The intention of this paper was to test the impact of workplace incivility (WPI) on work engagement of faculty members in private universities in China, exploring the correlation between them through chain mediators, which were perceived insider status (PIS), affective organizational commitment (AC), and organizational identification (OID). A quantitative analysis was used on a sample of 465 participants from 68 private universities in China. The conclusions show that WPI decreases faculty members' work engagement through the chain mediation effects of PIS, AC and OID. This study attempted to establish a three-in-series mediator model to comprehend the influence mechanism of WPI on work engagement, and the results suggest managers in private universities in China to create a working environment with no tolerance for incivility.

Drawing upon the job demand-resource model and the theory of existence, relatedness, and growth needs, we established and checked a model that connects workplace incivility to employee work engagement (i.e., vigor, dedication, and absorption) through job insecurity. Furthermore, we propose and test selfperceived employability as the boundary condition of this connection. The conclusions of two substudies with time-delay design provided evidence to support theoretical models. Specifically, the conclusions of both studies show that workplace incivility has negative impacts on work engagement (i.e., vigor, dedication, and absorption) through job insecurity. The results of Study 2 show that self-perceived employability not only weakens the negative influences of job insecurity on work engagement (i.e., vigor, dedication, and absorption) but also moderates the mediating roles of job insecurity in the relationships between workplace incivility and work engagement (i.e., vigor, dedication, and absorption).The theoretical and practical implications and limitations are discussed based on the conclusions of the two substudies.

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