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      The increase of counterproductive work behaviour from organizational and individual level due to workplace conflict: a sequential moderated mediation model

      , ,
      International Journal of Conflict Management
      Emerald

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          Abstract

          Purpose

          Based on affective events theory (AET), this study aims to construct a moderated sequential mediation model to explore the pathways of organizational climate on workplace conflict and subsequent counterproductive work behaviour (CWB).

          Design/methodology/approach

          This study collected data from 1,035 respondents in a large state-owned enterprise located in Beijing, China. And this study used Mplus 8.3 to test the model fit, then tested the eight hypotheses using Mplus 8.3 to verify the mediating effects of workplace conflict and psychological well-being and the moderating effect of emotional stability.

          Findings

          Results indicated that: organizational climate is more likely to produce individual-oriented CWB (CWB-I) under the mediating effect of workplace conflict and the chain mediation of workplace conflict and psychological well-being, and emotional stability moderates the relationship between workplace conflict and psychological well-being, workplace conflict and CWB-I, but it has no moderating effect on the relationship between workplace conflict and organizational-oriented CWB (CWB-O).

          Originality/value

          This study puts forward a relatively complete theoretical framework, expands the application scope of AET and sheds new light on the intervening process that explains how organizational climate influences CWB-I and CWB-O, which enriches the literature in the two fields.

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          Most cited references64

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          Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models

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            The benefits of frequent positive affect: does happiness lead to success?

            Numerous studies show that happy individuals are successful across multiple life domains, including marriage, friendship, income, work performance, and health. The authors suggest a conceptual model to account for these findings, arguing that the happiness-success link exists not only because success makes people happy, but also because positive affect engenders success. Three classes of evidence--crosssectional, longitudinal, and experimental--are documented to test their model. Relevant studies are described and their effect sizes combined meta-analytically. The results reveal that happiness is associated with and precedes numerous successful outcomes, as well as behaviors paralleling success. Furthermore, the evidence suggests that positive affect--the hallmark of well-being--may be the cause of many of the desirable characteristics, resources, and successes correlated with happiness. Limitations, empirical issues, and important future research questions are discussed.
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              Behavioral Intention Formation in Knowledge Sharing: Examining the Roles of Extrinsic Motivators, Social-Psychological Forces, and Organizational Climate

              Lee, Kim, Zmud (2005)
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                Author and article information

                Journal
                International Journal of Conflict Management
                IJCMA
                Emerald
                1044-4068
                1044-4068
                November 28 2022
                March 10 2023
                November 28 2022
                March 10 2023
                : 34
                : 2
                : 213-233
                Article
                10.1108/IJCMA-04-2022-0079
                c6806530-e1fc-40a5-aeff-281b9d5b816a
                © 2023

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