REGULAR ARTICLE
Proactive aggression or passive resistance: A face perspective on why and how illegitimate tasks elicit various counterproductive work behaviours in employees
Fubin Jiang,
Zhen Wang,
Mufan Zhang,
Fubin Jiang
Business School, Central University of Finance and Economics, Beijing, China
Contribution: Conceptualization, Formal analysis, Methodology, Software, Writing - original draft
Search for more papers by this authorCorresponding Author
Zhen Wang
Business School, Central University of Finance and Economics, Beijing, China
Correspondence
Zhen Wang, Business School, Central University of Finance and Economics, 39 South College Road, Haidian District, Beijing 100081, China.
Email: [email protected]
Contribution: Conceptualization, Data curation, Funding acquisition, Project administration, Resources, Supervision, Validation, Writing - review & editing
Search for more papers by this authorMufan Zhang
School of Labor and Human Resources, Renmin University of China, Beijing, China
Contribution: Investigation, Writing - review & editing
Search for more papers by this authorFubin Jiang,
Zhen Wang,
Mufan Zhang,
Fubin Jiang
Business School, Central University of Finance and Economics, Beijing, China
Contribution: Conceptualization, Formal analysis, Methodology, Software, Writing - original draft
Search for more papers by this authorCorresponding Author
Zhen Wang
Business School, Central University of Finance and Economics, Beijing, China
Correspondence
Zhen Wang, Business School, Central University of Finance and Economics, 39 South College Road, Haidian District, Beijing 100081, China.
Email: [email protected]
Contribution: Conceptualization, Data curation, Funding acquisition, Project administration, Resources, Supervision, Validation, Writing - review & editing
Search for more papers by this authorMufan Zhang
School of Labor and Human Resources, Renmin University of China, Beijing, China
Contribution: Investigation, Writing - review & editing
Search for more papers by this authorFirst published: 16 February 2025
Abstract
Illegitimate tasks are identified as common stressors in the workplace. Yet, research has predominantly linked illegitimate tasks to counterproductive work behaviours (CWBs) while overlooking why and how illegitimate tasks are related to employees' different CWBs. Drawing on the face research and the approach–avoidance framework, this article develops a model that delineates both approach- and avoidance-oriented responses to illegitimate tasks. Specifically, we posit that the two dimensions of face consciousness—desire to gain face (approach-oriented face) and fear of losing face (avoidance-oriented face)—differently relate to employees' emotional and CWBs reactions to daily illegitimate tasks. We tested our hypotheses using 855 observations collected from 91 full-time employees across 10 consecutive working days. Results showed that employees higher on desire to gain face are more likely to feel angry and engage in interpersonal deviance (approach-oriented CWBs) because of daily illegitimate tasks than those lower on it. Employees higher on fear of losing face, however, are likely to feel anxious and engage in interaction avoidance (avoidance-oriented CWBs) when confronted with daily illegitimate tasks. Overall, these findings provide a social image and face perspective for understanding employees' various CWBs caused by illegitimate tasks and inspire management practices.
CONFLICT OF INTEREST STATEMENT
We declare that we have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper.
Open Research
DATA AVAILABILITY STATEMENT
The data that support the findings of this study are available from the corresponding author upon reasonable request.
REFERENCES
- Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Sage.
- Bauer, J. A., & Spector, P. E. (2015). Discrete negative emotions and counterproductive work behavior. Human Performance, 28(4), 307–331.
- Becker, T. E., Atinc, G., Breaugh, J. A., Carlson, K. D., Edwards, J. R., & Spector, P. E. (2016). Statistical control in correlational studies: 10 essential recommendations for organizational researchers. Journal of Organizational Behavior, 37(2), 157–167.
- Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349–360.
- Berry, C. M., Carpenter, N. C., & Barratt, C. L. (2012). Do other-reports of counterproductive work behavior provide an incremental contribution over self-reports? A meta-analytic comparison. Journal of Applied Psychology, 97(3), 613–636.
- Bickel, R. (2007). Multilevel analysis for applied research. Guilford Press.
