Family incivility and workplace bullying: mediating and moderating model of psychological safety, optimism and organization-based self-esteem

Abstract

Purpose This study aims to explore how family incivility is linked to workplace bullying among employees. This study examines the role of psychological safety as an explanatory mechanism linking both. This paper also looks into the moderating roles of optimism between family incivility and psychological safety and organization-based self-esteem (OBSE) between psychological safety and workplace bullying. Design/methodology/approach Drawing from the conservation of resources theory and work home resources model, this study developed various hypotheses. The proposed relationships were tested using responses gathered from 260 teaching faculty across the universities in India. This study used Warp-PLS for data analysis. Findings The findings suggest that psychological safety mediated the relationship between experienced family incivility and workplace bullying. This study also found support for the mediating role of psychological safety. Further, this study has proved that trait optimism and OBSE are boundary conditions influencing the outcomes of family incivility. Practical implications The findings have practical implications for teachers, educational institution leaders and policymakers. This study augments the importance of cultivating optimism and OBSE to combat conflicting situations. Employees who practice optimism on a daily basis are high in psychological safety and when supported with OBSE by the institution, the impact of family incivility and its adverse effects in the workplace is reduced, curbing the instances of workplace bullying. Originality/value To the best of the authors’ knowledge, this is one of the first studies to establish the role of “organizational resource,” OBSE, as a coping mechanism in tackling the adverse effects of family incivility. From a resource perspective, this study is one of the first to look into the enablers and inhibitors of resource creation in an individual while experiencing family incivility.

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When leadership goes awry: the nexus between tyrannical leadership and knowledge hiding

“…Moreover, this study examined psychological safety – a workplace environment in which individuals feel safe to take interpersonal risks, speak up and express their ideas and concerns without fear of negative consequences or judgment as a buffering mechanism. Numerous studies have investigated the role of psychological safety as a protective factor in reducing stress, anxiety and burnout within the workplace (Nielsen et al , 2016; Vincent et al , 2022). Organisations prioritising psychological safety often experience higher employee engagement, job satisfaction and productivity (Frazier et al , 2017).…”

Family incivility and service delivery of frontline hotel employees: roles of negative rumination, psychological capital and perceived organisational support

“…In this domain of research, the influence of family incivility on various work outcomes got a wide range of scholarly attention (Bai et al , 2016; De Clercq et al , 2018; Lin and Bai, 2022; Lim and Tai, 2014; Naeem et al , 2020). Studies that have addressed the effect of family incivility on various work outcomes have established its deleterious effects on work performance (Lim and Tai, 2014), work engagement (Gopalan et al , 2021), organisational citizenship behaviour (De Clercq et al , 2018) and in increasing counterproductive work behaviours (Bai et al , 2016), workplace bullying (Paul Vincent et al , 2022c), interpersonal deviance at work (Lin and Bai, 2022) and workplace incivility towards co-workers (Sharma and Mishra, 2022; Naeem et al , 2020). Straus et al (1998) have stated that family incivility differs from parent–child conflict and marital conflict, and it is more general and frequent among family members.…”