SavedAdd your journal

Journals / Turizm Akademik Dergisi / 2025 / Cilt: 12 Sayı: 2

The Dark Side of Performance Pressure: Affective Events Theory Perspective

Performans Baskısının Karanlık Yüzü: Duygusal Olaylar Teorisi Perspektifi

Nurulah Cihan Ağbay(BİTLİS EREN ÜNİVERSİTESİ)0000-0001-9689-4608
Özel Kılıç(BİTLİS EREN ÜNİVERSİTESİ)0000-0002-7712-703X
Pages
275–292
Publication Date
2025-12-20
DOI
—
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

The findings indicate that performance pressure affects both organizational and individual dimensions of counterproductive work behavior.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:The purpose of this study is to examine the effect of performance pressure on counterproductive work behaviors and turnover intention from the perspective of affective events theory.
📊
Key Findings & Data:Data were collected from employees of 12 five-star hotels that agreed to participate in the study.
💡
Conclusion & Impact:The findings indicate that performance pressure affects both organizational and individual dimensions of counterproductive work behavior.
🔬Design:Survey & Empirical Study
📍Scope:Comprehensive Sample
⚙️Variables:Performans Baskısı · Üretkenlik Karşıtı İş Davranışı · İşten Ayrılma Niyeti

Abstract

The purpose of this study is to examine the effect of performance pressure on counterproductive work behaviors and turnover intention from the perspective of affective events theory. The research population was defined as employees working in five-star hotels operating in Antalya. Data were collected from employees of 12 five-star hotels that agreed to participate in the study. Convenience sampling was employed, and analyses were conducted with 424 valid questionnaires. In analyzing the research data, the Partial Least Squares (PLS) method, a type of structural equation modeling (SEM), was applied using the SmartPLS software. The findings indicate that performance pressure affects both organizational and individual dimensions of counterproductive work behavior. Notably, the tendency toward individual counterproductive work behavior is more strongly affected by performance pressure. Furthermore, the results demonstrate that performance pressure positively affects employees’ turnover intention.

Özet

Bu çalışmanın amacı performans baskısının üretkenlik karşıtı iş davranışları ve işten ayrılma niyetine etkisini duygusal olaylar teorisi perspektifinde araştırmaktır. Araştırmanın evreni Antalya ilinde faaliyet gösteren beş yıldızlı otel işgörenleri olarak belirlenmiştir. Veriler, araştırmaya katılmayı kabul eden 12 beş yıldızlı otel işgörenlerinden toplanmıştır. Örneklem seçiminde kolayda örnekleme yöntemi tercih edilmiş ve 424 geçerli anket formu ile analizler yapılmıştır. Araştırma verilerinin analizinde, SmartPLS programı kullanılarak yapısal eşitlik modellemesi (YEM) yaklaşımının bir türü olan kısmi en küçük kareler (PLS) yöntemi kullanılmıştır. Araştırma sonuçlarına göre performans baskısı, üretkenlik karşıtı iş davranışının hem örgütsel hem de bireysel boyutlarını etkilemektedir. Özellikle bireysel üretkenlik karşıtı iş davranış eğilimi performans baskısından daha yüksek düzeyde etkilenmektedir. Ayrıca performans baskısının işgörenlerin işten ayrılma niyetini pozitif yönde etkilediği sonucuna varılmıştır.

🔖

Cite This Article

Ağbay, N. C., Kılıç, Ö. (2025). The Dark Side of Performance Pressure: Affective Events Theory Perspective. Turizm Akademik Dergisi, Cilt: 12 Sayı: 2, 275–292. https://ajindex.com/articles/1327719

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (92)

