scholarly journals How Ingratiation Links to Counterproductive Work Behaviors: The Roles of Emotional Exhaustion and Power Distance Orientation

2020 ◽  
Vol 11 ◽  
Author(s):  
Miao Yan ◽  
Yu-ping Xie ◽  
Jun Zhao ◽  
Yong-jun Zhang ◽  
Mohsin Bashir ◽  
...  
Keyword(s):  
Emotional Exhaustion ◽  
Power Distance ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Power Distance Orientation

Effects of Machiavellian ethical leadership and employee power distance on employee voice

2017 ◽  
Vol 45 (9) ◽  
pp. 1485-1498 ◽  
Author(s):  
Won Jun Kwak ◽  
Ji Hyun Shim
Keyword(s):  
Ethical Leadership ◽  
Leadership Training ◽  
Organizational Context ◽  
Power Distance ◽  
Training And Development ◽  
Employee Voice ◽  
Work Behaviors ◽  
Leader Behaviors ◽  
Power Distance Orientation ◽  
Ethical Leader

We investigated how employees respond to Machiavellian supervisors exerting ethical leadership. Participants were 252 matched supervisor–employee dyads, and we administered measures of supervisor ethical leadership, employee voice, employee power distance orientation, and supervisor Machiavellianism. Results revealed that Machiavellian supervisors' ethical leader behaviors were perceived to be genuine by subordinate employees, and that ethical leadership promoted supervisors' extrarole voice behaviors. Further, the effects of Machiavellian supervisors' ethical leader behaviors on employee voice were intensified in the particular organizational context of higher, versus lower, employee power distance orientation. Given the major finding that ethical leader behaviors demonstrated by Machiavellian supervisors were effective whether or not they were genuine, ethical leadership training and development are suggested to help promote desirable employee work behaviors, including voice.

When and why organizational cynicism leads to CWBs

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saima Naseer ◽  
Usman Raja ◽  
Fauzia Syed ◽  
Muhammad Usman Anwar Baig
Keyword(s):  
Emotional Exhaustion ◽  
Service Industry ◽  
Psychological Capital ◽  
Counterproductive Work Behaviors ◽  
Future Research ◽  
Conservation Of Resources ◽  
Work Behaviors ◽  
Content Type ◽  
Organizational Cynicism ◽  
The Relationship

PurposeUsing conservation of resources theory (COR), the authors test the combined effects of cynicism and psychological capital on counterproductive work behaviors (CWBs) mediated through emotional exhaustion.Design/methodology/approachThe authors use a time-lagged independent source sample (N = 181) consisting of employee–peer dyads from service industry in Pakistan.FindingsModerated mediated regression analyses indicated that emotional exhaustion mediates the relationship between organizational cynicism and counterproductive work behaviors. Psychological capital moderates the relationship between organizational cynicism and emotional exhaustion such that organizational cynicism is positively related to exhaustion when psychological capital is low. Furthermore, conditional indirect effects show that emotional exhaustion mediates the relationship between organizational cynicism and counterproductive work behaviors only when employees' psychological capital is low.Originality/valueThe study suggests new mechanisms and boundary conditions through which cynicism triggers CWBs. The authors discuss the implications of the study’s findings and suggest possible directions for future research.

When does witnessing patient mistreatment hurt nurses' performance? Gauging the moderation roles of self-concern and other-orientation

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Lisa E. Baranik ◽  
Yue Zhu ◽  
Mo Wang ◽  
Wei Zhuang
Keyword(s):  
Job Performance ◽  
Emotional Exhaustion ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Content Type ◽  
The Face ◽  
Prosocial Orientation ◽  
Other Orientation ◽  
Practical Implications ◽  
Experience Emotion

PurposeResearch has found that the effects of directly experiencing mistreatment at work are consistently negative; however, results from studies examining employees' reactions to witnessing mistreatment are less consistent. This study focuses on nurses witnessing patient mistreatment in order to examine how third parties respond when witnessing patients mistreating co-workers. We argue that nurses high on other-orientation are less likely to experience emotion exhaustion in the face of witnessing patient mistreatment, whereas nurses high on self-concern are more likely to experience emotional exhaustion. We further argue that the indirect effect of witnessing patient mistreatment on job performance through emotional exhaustion is moderated by other-orientation and self-concern.Design/methodology/approachWe used data collected at two time points, with six months apart, from 287 nurses working in a hospital. The study tests the hypotheses by using multiple regression analyses.FindingsEmotional exhaustion mediated the relationships between witnessing patient mistreatment and two forms of job performance: patient care behaviors and counterproductive work behaviors. Furthermore, other-orientation moderated these indirect relationships such that the indirect relationships were weaker when other-orientation was high (vs. low). Self-concern did not moderate these relationships.Practical implicationsService and care-oriented businesses may protect their employees from the risk of burnout by promoting prosocial orientation among their patient and customer-facing employees.Originality/valueThis study contributes to the literature by demonstrating the detrimental effects of witnessing patient mistreatment on nurses' performance. It also extends the current understanding of why and when witnessing patient mistreatment is related to performance by demonstrating the joint effects of witnessing patient mistreatment and an individual difference construct, other-orientation on employees' performance.

Unbalanced, Unfair, Unhappy, or Unable? Theoretical Integration of Multiple Processes Underlying the Leader Mistreatment-Employee CWB Relationship with Meta-Analytic Methods

2021 ◽  
pp. 154805182110660
Author(s):  
Lindie H. Liang ◽  
Midori Nishioka ◽  
Rochelle Evans ◽  
Douglas J. Brown ◽  
Winny Shen ◽  
...  
Keyword(s):  
Negative Affect ◽  
Social Exchange ◽  
Structural Equation ◽  
Power Distance ◽  
Equation Model ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Regulatory Perspective ◽  
Exclusive Or ◽  
Explanatory Mechanism

Although a litany of theoretical accounts exists to explain why mistreated employees engage in counterproductive work behaviors (CWBs), little is known about whether these mechanisms are complementary or mutually exclusive, or the effect of context on their explanatory strength. To address these gaps, this meta-analytic investigation tests four theoretically-derived mechanisms simultaneously to explain the robust relationship between leader mistreatment and employee CWB: (1) a social exchange perspective, which argues that mistreated employees engage in negative reciprocal behaviors to counterbalance experienced mistreatment; (2) a justice perspective, whereby mistreated employees experience moral outrage and engage in retributive behaviors against the organization and its members; (3) a stressor-emotion perspective, which suggests that mistreated employees engage in CWBs to cope with their negative affect; and (4) a self-regulatory perspective, which proposes that mistreated employees are simply unable to inhibit undesirable behaviors. Moreover, we also examine whether the above model holds across cultures that vary on power distance. Our meta-analytic structural equation model demonstrated that all but the justice mechanism significantly mediated the relationship between leader mistreatment and employee CWBs, with negative affect emerging as the strongest explanatory mechanism in both high and low power distance cultures. Given these surprising results, as the stressor-emotion perspective is less frequently invoked in the literature, this paper highlights not only the importance of investigating multiple mechanisms together when examining the leader mistreatment-employee CWB relationship, but also the need to develop more nuanced theorizing about these mechanisms, particularly for negative affect.

The Effect of Culture of Honor on Counterproductive Work Behaviors

2005 ◽  
Author(s):  
Kimberly E. O'Brien ◽  
Andrew Michael Biga ◽  
Joseph Vandello
Keyword(s):  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Culture Of Honor
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