Effects of toxic emotional experiences and perceived organizational support on positive work behaviors and withdrawal behaviors

This study aimed to determine the effects of positive and negative affectivity, toxic emotional experiences sub-dimensions (psychologically recurring, disconnecting, draining) and perceived organizational support on on-the-job behaviors (positive work behaviors, psychological and physical withdrawal behaviors, and antagonistic work behaviors). In addition, it was tested whether toxic emotional experiences differ according to demographical factors such as gender and age. Quantitative research was carried out targeting people of public and private organizations in Benin Republic. Watson, Clark, and Tellegen's (1988) The PANAs Scale, Kiefer and Barclay's (2012) Toxic Emotional Experiences Scale, Eisenberger, Huntington, Hutchinson, and Sowa's (1986) Perceived Organizational Support Scale, and Lehman and Simpson's (1992) On-the-Job Behaviors Scale were used for gathering data. A total of 306 employees (132 females, 174 males) participated in the survey. According to results female employees experience more toxic emotions. The results also showed that there was a low level of significant correlation between toxic emotional experience and perceived organizational support, psychological withdrawal behavior, and antagonistic work behavior. The hierarchical regression results revealed that only psychologically recurring sub-dimension predicts psychological withdrawal behaviors. In addition to this, positive affect, psychologically recurring sub-dimension together with diminished perceived organizational support predict positive work behaviors, and physical withdrawal behaviors. The remarkable finding is that employees who experience toxic emotions and perceive less support from their organization may exhibit antagonistic work behaviors.