This paper aims to demonstrate how to reduce consumer CSR skepticism by examining the role of a company spokesperson’s gender and gender-related characteristics. Design/methodology/approach Two between-subjects experiments with a combined total of 329 participants examined how consumers’ levels of CSR skepticism are affected depending on the gender of the consumer and the gender and gender-related characteristics of the company’s CSR spokesperson. Findings Study 1 finds that a female (vs male) spokesperson generally elicits less CSR skepticism. However, Study 2 expands on this to demonstrate that consumers are less skeptical of a company’s CSR efforts when they are promoted by a spokesperson who exhibits gender-related characteristics that match, or are typically associated with, the individual consumer’s gender. Practical implications Brands often face difficulties in successfully promoting their own CSR efforts to skeptical consumers. These findings should guide companies and their brands in choosing ideal spokespeople for making effective, sincere CSR claims, depending on the target market. Originality/value This research is the first to identify the important role of gender in consumers’ perceptions of CSR sincerity. Thus, it provides practically-oriented strategies that may mitigate a growing consumer CSR skepticism that exists in today’s marketplace.

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

Personnel Review ◽

10.1108/pr-05-2019-0237 ◽

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.

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