While counterproductive work behaviours (CWB) harm hotels’ financial and non-financial performance, hospitality research ought to pay more attention to unpacking its antecedents and how employees are triggered to engage in CWB. Drawing on Affective Events Theory (AET), we posit that workplace bullying (WB) leads to enacting CWB by eliciting the targets’ emotions of hostility. Furthermore, considering the affective disposition in AET and adopting the self-regulation perspective, we argue that the mediating mechanism of hostility for the link between WB and CWB is moderated by trait mindfulness. Using a two-wave data collection from employees in hotels in Jordon (N = 328), we found that employee hostility mediated the relationship between WB and CWB. Trait mindfulness was found to attenuate the positive association between WB and emotional response of hostility, leading to reduced CWB. Our findings lend credence to the AET to further understand how WB induces CWB.

中文翻译：

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特质正念在酒店员工工作场所欺凌、敌意和适得其反的工作行为中的自我调节作用


虽然适得其反的工作行为 (CWB) 会损害酒店的财务和非财务绩效，但酒店业研究应该更多地关注其前因，以及如何触发员工参与 CWB。借鉴情感事件理论（AET），我们假设工作场所欺凌（WB）通过引发目标的敌对情绪而导致实施 CWB。此外，考虑到 AET 中的情感倾向并采用自我调节的视角，我们认为 WB 和 CWB 之间的敌意中介机制受到特质正念的调节。通过对约旦酒店员工的两波数据收集 (N = 328)，我们发现员工的敌意调节了 WB 和 CWB 之间的关系。研究发现，特质正念可以减弱 WB 与敌意情绪反应之间的正相关关系，从而导致 CWB 降低。我们的研究结果为 AET 进一步了解 WB 如何诱发 CWB 提供了依据。