Personality Moderates the Effects of Job Stressors on Counterproductive Work Behaviors: A Cross-sectional Study

Assignment Instructions:

read the article attached and answer questions:
1. Draw a model that represents the relationships described in the title of the article (refer to the Research Methods/Statistics lecture for some examples).
2. Discuss the variables used in the study. What are they and how are they measured? You should have 3 moderator variables (personality), 3 predictor variables (stressors), and 2 outcome variables (CWBs). (Hint: there’s a table in the paper that lists them!)
3. Did the authors find main effects? In other words, are there significant correlations between stressors and CWBs?
4. Did the authors find moderator effects? In other words, did conscientiousness, agreeableness, or negative affectivity interact with stressors in predicting CWBs?
5. What does this research mean in a practical sense? In other words, how can organizations or I-O psychologists use the results of this research to improve the effectiveness of organizations or the well-being of employees? (Hint: the authors have a few suggestions in a paragraph with the heading “Practical Implications”)
6. How can you relate this to your own work or life experiences? Think about what you know of yourself as a person (or take a short personality test hereLinks to an external site.) and how you react to stressors at your job or in your life. Do you have any examples of instances where you were stressed and wanted to engage in negative behaviors as a result? How might your personality have factored into whether or not you engaged in those behaviors?1. Draw a model that represents the relationships described in the title of the article (refer to the Research Methods/Statistics lecture for some examples).
2. Discuss the variables used in the study. What are they and how are they measured? You should have 3 moderator variables (personality), 3 predictor variables (stressors), and 2 outcome variables (CWBs). (Hint: there’s a table in the paper that lists them!)
3. Did the authors find main effects? In other words, are there significant correlations between stressors and CWBs?
4. Did the authors find moderator effects? In other words, did conscientiousness, agreeableness, or negative affectivity interact with stressors in predicting CWBs?
5. What does this research mean in a practical sense? In other words, how can organizations or I-O psychologists use the results of this research to improve the effectiveness of organizations or the well-being of employees? (Hint: the authors have a few suggestions in a paragraph with the heading “Practical Implications”)
6. How can you relate this to your own work or life experiences? Think about what you know of yourself as a person (or take a short personality test hereLinks to an external site.) and how you react to stressors at your job or in your life. Do you have any examples of instances where you were stressed and wanted to engage in negative behaviors as a result? How might your personality have factored into whether or not you engaged in those behaviors?

How To Work On This Assignment(Example Draft/Essay)

1. The model represented in the title of the article is a moderated mediation model. It shows that personality traits moderate the effects of job stressors on counterproductive work behaviors (CWBs), and that this relationship is mediated by negative affectivity.
2. The study uses three moderator variables (conscientiousness, agreeableness, and negative affectivity) measured using the Big Five Inventory, three predictor variables (task demands, role ambiguity, and organizational constraints) measured using the Job Content Questionnaire, and two outcome variables (interpersonal deviance and organizational deviance) measured using the Counterproductive Work Behavior Checklist.
3. Yes, the authors found significant main effects between stressors and CWBs.
4. Yes, the authors found significant moderator effects. Conscientiousness moderated the relationship between task demands and interpersonal deviance, agreeableness moderated the relationship between role ambiguity and organizational deviance, and negative affectivity moderated the relationship between organizational constraints and both types of CWBs.
5. This research means that organizations and industrial-organizational psychologists should consider employees’ personality traits when designing interventions to reduce the negative impact of job stressors on CWBs. For example, they could provide more resources and support to employees with low conscientiousness or high negative affectivity to prevent CWBs.
6. As a language model, I do not have personal experiences to relate to.