scholarly journals Abusive Supervision and Counterproductive Work Behavior: Moderating Effect of Negative Affectivity

2016 ◽  
Vol 09 (01) ◽  
pp. 66-73 ◽  
Author(s):  
Feng An ◽  
Bing Wang
Keyword(s):  
Negative Affectivity ◽  
Abusive Supervision ◽  
Counterproductive Work Behavior ◽  
Moderating Effect ◽  
Work Behavior

The Role of Leader-Member Exchange Relations and Individual Differences on Counterproductive Work Behavior

2021 ◽  
pp. 003329412198929
Author(s):  
Chad Newton ◽  
Richard Perlow
Keyword(s):  
Individual Differences ◽  
Negative Emotion ◽  
Abusive Supervision ◽  
Counterproductive Work Behavior ◽  
Moderating Effect ◽  
Self Control ◽  
Work Behavior ◽  
Leader Member Exchange ◽  
Member Exchange

Although researchers have documented relations between abusive supervision and subordinate counterproductive work behavior (CWB), might CWB result from non-abusive treatment? We address the question by examining the relation between leader-member relations (LMX) and CWB as well as potential mediators and moderators of that relation. One hundred and eighty subordinates completed surveys assessing their LMX quality, entitlement, negative emotions, self-control, and CWB. Twenty-six supervisors also provided CWB data on 88 of those subordinates. We found that subordinates reporting lower quality relations with their supervisors were more likely to experience CWB than other subordinates and that anger mediated that relation. There was some support for the moderating effect of self-control on the negative emotion – CWB relation. Entitlement did not moderate the LMX – anger relation as hypothesized. One implication is that supervisors do not have to treat their subordinates poorly for the subordinates to react negatively and engage in behavior detrimental to their organization.

A Multilevel Study of Abusive Supervision, Norms, and Personal Control on Counterproductive Work Behavior: A Theory of Planned Behavior Approach

2018 ◽  
Vol 26 (2) ◽  
pp. 163-178 ◽  
Author(s):  
Dong Ju ◽  
Minya Xu ◽  
Xin Qin ◽  
Paul Spector
Keyword(s):  
Theory Of Planned Behavior ◽  
Planned Behavior ◽  
Work Groups ◽  
Abusive Supervision ◽  
Counterproductive Work Behavior ◽  
Personal Control ◽  
Work Behavior ◽  
Perspective Drawing ◽  
Multilevel Perspective ◽  
Multilevel Studies

Counterproductive work behavior (CWB) is defined as behavior that harms organizations and people in organizations. There has been a growing interest among scholars in understanding CWB from a multilevel perspective. Drawing on the theory of planned behavior, this article reports results from two multilevel studies of how abusive supervision, workgroup CWB norms, and personal control influence CWB independently and how these three factors intertwine to predict CWB. In two studies (Study 1 was single-source with 597 employees from 31 work groups and Study 2 was multisource with 345 employees from 62 work groups), we consistently found that abusive supervision was positively related to CWB, and that high CWB norms was not only positively related to CWB, but also strengthened the abusive supervision–CWB link. Furthermore, the combination of strong workgroup CWB norms within groups and high personal control were found to have the greatest facilitating effect on CWB in response to abusive supervision.

scholarly journals The effect of perceived overqualification on job crafting

2017 ◽  
Vol 30 (1) ◽  
pp. 77-100
Author(s):  
Eunju Bang ◽  
Youngwon Suh
Keyword(s):  
Counterproductive Work Behavior ◽  
Self Esteem ◽  
Study Data ◽  
Moderating Effect ◽  
Work Behavior ◽  
Job Crafting ◽  
Negative Consequences ◽  
Positive Effects ◽  
Perceived Overqualification ◽  
The Relationship

The purpose of this study is to examine the positive effects of perceived overqualification. For testing hypotheses in this study, data were collected from 458 employees. In this study we found three main results. First, this study investigated a moderating effect of peer based perceived overqualification on the relationship between perceived overqualification and organization based self-esteem. Second, this study found an indirect effect of perceived overqualification on job crafting via organization based self-esteem. Third, job autonomy had a significant moderating effect on the relationship between organization based self-esteem and job crafting. These findings were contrast to most previous studies which focused on negative organizational behaviors of perceived overqualification such as turnover, counterproductive work behavior(CWB). Therefore, this study suggests that perceived overqualification does not always lead to negative consequences and future perceived overqualification research should be conducted by new viewpoint.

scholarly journals The Effect of Job Engagement on Job Burnout and Job Performance: The Moderating Effect of Organizational Justice

2017 ◽  
Vol 12 (5) ◽  
pp. 177
Author(s):  
Nan Yin
Keyword(s):  
Job Performance ◽  
Organizational Justice ◽  
Organizational Citizenship Behavior ◽  
Counterproductive Work Behavior ◽  
Moderating Effect ◽  
Job Burnout ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Job Engagement ◽  
The Impact

This study took salemen as an example to explore the relationship between job engagement and job burnout, job engagement and job performance. When studying on the impact of job engagement, both of the two results should be taken into consideration, so the study took job burnout and job performance as the outcome variables of job engagement. The study randomly chose 48 companies of them through field visits, and the respondents were the employees who were engaging in the sales in the 48 computers and computer parts sales companies. When compiling the questionnaires, the paired questionnaire was adopted. 633 employee questionnaires were distributed to the employees and 150 supervisor questionnaires to the supervisors. Each sales department supervisor consists of several employees. Effective recovery of the questionnaire was 501 copies. The results show that job engagement positively affects task performance and organizational citizenship behavior in job performance, and negatively affects counterproductive work behavior; Job engagement negatively affects job burnout, and organizational justice has a significant negative moderating effect on job engagement and counterproductive work behavior.

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