The relationship of GMA to counterproductive work behavior revisited

Recent research reported that general mental ability (GMA) predicted counterproductive work behavior (CWB), whereas some previous studies failed to find such a relationship. We tested occupational homogeneity of the sample and criterion measurement as two potential explanations for these inconsistencies. Study 1 replicated major design features of one previous study, which found no GMA–CWB relation in a heterogeneous sample, with occupationally homogeneous groups. Results confirmed previous null findings, indicating no effect of sample homogeneity. In Study 2, using a controlled laboratory setting, GMA was again unrelated to self‐reported CWB, but partially predicted observed CWB negatively. Combined findings suggest that GMA is consistently unrelated to CWB self‐reports but may predict objectively measured CWB independently of the likelihood of being caught. Copyright © 2009 John Wiley & Sons, Ltd.     

The Moderating Role of Gender in Relationships of Stressors and Personality with Counterproductive Work Behavior

Purpose

Gender differences in counterproductive work behavior (CWB: behavior that harms organizations or people) have been understudied. We explored gender mean differences, and the moderating effect of gender on the relationship of personality (agreeableness, conscientiousness, emotional stability, trait anger, and hostile attribution bias) and stressors (interpersonal conflict and organizational constraints) with three forms of CWB (directed toward organizations, directed toward persons, and relational aggression which are acts that damage relationships with other employees).

Design/methodology/approach

A survey was conducted of 915 employed individuals recruited from university classes. All worked at least 20 h per week (mean 26.3 h), and held a variety of jobs in many industries.

Findings

Men reported more CWB with correlations ranging from 0.12 to 0.18. Gender was found to moderate the relationship of job stressors and personality with CWB. The tendency for males to report engaging in more CWB was greater at high as opposed to low levels of interpersonal conflict, organizational constraints, trait anger and HAB and at low as opposed to high levels of agreeableness, conscientiousness, and emotional stability.

Implications

These results suggest that gender differences in overall CWB are rather small, with men engaging in more than women only when they have certain personality characteristics or perceive high levels of job stressors. In other words men may be more reactive than women.

Originality/value

This study shows that gender serves a moderator role, and is the first to adapt the construct of relational aggression to the workplace.     

Role stressors and counterproductive work behavior: The role of negative affect and proactive personality

Based on the stressor‐emotion model, we propose that negative affect mediates the relationship between three role stressors (i.e., role ambiguity, role conflict, and role overload) and counterproductive work behavior (CWB), while proactive personality moderates the relationships between negative affect, role stressors, and CWB. We tested our hypotheses using data from 332 employees in Mainland China. We found that negative affect mediated the relationships between the three dimensions of role stressors and CWB. Role ambiguity was most strongly associated with CWB, followed by role conflict and then role overload. Proactive personality moderated the role ambiguity‐negative affect, role conflict‐negative affect, and negative affect‐CWB relationships, but not the relationship between role overload and negative affect.     

An investigation of the impact of young children's self‐knowledge of trustworthiness on school adjustment: A test of the realistic self‐knowledge and positive illusion models

The study aimed to examine the relationship between self‐knowledge of trustworthiness and young children's school adjustment. One hundred and seventy‐three (84 male and 89 female) children from school years 1 and 2 in the United Kingdom (mean age 6 years 2 months) were tested twice over 1‐year. Children's trustworthiness was assessed using: (a) self‐report at Time 1 and Time 2; (b) peers' reports at Time 1 and Time 2; and (c) teacher‐reports at Time 2. School adjustment was assessed by child‐rated school‐liking and the Short‐Form Teacher Rating Scale of School Adjustment (Short‐Form TRSSA). Longitudinal quadratic relationships were found between school adjustment and children's self‐knowledge, using peer‐reported trustworthiness as a reference: more accurate self‐knowledge of trustworthiness predicted increases in school adjustment. Comparable concurrent quadratic relationships were found between teacher‐rated school adjustment and children's self‐knowledge, using teacher‐reported trustworthiness as a reference, at Time 2. The findings support the conclusion that young children's psychosocial adjustment is best accounted for by the realistic self‐knowledge model ( Colvin & Block, 1994 ).     

