Negative affectivity and workplace deviance: the moderating role of ethical climate

Chen, Chien Cheng; Chen, Mavis Yi Ching; Liu, Ying Chun

doi:10.1080/09585192.2012.753550

Cited by 47 publications

(26 citation statements)

References 64 publications

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“…Over the last decade, researchers have begun to examine the moderating effects of ethical climates by drawing on person-situation interactionist perspectives such as trait-activation theory. For example, Chen, Chen, and Liu (2013) found that whilst an instrumental ethical climate strengthened the relationship between negative affect and workplace deviance, a caring ethical climate weakened it. Similarly, examining the effects of ethical climates on the relationship between ethical dispositions and personal justice norms, Lau and Wong (2009), found that a benevolent ethical climate weakened the relationship between equity sensitivity and the distributive justice norm, and principle ethical climate weakened the relationship between the need for structure and procedural justice norm.…”

Section: Ethical Climate As a Moderatormentioning

confidence: 99%

“…To further our understanding of the situations in which ethical climates are more likely to foster positive workplace outcomes for employees, we call on researchers to build on extant work (Chen et al, 2013) by incorporating prominent personsituation theoretical perspectives such as trait activation theory (TAT) (Tett & Guterman, 2000), which suggests that "personality traits and situations are sources of behavioural variance, and traits are expressed as responses to trait-relevant situational cues" (Dawkins, Tian, Newman, & Martin, 2017: 177). According to TAT the influence of personality traits on employee work attitudes and behaviors may depend on inducements offered by the context (situational cues), and therefore provides a theoretical explanation as to why employees may respond differently to organizational climates, such as ethical climate, depending on their personality traits and other individual differences (e.g.…”

Section: Trait-activation Theorymentioning

confidence: 99%

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Ethical Climates in Organizations: A Review and Research Agenda

et al. 2017

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ABSTRACT:Since seminal meta-analytical work in 2006 we have witnessed burgeoning research on ethical climates. This article offers a comprehensive review of literature examining the antecedents and outcomes of ethical climates over the last decade, as well as moderators of the relationship between ethical climates and other variables. Based on the review, an agenda for future research is also presented. In addition to highlighting the potential for incorporating alternative theoretical perspectives such as situational strength theory, trait-activation theory, social information processing theory, and institutional theory to better our understanding of ethical climates, this article highlights the need for future research to incorporate a dynamic perspective to study ethical climates, examine the curvilinear effects of ethical climates on work outcomes, extend the study of ethical climates to different levels of the organization, and examine the effects of culture on ethical climates.

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Section: Ethical Climate As a Moderatormentioning

confidence: 99%

Section: Trait-activation Theorymentioning

confidence: 99%

Ethical Climates in Organizations: A Review and Research Agenda

et al. 2017

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“…Third, although the self-rating of deviant behavior was recommended because of the fact that employees often performed this behavior in private [90], the leader ratings of individual deviant behavior have been also applied in research on deviance [70]. Hence, future research could employ the employee behavioral ratings from other sources (e.g., supervisor or coworkers) and even apply objective measures (e.g., attendance) to better capture the criterion of deviant behavior.…”

Section: Limitations and Future Researchmentioning

confidence: 99%

Work–Family Conflict, Emotional Responses, Workplace Deviance, and Well-Being among Construction Professionals: A Sequential Mediation Model

Yan

Zhang

Wang

et al. 2020

IJERPH

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Given the dynamic, complex, and highly demanding project environment, construction professionals are particularly likely to experience a high level of work–family conflict. Taking an emotional resource perspective and on the basis of affective events theory, this study tested negative affect and emotional exhaustion as sequential mediators between two directions of work–family conflict and workplace well-being or deviance behavior. The theoretical model was examined using data collected at two time points from 143 construction professionals through regression analysis and bootstrapping. The results indicate that work–family conflict was positively related to deviant behavior and negatively related to workplace well-being. The findings demonstrate that the mediation effects of emotional exhaustion between work–family conflict and workplace well-being or deviant behavior were significant and that the sequential mediating effects of negative affect and emotional exhaustion in the relationship between work–family conflict and workplace well-being or deviant behavior were significant. Moreover, different impacts of work interference with family and family interference with work on job-related attitudes and behavior were observed. These findings highlight the importance of emotional experience to understand the negative impact of work–family conflict in the temporary project context.

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“…But we still know little about the interaction between social stressors and caring climate. A similar study examined caring climate as a moderator for the relationship between negative affectivity and workplace deviance (Chen, Chen, & Liu, ). We propose that a caring climate is a moderator for solving the major problems between social stressors and internally directed negative behaviours, such as turnover intention and sick leave.…”

Section: Introductionmentioning

confidence: 99%

Stressors, withdrawal, and sabotage in frontline employees: The moderating effects of caring and service climates

Kao

Cheng

Kuo

et al. 2014

J Occupat & Organ Psyc

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In this study, we examine frontline employees in a multifoci approach for clarifying relationships between social stressors caused by supervisors, colleagues and customers, and turnover intentions, sick leave and service sabotage. The study also considers caring climates and service climates for moderating effects. Data were collected from 420 frontline employees and 30 supervisors in 30 hotels in the hospitality industry. Hierarchical linear model analysis confirmed that supervisor‐caused stressors were more strongly related to turnover intention; colleague‐caused stressors were more strongly related to sick leave; and customer‐caused stressors were more strongly related to service sabotage. In addition, caring climates moderated the relationships between supervisor‐ and customer‐caused stressors and turnover intentions. Service climates moderated the relationships between supervisor‐ and customer‐caused stressors and service sabotage. The findings corroborate the target similarity model. The implications of this study for research and practice are discussed. Practitioner points The study should help managers understand why employees display withdrawal or sabotage behaviours. Managers should examine social stressors precisely and carefully to find the best ways to decrease employees' negative behaviours. Establishing both caring climates and service climates in organizations will help prevent employees' turnover intention or service sabotage.

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Negative affectivity and workplace deviance: the moderating role of ethical climate

Cited by 47 publications

References 64 publications

Ethical Climates in Organizations: A Review and Research Agenda

Ethical Climates in Organizations: A Review and Research Agenda

Work–Family Conflict, Emotional Responses, Workplace Deviance, and Well-Being among Construction Professionals: A Sequential Mediation Model

Stressors, withdrawal, and sabotage in frontline employees: The moderating effects of caring and service climates

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