Perceived victimization as the mechanism underlying the relationship between work stressors and counterproductive work behaviors

Are Biasing Factors Idiosyncratic to Measures? A Comparison of Interpersonal Conflict, Organizational Constraints, and Workload

Widespread concern has been raised about the possibility of potential biasing factors influencing the measurement of organizational variables and distorting inferences and conclusions reached about them. Recent research calls for a measure-centric approach in which every measure is independently evaluated to assess what factor(s) may uniquely bias it. This paper examines three popular stressor measures from this perspective. Across three studies, we examine factors that may bias three popular measures of job stressors: The Interpersonal Conflict at Work Scale (ICAWS), the Organizational Constraints Scale (OCS), and the Quantitative Workload Inventory (QWI). The first study used a two-wave design to survey 276 MTurk workers to assess the three stressor scales, four strains, and five measures of potential bias sources: hostile attribution bias, negative affectivity, mood, neutral objects satisfaction, and social desirability. The second study used an experimental design with 439 MTurk workers who were randomly assigned to a positive, negative, or no mood induction condition to assess effects on means of the three stressor measures and their correlations with strains. The third study surveyed 161 employee-supervisor dyads to explore the convergence of results involving the three stressor measures across sources. Based on several forms of evidence we conclude that potential biasing factors affect the three stressor measures differently, supporting the merits of a measure centric approach, even among measures in the same domain.

Can I Get Back Later or Turn It Off? Day-Level Effect of Remote Communication Autonomy on Sustainable Proactivity

Overwhelming remote communication episodes have become critical daily work demands for employees. On the basis of affective event theory, this study explores the effect of daily remote communication autonomy on positive affect and proactive work behaviors. We conducted a multilevel path analysis using a general survey, followed by experience sampling methodology, with a sample of 80 employees in China who completed surveys thrice daily over a two-week period. The results showed that daily remote communication autonomy increased positive affective reactions, which, in turn, enhanced proactive work behaviors on the same workday. Furthermore, positive day-level relationships leading to employee proactivity were only significant when the employees’ person-level general techno-workload was not high. The findings provide a new perspective for managing employees working under continuous techno-workload and demands for remote interactions.

Who influences employees’ dark side: A multi-foci meta-analysis of counterproductive workplace behaviors

We adopt a multi-foci perspective to provide a theory-driven quantitative review of employee counterproductive workplace behaviors (CWBs) by meta-analyzing the relationships between CWB and four groups of antecedents. Specifically, CWB antecedents stemming from four sources—supervisors, organization, coworkers, and private life—were included to investigate differences in their relationships with employee CWB. Based on the Conservation of Resources Theory, we argue that favorable and unfavorable correlates relate to employee CWB to different degrees. The meta-analysis included 181 field studies with 223 independent samples. Results indicated that unfavorable antecedents correlate more strongly with CWB than favorable antecedents. We also found that supervisor- and organization-related antecedents have stronger relationships with CWB than those from the two other groups. Implications include a deeper understanding of which situational factors relate the most—or least—to CWB which can help better address CWB in the workplace.

Be Aware Not Reactive: Testing a Mediated-Moderation Model of Dark Triad and Perceived Victimization via Self-Regulatory Approach

Generally, it is difficult to work efficiently in a toxic environment. Surprisingly, leaders are found to be liable for such toxic atmosphere because they possess certain traits that employees perceive as victimization. This research assesses the relationship between the dark triad (narcissism, Machiavellianism, and psychopathy) and perceived victimization with a focus on the mediating effect of abusive supervision and the moderating effect of mindfulness. For this purpose, we surveyed 274 employees in the healthcare sector of Pakistan by using random sampling technique in three waves. To analyze the data, the structural equation model with partial least squares and PROCESS were used. The findings suggest that abusive supervision plays a mediating role in the association between the dark triad and perceived victimization. The results did not support the mediating role of abusive supervision in the association between narcissism and perceived victimization, however, the mediated moderation model was supported. Further, the findings suggest that mindfulness weakens the effect of abusive supervision on perceived victimization. Finally, the theoretical and practical implications of the results are also discussed.

Effects of social undermining in families on deviant workplace behaviours in Pakistani nurses

AIMS

To examine whether negative emotions could mediate the association linking social undermining in families (i.e. negative judgements that prevent the maintenance of positive familial ties) to nurses' deviant workplace behaviours (i.e. behaviours that disrupt the normal functioning of organisations), and whether neuroticism could moderate the association linking social undermining in families to negative emotions by adopting the spillover theory.

BACKGROUND

This study tested a moderated mediation model based on the hospital industry in Pakistan. Negative familial stressors can disrupt work-related behaviours, but it remains unknown as to how negative emotions and personality traits can affect this family-to-work relationship.

METHOD

Temporally segregated survey data were collected from nurses (n = 325 dyads) working in the hospitals of Pakistan.

RESULTS

Findings showed that social undermining in families triggered deviant workplace behaviours in Pakistani nurses through the mediating effect of negative emotions. High levels of neuroticism strengthened the association linking social undermining in families to negative emotions.

CONCLUSION

Our moderated mediated model showed that family-related stressors can "spill over" to the workplace and disrupt employee behaviours under the mediating effect of negative emotions. The perception of family-related negative emotions can also be increased among individuals with high levels of neuroticism.

IMPLICATIONS FOR NURSING MANAGEMENT

We recommend the establishment of social support networks and workshops for nurses to cope with the negative emotions they experienced from family and non-work domains.