The Effects of Workplace Incivility on Job Satisfaction: Mediating Role of Organizational Citizenship Behavior, Intrinsic and Extrinsic Motivation, Emotional Exhaustion (original) (raw)
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Workplace Incivility and Job Satisfaction
International Journal of Adult Vocational Education and Technology
Workplace incivility is common in organizations across the world and can have negative effects on individuals and organizations. The purpose of the reported study is to examine the effects of supervisor and coworker incivility on job satisfaction and examines emotion management as a mediator of these relationships. Data from 268 working adults were collected by survey battery and analyzed via a number of multivariate techniques. The model was supported in that both supervisor and coworker incivility had strong direct negative effects on emotion management and job satisfaction, and emotion management partially mediated the incivility-job satisfaction relationship. With supervisor and coworker incivility, the participants reported lower levels of job satisfaction. However, the participants' emotion management mitigated the negative effect of incivility on job satisfaction partially. The findings suggest that organizations need to be aware of the unfavorable consequences of incivil...
Incivility's Relationship with Workplace Outcomes: Enactment as a Boundary Condition in Two Samples
The current two-sample investigation explores the role of enactment as a boundary condition in the relationship between experienced incivility and workplace outcomes (i.e., job satisfaction, organizational citizenship behavior [OCB], and turnover intent). We integrate the tenets of the transactional model of stress and sensemaking theory to explain why enactment is a psychological sensemaking capability that can neutralize the adverse effects of experienced incivility on workplace outcomes. The results across two samples of data (n Sample 1 = 156; n Sample 2 = 620) supported the study hypotheses by demonstrating that experienced incivility had stronger adverse effects on employees' job satisfaction, OCBs, and turnover intent for employees who reported lower levels of enactment than employees who reported higher levels of enactment. This study's results make three important contributions to theory and research. First, we make an empirical contribution by examining enactment as a psychological sensemaking capability that can neutralize the adverse effects of experienced incivility on workplace outcomes. Second, we make a theoretical contribution by integrating the tenets of the transactional model of stress and sensemaking theory in a novel way that explains why enactment is a psychological sensemaking capability that can neutralize the adverse effects of stress on strain. Third, we demonstrate that enactment is the boundary condition that explains why incivility does not have universally adverse effects on employees' outcomes.
Influence of Workplace Incivility on Counterproductive Work Behavior: Mediating Role of Emotional Exhaustion, Organizational Cynicism and the Moderating Role of Psychological Capital, 2021
Drawing on conservation of resources (COR) theory, this study investigates association of workplace incivility (WI) with counterproductive work behavior (CPWB) of banking employees in Pakistan. In addition, mediating role of emotional exhaustion (EE), organizational cynicism (OCY) and moderating role of psychological capital (Psy-Cap) were also examined. A structured questionnaire was used to obtain data from 215 banking employees of Lahore, Pakistan after applying stratified random sampling. Data was analyzed applying mediation / moderation regression using Hayes Process Macro in SPSS 21. Findings reveal that workplace incivility has significant and positive association with CPWB. While, emotional exhaustion and cynicism partially mediate positive association between WI and CPWB. Moreover, psychological capital in interaction with WI has significant moderating impact and weakens the positive association between WI and CPWB. Study findings are useful for practitioners because our results reveal moderating role of Psy-Cap as coping mechanism on association of WI and CPWB. Management can benefit from the buffering effect of Psy-Cap to help and train employees dealing with uncivil conducts and reduce CPWBs at workplace.
Effect of workplace incivility on job satisfaction and turnover intentions in India
South Asian Journal of Global Business Research, 2016
Purpose-The purpose of this paper is to examine the effects of workplace incivility on job satisfaction and employees' turnover intentions in Indian work settings. Design/methodology/approach-Data were collected randomly from 283 employees at various restaurants in the Northern and Western parts of India via the survey method and, thereafter, hierarchical regression analysis was performed to analyze the data. Findings-The study established that moderate to high levels of workplace-incivility-related issues are present in India's restaurant industry. Regression analysis further revealed that workplace incivility is negatively related to job satisfaction and positively related to employee turnover in the Indian context as well. Practical implications-Relevant recommendations are presented to restaurant owners as well as HR practitioners that could curb unethical practices in Indian restaurants and promote civil behavior in the workplace. Originality/value-Relevant extant studies have recognized that there is a need to study workplace incivility in different cultures to establish the global relevance of the subject. This research studied the impact of workplace incivility on job satisfaction and turnover intentions with respect to Indian employees.
