scholarly journals Interactional Justice and Counterproductive Work Behaviors: The Mediating Role of Negative Emotions

2012 ◽  
Vol 40 (8) ◽  
pp. 1341-1355 ◽  
Author(s):  
Jeanne Le Roy ◽  
Marina Bastounis ◽  
Jale Minibas -Poussard
Keyword(s):  
Cognitive Theory ◽  
Negative Emotions ◽  
Interactional Justice ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Insurance Company ◽  
Mediation Effects ◽  
Informational Justice ◽  
Mediating Role ◽  
The Relationship

Perceptions of interactional justice have been shown to explain why employees engage in counterproductive work behaviors (CWB; Bies, 2005). However, the processes involved in this relationship have yet to be clarified. In this study, we drew on the cognitive theory of emotions and extended work published on the mediating role in this relationship (Fox & Spector, 1999) by conducting a survey with insurance company employees (N = 187). Data analyses confirmed that CWB are significantly predicted by both low perceived interactional justice and negative emotions. In addition, 2 significant mediation effects were observed: (a) perceived anger mediates the relationship between low perceived interpersonal justice and active CWB, and (b) perceived fear mediates the relationship between low perceived informational justice and passive CWB. The theoretical and organizational implications of these findings are discussed.

scholarly journals Workplace Ostracism and Counterproductive Work Behaviors: The Chain Mediating Role of Anger and Turnover Intention

2021 ◽  
Vol 12 ◽  
Author(s):  
Yingge Zhu ◽  
Denghao Zhang
Keyword(s):  
Turnover Intention ◽  
Anger Expression ◽  
Mediating Effect ◽  
Counterproductive Work Behaviors ◽  
Trait Anger ◽  
Work Behaviors ◽  
Mediating Role ◽  
Workplace Ostracism ◽  
The Relationship

This study aims to explore the mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors. A two-stage follow-up survey of 426 employees born after 1990 was conducted using the Workplace Ostracism Scale, Counterproductive Work Behaviors Scale, Trait Anger subscale of the State-Trait Anger Expression Inventory, and Turnover Intention Scale. Workplace ostracism was found to be significantly positively correlated with anger, turnover intention, and counterproductive work behaviors. Furthermore, anger and turnover intention both separately and serially mediated the relationship between workplace ostracism and counterproductive work behaviors. This study confirms the chain mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors.

Transformational leadership and group cohesion in sport: Examining the mediating role of interactional justice using a within- and between-team approach

2018 ◽  
Vol 13 (6) ◽  
pp. 912-928 ◽  
Author(s):  
Grégoire Bosselut ◽  
Julie Boiché ◽  
Bastien Salamé ◽  
Evelyne Fouquereau ◽  
Laure Guilbert ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Team Sports ◽  
Interactional Justice ◽  
Equation Modeling ◽  
Team Approach ◽  
Group Level ◽  
Informational Justice ◽  
Mediating Role ◽  
The Relationship

The present cross-sectional study aimed to investigate the mediating role of interactional justice, in the relationship between transformational leadership and cohesion in team sports. Multilevel Structural Equation Modeling was employed to test individual- and group-level models using a sample of 315 athletes from 25 team sports. The results suggest that interactional justice acts as a mediator in the relationship between transformational leadership and cohesion. Nevertheless, results are contingent on the level of analysis (i.e. individual- or group-level) and the specific dimension of interactional justice (i.e. interpersonal or informational justice). Implications for coaches are discussed.

scholarly journals Relationship between Organizational Justice and Counterproductive Work Behaviors

2020 ◽  
Vol 5 (4) ◽  
pp. 206-212
Author(s):  
Nurul Komari ◽  
Sulistiowati Sulistiowati
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Significant Relationship ◽  
Negative Relationship ◽  
Interactional Justice ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
The Relationship

