An emotion-centered model of voluntary work behavior
By Paul E. Spector, S. Fox. 2002
1,201 citations recorded by the source corpus.
Abstract We present a model that integrates findings from several areas to explain in parallel the voluntary acts of counterproductive work behavior (CWB) and organizational citizenship behavior (OCB). CWB is behavior, such as aggression or sabotage, intended to hurt the organization or its employees. OCB is prosocial behavior intended to help. A variety of job/organizational conditions (constraints on performance, job stressors, injustice, or violation of psychological contract) will elicit emotional reactions. Negative emotion will tend to increase the likelihood of CWB and positive emotion will increase the likelihood of OCB. CWB is associated with the personality characteristics of trait anger and anxiety, locus of control, and delinquency. OCB is associated with empathy and perceived ability to help. We discuss how management of emotion-eliciting conditions and events can help control voluntary behavior in a way that leads to both employee and organization well-being.
Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science
View Paper: https://www.semanticscholar.org/paper/93e5cdb193ac6d2c2a4c662e137bc06dae1ed267
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Organizational Behavior and Human Resource Management
- Sharon K. Parker
- Adam M. Grant
- Arnold B. Bakker
- T. Judge
- Wilmar B. Schaufeli
- Russell E. Johnson
- R. Ilies
- Linn van Dyne
In Social Psychology
- Adam M. Grant
- Sharon K. Parker
- Arnold B. Bakker
- T. Judge
- R. Ilies
- Linn van Dyne
- Russell E. Johnson
- Wilmar B. Schaufeli
In Sociology and Political Science
- J. B. Rodell
- R. Ilies
- T. Judge
- Laurenz L. Meier
- Brent A. Scott
- Adam M. Grant
- Paul E. Spector
- Russell E. Johnson
Citations in the corpus
- Why Does Affect Matter in Organizations (2007, background): “One study argued that discrete negative emotions produced by environments that are perceived as unjust or stressful increase the frequency of anti-social or deviant organizational behaviors (Spector & Fox, 2002).”
- Leader Narcissism Predicts Malicious Envy and Supervisor-Targeted Counterproductive Work Behavior: Evidence from Field and Experimental Research (2018, positive): “It thereby extends existing theoretical models of narcissism in organizations and supports the emotion-centered model of voluntary work behavior (Spector and Fox 2002).”
- Measuring Job-Related Situational Strength and Assessing Its Interactive Effects With Personality on Voluntary Work Behavior (2014, methodology): “…effects on relationships between two important individual differences (the personality traits of conscientiousness and agreeableness) and two important forms of voluntary work behavior (organizational citizenship behavior and counterproductive work behavior; Dalal, 2005; Spector & Fox, 2002).”
- Citizenship and Counterproductive Behavior: Clarifying Relations Between the Two Domains (2006, background): “…toward the broader organization (e.g., “my teammates are great, but upper management consistently sets policies that are unfair to employees;” cf. Spector & Fox, 2002), it is relatively easy to envision employees with performance at opposite ends of these individually oriented and…”
- Feeling insulted? Examining end‐of‐work anger as a mediator in the relationship between daily illegitimate tasks and next‐day CWB (2018, background): “In particular, researchers have examined various workplace stressors as distal predictors of negative emotions that are proximal antecedents of CWB (e.g., Fox, Spector, & Miles, 2001; Sakurai & Jex, 2012; Spector & Fox, 2002; Yang & Diefendorff, 2009).”
- Job Stress and Incivility (2011, background): “Spector and Fox (2002) proposed that CWBs provide employees a way to avoid stressors or reduce negative emotions.”