Unpacking the curvilinear relationship between negative affectivity, performance, and turnover intentions: The moderating effect of time-related work stress

Abstract

This study explores the relationships of negative affectivity with two frequently studied outcome variables job performance and turnover intentions. Conventional wisdom holds that negative affectivity has a harmful impact on both job performance and intentions to leave; however, we propose a more nuanced perspective using empirical and theoretical arguments (e.g., self-regulation theory) to highlight the functional effects of negative affectivity. To test our hypotheses, we collected self-reported and supervisor-reported data from seven organizations in Pakistan. The findings based on data collected from 280 employees show that while negative affectivity is detrimental for job performance, this effect is mitigated as negative affectivity increases. It further shows that the linear negative main effect of negative affectivity on job performance is more pronounced when employees experience less time-related work stress. Finally, the curvilinear relationship between negative affectivity and turnover intentions is moderated by time-related work stress. The relationship has a U shape at high levels of time-related work stress, whereas at low levels it has an inverted U shape. A discussion of the limitations, future research, and implications for theory building and practice conclude the article.

Time-related work stress and counterproductive work behavior

“…Time-related work stress. Employees' experience of time-related work stress, or sense that their work environment imposes unrealistic deadlines and time constraints, was measured with a composite eight-item scale developed by Parker and DeCotiis (1983), as used in prior research (e.g., Bouckenooghe et al, 2017;Burton et al, 2012). A few example items are, 'I feel like I never have a day off', 'I spend so much time at work that I cannot see the forest for the trees', or 'I frequently get the feeling I am married to the company' (Cronbach's alpha = .72).…”

“…Notable in this regard, this research does not focus on the sources of work stress but rather adopts the perspective that the symptoms of stress are direct influences on how employees behave in the workplace (Burton et al, 2012;Lazarus and Folkman, 1984). With its focus on employees' actual experience of stress in the presence of time-related work pressures (Bouckenooghe et al, 2017), this study complements extant research on the consequences of employees' perceptions of workload or role overload for their negative work behaviours (Chen and Spector, 1992;Chiu et al, 2015;Penney et al, 2003;Spector and Fox, 2005;Tucker et al, 2009). In particular, by considering the impact of felt time stress that might result from role overload, this article details a more proximate cause of CWB: the actual negative emotions experienced, instead of the causes of those emotions (Dohrenwend et al, 1984;Fida et al, 2014;Koys and DeCotiis, 1991).…”

“…Such timerelated work stress essentially originates from within the work domain and represents a critical challenge for organizations that function in competitive, fast-paced market environments; accordingly, the issue has become endemic (Avery et al, 2010;Elfering et al, 2013). Excessive time pressures can be manifest, for example, in employees' feelings that they have too many job responsibilities and insufficient time to fulfil them, never have off time during their work hours, or must devote so much energy to work-related issues that there is nothing left for activities outside work (Bouckenooghe et al, 2017;Burton et al, 2012;Gärling et al, 2016). This experience of time-related work stress is upsetting for employees because it leaves them frustrated with how their employer treats them (Gärling et al, 2016;Parker and DeCotiis, 1983), which can evoke negative work outcomes such as reduced organizational citizenship behaviour (Paillé, 2011), creativity (Chen et al, 2015), and innovative behaviour .…”

“…To extend this research stream, the current study addresses the possible translation of employees' experience of time-related work stress (Bouckenooghe et al, 2017) into CWB and, particularly, the roles of negative personality traits in triggering this translation. The theoretical arguments for this interactive effect stem from conservation of resources (COR) theory, which predicts that employees' work behaviours reflect their motivations to avoid resource losses and achieve resource gains (Hobfoll, 1989(Hobfoll, , 2001.…”

The moderating role of corporate reputation and employee-company identification on the work-related outcomes of job insecurity resulting from workforce localization policies

“…Previous studies have effectively utilized English surveys in non-native English-speaking countries (Ali et al, 2017;Bouckenooghe et al, 2017' Khan et al, 2015Naseer et al, 2016). The use of English also provides an opportunity for the comparison of findings with those of previous research that employed English surveys (i.e., primarily conducted in another context; Naseer et al, 2016).…”