Identity centrality moderates the relationship between acceptance of group‐based stressors and well‐being

Two two‐wave studies were used to examine the proposition that identity centrality enhances the effectiveness of stressor acceptance in the face of group‐based stressors. Study 1 was conducted in newly commencing psychology students (N = 154). Stressor intensity, psychology student identity centrality, and attempted stressor acceptance were measured at two‐time points over 6‐weeks. Study 2 was conducted in a group of early to late career veterinarians (N = 92) and extended Study 1 by assessing stressor frequency as an indicator of the level of demand. Veterinarian identity centrality and stressor acceptance were measured twice over 12‐months. Both studies provided support for the predicted three‐way interaction. Only when Time 1 stressors and identity centrality were both high was stressor acceptance related to a reduction in perceived stressor intensity (Study 1) or burnout symptoms (Study 2) at Time 2. These findings suggest that identity centrality enhances the effectiveness of stressor acceptance for supporting wellbeing and resilience.     

Workplace Expression of Emotions and Escalation of Commitment1

These studies examined the effects of expressions of anger and guilt in the workplace on escalation of commitment. Study 1 examined the relationship between employees' reports of coworkers' emotion expressions and continued investment in a poorly performing subordinate. Study 2 tested the effects of leader expressions of anger and guilt on continued investment in a failing project. Results of both studies demonstrate that expressions of anger lead to greater escalation of commitment, while expressions of guilt lead to de‐escalation. Experimental results indicate that the effects of emotion expressions on escalation are strongest when individuals are collectively responsible for the initial decision, a finding that was mediated by feelings of psychological safety.     

Mellow Monday and furious Friday: The approach-related link between anger and time representation

Time can be represented spatially in two prevalent metaphors; ego-moving has the self moving “forward” towards the future while time-moving has the future moving “forward” towards the self. Anger also is represented spatially by an approach-related motivation. Because time and anger share an approach-related spatial representation, we hypothesised a link between anger and the ego-moving time perspective. In Study 1, participants naturally adopting an ego-moving representation of time had higher trait anger than those adopting a time-moving representation. Study 2 showed that processing an angry event (vs. an emotionally neutral event) predicted more ego-moving spatial interpretations of time. In Study 3, a scheduling task priming ego-moving (vs. time-moving) time representation prompted higher state anger. Our results reveal a novel bi-directional link between the seemingly unrelated but similarly embodied abstract domains of anger and time.     

Problem Clarity as a Moderator between Trait Affect and Self‐Perceived Creativity

Empirical studies on the relationship between affect and creativity often produce conflicting results. This inconsistency has led us to believe that the relationship between affect and creativity may be better understood by looking at potential moderators. Our study looked specifically at trait affect and self‐perceived creativity. Using the Affect Infusion Model (AIM) theory with problem clarity as the potential moderator, we hypothesized that when individuals are faced with problems that lack clarity, trait affect has greater sway over their self‐perceived creativity. Our results provided evidence that problem clarity moderated the relationship between positive trait affect and self‐perceived creativity; the positive relationship between positive trait affect and self‐perceived creativity is stronger when problem clarity is low and weaker when problem clarity is high. No moderating effect was found in the relationship between negative trait affect and self‐perceived creativity.     

The prospective relationship between role stressors and new cases of self‐reported workplace bullying

In line with the “Work environment hypothesis,” role stressors have been proposed as important antecedents of bullying in the workplace. Only a few longitudinal studies on the relationship between role stressors and bullying exist, however, and earlier studies have largely been cross‐sectional. The aim of the present prospective study was to determine whether role stressors at baseline predict new cases of workplace bullying at follow‐up. A total of 2,835 Norwegian employees participated at both baseline and follow‐up, with an interval of two years between the measurements. The study supports the hypotheses that role ambiguity and role conflict, independently, contribute to subsequent new reports of workplace bullying. However, there was a weak reverse effect: reporting being bullied at work at baseline predicted reporting increased levels of role ambiguity and role conflict at follow‐up. Even though the results may indicate a circular relationship between the variables at hand, the weak reverse relationship seems to have little practical impact compared to the stronger relationship from role stressors to bullying. Hence, the results mainly support the hypotheses stating that role ambiguity and role conflict, independently, predict subsequent exposure to workplace bullying.     

Social anxiety and anger regulation

Based on the assumption that social anxiety is associated with less assertive behaviour and that effective anger regulation is influenced by social anxiety, two studies were conducted to examine the relationship between social anxiety and anger regulation. In Study 1, questionnaires measuring social anxiety, assertiveness, and six habitual anger‐related responses were administered to 115 adults. Social anxiety had an independent effect on rumination and submission, whereas assertiveness was independently related to the use of humour and feedback. In Study 2 (N = 136 adults) self‐ and observer ratings of anger‐related behaviour were obtained after anger was experimentally induced. Social anxiety was related to self‐ratings of submission and rumination. However, independent observer ratings based on videotapes revealed no significant influence of social anxiety on anger‐related behaviour. Taken together, the results provide evidence that social anxiety is associated with the self‐perception of less assertive behaviour and the tendency to evaluate one's behaviour more negatively. These results are consistent with prior studies showing that socially anxious persons tend to underestimate their social performance relative to the ratings of independent observers. Copyright © 2004 John Wiley & Sons, Ltd.     

