The Relationship Between Job Stresses and Counterproductive Work Behavior: The Mediatoring Role of Negative Affectivity

• Main Authors: Pi-Ying Shih, 施碧渶
• Other Authors: Yi-Chang Chen
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/89739608518368675881

碩士 === 明道大學 === 管理研究所 === 95 === With the increasing attention of employee’s behavior that harms an organization or its members, research studies about counterproductive workplace behavior (CWB) have become more critical. The past decade has witnessed growing interest in CWB including violence, stealing, dishonesty, volitional absenteeism, drug and alcohol abuse, and aggression. However, the studies of CWB are still critically lacking in Taiwan. Job stress that influences people’s well-being and job performance tends to be a common phenomenon in organization. The emotion that includes positive affectivity and negative affectivity (feelings of discomfort, dissatisfaction, and distress) is one of the important indexes of job stress. Job stress researchers have been increasing emphasis on the relationship between Job Stress and negative affectivity. The Job Stresses relate to specific negative emotions, the experience of emotions has been implicated CWB outcome. The purpose of this study is to identify job stress, negative affectivity, and CWB and to clarify the relationships among the tree variances. This article is using Fox, Spector & Miles’s (2001) Stress-Emotion model of CWB to analysis the CWB in response to job stress and the role of negative affectivity. The participants were 290 employees and managers who work at a manufactory., Results indicate that negative affectivity as well as Job Stress which consistent with interpersonal conflict and organizational constraints were positively related to CWB but quantitative workload inventory was negatively related to CWB. Support was also found for the mediating role of negative affectivity between Job Stress and CWB. Researching the relationship among job stress, negative affectivity, and CWB could be useful to managers in various industries to understand how employees react to job stress by CWB and to improve employees’ loyalty to organization or to increase organization commitment. It is hoped that the result of this study will contribute to future studies concerning this area research.