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Envy and Counterproductive Work Behavior: The Moderation Role of Leadership in Public and Private Organizations

Envy is a frequent emotion in work contexts where there is strong competition for resources and the leader is the person who manages them. When employees feel envy, they are likely to use counterproductive work behaviors (CWB), but the use of these behaviors may differ depending on the organization’...

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Detalles Bibliográficos
Autores principales: González-Navarro, Pilar, Zurriaga-Llorens, Rosario, Tosin Olateju, Adekunle, Llinares-Insa, Lucía I.
Formato: Online Artículo Texto
Lenguaje:English
Publicado: MDPI 2018
Materias:
Acceso en línea:https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6068656/
https://www.ncbi.nlm.nih.gov/pubmed/29996531
http://dx.doi.org/10.3390/ijerph15071455
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author González-Navarro, Pilar
Zurriaga-Llorens, Rosario
Tosin Olateju, Adekunle
Llinares-Insa, Lucía I.
author_facet González-Navarro, Pilar
Zurriaga-Llorens, Rosario
Tosin Olateju, Adekunle
Llinares-Insa, Lucía I.
author_sort González-Navarro, Pilar
collection PubMed
description Envy is a frequent emotion in work contexts where there is strong competition for resources and the leader is the person who manages them. When employees feel envy, they are likely to use counterproductive work behaviors (CWB), but the use of these behaviors may differ depending on the organization’s ownership. The goal of this study is to develop and test a model for the moderating role of Leader Member Exchange (LMX) in the relationship between envy and CWB in public and private organizations. The study design was cross-sectional. Data were collected from 225 Spanish employees in public and private organizations and analyzed using Path Analysis techniques. Results showed that envy was positively related to CWB, and that LMX was a significant moderator in the relationship between envy and CWB in public organizations, but not in private ones. However, this relationship is positive with high LMX, but less than in subjects with low LMX. Findings provide empirical support for the hypothesized conceptual model. This study is one of the first to explore LMX as a moderator of the relationship between envy and CWB. Thus, this study adds value to previous social exchange studies on LMX by integrating emotion research into the context of an exchange-based relationship. Our findings lead to several practical implications for creating healthy organizations.
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spelling pubmed-60686562018-08-07 Envy and Counterproductive Work Behavior: The Moderation Role of Leadership in Public and Private Organizations González-Navarro, Pilar Zurriaga-Llorens, Rosario Tosin Olateju, Adekunle Llinares-Insa, Lucía I. Int J Environ Res Public Health Article Envy is a frequent emotion in work contexts where there is strong competition for resources and the leader is the person who manages them. When employees feel envy, they are likely to use counterproductive work behaviors (CWB), but the use of these behaviors may differ depending on the organization’s ownership. The goal of this study is to develop and test a model for the moderating role of Leader Member Exchange (LMX) in the relationship between envy and CWB in public and private organizations. The study design was cross-sectional. Data were collected from 225 Spanish employees in public and private organizations and analyzed using Path Analysis techniques. Results showed that envy was positively related to CWB, and that LMX was a significant moderator in the relationship between envy and CWB in public organizations, but not in private ones. However, this relationship is positive with high LMX, but less than in subjects with low LMX. Findings provide empirical support for the hypothesized conceptual model. This study is one of the first to explore LMX as a moderator of the relationship between envy and CWB. Thus, this study adds value to previous social exchange studies on LMX by integrating emotion research into the context of an exchange-based relationship. Our findings lead to several practical implications for creating healthy organizations. MDPI 2018-07-10 2018-07 /pmc/articles/PMC6068656/ /pubmed/29996531 http://dx.doi.org/10.3390/ijerph15071455 Text en © 2018 by the authors. Licensee MDPI, Basel, Switzerland. This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY) license (http://creativecommons.org/licenses/by/4.0/).
spellingShingle Article
González-Navarro, Pilar
Zurriaga-Llorens, Rosario
Tosin Olateju, Adekunle
Llinares-Insa, Lucía I.
Envy and Counterproductive Work Behavior: The Moderation Role of Leadership in Public and Private Organizations
title Envy and Counterproductive Work Behavior: The Moderation Role of Leadership in Public and Private Organizations
title_full Envy and Counterproductive Work Behavior: The Moderation Role of Leadership in Public and Private Organizations
title_fullStr Envy and Counterproductive Work Behavior: The Moderation Role of Leadership in Public and Private Organizations
title_full_unstemmed Envy and Counterproductive Work Behavior: The Moderation Role of Leadership in Public and Private Organizations
title_short Envy and Counterproductive Work Behavior: The Moderation Role of Leadership in Public and Private Organizations
title_sort envy and counterproductive work behavior: the moderation role of leadership in public and private organizations
topic Article
url https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6068656/
https://www.ncbi.nlm.nih.gov/pubmed/29996531
http://dx.doi.org/10.3390/ijerph15071455
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