Anger and shame elicited by discrimination: Moderating role of coping on action endorsements and salivary cortisol

Discrimination often elicits anger, and yet group members typically do not take actions to confront their situation. It may be that other emotions that run contrary to action‐taking also arise (e.g., shame), limiting the active expression of anger. Indeed, Study 1 (N = 36) revealed that, using a failure feedback paradigm, women expressed greater shame when their failure was due to discrimination, compared to a lack of personal merit. In contrast to anger, self‐reported shame was not associated with action‐taking. In Study 2, women (N = 91) were emotionally primed to feel either anger or shame (vs. a no mood prime control), and the moderating influence of coping styles on the link between emotions, actions, and salivary cortisol levels following discrimination were assessed. Among women primed to feel anger, problem‐focused coping predicted reduced self‐reported shame, lower cortisol reactivity, and greater individualistic confrontational action endorsements. In contrast, priming shame increased cortisol reactivity, but diminished the relation between particular coping styles and their capacity to facilitate action. Findings are discussed in terms of the interactive influence of emotions and coping on responses to discrimination. Copyright © 2008 John Wiley & Sons, Ltd.     

Social decision making mediates the association between anger and externalising problems in Chinese adolescents

The goal of this study was to test the mediating effect of social decision making in the relations of anger and anger control to externalising and internalising problems. A sample of 174 Chinese adolescents (mean age = 15.36 years) completed self‐reports of trait anger, anger control, externalising problems, internalising problems and social decision making, which was operationalized as situational judgement reflecting an individual's ability to interact effectively with parents, teachers and peers. Findings indicated that adolescents' trait anger and anger control were positively related to both externalising and internalising problems. In addition, path analysis revealed that social decision making mediated the relationship between trait anger, anger control and externalising problems. Findings on the mediating effect will be discussed by referencing appraisal tendency theory and response evaluation and decision.     

Perceived victimization as the mechanism underlying the relationship between work stressors and counterproductive work behaviors

Employees who report workplace stressors are more likely to engage in counterproductive work behavior (CWB). However, the specific mechanisms that underlie these relationships are not well understood. This study utilizes a moderated-mediation model to examine perceived victimization as the mediator between work stressors and CWB. This model is investigated using data from 207 matched subordinate–supervisor pairs via a multiphasic data collection, with results revealing that work stressors (workload, organizational constraints, and interpersonal conflict) are related to CWB and that these relationships are mediated by perceived victimization by workplace aggression for people with more hostile attributional styles. The implications are that varying reasons for engaging in CWB may exist, based on the employee’s interpretation of events.     

Counterproductive Work Behavior Among Chinese Knowledge Workers

The purpose of this study was to investigate the frequency and antecedents of Chinese knowledge workers’ counterproductive work behavior (CWB) by using a self‐developed indigenous scale. The paper consisted of two studies. Study 1 developed an indigenous measure of knowledge workers’ CWB. Study 2 investigated the frequencies and antecedents of Chinese knowledge workers’ CWB using the indigenous measure with a sample of 366 participants. The results showed that CWB among Chinese knowledge workers was rather prevalent. The results also showed that personality variables (i.e., agreeableness, conscientiousness, neuroticism, and locus of control) were more important than other variables (e.g., demographic and job characteristics) in predicting CWB.     

If You Are Emotionally Intelligent: The effects of customer‐related social stressors on counterproductive work behavior for front‐line service employees

Recent literature in the area of employee–customer interactions suggests that stressful encounters contribute to negative outcomes for service employees. Few studies, however, have focused on the effects of customer‐related social stressors (CSS) on counterproductive work behavior (CWB) among front‐line service employees. The researchers tested a moderated mediation model of the effects of CSS on CWB with the key objective of exploring the mediation effects of emotional exhaustion and the moderating effects of emotional intelligence on this relationship. Based on a sample of 244 call center representatives in China, the research revealed that CSS led to emotional exhaustion, which, in turn, related to CWB for service employees. Furthermore, emotional intelligence acted as a buffer on the effects of CSS on CWB via emotional exhaustion.     

