Cyber Incivility @ Work: The New Age of Interpersonal Deviance

Abstract

The current study was designed to extend the interpersonal deviance literature into the online domain by examining the incidence and impact of supervisor cyber incivility and neuroticism on employee outcomes at work. Conservation of Resources (COR) theory was used as the guiding framework because cyber incivility is thought to deplete energetic resources in much the same way that other stressors do, ultimately leading to negative outcomes like burnout. Results indicate that supervisor cyber incivility is positively related to burnout, absenteeism, and turnover intentions. Support was also found for the role of neuroticism as a moderator of the relationship between supervisor cyber incivility and outcomes. In general, the relations between cyber incivility and outcomes were stronger for those individuals reporting higher levels of neuroticism. Results are discussed in terms of COR theory, and possible mechanisms for the role of neuroticism in the stressor-strain relationship are discussed. The current study highlights the importance of understanding workplace online behavior and its impact on employee health and organizational well-being. Future research directions examining online interpersonal deviance are suggested.

Understanding the relationship between experiencing workplace cyberbullying, employee mental strain and job satisfaction: a dysempowerment approach

“…While the increasing research on cyberbullying in adolescents and on offline workplace bullying suggests both to be a serious problem, there is a lack of focus on cyberbullying in work settings. Where such research exists, it is limited in scope because it either focuses solely on email harassment (Baruch, 2005) or cyber-incivility (Giumetti, et al 2012). As debated by Hershcovis (2011) incivility is different from bullying because it captures low intensity deviant acts, whereas bullying is considered to be high intensity.…”

Bullying in the digital age: A critical review and meta-analysis of cyberbullying research among youth.

“…Most workers agree that the Internet has improved their ability to do their job and share ideas with coworkers and has added flexibility to their work schedules and locations (Madden & Jones, 2008). Preliminary work suggests that workplace cyberbullying is associated with negative work outcomes, such as reduced job satisfaction, increased absenteeism, and higher turnover intentions (Giumetti, McKibben, Hatfield, Schroeder, & Kowalski, 2012). Indeed, it will be important to determine whether children/ adolescents who engage in cyberbullying perpetration or are victims of cyberbullying also experience these behaviors when they enter the workforce.…”

Bystander Responses to Bullying at Work: The Role of Mode, Type and Relationship to Target

“…not bullying), the perpetrator was not to blame and the target deserved it. Coupled with the fact that emotions are particularly difficult to accurately communicate and perceive via email (Byron 2008) and messages via email may increase the potential for misinterpretation (Giumetti et al 2012) empathic understanding may be reduced.…”