- Brykman, K. M., Cloutier, A., Carleton, E. L., & Samosh, D. (2024). Too depressed and anxious to speak up: The relationships between weekly fluctuations in mental health and silence at work. Journal of Occupational Health Psychology, 29(3), 174–187.
- Chen, Y. L., Huang, K. J., Freeman, A. J., & Kraus, S. W. (2024). Face as a multidimensional construct: Cross-cultural validation of the loss of face scale in Taiwan and the United States. Asian Journal of Social Psychology, 27(3), 500–516.
- Cheng, B. H., & McCarthy, J. M. (2018). Understanding the dark and bright sides of anxiety: A theory of workplace anxiety. Journal of Applied Psychology, 103(5), 537–560.
- Colbert, A. E., Mount, M. K., Harter, J. K., Witt, L. A., & Barrick, M. R. (2004). Interactive effects of personality and perceptions of the work situation on workplace deviance. Journal of Applied Psychology, 89(4), 599–609.
- Daniels, M. A., & Robinson, S. L. (2019). The shame of it all: A review of shame in organizational life. Journal of Management, 45(6), 2448–2473.
- David, E. M., Kim, T. Y., Farh, J. L., Lin, X., & Zhou, F. (2021). Is ‘be yourself’ always the best advice? The moderating effect of team ethical climate and the mediating effects of vigor and demand–ability fit. Human Relations, 74(3), 437–462.
10.1177/0018726719894054 Google Scholar
- Dineen, B. R., Lewicki, R. J., & Tomlinson, E. C. (2006). Supervisory guidance and behavioral integrity: Relationships with employee citizenship and deviant behavior. Journal of Applied Psychology, 91(3), 622–635.
- DiStaso, M. J., & Shoss, M. K. (2020). Looking forward: How anticipated workload change influences the present workload–emotional strain relationship. Journal of Occupational Health Psychology, 25(6), 401–409.
- Djurdjevic, E., Stoverink, A. C., Klotz, A. C., Koopman, J., da Motta Veiga, S. P., Yam, K. C., & Chiang, J. T. J. (2017). Workplace status: The development and validation of a scale. Journal of Applied Psychology, 102(7), 1124–1147.
- Donia, M. B., Raja, U., Panaccio, A., & Wang, Z. (2016). Servant leadership and employee outcomes: The moderating role of subordinates' motives. European Journal of Work and Organizational Psychology, 25(5), 722–734.
- Eatough, E. M., Meier, L. L., Igic, I., Elfering, A., Spector, P. E., & Semmer, N. K. (2016). You want me to do what? Two daily diary studies of illegitimate tasks and employee well-being. Journal of Organizational Behavior, 37(1), 108–127.
- Elliot, A. J. (2006). The hierarchical model of approach-avoidance motivation. Motivation and Emotion, 30, 111–116.
- Elliot, A. J., & Harackiewicz, J. M. (1996). Approach and avoidance achievement goals and intrinsic motivation: A mediational analysis. Journal of Personality and Social Psychology, 70(3), 461–475.
- Elliot, A. J., & Thrash, T. M. (2002). Approach-avoidance motivation in personality: Approach and avoidance temperaments and goals. Journal of Personality and Social Psychology, 82(5), 804–818.
- Elliot, A. J., & Thrash, T. M. (2010). Approach and avoidance temperament as basic dimensions of personality. Journal of Personality, 78(3), 865–906.
- Ferris, D. L., Fatimah, S., Yan, M., Liang, L. H., Lian, H., & Brown, D. J. (2019). Being sensitive to positives has its negatives: An approach/avoidance perspective on reactivity to ostracism. Organizational Behavior and Human Decision Processes, 152, 138–149.
- Ferris, D. L., Yan, M., Lim, V. K., Chen, Y., & Fatimah, S. (2016). An approach–avoidance framework of workplace aggression. Academy of Management Journal, 59(5), 1777–1800.
- Fila, M. J., & Eatough, E. (2020). Extending the boundaries of illegitimate tasks: The role of resources. Psychological Reports, 123(5), 1635–1662.