  1. Akbaş Tuna, A. & Boylu, Y. (2021). Algılanan örgütsel destek ve işe ilişkin duyuşsal iyi oluş halinin üretkenlik karşıtı iş davranışları üzerine etkileri: hizmet sektöründe bir araştırma. İşletme Araştırmaları Dergisi, 8(4), 505–521.
  2. Akça, İ. & Kırel, Ç. A. (2023). Üretkenlik karşıtı davranışların teorik temelleri, turizm araştırmalarındaki öncül ve ardılları, Journal of Gastronomy, Hospitality and Travel, 6(3), 1430-1455. https://doi.org/10.33083/joghat.2023.346
  3. Aknar, A. & Akça, C. (2021). Otel işletmelerinde örgütsel dışlanmanın üretkenlik karşıtı iş davranışlarına etkisi. Demirci, B., & Solunoğlu, A. (Ed.), Turizmde Araştırma Temaları (ss. 71-80). Çizgi Kitabevi, Konya.
  4. Al-Romeedy, B. & Khairy, A. H. (2024). Organizational politics and employee job performance in the tourism and hospitality industry: workplace stress and counterproductive work behavior. Tourism Review, 79(8), 1457–1473. https://doi.org/10.1108/TR-06-2023-0428
  5. Al-Romeedy, B. & Ozbek, O. (2022). The effect of authentic leadership on counterproductive work behaviors in Egyptian and Turkish Travel Agents: Workplace Incivility as a Mediator. African Journal of Hospitality, Tourism and Leisure, 11(2), 409-425. https://doi.org/10.46222/ajhtl.19770720.233
  6. Bai, Y., Zhou, J. & He, W. (2023). How employee job burnout, work engagement, and turnover ıntention relate to career plateau during the epidemic. Social Sciences, 12(7), 394. https://doi.org/10.3390/socsci12070394
  7. Baumeister, R. F. (1984). Choking under pressure: Self-conscious and paradoxical effectsof incentives on skillful performance. Journal of Personality and Social Psychology, 46(3), 610–620. https://doi.org/10.1037/0022-3514.46.3.610
  8. Białas, S., Emilia, D. & Joanna, L. (2023). Determinants of counterproductive work behavior - evidence from the hospitality industry in Pomeranian region in Poland, Zeszyty Naukowe Politechniki Śląskiej. Organizacja i Zarządzanie, Wydawnictwo Politechniki Śląskiej, 180, 29-48, https://doi.org/10.29119/1641-3466.2023.180.2
  9. Brislin, R. W. (1970). Back-translation for cross-cultural research. Journal of cross-cultural psychology, 1(3), 185-216.
  10. Bruursema, K., Kessler, S. R. & Spector, P. E. (2011). Bored employees misbehaving: The relationship between boredom and counterproductive work behaviour. Work & Stress, 25(2), 93–107. https://doi.org/10.1080/02678373.2011.596670
  11. Candar, P. & Aksöz, E. O. (2025). İş yeri nezaketsizliği ve işten ayrılma niyeti ilişkisinde çalışan sessizliğinin aracılık rolü: Alanya’daki otel çalışanlarına yönelik bir araştırma. GSI Journals Serie A: Advancements in Tourism Recreation and Sports Sciences, 8(2), 643-660. https://doi.org/10.53353/atrss.1702013
  12. Chen, M. & Chen, C. C. (2021). The moral dark side of performance pressure: how and when it affects unethical pro-organizational behavior. The International Journal of Human Resource Management, 34(7), 1359–1389. https://doi.org/10.1080/09585192.2021.1991434
  13. Chernyak-Hai, L. & Tziner, A. (2014). Relationships between counterproductive work behavior, perceived justice and climate, occupational status, and leader-member exchange. Journal of Work and Organizational Psychology, 30(1), 1–12. https://doi.org/10.5093/tr2014a1
  14. Cho, S., Johanson, M. M. & Guchait, P. (2009). Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay. International journal of hospitality management, 28(3), 374-381. https://doi.org/10.1016/j.ijhm.2008.10.007
  15. Cohen, J. (1988). Statistical power analysis for the behavioral sciences. Lawrence Erlbaum.
