How does implicit aggressiveness translate into counterproductive work behaviors? The role of job satisfaction and workplace anger

Ružojčić, Mitja; Galić, Zvonimir; Jerneić, Željko

doi:10.1111/ijsa.12327

Cited by 7 publications

(4 citation statements)

References 81 publications

(124 reference statements)

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“…Additionally, Jahanzeb et al (2020) asserted that workplace bullying spurs interpersonal and organisational deviance because it prompts feelings of anger in employees. Further, the indirect effect of implicit aggressiveness on workplace anger through self-reported CWBs was also significant (Ružojčić et al, 2021). Despite that, organisational politics perceptions were positively related to hostility (classified as anger) and CWB.…”

Section: Broad Negative Affectmentioning

confidence: 82%

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Systematic Literature Review: Affective Experiences as a Predictor of Counterproductive Work Behaviour

Mastana¹,

Makhbul²,

Ayob³

et al. 2023

J. Professional Business Review

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Purpose: This study aims to systematically review the literature on counterproductive work behaviour (CWB) to understand better the role of affective experiences in predicting such behaviour. Theoretical framework: Since CWB can have devastating effects on both individuals and organisations, there has been rising concern about the issue. Meanwhile, recent studies have demonstrated the substantial influence of affective experiences on CWB. Therefore, it’s common to view such experiences as immediate causes of CWB in the workplace. However, a lack of research has systematically examined this relationship. Design/methodology/approach: This study follows PRISMA (Preferred Reporting Items for Systematic reviews and Meta-Analyses) guidelines by integrating multiple research designs from 2017 to 2022 to investigate the phenomenon of affective experiences-CWB. The relevant literature review was selected from two (2) established databases, Scopus and Web of Science. Findings: Thematic analysis yielded three (3) overarching themes as predictors of affective states at work: unpleasant treatment/attitudes of others, job stressors, and dispositional distribution. Affective states that predict CWB were also identified, with two (2) primary themes (broad negative and positive affect) and seven (7) sub-themes (discrete negative and positive emotions). Furthermore, two (2) major themes, internal and external mechanisms, appear to be underlying mechanisms in the relationship between affective experiences and CWB. Research, Practical & Social implications: This study offers valuable insight into the state of knowledge and practical implementation for future strategies. Originality/value: This work may be the first study to systematically review the literature on the topic of CWB from an affective experience perspective. The work contributes to the existing literature on affective experience-CWB in two (2) major ways. First, the study provides a more in-depth explanation of the predictors, implications, and underlying mechanisms, of the relationship between affective experiences and CWB by thoroughly reviewing the relevant empirical studies. Second, it identifies important research gaps and recommends a path forward for future studies in this field.

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Section: Broad Negative Affectmentioning

confidence: 82%

“…Ghadi (2018), on the other hand, discovered that neuroticism and conscientiousness strongly predicted workplace envy. Besides that, implicit aggressiveness was found to be significantly correlated with higher levels of anger (Ružojčić et al, 2021).…”

Section: Dispositional Attributionmentioning

confidence: 88%

Systematic Literature Review: Affective Experiences as a Predictor of Counterproductive Work Behaviour

Mastana¹,

Makhbul²,

Ayob³

et al. 2023

J. Professional Business Review

View full text Add to dashboard Cite

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“…Meanwhile, the indirect effect of implicit aggressiveness on CWBs via workplace anger was significant for self-reported CWBs. Further, the indirect effect of implicit hostility on workplace anger through self-reported CWBs was also significant (Ružojčić, Galić, & Jerneić, 2021). Despite that, organisational politics (POP) perceptions were positively related to hostility (classified as anger) and CWB.…”

Section: Negative Affect (Na) and Discrete Negative Emotionsmentioning

confidence: 85%

9th Kansei Engineering and Emotion Research Conference. KEER2022 : Barcelona. 6-8 September 2022 : proceedings

2022

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“…The idea explains the connection between the internal factors, such as personality, emotions, and cognition, of workers and their responses to situations that take place while they are on the job. Concentrating on the function of a wide range of distinct emotions rather than a single generalised emotion, such as fear, 3 anger, 4 and happiness. 5 Distinct emotions in interpersonal interactions have received considerable attention.…”

Section: Introductionmentioning

confidence: 99%

Shame: Does It Fit in the Workplace? Examining Supervisor Negative Feedback Effect on Task Performance

Zada¹,

Khan²,

Saeed³

et al. 2022

PRBM

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Purpose One of the most exciting aspects of organisational psychology is the study of shame and the factors that lead up to it. The purpose of this study was to examine the relation between supervisor negative feedback and task performance. Further, we examined the mediating role of shame between supervisor negative feedback and task performance and the moderating role of self-esteem. Methods Employees working full-time in educational institutions across Pakistan were selected to collect data from the respondents. By using a convenience sampling technique, 258 employees participated in the study. The data were collected in three phases to reduce the problem of the common variance bias. Direct paths were tested by using simple linear regression (SPSS V.25). Hayes (2017) PROCESS macro model 4 was used for mediation and model 1 for moderation. Results The findings revealed that negative feedback from supervisors is linked positively with employees’ task performance. Further, shame partially mediates the relation between supervisor negative feedback and tas performance. When self-esteem is high, negative feedback and task performance were more strongly associated than low. Discussion This study has theoretical and practical implications and is based on the well-known theory of psychology ie affective events theory (AET), which states that workplace events cause emotions, influencing work attitudes and actions. This study fills the gap which is unknown to the scholars and practitioners in understanding that supervisor negative feedback is helpful to enhance employee task performance via feeling shame.

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How does implicit aggressiveness translate into counterproductive work behaviors? The role of job satisfaction and workplace anger

Cited by 7 publications

References 81 publications

Systematic Literature Review: Affective Experiences as a Predictor of Counterproductive Work Behaviour

Systematic Literature Review: Affective Experiences as a Predictor of Counterproductive Work Behaviour

9th Kansei Engineering and Emotion Research Conference. KEER2022 : Barcelona. 6-8 September 2022 : proceedings

Shame: Does It Fit in the Workplace? Examining Supervisor Negative Feedback Effect on Task Performance

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