- Fischer, A. H., & Roseman, I. J. (2007). Beat them or ban them: The characteristics and social functions of anger and contempt. Journal of Personality and Social Psychology, 93(1), 103–115.
- Foulk, T. A., De Pater, I. E., Schaerer, M., du Plessis, C., Lee, R., & Erez, A. (2020). It's lonely at the bottom (too): The effects of experienced powerlessness on social closeness and disengagement. Personnel Psychology, 73(2), 363–394.
- Gardner, W. L., Pickett, C. L., Jefferis, V., & Knowles, M. (2005). On the outside looking in: Loneliness and social monitoring. Personality and Social Psychology Bulletin, 31(11), 1549–1560.
- Gibson, D. E., & Callister, R. R. (2010). Anger in organizations: Review and integration. Journal of Management, 36(1), 66–93.
- Goffman, E. (1955). On face-work: An analysis of ritual elements in social interaction. Psychiatry, 18(3), 213–231.
- Greenbaum, R., Bonner, J., Gray, T., & Mawritz, M. (2020). Moral emotions: A review and research agenda for management scholarship. Journal of Organizational Behavior, 41(2), 95–114.
- Ho, D. Y. (1976). On the concept of face. American Journal of Sociology, 81(4), 867–884.
- Hofmann, S. A., Griffin, M. A., & Gavin, M. B. (2000). The application of hierarchical linear modeling to organizational research. In K. Klein & S. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions (pp. 75–170). Jossey-Bass.
- Hu, L. T., & Bentler, P. M. (1998). Fit indices in covariance structure modeling: Sensitivity to underparameterized model misspecification. Psychological Methods, 3(4), 424–453.
- Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6(1), 1–55.
- Kam, C. C. S., & Bond, M. H. (2008). Role of emotions and behavioural responses in mediating the impact of face loss on relationship deterioration: Are Chinese more face-sensitive than Americans? Asian Journal of Social Psychology, 11(2), 175–184.
- Keltner, D., Gruenfeld, D. H., & Anderson, C. (2003). Power, approach, and inhibition. Psychological Review, 110(2), 265–284.
- Kim, J. Y., & Nam, S. H. (1998). The concept and dynamics of face: Implications for organizational behavior in Asia. Organization Science, 9(4), 522–534.
- Klotz, A. C., Swider, B. W., & Kwon, S. H. (2023). Back-translation practices in organizational research: Avoiding loss in translation. Journal of Applied Psychology, 108(5), 699–727.
- Koçak, Ö. E., & Ünal, Z. M. (2022). Task assignments matter: The relationship between illegitimate tasks, work engagement and silence. International Journal of Work Organisation and Emotion, 13(4), 330–349.
10.1504/IJWOE.2022.127656 Google Scholar
- Lazarus, R. S. (1991). Emotion and adaptation. Oxford University Press.
10.1111/j.1432-2277.2005.00183.x Google Scholar
- Lemay, E. P., Jr., Overall, N. C., & Clark, M. S. (2012). Experiences and interpersonal consequences of hurt feelings and anger. Journal of Personality and Social Psychology, 103(6), 982–1006.
- Liang, L. H., Brown, D. J., Ferris, D. L., Hanig, S., Lian, H., & Keeping, L. M. (2018). The dimensions and mechanisms of mindfulness in regulating aggressive behaviors. Journal of Applied Psychology, 103(3), 281–299.
- Liang, S. G. (2023). I just don't want to lose face: A self-image reparative response framework of how and when abused subordinates improve their performance. Asia Pacific Journal of Management, 40(4), 1461–1480.
- Lin, L., & Bai, Y. (2023). The dual spillover spiraling effects of family incivility on workplace interpersonal deviance: From the conservation of resources perspective. Journal of Business Ethics, 184(3), 725–740.
- Luthar, S. S., Ebbert, A. M., & Kumar, N. L. (2020). The well-being index (WBI) for schools: A brief measure of adolescents' mental health. Psychological Assessment, 32(10), 903–914.
