Voice Non-Endorsement as an Affective Event. The Impact of Neuroticism on Counterproductive Work Behaviors

Table of Contents

Theoretical Background and Hypothesis Development

Voice Non-Endorsement as an Affective Event

When Voice is not Endorsed: The Role of Neuroticism

Neuroticism and Anger Reactions to Voice Non-Endorsement

Anger and Counterproductive Work Behaviors

The Mediating Role of Anger

The Moderating Role of Surface Acting

Methods

Participants and Procedure

Measures

Neuroticism

Anger

Surface Acting

Counterproductive Work Behaviors

Control Variables

Analyses

Results

Descriptive Statistics

Test of Hypotheses

Discussion

Theoretical Contributions

Practical Implications

Limitations and Directions for Future Research

Conclusion

References

Appendices

Appendix A: Survey Questionnaire

Appendix B: Output Preliminary Analyses for Assumption Testing

Appendix C: SPSS Output Hypothesis Testing

Appendix D: SPSS Output Robustness Test

Research Objectives and Key Topics

This thesis investigates the relationship between employee neuroticism and counterproductive work behaviors following the non-endorsement of their voice (ideas or suggestions) by management. The study seeks to determine whether anger serves as a mediator and if surface acting acts as a moderator in this process.

• The influence of neuroticism on emotional reactions to workplace rejection.
• Anger as a primary mediator between organizational feedback and employee misbehavior.
• The role of surface acting in depletion of self-control resources.
• Conceptualizing voice non-endorsement as a significant affective workplace event.
• Development of a moderated mediation model to explain behavioral responses to non-endorsement.

Excerpt from the Thesis

Summary of Chapters

Theoretical Background and Hypothesis Development: This section establishes the conceptual framework using Affective Events Theory (AET) to link non-endorsement of voice to negative emotional states and subsequent behavioral outcomes.

Methods: This chapter details the study design, utilizing a cross-sectional approach with 212 participants, and describes the measures used for neuroticism, anger, surface acting, and counterproductive work behaviors.

Results: This section presents the statistical analyses, confirming that neuroticism is positively related to anger, which in turn leads to increased counterproductive work behaviors, moderated by surface acting.

Discussion: The author interprets the findings, highlighting the role of management in providing legitimate explanations for non-endorsement to mitigate negative emotional reactions among employees.

Conclusion: This final chapter synthesizes the main findings, reiterating that voice non-endorsement is an affective event that triggers counterproductive behaviors, exacerbated by high levels of neuroticism and surface acting.

Keywords

voice non-endorsement, counterproductive work behaviors, neuroticism, anger, emotional labor, affective work events, affective events theory, surface acting, employee voice, emotional instability, workplace stress, organizational behavior, mediation, moderation, management communication

Frequently Asked Questions

What is the core focus of this master thesis?

The thesis examines how employees with higher levels of neuroticism respond to the rejection of their ideas or suggestions by managers, specifically focusing on the transition from emotional frustration to counterproductive work actions.

What are the primary thematic areas covered?

The paper covers Affective Events Theory (AET), the personality trait of neuroticism, the psychology of anger in professional settings, the concept of counterproductive work behaviors (CWB), and the mechanism of emotional regulation through surface acting.

What is the main research question?

The research asks to what extent neuroticism is related to counterproductive work behaviors following the non-endorsement of voice, and what roles are played by anger and surface acting in this relationship.

Which scientific methods were employed?

The study uses a quantitative, cross-sectional design. Data were collected via an online survey of 212 participants, and hypotheses were tested using the SPSS PROCESS macro to perform regression-based moderation and mediation analyses.

What does the main body address?

The main body systematically links theoretical foundations with empirical evidence, covering the development of the conceptual model, the justification of hypotheses, the methodology of data collection, and the interpretation of statistical results.

Which keywords best characterize this work?

Key terms include voice non-endorsement, neuroticism, anger, counterproductive work behaviors, and affective events theory.

How does surface acting impact neurotic employees after voice non-endorsement?

The study finds that surface acting acts as a moderator; it depletes the cognitive resources of neurotic employees, making them more susceptible to acting out their negative emotions through counterproductive behaviors rather than regulating them constructively.

What practical advice does the author give to managers?

Managers are advised to provide thorough, legitimate, and sincere explanations when they cannot endorse an employee's idea, as this helps mitigate the feeling of interpersonal rejection and reduces subsequent negative emotional fallout.