  16. Cohen, J. (1992). Quantitative methods in psychology: A power primer. Psychological Bulletin, 112(1), 155–159. https://doi.org/10.1037/0033-2909.112.1.155
  17. Çelik, M. & Çıra, A. (2013). Örgütsel vatandaşlık davranışının iş performansı ve işten ayrılma niyeti üzerine etkisinde aşırı iş yükünün aracılık rolü. Ege Akademik Bakış, 13(1), 11-20.
  18. Damar, A., Demir, F. & Öztürk, M. (2024). İstismarcı yönetimin üretkenlik karşıtı iş davranışları üzerine etkisi: Sağlık çalışanları üzerine bir araştırma. İşletme Araştırmaları Dergisi, 16(1), 311-327. https://doi.org/10.20491/isarder.2024.1792
  19. De Clercq, D., Kundi, Y. M., Sardar, S. & Shahid, S. (2021). Perceived organizational injustice and counterproductive work behaviours: mediated by organizational identification, moderated by discretionary human resource practices. Personnel Review, 50(7-8), 1545-1565. https://doi.org/10.1108/PR-06-2020-0469
  20. Doruköz, K. D., Durmaz, Ş. & Çivilidağ, A. (2024). Farklılıkların yönetimi, örgütsel adalet algısı, yaşam doyumu ve işten ayrılma niyeti ilişkilerinin bir model içerisinde incelenmesi. Güncel Turizm Araştırmaları Dergisi, 8(1), 328-354.
  21. Eisenberger, R. & Aselage, J. (2009). Incremental effects of reward on experienced performance pressure: Positive outcomes for intrinsic interest and creativity. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 30(1), 95-117. https://doi.org/10.1002/job.543
  22. Erdoğan Aracı, Ü. (2019). Etik liderlik ile işten ayrılma niyeti arasındaki ilişkide yapıcı ses çıkartma davranışının aracı rolü, Turizm Akademik Dergisi, 6(1), 17-30.
  23. Fornell, C. & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50. https://doi.org/10.1177/002224378101800104
  24. Gardner, H. 2012. Performance pressure as a double-edged sword: Enhancing team motivation but undermining the use of team knowledge. Administrative Science Quarterly, 57(1), 1-46. https://doi.org/10.1177/0001839212446454
  25. Grandey, A. A., Tam, A. P. & Brauburger, A. L. (2002). Affective states and traits in the workplace: Diary and survey data from young workers. Motivation and Emotion, 26(1), 31–55. https://doi.org/10.1023/A:1015142124306
  26. Gruys, M. L. (2000). The dimensionality of deviant employee behavior in the workplace (Doctoral dissertation). University of Minnesota. https://apps.dtic.mil/sti/pdfs/ADA370788.pdf Erişim Tarihi: 10.02.2025
  27. Gulza, S., Moon, M., Attiq, S. & Azam, R. (2014), The darker side of high performance work systems: examining employee psychological outcomes and counterproductive work behavior, Pakistan Journal of Commerce and Social Sciences (PJCSS), 8(3), pp. 715-732.
  28. Guo, L., Jia, S., Niu, X. & Wang, Z. (2024). One who wishes to wear the crown, must bear its weight: How performance pressure benefits career-prospective employees in organizations. Journal of Vocational Behavior, 155, 104056, https://doi.org/10.1016/j.jvb.2024.104056
  29. Gutnick, D., Walter, F., Nijstad, B. A. & De Dreu, C. K. W. (2012). Creative performance under pressure: An integrative conceptual framework. Organizational Psychology Review, 2(3), 189–207. https://doi.org/10.1177/2041386612447626
  30. Hair, J. F., Hult, G. T. M., Ringle, C. M. & Sarstedt, M. (2017). A primer on partial least squares structural equation modeling (PLS-SEM) (Second edition). SAGE.
  31. Hair, J. F., Risher, J. J., Sarstedt, M. & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203
  32. Henseler, J., Ringle, C. M. & Sarstedt, M. (2015). A new criterion for assessing discriminant validity equation modeling. Journal of the Academy of Marketing Science, 43(1), 115-135. https://doi.org/10.1007/s11747-014-0403-8
