Counterproductive Behaviors (CWB) and Their Psychological Explanations (Based on Anger, Perceived Injustice, and Stress)

Counterproductive Work Behaviors (CWB) refer to a set of intentional employee behaviors that harm the organization or its members. In recent decades, this concept has become one of the main research areas in organizational behavior and industrial-organizational psychology. Numerous studies have shown that interpersonal conflicts, organizational bullying, perceived injustice, job stress, and negative emotions are the most important antecedents of counterproductive behaviors. The aim of this article is to systematically review the theoretical and empirical literature in the field of CWB and explain its psychological mechanisms by focusing on three key variables: anger, perceived injustice, and job stress. Findings from international studies show that organizational conflict and job stress, through negative emotional arousal, especially anger, provide the basis for deviant, aggressive, and destructive behaviors [۱], [۱۰], [۱۲]. Organizational justice theory also states that the perception of inequality and injustice activates the retaliatory motive in employees [۹], [۱۵]. Domestic research has also confirmed the role of job emotions, negative mood, personality traits, and organizational justice in explaining counterproductive behavior. The results of this review show that CWB is a multilevel phenomenon that is formed in the interaction between individual, emotional, and structural factors. Accordingly, emotion management, promotion of organizational justice, and reduction of workplace tensions can be an effective strategy in preventing counterproductive behaviors

کلیدواژه ها:

Counterproductive behavior ، organizational anger ، organizational justice ، job stress