Family incivility and work-engagement: moderated mediation model of personal resources and family-work enrichment

Abstract

Research on work incivility has been abundant while that on family incivility is still in infancy stage. The current research attempts to bridge this gap. Using Ten Brummelhuis and Bakker’s ( 2012 ) Work-Home Resources model (W-HR model), this study tested the role of active coping and self-efficacy in moderating the impact of family incivility on work engagement mediated through family-work enrichment. Data from 478 university faculty in different educational institutions across India tend to suggest that active coping and self-efficacy assist this sample in negating the negative impact of family incivility on work engagement through family-work enrichment. The mediated relationship between family incivility, family-work enrichment and work engagement was found to be stronger for those respondents with the dual resources of active coping and self - efficacy. The study found significant support for core propositions of the W-HR model and puts forward both theoretical and several practical implications. Future directions are also presented. Supplementary Information The online version contains supplementary material available at 10.1007/s12144-021-01420-4.

Family, Work, Collegial, and Emotional Influences on Problem-Focused Voice Behaviors

“…Second, we address calls to apply contingency approaches to investigations of the harmful outcomes of family incivility (Gopalan et al, 2021; Sharma & Mishra, 2021). In particular, we detail how the diminished probability of problem-focused voice behavior, in response to disrespectful treatment at home and subsequent tarnished work engagement, may be subdued by access to valuable resources that are embedded in peer relationships (Hobfoll & Shirom, 2000; Reynolds-Kueny & Shoss, 2021).…”

“…Consistent with this COR logic, the negative treatment that employees receive at home may be experienced as highly demanding and intrusive into their positive energy resource reservoirs, which they otherwise could allocate to work-related issues (Hobfoll et al, 2018; Lim & Tai, 2014). Employees exposed to family incivility then may become less engaged with their work, as a way to shield their existing resource bases (Gopalan et al, 2021; Hobfoll, 2001). They focus on their precarious personal situation first, instead of being concerned about how their employer might suffer if they fail to exhibit work-related enthusiasm.…”

“…These arguments suggest a critical mediating role of work engagement in the translation of family incivility into lower problem-focused voice behavior. Employees who suffer rude treatment by family members are more likely to halt their efforts to pinpoint organizational problem areas, because they do not feel excited about their work (Gopalan et al, 2021; Schaufeli et al, 2006). Therefore, we predict that a key explanatory mechanism that underpins the escalation of family incivility into diminished problem-focused voice behavior is the limited vigor, dedication, and absorption that employees exhibit in the course of doing their work (Aslam et al, 2018).…”

“…Employees tend to experience harmful spillovers from their private to professional lives, such that their preoccupations with the quality of their family lives can make it difficult for them to focus on work issues and stay committed to the organization's success (Gopalan et al, 2021). Prior research accordingly reveals a negative link between employees’ suffering from family incivility and their job performance (Lim & Tai, 2014) or organizational citizenship behavior (De Clercq et al, 2018).…”

From family incivility to satisfaction at work: role of burnout and psychological capital

“…, 2020). Fourth, only a handful of studies have examined the spillover of family incivility from home to work in the Indian scenario (Gopalan et al. , 2021; Paul et al.…”