The Experts below are selected from a list of 1455 Experts worldwide ranked by ideXlab platform
Kris Duniewicz - One of the best experts on this subject based on the ideXlab platform.
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how abusive supervision affects Workplace Deviance a moderated mediation examination of aggressiveness and work related negative affect
Journal of Business and Psychology, 2016Co-Authors: Jesse S Michel, Kerry Newness, Kris DuniewiczAbstract:Purpose This research examines the linking mechanisms and conditional processes underlying the abusive supervision and Workplace Deviance relationship. Based primarily on Affective Events Theory, it was hypothesized that work-related negative affect would mediate the relationship between abusive supervision and Workplace Deviance, and that this indirect effect would be moderated by employee-based and organization-based aggressiveness.
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How Abusive Supervision Affects Workplace Deviance: A Moderated-Mediation Examination of Aggressiveness and Work-Related Negative Affect
Journal of Business and Psychology, 2016Co-Authors: Jesse S Michel, Kerry Newness, Kris DuniewiczAbstract:Purpose This research examines the linking mechanisms and conditional processes underlying the abusive supervision and Workplace Deviance relationship. Based primarily on Affective Events Theory, it was hypothesized that work-related negative affect would mediate the relationship between abusive supervision and Workplace Deviance, and that this indirect effect would be moderated by employee-based and organization-based aggressiveness. Design/Methodology/Approach Two independent studies were conducted, including diverse working samples and multi-wave data, to test these relationships through mediation and moderated-mediation bootstrapping procedures. Findings Both studies suggest that work-related negative affect mediates the abusive supervision and Workplace Deviance relationship. Mixed findings were found for the moderating effect of employee-based and organization-based aggressiveness. In Study 1 higher levels of employee-based aggressive beliefs and attitudes increased the magnitude of the indirect effect; however, in Study 2 when taking into account organization-based aggressive norms only the facet of social discounting bias increased this relationship. In Study 2 higher levels of organization-based aggressive norms also increased the magnitude of the indirect effect for supervisor-directed Deviance. Implications Theoretical and practical implications of these findings suggest a movement toward an emotion-centered process-based theory of Workplace Deviance. Originality/Value A central question in organizational behavior research revolves around what drives employees to engage in various Workplace behaviors. Replicating research that suggests abusive supervision is an important factor in this question, this research helps illuminate the processes underlying this perception-to-behavior link, as well as the boundary conditions of these processes.
Stéphane Raffard - One of the best experts on this subject based on the ideXlab platform.
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The Positive Relationships Between Paranoia, Perceptions of Workplace Bullying, and Intentions of Workplace Deviance in United Kingdom and French Teachers: Cross-Cultural Aspects.
Frontiers in psychiatry, 2020Co-Authors: Barbara Lopes, Catherine Bortolon, Valérie Macioce, Stéphane RaffardAbstract:Cognitive models of psychopathology were applied to inform the relationships between paranoid cognitions, perceptions of Workplace bullying, and intentions of Workplace Deviance in UK and French teachers. Sixty-six UK teachers and 50 French teachers were asked to fill in an online survey comprised of the Green Paranoia Thought Scales, Negative Acts Questionnaire, Depression, Anxiety and Stress scales, and Workplace Deviance Scale. The variables in this study were conceptualized as cognitions and not as facts because the study used self-report questionnaires of paranoid ideation, Workplace bullying, and Workplace Deviance. Mann-Whitney tests showed that UK teachers report significantly more perceptions of work-related bullying and intentions of Workplace Deviance than French teachers. However, there was no statistically significant difference between UK and French teachers for the report of paranoid ideation. Mediation analyses showed that paranoia impacted on intentions of Workplace Deviance but perceptions of Workplace bullying and negative affect did not mediate this association in UK and French teachers. Culturally tailored psycho-social interventions should be implemented targeting teachers' paranoid thinking and Workplace bullying in order to deter teachers from engaging in Workplace Deviance and to promote their well-being.
Jesse S Michel - One of the best experts on this subject based on the ideXlab platform.
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how abusive supervision affects Workplace Deviance a moderated mediation examination of aggressiveness and work related negative affect
Journal of Business and Psychology, 2016Co-Authors: Jesse S Michel, Kerry Newness, Kris DuniewiczAbstract:Purpose This research examines the linking mechanisms and conditional processes underlying the abusive supervision and Workplace Deviance relationship. Based primarily on Affective Events Theory, it was hypothesized that work-related negative affect would mediate the relationship between abusive supervision and Workplace Deviance, and that this indirect effect would be moderated by employee-based and organization-based aggressiveness.
