Role stressors and counterproductive work behavior: The role of negative affect and proactive personality

Abstract

Based on the stressor‐emotion model, we propose that negative affect mediates the relationship between three role stressors (i.e., role ambiguity, role conflict, and role overload) and counterproductive work behavior (CWB), while proactive personality moderates the relationships between negative affect, role stressors, and CWB. We tested our hypotheses using data from 332 employees in Mainland China. We found that negative affect mediated the relationships between the three dimensions of role stressors and CWB. Role ambiguity was most strongly associated with CWB, followed by role conflict and then role overload. Proactive personality moderated the role ambiguity‐negative affect, role conflict‐negative affect, and negative affect‐CWB relationships, but not the relationship between role overload and negative affect.

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

“…First, we contribute to the understanding of why interpersonal conflict at work is linked with CWB. Although Zhang et al (2019) examined the impact of role conflict on employee CWB, research into the interpersonal conflict–CWB relationship remains limited. Previous research suggests that interpersonal conflict at work fosters deviant behavior among employees (e.g.…”

“…Previous research suggests that interpersonal conflict at work fosters deviant behavior among employees (e.g. Ma and Liu, 2019; Zhang et al , 2019). Thus, on the basis of the social exchange theory (Blau, 1964), we answer recent calls to examine the effects of interpersonal conflict at work on employee negative work behaviors, specifically on CWB (Zhao et al , 2018).…”

Unwanted isolation: An obstacle to constructive interaction between oncology nurses and their patients

“…In addition, bureaucracy is an indispensable part of all societies and big organizations; it is a complicated and dynamic process which stems from frequent and time‐consuming use of regulations and working procedures (Andrews et al., 2017 ). Role overload is a major reason for job stress, which in turn originates from factors like lack of enough time to do the assigned duties, the existence of very high standards that are not compatible with the individual's skills and abilities, and assignment of duties and responsibilities that are beyond the individual's capabilities (Kimura et al., 2018 ; Zhang et al., 2019 ).…”

Affective Events and Proactivity

“…Second, a more recent study found that high levels of negative affect strengthened the positive indirect effects of proactive personality on task performance and affective commitment via job engagement (Haynie, Flynn, and Mauldin, 2017). Third, a study showed that a more proactive personality buffered the positive relationships of two role stressors (that is, role ambiguity and role conflict) with negative affect (Zhang, Crant, and Weng, 2019). Finally, another recent study showed that a more proactive personality weakened the positive effect of hostile customer relations on workers' mental health symptoms (Mazzetti et al, 2019).…”