Hostility, job attitudes, and workplace deviance: test of a multilevel model.

By T. Judge, Brent A. Scott, R. Ilies. Journal of Applied Psychology, 2006

704 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/8eb966112c1f3758be27bc9b33ee8c8df6ffc9e1

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Citations in the corpus

Customer negative events and employee service sabotage: The roles of employee hostility, personality and group affective tone (2013, background): “In addition, future researchers could use the experience sampling method (e.g. Judge et al., 2006) to clarify the dynamic associations between daily customer negative events and realtime service sabotage behaviours.”
Can personality traits and daily positive mood buffer the harmful effects of daily negative mood on task performance and service sabotage? A self-control perspective (2015, background): “As such, both practitioners and researchers have proposed suggestions to alleviate negative mood (David & Congleton, 2013; Judge et al., 2006; Rothbard & Wilk, 2011; Schwartz, 2012; Yang & Diefendorff, 2009).”
A Multilevel Field Investigation of Emotional Labor, Affect, Work Withdrawal, and Gender (2011, background): “For example, to the extent that surface acting increases negative affect, deviant workplace behaviors may result (Judge et al., 2006).”
Is Consistently Unfair Better than Sporadically Fair? An Investigation of Justice Variability and Stress (2017, methodology): “…al. (2015) 3-item overall fairness scale (a 5 .96).6 Following previous research on variability constructs (e.g., Eid & Diener, 1999; Fleeson, 2001; Kernis et al., 1993; Scott et al., 2012), we operationalized justice variability as each participant’s standard deviation in overall fairness over…”
Parent–Child Relationships: Planting the Seeds of Deviant Behavior in the Family Firm (2012, background): “When employees sense unfair treatment and injustice they are less likely to demonstrate extra-role behaviors and organizational commitment (Barnett & Kellermanns), and more likely to participate in workplace deviance (Judge et al., 2006; Robinson & Bennett, 1997).”
Happiness at work. (2010, neutral): “Day-level ﬂuctuations in positive mood and job satisfaction predict daily variance in organizational citizenship and workplace deviance at the within-person level (Ilies et al. 2006; Judge et al. 2006).”
Examining Follower Responses to Transformational Leadership from a Dynamic, Person–Environment Fit Perspective (2017, neutral): “…identified in the large body of between-persons transfor-mational leadership research that have also demonstrated substantive intra-person variability in ESM studies such as justice (Judge, Scott, & Ilies, 2006; Matta, Scott, Colquitt, Koopman, & Passantino, 2017) and stress (Bono et al., 2007).”
Insomnia, Emotions, and Job Satisfaction: A Multilevel Study (2006, background): “For example, given that negative emotions have been linked to workplace deviance ( Judge et al., 2006 ), organizational interventions that reduce insomnia (and the negative emotions that result)”