The Moderating Role of Negative Affect in the Relationship Between Counterproductive Work Behavior and Turnover Intentions: Evidence from the Steel Industry

The Moderating Role of Negative Affect in the Relationship Between Counterproductive Work Behavior and Turnover Intentions: Evidence from the Steel Industry

Článek WoS

Negative affectivity has been extensively recognized as a predictor of adverse workplace outcomes. However, its moderating influence on the relationship between counterproductive work behavior (CWB) and turnover intentions remains underexplored, especially in the case of very specific working conditions typical for heavy industry. A deeper understanding of this dynamic is essential for informing organizational strategies aimed at enhancing employee well-being and operational efficiency. This study investigates the moderating role of negative affect in the association between CWB and turnover intentions, to elucidate the impact of emotional dispositions on workplace behavior. Employing a correlational research design, data were collected from employees in the Iranian steel industry. The study utilized validated instruments, including the Turnover Questionnaire, the Job-Related Affective Well-Being Scale, and the Counterproductive Work Behavior Inventory. To analyze the data, the following statistical techniques were employed: hierarchical regression, moderation analysis, and Structural Equation Modeling (SEM). The findings reveal that negative affect significantly moderates the relationship between CWB and turnover intentions. Specifically, individuals exhibiting higher levels of negative affect were more prone to engage in CWBs, which in turn were positively associated with increased turnover intentions and reduced workplace satisfaction. These results contribute to the theoretical discourse on the emotional determinants of organizational behavior, specifically in the context of the steel industry's very specific working conditions, highlighting the critical role of affective traits in shaping employee conduct. Furthermore, the study offers practical implications for organizational policy, advocating for targeted interventions in emotional regulation, conflict management, and the cultivation of a supportive work environment to mitigate counterproductive behaviors and reduce employee attrition.

Negative affectivity has been extensively recognized as a predictor of adverse workplace outcomes. However, its moderating influence on the relationship between counterproductive work behavior (CWB) and turnover intentions remains underexplored, especially in the case of very specific working conditions typical for heavy industry. A deeper understanding of this dynamic is essential for informing organizational strategies aimed at enhancing employee well-being and operational efficiency. This study investigates the moderating role of negative affect in the association between CWB and turnover intentions, to elucidate the impact of emotional dispositions on workplace behavior. Employing a correlational research design, data were collected from employees in the Iranian steel industry. The study utilized validated instruments, including the Turnover Questionnaire, the Job-Related Affective Well-Being Scale, and the Counterproductive Work Behavior Inventory. To analyze the data, the following statistical techniques were employed: hierarchical regression, moderation analysis, and Structural Equation Modeling (SEM). The findings reveal that negative affect significantly moderates the relationship between CWB and turnover intentions. Specifically, individuals exhibiting higher levels of negative affect were more prone to engage in CWBs, which in turn were positively associated with increased turnover intentions and reduced workplace satisfaction. These results contribute to the theoretical discourse on the emotional determinants of organizational behavior, specifically in the context of the steel industry's very specific working conditions, highlighting the critical role of affective traits in shaping employee conduct. Furthermore, the study offers practical implications for organizational policy, advocating for targeted interventions in emotional regulation, conflict management, and the cultivation of a supportive work environment to mitigate counterproductive behaviors and reduce employee attrition.

steel industry, heavy industry, negative effect, counterproductive, work behavior, turnover intention

steel industry, heavy industry, negative effect, counterproductive, work behavior, turnover intention

NAJAFABADI, N.; BALCERZAK, A.; SZOSTEK, D.

01.01.2025

Berg Fac Technical Univ Kosice

Acta Montanistica Slovaca

30

4

Slovenská republika

875

887

13

https://openurl.ebsco.com/EPDB%3Agcd%3A9%3A28543833/detailv2?sid=ebsco%3Aplink%3Acrawler-gcd&id=ebsco%3Agcd%3A192453552&crl=c&jrnl=13351788&link_origin=scholar.google.com