This research aims to find out the impact of job stress on the counter-productive work behavior (CWB) of employees. Job stress is an important aspect and become a major challenge for the organizations because this job stress became the cause of employee negative behavior.This research is a causal and a cross sectional one. A sample of 352 employees from the banking sector of Pakistan was used for analysis. Job stress has been measured through different factors and their effect on employee CWB is examined and the study results revealed that the job stress among employees lead them somewhat toward counter-productive work behavior and there is a sufficient positive correlation exist between job stress employee CWB. These results are also consistent with the previous researches that job stress lead the employees towards CWB.This study reinforces the importance of employees work behavior which is essential for firms to be successful in the current era.

Hira Aftab is a Lecturer at Punjab University, did her BBIT (hons) and MBIT from Punjab University, scholarship holder, Gold Medallist of session 2011, author several research books and published articles in journals as well.Anam Javed did her BBIT (hons) and MBIT from Punjab University.

Text Sample:Chapter, Employee Counter-Productive work Behavior (CWB):Counterproductive workplace behavior (CWB) has turn into a progressively accepted issue of learning between researchers. Counter-productive work behavior (CWB) is any intentional behavior on the part of an organization member, viewed by the organization as contrary to its legitimate interests. (Gruys& Sakett, 2003)A study on Job Stressors, Negative Affectivity and Counter-Productive Work Behavior (CWB) tried to investigate the relationship between job stressors and their effect on employee counterproductive work behavior (CWB) keeping in view the role of negative affectivity. The results show incivility, poor organizational environment and conflicts among employees were negatively correlated with employee job satisfaction and lead him toward the counter-productive work behavior (CWB). The results of this study are consistent with the previous studies showing a relationship between job stress and employee counter-productive work behavior (CWB). The results also showed that the individuals who have higher negative affectivity with organizations are more going towards the counter-productive work behaviors than for individuals who are low in negative affectivity. This shows that being subjected to incivility could aggravate an individual to go towards negative attitude and as a result employees are engaged in retaliatory acts such as CWB. Furthermore this study also shows that individuals who engaged in counter-productive work behaviors (CWB) would be the cause of creating a workplace incivility. (Penney& Spector, 2005).Another study on Effect of job stress on health, personal and work behavior of nurses in public hospitals in Ibadan Metropolis, Nigeria tried to find out the relationship between job stresses on nurses and its effect on their health and their work behavior which mainly include their behavior with patients. The results showed that the job stress is the major cause of nurses bad health and cause great health problems for them. Job stress is negatively associated with their work behavior and an increased level of stress provokes them to engage in behaviors such as absenteeism, withdrawal and aggressive or impolite behavior with patients. (Mojoyinola, J. K., 2008).According to one of the survey conducted by CCH Inc revealed that stress is one of the major causes of unscheduled absences from work. Employee absences or absenteeism is defend as the work time missed by an employee and the survey results show that stress related illnesses and health problems cause 70% of job absenteeism. (Kim, Sorhaindo,& Garman, 2006).The research on Impact of job stress on employee productivity, performance and turnover said that stress is a universal element and the persons from nearly all aspects of life have to face it. Today stress management issues are critically analyzed by the employees that lead them towards low job satisfaction and high turnover. The survey results shown that overall sample is facing stress because of low acceptance for work done by the top management, rigid organizational structure, lack of support from supervisors and colleagues and unclear roles are the main causes of increasing stress levels in employees which ultimately effect their job performance negatively and lead them toward leaving the organization. (Imtiaz& Ahmad, 2009).Another study on The role of personality, occupation and organization in understanding the relationship between job stress, performance and absenteeism tried to examine the relationship between stress with important behavioral perspective of employee i.e. absenteeism keeping in view the role played by personality and occupation. The results of this study indicated that job stress are the major reason of increased absenteeism in employees resulting poor employee performance and personalities was found to have a major effect on employee performance. (Arsenault& Dolan, 1983).St. Paul's report indicated that interpersonal demands on employees are increasing. This in itself creates tremendous stress. Interpersonal demands due to working with team members and supervisors were the most significant cause of stress burnout. Thus, in today's workplace, we have people who are already under stress from a variety of causes put into an interpersonal context that, by its nature, is very stressful. Being already stressed-out, they are less likely to respond appropriately and constructively, further heightening the likelihood they will find such a demanding interpersonal context even more difficult and depleting. (Lee, 1997).The ratio of stress in employees in organizations is increasing at disturbing rate. All the studies mentioned above also show that stress result in high absenteeism, turnover and poor performance. Thats why it is very imperative to consider job stress as an essential and critical factor in organizations from the employee behavioral perspective.