  33. Hitlan, R. T. & Noel, J. (2009). The influence of workplace exclusion and personality on counterproductive work behaviours: An interactionist perspective. European Journal of Work and Organizational Psychology, 18(4), 477–502. https://doi.org/10.1080/13594320903025028
  34. Hollinger, R. C. (1986). Acts against the workplace: Social bonding and employee deviance. Deviant Behavior. 7(1), 53–75. http://doi.org/10.1080/01639625.1986.9967695
  35. Hollinger, R. C. & Clark, J. P. (1982). Formal and informal social controls of employee deviance. The Sociological Quarterly, 23(3), 333–343. https://doi.org/10.1111/j.1533-8525.1982.tb01016.x
  36. Hu, L. & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1–55. https://doi.org/10.1080/10705519909540118
  37. Jensen, J. M., Cole, M. S. & Rubin, R. S. (2019). Predicting retail shrink from performance pressure, ethical leader behavior, and store‐level incivility. Journal of Organizational Behavior, 40(6), 723-739. https://doi.org/10.1002/job.2366
  38. Jensen, J. M., Patel, P. C. & Messersmith, J. G. (2011). High-performance work systems and job control: consequences for anxiety, role overload, and turnover ıntentions. Journal of Management, 39(6), 1699-1724. https://doi.org/10.1177/0149206311419663 (Original work published 2013).
  39. Jiang, J., Yuan, Y., Dong, Y. & Dong, H. (2023). Employees’ proactive customer service performance in hospitality: impacts of customer mistreatment and team performance pressure. Tourism Review, 78(6), 1414-1432. https://doi.org/10.1108/TR-05-2022-0261
  40. Jones, E., Chonko, L., Rangarajan, D. & Roberts, J. (2007). The role of overload on job attitudes, turnover intentions, and salesperson performance. Journal of Business Research, 60(7), 663-671. https://doi.org/10.1016/j.jbusres.2007.02.014
  41. Karacaoğlu, K. (2015). Çalışanların iş güvencesizliğinin işten ayrılma niyetleri üzerindeki etkisi: Alanya bölgesindeki beş yıldızlı otellerde bir araştırma. Uluslararası Alanya İşletme Fakültesi Dergisi, 7(1), 13-21.
  42. Karakaş, A. (2017). Duygusal emek, tükenmişlik ve işten ayrılma niyeti arasındaki ilişki: Otel işletmesi çalışanları üzerine bir araştırma. İşletme Araştırmaları Dergisi, 9(1), 80-112. https://doi.org/10.20491/isarder.2017.236
  43. Khan, A. G., Mahmood, M., Islam, M. S., Li, Y. & Hwang, H. J. (2024). Why and when does performance pressure encourage employee expediency? A moderated mediation model. International Journal of Productivity and Performance Management, 73(7), 2235-2253. https://doi.org/10.1108/IJPPM-01-2023-0037
  44. Klotz, A. C. & Buckley, M. R. (2013). A historical perspective of counterproductive work behavior targeting the organization. Journal of management history, 19(1), 114-132. https://doi.org/10.1108/17511341311286222
  45. Krischer, M. M., Penney, L. M. & Hunter, E. M. (2010). Can counterproductive work behaviors be productive? CWB as emotion-focused coping. Journal of occupational health psychology, 15(2), 154.
  46. Lacity, M.C., Iyer, V.V. & Rudramuniyaiah, P.S. (2009). Turnover intentions of Indian IS professionals. In: Hirschheim, R., Heinzl, A., Dibbern, J. (eds) Information Systems Outsourcing. Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-540-88851-2_18
  47. Lin, C. P., Tsai, Y. H. & Mahatma, F. (2017). Understanding turnover intention in cross-country business management. Personnel Review, 46(8), 1717-1737. https://doi.org/10.1108/PR-07-2016-0176
