Purpose This study explored the J-shaped effect of compulsory citizenship behavior on counterproductive work behavior of new generation employees, as well as the separate and joint moderating effects of trust and felt trust on the J-shaped relationship between compulsory citizenship behavior and counterproductive work behavior. Methods Three waves of data were collected from 659 new generation employees in China. A self-report method was used to measure compulsory citizenship behavior, counterproductive work behavior, trust and felt trust. Then, based on the cognitive appraisal theory of stress and social information processing theory, a nonlinear model was constructed and tested. Results (1) Compulsory citizenship behavior had a J-shaped effect on job performance. That is, when the compulsory citizenship behavior level was lower, the effect of compulsory citizenship behavior on counterproductive work behavior was not significant; but when it increased to medium and higher levels, the effect was significant and stronger. (2) The moderating effect of trust (employees’ perceived trust in leader) or felt trust (employees’ perception of being trusted by leader) was significant. That is, when trust or felt trust was lower, the J-shaped effect was stronger; conversely, the J-shaped effect was weak. (3) The joint moderating effect of trust and felt trust was significant. That is, when trust was high, the moderation effect of felt trust was significant; conversely, the moderation effect of felt trust was not significant. Conclusion The results identify the nonlinear effect of compulsory citizenship behavior through exploring the J-shaped effect of compulsory citizenship behavior on counterproductive work behavior and the boundary conditions in the nonlinear relationship. Meanwhile, the study provide implications for organizations regarding how to manage employees’ work behavior.

https://www.dovepress.com/getfile.php?fileID=90965

The Moderating Effects of Trust and Felt Trust on the Nonlinear Relationship Between Compulsory Citizenship Behavior and Counterproductive Work Behavior

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Although traditional views of workplace stress assume that all job demands have deleterious consequences, research indicates that some job demands may benefit employees. Notably, the Challenge–Hindrance Stressor Framework (CHSF) proposes that, although job demands that constrain, hinder, or thwart personal growth and achievement (hindrance stressors) have negative effects on work-related outcomes, job demands that provide the potential for personal growth and achievement (challenge stressors) have positive effects on these outcomes. Despite the attention generated by the CHSF, several criticisms and limitations hinder the potential of this framework. Thus, this article reviews our current understanding of the CHSF, addresses important criticisms about the nature and effects of challenge and hindrance stressors, and discusses how future research should approach conceptual and methodological challenges to lay the foundation for the next iteration of this framework—CHSF 2.0. Building on this new framework, we discuss some implications for cross-cultural research and for practitioners.

https://www.annualreviews.org/doi/pdf/10.1146/annurev-orgpsych-080422-052147

Kristen J. Freiburger

Papers

Laying the Foundation for the Challenge–Hindrance Stressor Framework 2.0