Open or close the door to the outgroup? Diversity beliefs moderate the impact of group boundary permeability on attitudes toward the outgroup

The present research investigated the moderating role of diversity beliefs with the aim of reconciling inconsistent findings regarding the impact of group boundary permeability on attitudes toward outgroup. In Study 1, all variables were measured with self‐report scales completed by Chinese participants. In Study 2, diversity beliefs were manipulated by randomly assigning Chinese participants to a high or low diversity belief condition. In Study 3, we replicated the moderating model with American participants. Results of all three studies indicated that diversity beliefs moderated the relationship between group boundary permeability and attitudes toward outgroup. Individuals with high diversity beliefs held more positive attitudes toward the outgroup when the group boundary was permeable (vs. impermeable). Conversely, individuals with low diversity beliefs held more negative attitudes toward the outgroup when the group boundary was permeable (vs. impermeable). These findings suggest that when the inflow of the outgroup members is inevitable, attitudes toward the outgroup may be effectively improved by increasing diversity beliefs.     

Neuroticism and the Architecture of the Self: Exploring Neuroticism as a Moderator of the Impact of Ideal Self‐Discrepancies on Emotion

ABSTRACT Two studies examined the moderating role of neuroticism in discrepancy‐emotion relations. In Study 1, neuroticism, self‐discrepancies, and depression were measured. Multiple regression analyses revealed a significant interaction between neuroticism and ideal self‐discrepancies such that the magnitude of ideal self‐discrepancies was a stronger predictor of depression for people high in neuroticism than people low in neuroticism. Study 2 used an experimental paradigm to test the same hypothesis. Participants were randomly assigned to an ideal self‐discrepancy salience condition or a control condition in which ideal self‐discrepancies were not made salient. A significant interaction between self‐discrepancy condition and neuroticism emerged such that the ideal self‐discrepancy condition produced higher dejection‐related affect relative to the control condition for people high in neuroticism compared to people low in neuroticism.     

Commuting stress process and self‐regulation at work: Moderating roles of daily task significance,family interference with work,and commuting means efficacy

Based on self‐regulation theories of stress processes, this study proposed a model to examine the within‐person mediation relationship between morning commuting stressors and self‐regulation at work via morning commuting strain. In addition, the study examined the moderating roles of daily task significance, daily family interference with work, and commuting means efficacy in this mediation model. Results from 45 bus commuters’ daily diary data over a period of 15 workdays indicated that the amount of morning commuting stressors experienced by the bus commuters was positively related to their morning commuting strain, which, in turn, had a negative impact on self‐regulation at work. At the within‐person level, daily task significance buffered the negative indirect relationship between morning commuting stressors and self‐regulation at work via morning commuting strain, whereas daily family interference with work in the morning exacerbated this negative indirect relationship. Further, at the between‐person level, commuting means efficacy buffered this negative indirect relationship such that the negative indirect effect was weaker for workers with higher (vs. lower) commuting means efficacy. Theoretical and practical implications of these findings are discussed.     

Predicting Deliberate Self‐Harm in Adolescents: A Six Month Prospective Study

Few studies have investigated the extent to which psychosocial/psychological factors are associated with the prediction of deliberate self‐harm (DSH) among adolescents. In this study, 737 pupils aged 15–16 years completed a lifestyle and coping survey at time one and 500 were followed up six months later. Six point two percent of the respondents (n = 31) reported an act of DSH between Time 1 and Time 2. In multivariate analyses, worries about sexual orientation, history of sexual abuse, family DSH, anxiety, and self‐esteem were associated with repeat DSH during the course of the study, but history of sexual abuse was the only factor predictive of first‐time DSH. The findings suggest that school‐based programs focused on how young people cope with psychosocial stressors may offer promise.     

More than the Big Five: Egoism and the HEXACO model of personality

Egoism is a personality trait that is associated with self‐enriching and self‐centred behaviours. Research has suggested that egoism lies beyond the Big Five personality factors. Recently, the HEXACO model of personality has been proposed as an alternative to the Big Five model. In three studies, the relation between the HEXACO Personality Inventory and egoism, conceptualized using three different questionnaires (DPQ Egoism, SPI Egotism and the Egoism Scale), is investigated. In all three studies, the HEXACO Honesty–Humility factor scale was the most important predictor of egoism. Additionally, in two studies in which FFM measures were used, the HEXACO Personality Inventory explained more variance in egoism than did the FFPI (Study 2) and the NEO‐PI‐R (Study 3). Copyright © 2009 John Wiley & Sons, Ltd.