Hatred out of love or love can be all-inclusive? Moderating effects of employee status and organizational affective commitment on the relationship between turnover intention and CWB

Abstract

Owing to the prevalence of flexible employment practices around the world and increasingly loose employee-organization relationships, employee turnover intention is gradually becoming normalized. This study aimed to examine the counterproductive work behaviors (CWB) of employees with turnover intention in the hybrid employment context. Drawing on the psychological contract process perspective, this research endeavored to examine whether higher turnover intention is associated with greater levels of CWB and to determine whether and how the association between turnover intention and CWB differs across temporary and permanent workers by considering organizational affective commitment. The results of analyzing 211 pairs of two-wave subordinate–supervisor matching data from a Chinese service company indicated that turnover intention is positively related to CWB, and the association is stronger for temporary workers than permanent ones. Such difference is caused by permanent workers’ higher organizational affective commitment than temporary workers. The findings’ implications for theory and research are provided in hybrid employment.

The brief introduction to organizational citizenship behaviors and counterproductive work behaviors: a literature review

“…According to Liu et al (2023) , employees’ turnover intention is positively related to their subsequent CWB, and permanent workers are less likely to engage in CWB compared to temporary workers because of the former’s higher organizational affective commitment. As Talaeipashiri (2016) stated, aggression may occur within the organization and could be targeted at certain individuals or the organization as a whole.…”

“…The majority of CWBs involve proactive actions that intentionally or voluntarily harm an organization and its stakeholders, such as clients, colleagues, and supervisors ( Liu et al, 2023 ). CWBs specifically include intentionally failing to perform work duties properly, engaging in workplace deviance, or engaging in behaviors that violate organizational policies and procedures ( Mert, 2023 ).…”

Professional development, employee motivation and work commitment: Basis for human resource development plan

“…Committed employees become more productive and efficient (Nanjundeswaraswamy, 2023) and are less likely to leave the organization because such employees are willing to sacrifice for the sake of the organization's goal with a strong desire to stay. Moreover, motivated employees will provide a high commitment, feel less pressure and thus love their work (Liu, et al, 2023).…”

Strengthening research of turnover decreasing: bibliometric review

“…Nowadays, we face human resources problems with increasing numbers of turnover, specially at Milenial labour (Liu et al, 2023). The phenomenon should be understood comprehensively.…”