Abstract
Employees may feel guilty after withholding effort on their jobs, yet explanations of when employees feel guilty and how this guilt motivates positive behaviors are lacking. Drawing on the theory of planned behavior, we found support for a moderated, serial mediation model in which withholding work effort positively relates to guilt which, in turn relates to next day performance pressure and two behavioral outcomes: proficiency and self-promotion behaviors. Based on competing hypotheses, we also found that low task interdependence amplifies the effects of withholding work effort on feelings of guilt. The theoretical and practical implications of the model are discussed.
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