Influence of customer's ‘GABJIL’ on employees’ emotional burnout, counterproductive work behavior and turnover intention in the foodservice industry

We examined the mediating role of work engagement in predicting organizational citizenship behavior and counterproductive work behavior. The 227 participants were employees of 2 major retail banks in China, who completed a survey. The results showed that both turnover intention and work engagement were significantly correlated with organizational citizenship behavior and counterproductive work behavior. Results of structural equation modeling indicated that work engagement partially mediated both the turnover intention–organizational citizenship behavior relationship and the turnover intention–counterproductive work behavior relationship. These results extend prior findings and shed light on how turnover intention affects organizational citizenship behavior and counterproductive work behavior. Theoretical and practical implications are discussed.

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Working Period As A Moderating Variable Of Work Family Conflict, Work Stress, And Turnover Intention On Contraproductive Work Behavior (Case Study On Bca Syariah)

Perisai Islamic Banking and Finance Journal ◽

10.21070/perisai.v5i2.1363 ◽

2021 ◽

Vol 5 (2) ◽

pp. 227-246

Author(s):

Dewi Puspa Amalia ◽

Muhammad Zakiy

Keyword(s):

Work Stress ◽

Family Conflict ◽

Turnover Intention ◽

Sampling Technique ◽

Counterproductive Work Behavior ◽

Work Behavior ◽

Work Family Conflict ◽

Moderator Variable ◽

Track Record ◽

Work Family

Counterproductive work behavior has caused a lot of harm to the organization and employees, both directly and indirectly. This research aims to determine the effect of work-family conflict, work stress and turnover intention on counterproductive work behavior with tenure as a moderator variable. This research using a purposive sampling technique and took 100 employees of BCA Syariah Bank by distributing questionnaires. The data obtained were analyzed using SmartPLS 3.3. The results of this research are work family conflict, and work stress has a positive effect on counterproductive work behavior, while turnover intention has a negative effect on counterproductive work behavior. The employees who want to resign will maintain their attitude by acting permanently or more productively than usual. The excuse is that employees avoid the penalties and keeps a good track record. In addition, tenure moderates the effect of work-family conflict on counterproductive work behavior.

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The Effects of Emotional Labor on Counterproductive Work Behavior and Turnover Intention in Hotel Employees : A Moderating Role of Social Support

Journal of Tourism Management Research ◽

10.18604/tmro.2016.20.3.3. ◽

2016 ◽

Vol 20 (3) ◽

pp. 39-61

Author(s):

Yeoungil Yoon ◽

Keyword(s):

Social Support ◽

Emotional Labor ◽

Turnover Intention ◽

Counterproductive Work Behavior ◽

Work Behavior ◽

Hotel Employees ◽

Moderating Role

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

Economic and Industrial Democracy ◽

10.1177/0143831x20958478 ◽

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.

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