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Unpacking the curvilinear relationship between negative affectivity, performance, and turnover intentions: The moderating effect of time-related work stress

Published online by Cambridge University Press:  29 July 2016

Dave Bouckenooghe ,
Usman Raja ,
Arif Nazir Butt ,
Muhammad Abbas  and
Sabahat Bilgrami
Dave Bouckenooghe*
Affiliation:
Faculty of Business, Brock University, St. Catharines, Ontario, Canada
Usman Raja
Affiliation:
Faculty of Business, Brock University, St. Catharines, Ontario, Canada
Arif Nazir Butt
Affiliation:
Suleman Dawood School of Business, Lahore University of Management Sciences, Lahore, Pakistan
Muhammad Abbas
Affiliation:
FAST School of Management, National University of Computer and Emerging Sciences, Islamabad, Pakistan
Sabahat Bilgrami
Affiliation:
Mentors, Lahore, Pakistan
*
Corresponding author: dbouckenooghe@brocku.ca
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Abstract

This study explores the relationships of negative affectivity with two frequently studied outcome variables job performance and turnover intentions. Conventional wisdom holds that negative affectivity has a harmful impact on both job performance and intentions to leave; however, we propose a more nuanced perspective using empirical and theoretical arguments (e.g., self-regulation theory) to highlight the functional effects of negative affectivity. To test our hypotheses, we collected self-reported and supervisor-reported data from seven organizations in Pakistan. The findings based on data collected from 280 employees show that while negative affectivity is detrimental for job performance, this effect is mitigated as negative affectivity increases. It further shows that the linear negative main effect of negative affectivity on job performance is more pronounced when employees experience less time-related work stress. Finally, the curvilinear relationship between negative affectivity and turnover intentions is moderated by time-related work stress. The relationship has a U shape at high levels of time-related work stress, whereas at low levels it has an inverted U shape. A discussion of the limitations, future research, and implications for theory building and practice conclude the article.

Keywords

negative affectivityin-role job performanceturnover intentionstime-related work stress

Information

Type
Research Article
Information
Journal of Management & Organization , Volume 23 , Issue 3 , May 2017 , pp. 373 - 391
Copyright
Copyright © Cambridge University Press and Australian and New Zealand Academy of Management 2016 

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