In the current study, we extend the trait-activation theory (TAT) in order to provide context for the role of stressors in the relationship between personality and counterproductive work behavior (CWB). Specifically, we propose relationships between conflict-sensitive personality traits (social dominance orientation and hostile attributional style) and CWB, moderated by organizational stressors (interpersonal conflict and organizational constraints) as trait-relevant situational cues that signal competition. A sample of 208 matched employee-supervisor dyads was recruited from an online panel for a multiphasic study. As expected, the relationships between personality traits and supervisor-reported CWB were stronger when stressors were high compared to low, even when controlling for negative affectivity. Thus, as guided by TAT, we suggest that workplaces should minimize cues that activate CWB or attempt to use cues that constrain these behaviors, particularly when considering employees with higher levels of social dominance orientation or hostile attributional style. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

中文翻译：

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理解压力源在人格-CWB 关系中的作用的特质相互作用方法。

在当前的研究中，我们扩展了特质激活理论 (TAT)，以便为压力源在人格与适得其反的工作行为 (CWB) 之间的关系中的作用提供背景。具体来说，我们提出了冲突敏感的人格特质（社会支配取向和敌意归因风格）与 CWB 之间的关系，由组织压力源（人际冲突和组织约束）作为特征相关的情境线索来表示竞争。从在线小组中招募了 208 名匹配的员工-主管二人组样本进行多阶段研究。正如预期的那样，即使在控制负面情感的情况下，当压力源高时，个性特征与主管报告的 CWB 之间的关系比低时更强。因此，在 TAT 的指导下，我们建议工作场所应尽量减少激活 CWB 的线索或尝试使用限制这些行为的线索，尤其是在考虑具有较高社会支配倾向或敌对归因风格的员工时。（PsycInfo 数据库记录 (c) 2021 APA，保留所有权利）。