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How Abusive Supervision Affects Workplace Deviance: A Moderated-Mediation Examination of Aggressiveness and Work-Related Negative Affect
Journal of Business and Psychology, 2016Co-Authors: Jesse S Michel, Kerry Newness, Kris DuniewiczAbstract:Purpose This research examines the linking mechanisms and conditional processes underlying the abusive supervision and Workplace Deviance relationship. Based primarily on Affective Events Theory, it was hypothesized that work-related negative affect would mediate the relationship between abusive supervision and Workplace Deviance, and that this indirect effect would be moderated by employee-based and organization-based aggressiveness. Design/Methodology/Approach Two independent studies were conducted, including diverse working samples and multi-wave data, to test these relationships through mediation and moderated-mediation bootstrapping procedures. Findings Both studies suggest that work-related negative affect mediates the abusive supervision and Workplace Deviance relationship. Mixed findings were found for the moderating effect of employee-based and organization-based aggressiveness. In Study 1 higher levels of employee-based aggressive beliefs and attitudes increased the magnitude of the indirect effect; however, in Study 2 when taking into account organization-based aggressive norms only the facet of social discounting bias increased this relationship. In Study 2 higher levels of organization-based aggressive norms also increased the magnitude of the indirect effect for supervisor-directed Deviance. Implications Theoretical and practical implications of these findings suggest a movement toward an emotion-centered process-based theory of Workplace Deviance. Originality/Value A central question in organizational behavior research revolves around what drives employees to engage in various Workplace behaviors. Replicating research that suggests abusive supervision is an important factor in this question, this research helps illuminate the processes underlying this perception-to-behavior link, as well as the boundary conditions of these processes.
Simon Lloyd D. Restubog - One of the best experts on this subject based on the ideXlab platform.
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When victims become culprits: The role of subordinates' neuroticism in the relationship between abusive supervision and Workplace Deviance
Personality and Individual Differences, 2015Co-Authors: Patrick Raymund James M. Garcia, Lu Wang, Kohyar Kiazad, Simon Lloyd D. RestubogAbstract:Abstract Drawing upon the General Aggression Model, we examined the role of subordinates’ neuroticism in strengthening the relationship between abusive supervision and Workplace Deviance. Results revealed that Time 1 abusive supervision was positively related to Time 2 personnel records of Workplace Deviance measured 18 months later. Further, subordinates’ neuroticism moderated this relationship. Specifically, there was a stronger positive relationship between abusive supervision and Workplace Deviance for employees with high as opposed to low levels of neuroticism. These findings highlight the need to account for the role of individual differences in influencing subordinates’ responses to supervisor hostility. Theoretical and practical implications are discussed.
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it s all about control the role of self control in buffering the effects of negative reciprocity beliefs and trait anger on Workplace Deviance
Journal of Research in Personality, 2010Co-Authors: Simon Lloyd D. Restubog, Patrick Raymund James M. Garcia, Lu Wang, David ChengAbstract:Abstract Drawing upon the general aggression model, general theory of crime, and the integrative cognitive model of trait anger, we examined the role of self-control in buffering the effects of negative reciprocity beliefs and trait anger on Workplace Deviance. A total of 125 employees participated in the study. Results supported the hypothesized direct effects of negative reciprocity beliefs, trait anger, and self-control on archival data on Workplace Deviance. In addition, self-control moderated these relationships. Specifically, there was a weaker positive relationship between negative reciprocity beliefs, trait anger and Workplace Deviance for employees with high as opposed to low levels of self-control. These findings supported the view that self-control can override predispositions to engage in deviant behaviors.
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When employees strike back: investigating mediating mechanisms between psychological contract breach and Workplace Deviance.
The Journal of applied psychology, 2008Co-Authors: Prashant Bordia, Simon Lloyd D. Restubog, Robert L. TangAbstract:In this article, psychological contract breach, revenge, and Workplace Deviance are brought together to identify the cognitive, affective, and motivational underpinnings of Workplace Deviance. On the basis of S. L. Robinson and R. J. Bennett's (1997) model of Workplace Deviance, the authors proposed that breach (a cognitive appraisal) and violation (an affective response) initiate revenge seeking. Motivated by revenge, employees then engage in Workplace Deviance. Three studies tested these ideas. All of the studies supported the hypothesized relationships. In addition, self-control was found to be a moderator of the relationship between revenge cognitions and deviant acts; the relationship was weaker for people high in self-control.
Zubair Akram - One of the best experts on this subject based on the ideXlab platform.
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Examining How Ambidextrous Leadership Relates to Affective Commitment and Workplace Deviance Behavior of Employees: The Moderating Role of Supervisor–Subordinate Exchange Guanxi
International journal of environmental research and public health, 2020Co-Authors: Rongsong Wang, Christophe Estay, Zubair AkramAbstract:How to regulate employee conduct and engage them in high performance works actively and continuously has always been the important topic for organizations. Based on affective events theory and social exchange theory, a moderated mediating model was constructed with the affective commitment as mediator and the supervisor–subordinate exchange guanxi as moderator. Regression analyses and conditional indirect effects were tested by SPSS and PROCESS with 374 matched supervisor–subordinate pairs. The paper explores the moderated mechanism of supervisor-subordinate guanxi to the chain of “ambidextrous leadership–employee’s affective commitment–Workplace Deviance behavior.” The results showed that the affective commitment mediated the effect between ambidextrous leadership and employees’ Workplace Deviance behavior, and supervisor–subordinate exchange guanxi moderated the relationship between ambidextrous leadership and employees’ Workplace Deviance behavior but also moderated the mediating effect of affective commitment. The results have significances to improve human resource management practices and reduce the Workplace Deviance behavior of employees.
