Does gender moderates the relationship between favoritism/nepotism, supervisor incivility, cynicism and workplace withdrawal: A neural network and SEM approach

Abubakar, A. Mohammed; Namin, Boshra Hejraty; Harazneh, Ibrahim; Araslı, Hüseyin; Tunç, Tuğba

doi:10.1016/j.tmp.2017.06.001

Cited by 113 publications

(131 citation statements)

References 95 publications

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“…Cynics may feel that hiding knowledge can harm the progress of the perpetrators and the organization and that leaving the job can be a way of escaping the ordeals of incivilities in their workplace. In line with our findings, research has shown that cynics reciprocate frustrating experiences by withdrawing in minor, yet impactful and deviant, ways in efforts to balance their exchange with the organization (Abubakar et al., ; Cortina et al., ; Lorinkova & Perry, ).…”

Section: Discussionsupporting

confidence: 91%

“…Thus, future study may replicate the current model in a Western culture where freedom of expression is considered as everyone's right. In line with (Abubakar, 2018;Abubakar et al, 2017;Leong et al, 2015;Sim et al, 2014) recommendations and following (Abubakar, Karadal, et al, 2018) suggestions, this article also advises scholars to utilize artificial intelligence techniques (i.e., ANN), because of its (a) predictive accuracy and validity, (b) its dominance over regression, CB-based SEM and PLS-SEM, and (c) less restrictive nature, for example, normality assumptions, linearity, homoscedasticity, and sample size.…”

Section: Limitations and Future Scholarly Workmentioning

confidence: 76%

“…Moreover, passive leadership has been associated with workplace incivility (Harold & Holtz, 2015). For instance, cynics are known to hold negative feelings and intentions toward their organizations (Chiaburu et al, 2013), as cynicism increases workplace withdrawal increases (Abubakar, Namin, Harazneh, Arasli, & Tunc ß, 2017). When organizations tolerate workplace incivility, the chain of work relationships gets strained.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

“…Structural equation modeling was employed in this study as it is a popular method to infer and test causal relationships, but sometimes it can oversimplify the complexities. ANN was used as it can outperform traditional regression and SEM, due to its ability to identify both linear and nonlinear relationships (Abubakar et al, 2017;Sim, Tan, Wong, Ooi, & Hew, 2014). Moreover, ANN does not require any distribution assumption and it has high prediction accuracy (Leong, Hew, Lee, & Ooi, 2015).…”

Section: Predictive Analyticsmentioning

confidence: 99%

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Linking Tolerance to Workplace Incivility, Service Innovative, Knowledge Hiding, and Job Search Behavior: The Mediating Role of Employee Cynicism

Aljawarneh

Atan

2018

Negotiation Conflict Man Res

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Although incivility has been identified as an important issue in workplaces, little research has focused on tolerance to workplace incivility. Drawing on conservation of resources and psychological ownership theory, this article investigates the mediating role of employee cynicism on the relationship between tolerance to workplace incivility and outcome variables (i.e., service innovative behavior, knowledge hiding behavior, and job search behavior) in the hospitality industry. Structural equation modeling and artificial neural network were applied on survey data obtained from five‐star hotels in Jordan. Building on the proposed theories, we show that employee cynicism mediates the link between tolerance to workplace incivility and knowledge hiding behavior, and job search behavior. Implications for theory and practice are discussed.

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Section: Discussionsupporting

confidence: 91%

Section: Limitations and Future Scholarly Workmentioning

confidence: 76%

Section: Theory and Hypothesesmentioning

confidence: 99%

Section: Predictive Analyticsmentioning

confidence: 99%

See 2 more Smart Citations

Linking Tolerance to Workplace Incivility, Service Innovative, Knowledge Hiding, and Job Search Behavior: The Mediating Role of Employee Cynicism

Aljawarneh

Atan

2018

Negotiation Conflict Man Res

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“…Nepotism occurs in the private sector, where a manager seeks to favor someone over others. In tourism and hospitality industry, nepotism is popular (Abubakar et al, 2017). This is because the subjectivity characteristics of this industry.…”

Section: Introductionmentioning

confidence: 99%

Use of the Ishikawa Diagram to Understand the Employees’ Perceptions towards Nepotism in Tourism and Hospitality Industry

Elsayed¹,

Daif²

2019

JTHM

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Purpose-Nepotism is an old social phenomenon that exists in many societies. It was associated with the human need to secure the requirements of their life and improve their social life. Nepotism is the practice between those with control of favoring relatives or friends, by providing them specific jobs. This research aims at understanding the impact of nepotism on employees" perceptions in tourism and hospitality industry. Design-This study used cause-effect model (Ishikawa diagram) to investigate employees" perceptions towards nepotism in tourism and hospitality industry. The conceptual framework is used as a tool to structure the layout of the analysis. This led to the development of a model for the perceptions of employees towards nepotism in tourism and hospitality industry. Methodology-This research used a qualitative analysis with purposive sampling technique. Interviews with human resource managers in selected hotels and travel agencies in Egypt were implemented.Findings-The main finding is nepotism has major negative impacts on employees in tourism and hospitality industry as it affects job satisfaction, job stress, job commitment, tourism and hospitality organizational citizenship, performance and employee"s turnover. Finally, this research provides some recommendations and managerial implications to investors and managers in tourism and hospitality industry in order to overcome the nepotism.

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The nexus of workplace incivility and emotional exhaustion in hotel industry

Alola

Avcı

Öztüren

2020

Journal of Public Affairs

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Workplace incivility is continuously seen as a stressor for the employee and the organization. No organization prospers in an uncivil environment. The high level of turnover intention that results from an uncivil working environment threatens the organization's reputation and sustainability. Adopting from Bagozzi's Appraisal‐Emotional Response, this study tested the relationship between workplace incivility, turnover intention, and job satisfaction via the mediating role of emotional exhaustion, using AMOS version 22. The findings reviews that workplace incivility harms both the employees and the organization. Also, workplace incivility has a positive impact on emotional exhaustion and turnover intentions while a negative influence on job satisfaction. Human resource managers are advised to train both supervisors and customers to curtail uncivil behaviors. Both theoretical and practical implications were given. In conclusion, the study suggests further research presenting the limitations of the study.

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Does gender moderates the relationship between favoritism/nepotism, supervisor incivility, cynicism and workplace withdrawal: A neural network and SEM approach

Cited by 113 publications

References 95 publications

Linking Tolerance to Workplace Incivility, Service Innovative, Knowledge Hiding, and Job Search Behavior: The Mediating Role of Employee Cynicism

Linking Tolerance to Workplace Incivility, Service Innovative, Knowledge Hiding, and Job Search Behavior: The Mediating Role of Employee Cynicism

Use of the Ishikawa Diagram to Understand the Employees’ Perceptions towards Nepotism in Tourism and Hospitality Industry

The nexus of workplace incivility and emotional exhaustion in hotel industry

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