Ripple effects of supervisor counterproductive work behavior directed at the organization: using affective events theory to predict subordinates’ decisions to enact CWB
Clair A. Reynolds Kueny, Ellen Francka, Mindy K. Shoss, Lucille Headrick, Kaitlyn R Erb
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引用次数: 17
Abstract
ABSTRACT Exposure to others’ counterproductive work behaviors may significantly impact employees at work. However, research has yet to thoroughly examine third-party reactions to CWB, particularly supervisor CWB. We build on affective events theory, research regarding supervisors’ role in shaping work experiences, and research on vicarious effects of CWB to better understand how exposure to supervisor CWB-O can influence subordinates. Based on insights from preliminary studies, the within-person vignette-based focal study (N = 1232 ratings nested in 176 raters) assessed when and how supervisor CWB-O predicts subordinates’ decisions to enact their own CWB. Results suggest that supervisor CWB-O enacted in the context of a negative supervisor-subordinate relationship as well as severe, frequent supervisor CWB-O elicits negative subordinate reactions leading to greater intentions to enact CWB themselves.
期刊介绍：
Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.
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