Objective – This study examined the mediating role of job satisfaction (JS) on the relationship of distributive justice (DJ), procedural justice (PJ) and interactional justice (IJ) to counterproductive work behavior (CWB). Methodology/Technique – The respondents of this study were a total of 110 employees of service companies in Indonesia. The data used were primary data collected through questionnaires and processed using Partial Least Squares (PLS) analysis. Findings – The results of this research showed that DJ, PJ, and IJ have a positive and significant relationship with JS. DJ has a positive but insignificant relationship with CWB. However, PJ has a negative but significant relationship with CWB. Meanwhile IJ and JS haves an insignificant negative relationship with CWB. JS insignificantly mediates the relationship between organizational justice (OJ) and CWB. Originality/value - This study provides empirical support for the relationship between DJ, PJ, and IJ on JS and CWB. This study also provides evidence regarding the relationship between direct OJ and JS with counterproductive work behavior. Type of Paper: Empirical. JEL Classification: J60, J61, J69. Keywords: organizational justice, job satisfaction, counterproductive work behaviors. Reference to this paper should be made as follows: Komari, N; Sulistiowati. (2020). Relationship between Organizational Justice and Counterproductive Work Behaviors, J. Mgt. Mkt. Review, 5(4) 206 – 212. https://doi.org/10.35609/jmmr.2020.5.4(2)

An Examination of the Link between Leader Motivating Language and Follower Interactional Justice

2021 ◽  
pp. 232948842110112
Author(s):  
Albi Alikaj ◽  
Doreen Hanke
Keyword(s):  
Structural Equation ◽  
Power Distance ◽  
Interactional Justice ◽  
Uncertainty Avoidance ◽  
Equation Modeling ◽  
Interpersonal Justice ◽  
Informational Justice ◽  
Power Distance Orientation ◽  
Motivating Language ◽  
The Relationship

The study examines the relationship between leaders’ use of motivating language and their workers’ perceived interactional justice, that is, interpersonal and informational justice. The study also examines the influence of workers’ levels of power distance and uncertainty avoidance orientations on these relationships. We test the proposed model by conducting structural equation modeling using data from a sample of 505 participants. The findings show a positive relationship between leaders’ use of motivating language and their workers’ perceived interpersonal and informational justice. Furthermore, the study confirms our hypotheses that workers’ power distance orientation negatively moderates the relationship between leaders’ use of motivating language and workers’ perceived interpersonal justice and that workers’ uncertainty avoidance orientation negatively moderates the relationship between leaders’ use of motivating language and workers’ perceived informational justice.

Counterproductive Work Behaviors, Confucian Values, and Production Deviance: the Mediating Effect of Job Satisfaction

2012 ◽  
Vol 40 (6) ◽  
pp. 1045-1056 ◽  
Author(s):  
Xiao-Wei Guo
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Negative Impact ◽  
Mediating Effect ◽  
Counterproductive Work Behaviors ◽  
Equation Modeling ◽  
Work Behaviors ◽  
Production Deviance ◽  
Confucian Values ◽  
The Relationship

Production deviance is 1 of 5 dimensions of counterproductive work behaviors (CWB). Based on data collected from 362 employees of Chinese enterprises, I examined the predictive effect of Confucian values on production deviance and the mediating effect of job satisfaction on the relationship between Confucian values and production deviance using structural equation modeling. I analyzed 3 factors of production deviance: work sabotage, slackness, and withdrawal. Confucian values were found to have a significant negative impact on these factors. Furthermore, job satisfaction was found to partially mediate the relationship between Confucian values slackness and withdrawal, but not work sabotage.

scholarly journals The Role of Discrete Negative Emotions in Predicting the Behavior of Misusing Time and Resources in Business Organisations in India

2019 ◽  
Vol 5 (2) ◽  
Author(s):  
J. Savitha ◽  
K.B. Akhilesh
Keyword(s):  
Negative Emotions ◽  
Counterproductive Work Behavior ◽  
Work Conditions ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Deviant Behaviors ◽  
Extant Literature ◽  
Productive Time

Counterproductive work behaviors (CWB) are the deviant behaviors ofemployees that violate the organisational norms, and in turn harm theorganisation or its members. Misuse of time and resources (MTR), a form ofCWB is of increasing concern to business organisations world-wide. Suchbehaviors are mainly aimed at the organisations than the individuals,restricting productive time on the job and inappropriate or unauthorized use oforganisational resources. Extant literature informs that these behaviors arecaused by stressful work conditions mediated by negative emotions. However,the extant literature does not adequately consider multiple discrete emotions tostudy CWB. This study examines the influence of discrete negative emotions onmisuse of time and resources in the context of manufacturing and IT firms inIndia. It contributes to theory by linking individual emotions to the deviantbehaviors relevant to misuse of time and resources. Finally, the managerialimplications derived from the study helps to understand employees’ emotionalstates and their possible consequences.KeywordsMisuse of time and resources; Counterproductive work behavior; Time theft;Time banditry; Withdrawal

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