- Ma, J., & Peng, Y. (2019). The performance costs of illegitimate tasks: The role of job identity and flexible role orientation. Journal of Vocational Behavior, 110, 144–154.
- Mak, W. W. S., Chen, S. X., Lam, A. G., & Yiu, V. F. L. (2009). Understanding distress: The role of face concern among Chinese Americans, European Americans, Hong Kong Chinese, and mainland Chinese. The Counseling Psychologist, 37(2), 219–248.
- Martinaityte, I., Sacramento, C., & Aryee, S. (2019). Delighting the customer: Creativity-oriented high-performance work systems, frontline employee creative performance, and customer satisfaction. Journal of Management, 45(2), 728–751.
- Meier, L. L., & Semmer, N. K. (2018). Illegitimate tasks as assessed by incumbents and supervisors: Converging only modestly but predicting strain as assessed by incumbents, supervisors, and partners. European Journal of Work and Organizational Psychology, 27(6), 764–776.
- Miron-Spektor, E., Paletz, S. B., & Lin, C. C. (2015). To create without losing face: The effects of face cultural logic and social-image affirmation on creativity. Journal of Organizational Behavior, 36(7), 919–943.
- Mohr, C. D., Hammer, L. B., Brady, J. M., Perry, M. L., & Bodner, T. (2021). Can supervisor support improve daily employee well-being? Evidence of supervisor training effectiveness in a study of veteran employee emotions. Journal of Occupational and Organizational Psychology, 94(2), 400–426.
- Nifadkar, S., Tsui, A. S., & Ashforth, B. E. (2012). The way you make me feel and behave: Supervisor-triggered newcomer affect and approach-avoidance behavior. Academy of Management Journal, 55(5), 1146–1168.
- Nishii, L. H., Lepak, D. P., & Schneider, B. (2008). Employee attributions of the “why” of HR practices: Their effects on employee attitudes and behaviors, and customer satisfaction. Personnel Psychology, 61(3), 503–545.
- Parker, D. F., & DeCotiis, T. A. (1983). Organizational determinants of job stress. Organizational Behavior and Human Performance, 32(2), 160–177.
- Pei, J., Wang, H., Peng, Q., & Liu, S. (2024). Saving face: Leveraging artificial intelligence-based negative feedback to enhance employee job performance. Human Resource Management, 63(5), 775–790.
- Peltokorpi, V. (2019). Abusive supervision and emotional exhaustion: The moderating role of power distance orientation and the mediating role of interaction avoidance. Asia Pacific Journal of Human Resources, 57(3), 251–275.
- Peng, A. C., Schaubroeck, J. M., Chong, S., & Li, Y. (2019). Discrete emotions linking abusive supervision to employee intention and behavior. Personnel Psychology, 72(3), 393–419.
- Pindek, S., Demircioğlu, E., Howard, D. J., Eatough, E. M., & Spector, P. E. (2019). Illegitimate tasks are not created equal: Examining the effects of attributions on unreasonable and unnecessary tasks. Work & Stress, 33(3), 231–246.
- Preacher, K. J., Rucker, D. D., & Hayes, A. F. (2007). Addressing moderated mediation hypotheses: Theory, methods, and prescriptions. Multivariate Behavioral Research, 42(1), 185–227.
- Preacher, K. J., Zyphur, M. J., & Zhang, Z. (2010). A general multilevel SEM framework for assessing multilevel mediation. Psychological Methods, 15(3), 209–233.
- Schröder-Abé, M., Rudolph, A., & Schütz, A. (2007). High implicit self-esteem is not necessarily advantageous: Discrepancies between explicit and implicit self-esteem and their relationship with anger expression and psychological health. European Journal of Personality, 21(3), 319–339.
- Schulte-Braucks, J., Baethge, A., Dormann, C., & Vahle-Hinz, T. (2019). Get even and feel good? Moderating effects of justice sensitivity and counterproductive work behavior on the relationship between illegitimate tasks and self-esteem. Journal of Occupational Health Psychology, 24(2), 241–255.
