The relative impact of employees’ discrete emotions on employees’ negative word-of-mouth (NWOM) and counterproductive workplace behavior (CWB)

Abstract

Purpose With the emergence of a variety of communication channels on social media, employees have more opportunities to engage with external stakeholders for or against their organizational brand. In such a context, focusing on negative word-of-mouth (NWOM) as an employee’s negative discretionary brand-oriented behavior, the current study aimed to identify negative emotions that can serve as drivers for NWOM more strongly than for counterproductive workplace behavior (CWB), relying on the discrete emotion perspective. This study also aimed to examine whether employees’ perceived brand knowledge can directly diminish employees’ NWOM and CWB and attenuate the influence of negative emotions. Design/methodology/approach A questionnaire was used to gather relevant data, which were analyzed by structural equation modeling. Findings The findings showed that anger was more strongly associated with employees’ NWOM than withdrawal and that envy was more strongly associated with CWB toward individuals than employees’ NWOM. Employees’ perceived brand knowledge was negatively associated with both NWOM and CWB directly and mitigated the association of negative emotions such as anger and envy with CWB, but not with NWOM. Originality/value Based on the discrete emotion perspective, the current study explored the relative magnitude of emotional antecedents for employees’ NWOM and conventional CWB. Also, it expanded the previous findings on the positive effects of perceived brand knowledge on the positive outcomes of employees’ actions and its mitigating effects on NWOM and CWB.

The Mediator Role of Burnout in The Effect of Personality on Counterproductive Work Behaviors / Kişiliğin Üretkenlik Karşıtı İş Davranışına Olan Etkisinde Tükenmişliğin Aracı Rolü

“…Employees may exhibit attitudes and behaviors that sometimes disrupt business operations, prevent the organization from achieving its goals, or interfere with colleagues' tasks (Lee et al, 2022). There are several definitions of such negative attitudes and behaviors in the literature.…”

Internal audience watches the boss walking the talk: the mechanism of management’s mission alignment for internal branding

“…In particular, considering that the present study has five latent factors with 0.56 of intercorrelation and 0.71 factor loadings, and 3.4 indicators, a sample size of over 200 would be adequate (Wolf et al , 2013). Finally, in the current model, the authors did not explicitly test the relationship between EWE and employees’ brand- or marketing-related outcomes, such as word-of-mouth (Lee et al , 2022). Future research can investigate the relationship by expanding the current model.…”

Need for Power, Personality Traits, and Organizational Work-Related Behaviors among Employees

“…The term Counterproductive Workplace Behavior (CWB) refers to employee actions that are deliberately harmful to the objectives of the organization (Lee et al, 2022;Gruys & Sackett, 2003). Many of these behaviors are inherently antisocial, such as cheating, sabotaging, and stealing from others (Ma et al, 2019;Magee & Langner, 2008).…”