Workplace Incivility: The Slow Death of Organizational Efficiency
HELIX
This study is an effort to identify various factors which contribute to workplace incivility and the identification of after effects of incivility at workplace through extensive literature review. Workplace incivility represents aberrant behaviors demonstrated either by superiors, co-workers and customers. These behaviors are of low intensity in comparison to workplace bullying and has ambiguous nature; i.e., there might be no specific intention to cause harm to the person. The band of incivility ranges from having negative behaviour which may also lead to verbal aggression and physical aggression in some cases. There are basically two occurrence of incivility namely overt instances and covert instances. The former includes instances which can be seen such as aggressive behaviour whereas the latter represent the instances which are hidden and may not be visible but may have a long lasting impact on the employees. The factors contributing to workplace incivility identified are organizational aspects, demographic variables, source of incivility, past experience to incivility, sociocultural perspectives and personality types. The outcomes of incivility can be on organizational wellbeing or individual wellbeing or both. Workplace incivility aggravates to employee dissatisfaction, turnover intention, low conscientiousness, high instances of ostracism, low employee morale, low affective commitment and many more which are detrimental to organizational efficiency. Various studies have shown that incivility has effects on mental and physical health of the target. Incivility may be experienced by an individual or individuals belonging to a particular strata characterized on the basis of age, colour, gender, race, designation, financial background, caste or religion and alike.
Incivility and Counterproductive Work Behavior
International Journal of Applied Behavioral Economics
This research aims to extend the literature on stress by exploring the relationship between incivility and employees' counterproductive work behavior (CWB). We investigate the mediating role of psychological distress (PD) to understand the relationship of family and workplace incivility with CWB. The study also evaluates the moderation effect of emotional regulation between incivility and PD. Analysis of three-wave lagged data (N=328), collected from bank employees in Pakistan, indicates that PD mediates the effect of family and workplace incivility on CWB and emotional regulation moderates the effect of family and workplace incivility on PD. Our findings highlight the fact that emotional regulation and PD are important mechanisms in the incivility–CWB relationship. The inclusion of these two constructs is a key to understanding the relationships among family incivility, workplace incivility, and work-related outcomes. The paper concludes with a discussion of theoretical and pra...
This study investigates the effect of workplace incivility on job satisfaction and organizational trust. Data were collected from administrative staff of industrial enterprises operating in kayseri, turkey. The findings of the research showed that there was a statistically non-significant and negative relationship between workplace incivility and job satisfaction. There was a significant and negative relationship between workplace incivility and organizational trust. Moreover, limitations and research recommendations are discussed.
Journal of Management, 2010
Workplace incivility research has focused on within-organizational sources of incivility, and less attention has been paid to outside-organizational sources such as customers. In a crosssectional field study, the authors found that service employees (N = 307) who reported higher levels of uncivil treatment from customers engaged in higher levels of incivility toward customers. Specifically, the results show that customer incivility toward employees is related to employee incivility toward customers through job demands first and then emotional exhaustion.The authors discuss the implications of these results and highlight directions for future research.
International Journal of Applied Economics, Finance and Accounting
There are few empirical studies that have examined whether workplace incivility affects employees' satisfaction of small and medium-sized firms (SMEs) in Nigeria, despite the fact that we acknowledged the strong extant literature on the relationship between workplace incivility and employees' contentment. Consequently, this study investigated whether workplace incivility affects the satisfaction of employees among small and medium enterprises (SMEs) in Nigeria. The study employed a survey design, utilising a questionnaire as the primary tool for data collection. The questionnaire was circulated among six hundred (600) respondents. Out of the six hundred questionnaires distributed, five hundred and eighty (580) were successfully completed and returned. Data obtained in the survey was analyzed using descriptive statistics (simple percentages, frequency counts, mean, standard deviation, skewness, kurtosis, and Pearson correlation), post-estimation statistics (variance inflati...
3C Empresa. Investigación y pensamiento crítico. ISSN: 2254-3376, 2020
Job dissatisfaction challenge among nurses has a remarkable impact on patient safety and quality of any healthcare system. The study examines the negative effect of workplace incivility on job satisfaction among nurses through the mediation of emotional exhaustion and helps understand the moderating role of resonant leadership between emotional exhaustion and job satisfaction. The study adopts a cross-sectional self-administered survey design to collect 129 responses of registered nurses based on a stratified random sampling technique in Pakistan. Smart-PLS analyzed data revealed the statistically direct insignificant effect of workplace incivility and significant indirect effect on job satisfaction through emotional exhaustion. The results affirmed the emotional exhaustion mediation where resonant leadership had a significant positive moderating role that buffered the negative effect of emotional exhaustion on job satisfaction. Though potentially useful for HR managers, this study is exposed to sample and generalizability limitations. Therefore, opens consideration for solutions in further explorations. Resonant Leadership, Workplace incivility, Emotional exhaustion, Job Satisfaction.