- Semmer, N. K., Jacobshagen, N., Meier, L., & Elfering, A. (2007). Occupational stress research: The “stress-as-offense-to-self” perspective. In J. Houdmont & S. McIntyre (Eds.), Occupational health psychology: European perspectives on research, education and practice (Vol. 2, pp. 43–60). ISMAI Publishing.
- Semmer, N. K., Jacobshagen, N., Meier, L. L., Elfering, A., Beehr, T. A., Kälin, W., & Tschan, F. (2015). Illegitimate tasks as a source of work stress. Work & Stress, 29(1), 32–56.
- Semmer, N. K., Tschan, F., Meier, L. L., Facchin, S., & Jacobshagen, N. (2010). Illegitimate tasks and counterproductive work behavior. Applied Psychology, 59(1), 70–96.
- Shen, W., Hentschel, T., & Hideg, I. (2025). Leading through the uncertainty of COVID-19: The joint influence of leader emotions and gender on abusive and family-supportive supervisory behaviours. Journal of Occupational and Organizational Psychology, 98(1), e12439.
- Shirom, A., Shechter Gilboa, S., Fried, Y., & Cooper, C. L. (2008). Gender, age and tenure as moderators of work-related stressors' relationships with job performance: A meta-analysis. Human Relations, 61(10), 1371–1398.
- Sonnentag, S., & Lischetzke, T. (2018). Illegitimate tasks reach into afterwork hours: A multilevel study. Journal of Occupational Health Psychology, 23(2), 248–261.
- Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal? Journal of Vocational Behavior, 68(3), 446–460.
- Vogel, R. M., Rodell, J. B., & Lynch, J. W. (2016). Engaged and productive misfits: How job crafting and leisure activity mitigate the negative effects of value incongruence. Academy of Management Journal, 59(5), 1561–1584.
- Wan, W., Wang, A., & Li, L. (2021). Temporal leadership and employee workplace deviance: The role of perceived illegitimate tasks. Social Behavior and Personality: An International Journal, 49(7), 1–11.
- Wang, W., Yang, C., Wang, B., Chen, X., Wang, B., & Yuan, W. (2019). When error learning orientation leads to learning from project failure: The moderating role of fear of face loss. Frontiers in Psychology, 10, 1317.
- Wang, Z., & Jiang, F. (2023). It is not only what you do, but why you do it: The role of attribution in employees' emotional and behavioral responses to illegitimate tasks. Journal of Vocational Behavior, 142, 103860. https://doi.org/10.1016/j.jvb.2023.103860
- Weiss, H. M., & Cropanzano, R. (1996). Affective events theory. Research in Organizational Behavior, 18(1), 1–74.
- Wu, L. Z., Zhang, H., Chiu, R. K., Kwan, H. K., & He, X. (2014). Hostile attribution bias and negative reciprocity beliefs exacerbate incivility's effects on interpersonal deviance. Journal of Business Ethics, 120(2), 189–199.
- Zhang, S., & Zhou, B. (2024). Impact of Mianzi consciousness on unethical pro-organizational behavior: The roles of impression management motive, educational level, party affiliation in China. Current Psychology, 43(16), 14244–14258.
- Zhang, X. A., Cao, Q., & Grigoriou, N. (2011). Consciousness of social face: The development and validation of a scale measuring desire to gain face versus fear of losing face. The Journal of Social Psychology, 151(2), 129–149.
- Zhao, H., Zhang, H., & Xu, Y. (2019). How social face consciousness influences corrupt intention: Examining the effects of honesty–humility and moral disengagement. The Journal of Social Psychology, 159(4), 443–458.
- Zhao, L., Lam, L. W., Zhu, J. N., & Zhao, S. (2022). Doing it purposely? Mediation of moral disengagement in the relationship between illegitimate tasks and counterproductive work behavior. Journal of Business Ethics, 179(3), 733–747.
10.1007/s10551-021-04848-7 Google Scholar
- Zhou, Z. E., Eatough, E. M., & Wald, D. R. (2018). Feeling insulted? Examining end-of-work anger as a mediator in the relationship between daily illegitimate tasks and next-day CWB. Journal of Organizational Behavior, 39(8), 911–921.
