Examining Moderating Effect of Industrial Relations Climate on Workplace Spirituality and Counterproductive Work Behaviour

Abstract

The importance of industrial relations climate has not been given due emphasis on the study of counterproductive work behavior. This variable in facts has great influence to synergize and harmonize the working environment in most of the organizations in today's world. Hence, the purpose of this study is to examine the role of industrial relations climate as moderating variable between the workplace spirituality and counterproductive work behavior. Based on two social theories i.e. Social Control Theory and Social Cognitive Theory and previous research findings, a model has been constructed to demonstrate that positive industrial relations climate could eradicate the intensity of counterproductive work behavior experienced by employees, which in turn could benefit the organizations in doing business. This model would also demonstrate how the integration of industrial relations climate, workplace spirituality and counterproductive work behavior could provide a better understanding in formulating organizational policies especially in engaging employees' positive attributes.

Counterproductive Work Behaviour: The Role of Work Overload and Organizational Justice Dimensions among Employees in Nigeria Private Sector Organizations

“…injurious cyber-loafing , corruption and office abuse , abusive supervision and cynicism and even employee turnover . Depending on the nature of organizational climate, employees may be influenced to take actions or inactions considered injurious to organizational wellbeing (Yusof et al, 2019). Also, human conflicts in the organizations which may be caused by workplace incivility may lead to retaliatory behaviours which may be counterproductive to the organization .…”

The future of work: a systematic literature review

“…With a highlight on possible pathways for future research, this paper outlines these emerging trends to integrate existing knowledge and pursue innovative research opportunities to expand the multidisciplinary research frontier. Moreover, this study contributes to recent workplace research in accounting and finance (e.g., Leung and Richardson, 2007;Yusof and Yunus, 2019;Baldwin, 2020;Wehrs, 2020;Rocha and Pinheiro, 2020;Herbert et al, 2021;Lehenchuk et al, 2021), primarily by furthering our understanding of changing in workplace within the accounting and finance profession. We hope these insights will encourage future research in the post-COVID era and will be used by accounting and finance faculty to sustain employee well-being, to make fundamental changes to their own structure and management methods, to improve workplace treatment of diverse employees, to standardise and develop the measurement and framework of people skills, and to consider both organisational and workplace spirituality for coping with the rapidly changing business environment.…”

Organizational Capital and Employees’ Counterproductive Work Behaviour in the Nigerian Public Health Sector

“…It is crucial for organizations to understanding the nature, causes, and consequences of CWB in the Nigerian context and to address them to foster a productive work environment. CWB encompasses voluntary behaviours where employees lack motivations to conform or become motivated to engage in behaviours that affect the organization (Yusof, Yunus & Adnan, 2019). CWB can be categorized into two main types: behaviours targeted at the organization and behaviours targeted at individuals.…”