  48. Mai, K. M., Welsh, D. T., Wang, F., Bush, J. & Jiang, K. (2022). Supporting creativity or creative unethicality? Empowering leadership and the role of performance pressure. Journal of Business Ethics, 179(1), 111-131. https://doi.org/10.1007/s10551-021-04784-6
  49. Maleki, R., Janatolmakan, M., Fallahi, M., Andayeshgar, B. & Khatony, A. (2023). Intention to leave the profession and related factors in nurses: A cross‐sectional study in Kermanshah, Iran. Nursing open, 10(7), 4298-4304.
  50. Marcus, B. & Schuler, H. (2004). Antecedents of counterproductive behavior at work: a general perspective. Journal of applied psychology, 89(4), 647. https://doi.org/10.1037/0021-9010.89.4.647
  51. Mitchell, M. S., Greenbaum, R. L., Vogel, R. M., Mawritz, M. B. & Keating, D. J. (2019). Can you handle the pressure? The effect of performance pressure on stress appraisals, self-regulation, and behavior. Academy of Management Journal, 62(2), 531–552. https://doi.org/10.5465/amj.2016.0646
  52. Mitchell, M. S., Baer, M. D., Ambrose, M. L., Folger, R. & Palmer, N. F. (2018). Cheating under pressure: A self-protection model of workplace cheating behavior. Journal of Applied Psychology, 103(1), 54–73. https://doi.org/10.1037/apl0000254
  53. Mitchell, M. S. & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of applied psychology, 92(4), 1159. https://doi.org/10.1037/0021-9010.92.4.1159
  54. Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237–240. https://doi.org/10.1037/0021-9010.62.2.237
  55. Nauman, S., Basit, A. A. & Imam, H. (2023). Examining the influence of Islamic work ethics, organizational politics, and supervisor-initiated workplace incivility on employee deviant behaviors. Ethics & Behavior, 35(1), 55–72. https://doi.org/10.1080/10508422.2023.2275200
  56. Park, J. & Min, H. K. (2020). Turnover intention in the hospitality industry: A meta-analysis. International journal of hospitality management, 90, 102599. https://doi.org/10.1016/j.ijhm.2020.102599
  57. Penney, L. M. & Spector, P. E. (2005). Job stress, incivility, and counterproductive work behavior (CWB): The moderating role of negative affectivity. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 26(7), 777-796. https://doi.org/10.1002/job.336
  58. Polat, E. & Misir, İ. & Şahin, B. (2021). Hizmet verme yatkınlığının işten ayrılma niyeti üzerindeki etkisinde iş tatmininin aracılık rolü, Turizm Akademik Dergisi, 8(1), 249-261.
  59. Qin, N., Yao, Z. & Guo, M. (2023). The role of bidirectional associations between depression, anxiety, and emotional exhaustion on turnover intention among nurses: a multicenter cross-sectional study in China. BMC Nurs, 22, 350, https://doi.org/10.1186/s12912-023-01516-1
  60. Rescalvo-Martin, E., Gutierrez, L. & Llorens-Montes, F. J. (2022). Extra-role service under pressure in the hospitality industry: The role of mindfulness. Tourism Management Perspectives, 44, 101030. https://doi.org/10.1016/j.tmp.2022.101030
  61. Robinson, S. L. & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of Management Journal, 38(2), 555–572. https://doi.org/10.2307/256693
  62. Sackett, P. R. & DeVore, C. J. (2001), Counterproductive behaviours at work, in N. Anderson, D. S. Ones, H. K. Sinangil & C. Viswesvaran (Eds.), Handbook of Industrial, Work and Organizational Psychology, Vol 1., Personnel Psychology pp. 145-164. London, UK: Sage.
  63. Salama, W., Abdou, A. H., Mohamed, S. A. K. & Shehata, H. S. (2022). Impact of work stress and job burnout on turnover intentions among hotel employees. International Journal of Environmental Research and Public Health, 19(15), 9724. https://doi.org/10.3390/ijerph19159724
