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Responses to co-workers receiving recognition at work

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Responses to co-workers receiving recognition at work. / Feys, Marjolein; Anseel, Frederik; Wille, Bart.

In: Journal of Managerial Psychology, Vol. 28, No. 5, 2013, p. 492-510.

Research output: Contribution to journalArticle

Harvard

Feys, M, Anseel, F & Wille, B 2013, 'Responses to co-workers receiving recognition at work', Journal of Managerial Psychology, vol. 28, no. 5, pp. 492-510. https://doi.org/10.1108/JMP-08-2011-0025

APA

Feys, M., Anseel, F., & Wille, B. (2013). Responses to co-workers receiving recognition at work. Journal of Managerial Psychology, 28(5), 492-510. https://doi.org/10.1108/JMP-08-2011-0025

Vancouver

Feys M, Anseel F, Wille B. Responses to co-workers receiving recognition at work. Journal of Managerial Psychology. 2013;28(5):492-510. https://doi.org/10.1108/JMP-08-2011-0025

Author

Feys, Marjolein ; Anseel, Frederik ; Wille, Bart. / Responses to co-workers receiving recognition at work. In: Journal of Managerial Psychology. 2013 ; Vol. 28, No. 5. pp. 492-510.

Bibtex Download

@article{72711429eda24f20bf9a00ae42000e2d,
title = "Responses to co-workers receiving recognition at work",
abstract = "Purpose - The purpose of this paper is to examine the impact of co-workers receiving recognition on two types of responses, namely emotions (positive and negative) and behavioral intentions (interpersonal counterproductive behavior and interpersonal citizenship behavior). Design/methodology/approach - This study is an experimental scenario study with a 2 x 2 between-subjects design with 246 employees from a local health care organization. Findings - The findings reveal that the relation between the recognition of others and positive or negative emotions was moderated by the quality of the relationship between both actors. Further, as hypothesized, the relation between the recognition of others and interpersonal counterproductive behavior was moderated by relationship quality. Contrary to the authors' expectations, relationship quality did not moderate the relation between employee recognition and interpersonal citizenship behavior. Practical implications - This study provides useful suggestions for managers to diminish undesired (i.e. negative emotions and interpersonal counterproductive behavior) and enhance desired emotions and behaviors (i.e. positive emotions and interpersonal citizenship behavior). Originality/value - This study is the first to show that employee recognition may have negative effects on the emotions of others and interpersonal behavior (i.e. interpersonal counterproductive behavior).",
author = "Marjolein Feys and Frederik Anseel and Bart Wille",
year = "2013",
doi = "10.1108/JMP-08-2011-0025",
language = "Undefined/Unknown",
volume = "28",
pages = "492--510",
journal = "Journal of Managerial Psychology",
issn = "0268-3946",
publisher = "Emerald Group Publishing Ltd.",
number = "5",

}

RIS (suitable for import to EndNote) Download

TY - JOUR

T1 - Responses to co-workers receiving recognition at work

AU - Feys, Marjolein

AU - Anseel, Frederik

AU - Wille, Bart

PY - 2013

Y1 - 2013

N2 - Purpose - The purpose of this paper is to examine the impact of co-workers receiving recognition on two types of responses, namely emotions (positive and negative) and behavioral intentions (interpersonal counterproductive behavior and interpersonal citizenship behavior). Design/methodology/approach - This study is an experimental scenario study with a 2 x 2 between-subjects design with 246 employees from a local health care organization. Findings - The findings reveal that the relation between the recognition of others and positive or negative emotions was moderated by the quality of the relationship between both actors. Further, as hypothesized, the relation between the recognition of others and interpersonal counterproductive behavior was moderated by relationship quality. Contrary to the authors' expectations, relationship quality did not moderate the relation between employee recognition and interpersonal citizenship behavior. Practical implications - This study provides useful suggestions for managers to diminish undesired (i.e. negative emotions and interpersonal counterproductive behavior) and enhance desired emotions and behaviors (i.e. positive emotions and interpersonal citizenship behavior). Originality/value - This study is the first to show that employee recognition may have negative effects on the emotions of others and interpersonal behavior (i.e. interpersonal counterproductive behavior).

AB - Purpose - The purpose of this paper is to examine the impact of co-workers receiving recognition on two types of responses, namely emotions (positive and negative) and behavioral intentions (interpersonal counterproductive behavior and interpersonal citizenship behavior). Design/methodology/approach - This study is an experimental scenario study with a 2 x 2 between-subjects design with 246 employees from a local health care organization. Findings - The findings reveal that the relation between the recognition of others and positive or negative emotions was moderated by the quality of the relationship between both actors. Further, as hypothesized, the relation between the recognition of others and interpersonal counterproductive behavior was moderated by relationship quality. Contrary to the authors' expectations, relationship quality did not moderate the relation between employee recognition and interpersonal citizenship behavior. Practical implications - This study provides useful suggestions for managers to diminish undesired (i.e. negative emotions and interpersonal counterproductive behavior) and enhance desired emotions and behaviors (i.e. positive emotions and interpersonal citizenship behavior). Originality/value - This study is the first to show that employee recognition may have negative effects on the emotions of others and interpersonal behavior (i.e. interpersonal counterproductive behavior).

U2 - 10.1108/JMP-08-2011-0025

DO - 10.1108/JMP-08-2011-0025

M3 - Article

VL - 28

SP - 492

EP - 510

JO - Journal of Managerial Psychology

JF - Journal of Managerial Psychology

SN - 0268-3946

IS - 5

ER -

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