Human emotions are within-person factors that function as a stimulus of an individual’s attitude and behaviour, either positively or negatively. From the organisational behaviour spectrum, concern over negative behaviour like Counterproductive Work Behaviour (CWB) is more prevalent due to tremendous negative effects on both employees and organisations. Although the impact of the affective states on CWB was empirically evident, there was an insufficient study that systematically reviewed the literature on such association. Hence, the present article adopts the PRISMA guidelines (Preferred Reporting Items for Systematic reviews and Meta-Analyses) by integrating multiple research designs to investigate the emotional experiences-CWB phenomenon. The relevant literature review was selected from two established databases, Scopus and Web of Science. Based on the thematic analysis, two main themes (i.e., negative and positive affect) emerged as predictors of CWB at work. Subsequently, the sub-themes of discrete emotions were discussed as part of the study findings. In addition, this study comprehensively explained the significance of affective states on CWB. As a result, the study offers valuable insight into the body of knowledge and practical implementation for future strategies. The key takeaway is that creating more positive events and eliminating negative events are expected to be beneficial in elevating employees’ emotional well-being, hence reducing CWB occurrence.

Studies on Counterproductive Work Behaviour (CWB) have attracted wide interest among scholars. CWB is a subset of unethical behaviour that seems unbearable since it intentionally harms both organisations and people in the organisations. In general, literature holds that CWB is determined by work events and affective state. However, most studies are restricted to examining a single work event which prevents us from understanding the simultaneous effect of multiple work events. In addition, prior research widely utilised a self-reporting mechanism in capturing the affective experiences at work resulting in common method bias and other issues like time constraints, low response rate, etc. Drawing on Affective Events Theory (AET), affective work events, and CWB literature, this article provides an important extension to the CWB literature by proposing multiple work events that predict affective experiences and CWB at work. Additionally, the Kansei Engineering-Kawakita Jiro method is introduced as a substitute for the existing self-reporting mechanism in capturing affective work events. This article offers theoretical insights that may facilitate empirical research to explore the role of affective experiences within the CWB spectrum. The introduced conceptual ideas are targeted to be a useful guide for practitioners to craft appropriate strategies to combat employees’ CWB.

Utilization of teamwork for problem solving is pervasive. Teamwork is employed in classrooms to facilitate learning, but also as preparation for future vocational practice. It is used in research as collaborative ethos. Teamwork features in workplace tasks, leisure time projects, pursuing solutions to intractable trans-situated problems, etc. The space of teamwork is a public space of multidimensional assets. Inherent in it are benefits of collaboration, but it also brings with it challenges that have to be resolved in order for it to work effectively. We pursue the question of effectiveness of team function through team size, given certain identified benefits and disbenefits. We attempt to find out if there is an optimal small team size based on a few characteristics such as burden sharing, transactive knowledge and conflict (e.g. schedule conflict). We employ an agent-based model. For parameterization of variables, we take data from a short questionnaire completed by students and use its results to set values. We create small teams of different sizes and allow the dynamic model to aggregate those values as adopted by agents. We also attempt to see which one of four benefit/disbenefit valuation model specifications might work best. Although we find a team size with best scores, we do not believe the outcome could yet be claimed as conclusive.

This paper discusses the patterns of co-presence and related feelings and their relationship with social interactions in the dwellings of the contemporary Sri Lankan suburbs. Co-presence is the idea that the presence of other actors shapes the individual behavior and creates the base for social interactions (Goffman,1963; Giddens,1984).

Sri Lanka is a multi-ethnic and multi-cultural nation with three main ethnicities and five main social classes. To identify the lifestyle, patterns of co-presence and social interactions of each social group, this research has mainly focused on domestic places, in which a major part of their life is spent. The intensive case studies have been focused on Sinhala Lower middleclass which occupies the majority of the population and has the highest influence in the social dynamics of Sri Lankan society.

For this research two online field methodologies were developed to clarify the patterns of co-presence and feelings related to them in creation of social interactions. The findings of the research clarify that there are four main types of co-presence patterns which are related to functionality and frequency of co-activities of the co-presence occurrences. Among these types, co-presence occurrences with non-functional co-activities with less direction, more flexibility and higher level of repetition, are linked with feelings of relaxation, joy, and openness and lead to higher possibilities of social interactions.