  64. Salgado, J. F., Moscoso, S. & Anderson, N. (2013). Personality and counterproductive work behavior. In N. D. Christiansen & R. P. Tett (Eds.), Handbook of personality at work (pp. 606-632). New York: Routledge.
  65. Seçilmiş, C. & Kılıç, İ. (2017). Örgütsel güven, iş-aile yaşam çatışması ve işten ayrılma niyeti ilişkisinin belirlenmesi: seyahat acentelerinde bir uygulama, Turizm Akademik Dergisi, 4(1), 65-79.
  66. Smithikrai, C. (2014). Relationship of cultural values to counterproductive work behaviour: The mediating role of job stress. Asian Journal of Social Psychology, 17(1), 36-43. https://doi.org/10.1111/ajsp.12040
  67. Spector, P. E. & Fox, S. (2002). An emotion-centered model of voluntary work behavior: Some parallels between counterproductive work behavior and organizational citizenship behavior. Human resource management review, 12(2), 269-292. https://doi.org/10.1016/S1053-4822(02)00049-9
  68. 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. https://doi.org/10.1016/j.jvb.2005.10.005
  69. Soybalı, H. H. & Ak, S. (2019). Kariyer platosunun iş tatmini ve işten ayrılma niyetine etkisi üzerine bir araştırma: otel işletmeleri örneği, Turizm Akademik Dergisi, 6(2), 169-183.
  70. Suseno, Y., Chang, C., Hudik, M., Fang, E. & Liu, N. (2021). Why do employees engage in counterproductive work behaviours? Cultural values and white-collar employees in China. Motivation and Emotion, 45(4), 397-421. https://doi.org/10.1007/s11031-021-09874-6
  71. Takase, M. (2010). A concept analysis of turnover intention: Implications for nursing management. Collegian, 17(1), 3-12. https://doi.org/10.1016/j.colegn.2009.05.001
  72. Tekeli, M. (2022). İş tatmininin üretkenlik karşıtı iş davranışına etkisi: otel işletmelerine yönelik bir uygulama, Journal of Gastronomy, Hospitality and Travel, 5(3), 1216-1228. https://doi.org/10.33083/joghat.2022.196
  73. Tenderis, A. & Uzunçarşılı, Ü. (2023). Toksik liderliğin örgütsel itaat aracılığıyla üretkenlik karşıtı iş davranışı ve işten ayrılma niyeti üzerine etkileri. Kocaeli Üniversitesi Sosyal Bilimler Dergisi, 2(44), 25-53.
  74. Tett, R. P. & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta‐analytic findings. Personnel psychology, 46(2), 259-293. https://doi.org/10.1111/j.1744-6570.1993.tb00874.x
  75. Tüfekçi Yaman, Ü. & Aytaç, S. (2022). Çalışanların pozitif psikolojik sermaye düzeyleri ve iş yükü algılarının rol ötesi davranışlar üzerindeki etkisinin incelenmesi. International Journal of Social Inquiry, 15(2), 575−592. https://doi.org/10.37093/ijsi.1164014
  76. Uçar, Ö. & Aksu, A. A. (2023). The mediating role of trust in manager in the effect of employees' perceptions of transformational and transactional leadership styles on theır self-efficacy beliefs, Journal of Gastronomy, Hospitality and Travel, 6(1), 300-318. https://doi.org/10.33083/joghat.2023.265
  77. Vatankhah, S., Javid, E. & Raoofi, A. (2017). Perceived organizational support as the mediator of the relationships between high-performance work practices and counter-productive work behavior: Evidence from airline industry. Journal of Air Transport Management, 59, 107-115. https://doi.org/10.1016/j.jairtraman.2016.12.001
  78. Wang, X., Yu, Y., Yan, J. & Pasamehmetoglu, A. (2025). Can performance pressure hinder service recovery performance? The mediating role of shame and individual contingencies of work meaningfulness and proactivity. Tourism Management, 106, 104972. https://doi.org/10.1016/j.tourman.2024.104972
  79. Weiss, H. M. & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. In B. M. Staw & L. L. Cummings (Eds.), Research in organizational behavior: An annual series of analytical essays and critical reviews (pp. 1–74). Greenwich, CT: JAI Press.
  80. Wen, T., Mao, S., Fan, X. & Wu, J. (2025). The effect of performance pressure on employee well-being: mediator of workplace anxiety and moderator of vocational delay of gratification. International Journal of Mental Health Promotion, 27(4). https://doi.org/10.32604/ijmhp.2025.057726
  81. Xu, J., Chen, J., Lan, Q. & Zhao M (2025) To share or hide under performance pressure: the role of supervisor support in shaping subordinate knowledge management behaviors. Front. Psychol. 16, 1586812, https://doi.org/10.3389/fpsyg.2025.1586812
  82. Xu, X., Wang, Y., Li, M. & Kwan, H. K. (2021). Paradoxical effects of performance pressure on employees’ in-role behaviors: An approach/avoidance model. Frontiers in Psychology, 12, 744404. https://doi.org/10.3389/fpsyg.2021.744404
  83. Yang, H., Lv, J., Zhou, X. et al. (2017). Validation of work pressure and associated factors influencing hospital nurse turnover: a cross-sectional investigation in Shaanxi Province, China. BMC Health Serv Res, 17, 112, https://doi.org/10.1186/s12913-017-2056-z
  84. Yang, J. & Diefendorff, J. M. (2009). The relations of daily counterproductive workplace behavior with emotions, situational antecedents, and personality moderators: A diary study in Hong Kong. Personnel Psychology, 62(2), 259-295.
  85. Yang, J., Jia, L., Chen, Z., Tian, F., Gao, R. & Huang, Y. (2025). Innovating under pressure: how task crafting and fun activities shape service innovation in tourism employees. Journal of Service Theory and Practice, 1-23. https://doi.org/10.1108/JSTP-05-2025-0168
  86. Ye, Q., Wang, D. & Guo, W. (2019). Inclusive leadership and team innovation: The role of team voice and performance pressure. European Management Journal, 37(4), 468-480. https://doi.org/10.1016/j.emj.2019.01.006
  87. Yean, T. F., Johari, J., Yahya, K. K. & Chin, T. L. (2022). Determinants of job dissatisfaction and its impact on the counterproductive work behavior of university staff. SAGE Open, 12(3). https://doi.org/10.1177/21582440221123289
  88. Yeh, S. S., Guan, X., Chiang, T. Y., Ho, J. L. & Huan, T. C. T. (2021). Reinterpreting the theory of planned behavior and its application to green hotel consumption intention. International Journal of Hospitality Management, 94, 1-11. https://doi.org/10.1016/j.ijhm.2020.102827 Yazıcıoğlu, İ. & Kızanlıklı, M. M. (2018). The effects of trait anxiety on the intention of leaving and burnout of restaurant employees, Turizm Akademik Dergisi, 5(1), 238-250.
  89. Yılmaz, V. & Kinaş, Y. (2021). Kısmi en küçük kareler yapısal eşitlik modellemesiyle mobil bankacılık kullanımının araştırılması. Gazi İktisat ve İşletme Dergisi, 7(2), 133-149. https://doi.org/10.30855/gjeb.2021.7.2.004
  90. Yin, J., Ji, Y. & Ni, Y. (2023). Anxious hotel employees in China: Engaged or exhausted? Multiple effects of workplace anxiety. International Journal of Hospitality Management, 114, 103577. https://doi.org/10.1016/j.ijhm.2023.103577
  91. Zhang, W., Jex, S. M., Peng, Y. & Wang, D. (2017). Exploring the effects of job autonomy on engagement and creativity: The moderating role of performance pressure and learning goal orientation. Journal of Business and Psychology, 32(3), 235-251. https://doi.org/10.1007/s10869-016-9453-x
  92. Zimmerman, R. D. & Darnold, T. C. (2009). The impact of job performance on employee turnover intentions and the voluntary turnover process: A meta‐analysis and path model. Personnel review, 38(2), 142-158. https://doi.org/10.1108/00483480910931316