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

Abstract

PurposeBuilding on the work-home resources model and the conservation of resources (COR) theory, this study proposes and explores a moderated mediation model on the effect of doctor's family incivility and burnout on doctor's job satisfaction as a function of psychological capital (PsyCap) at dual stages.Design/methodology/approachThis study obtained data in two phases, using a time-lagged methodological design. The final sample comprised 324 emergency medicine doctors working in hospitals across India, and statistical analysis of the above-said relationships was carried out using PROCESS macro in SPSS 23.0.FindingsFindings indicate strong evidence supporting the mediation effect of burnout, which means doctors facing family incivility at home experienced burnout at work, which influences doctors' job satisfaction. Also, the indirect effect of family incivility on job satisfaction through burnout gets attenuated at both stages when emergency physicians possess high PsyCap.Practical implicationsThis study adds to the work-family literature by delving into the underlying mechanisms that link family incivility to various job outcomes. Despite procedural remedies, there remains a possibility of common method bias. Longitudinal research and validating the model across different samples are suggested.Originality/valueThis study expands the limited domain of knowledge on the work consequences of uncivil family behavior. This study is among the primary to empirically substantiate the long-term adverse consequences of family incivility as burnout. The implications of these findings for applications and applications' extension of the work-home resources model to the family domain are elaborated in detail.

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

“…Managers should communicate employees' positive psychological abilities and characteristics, which will improve their psychological capital (Darvishmotevali and Ali, 2020); Kinley et al (2015) have stated that psychological capital can be enhanced through gamification. Hence, the study suggests that employees should use online applications such as “happify, thinkup, mindshift” and other psychological capital gamification apps to enhance their psychological capital (Paul Vincent et al , 2022a). The moderating role of POS also contributes to managerial practice.…”

“…COR theory also states that though adverse events increase negative rumination, perception of the availability of resources Family incivility mitigates the detrimental effects of adverse events. Paul Vincent et al (2022a) have emphasised the relevance of identifying the potential resources that can mitigate the spillover effects of family incivility on work outcomes. Hence this study examines whether employees' psychological capitalan individual-level resourceconditions the postulated relationship between family incivility and negative rumination.…”

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

“…The past decade of research has established family incivility as a key home stressor, having adverse Family incivility and workplace bullying effects on indicators of subjective well-being, i.e. work engagement and job satisfaction in the work domain (Gopalan et al, 2021;Paul et al, 2021;Paul Vincent et al, 2022). Family incivility is unique, unlike job-related incivilities (workplace, customer) and negative behaviors (aggression, abuse and bullying).…”

“…Key resources are stable personality traits that aid individuals in selecting, modifying and implementing other resources (Thoits, 1994). Individuals having more key resources are more efficient at stress-coping and control (Hobfoll, 2002;Paul Vincent et al, 2022;ten Brummelhuis and Bakker, 2012). Optimism is a key psychological resource (Ozgen et al, 2021;Paul, 2017;Scheier and Carver, 1992;Weinberg et al, 2016), described as having expectations of positive outcomes when facing adversity (Carver and Scheier, 2014).…”

“…Although the negative outcomes of workplace incivility to home is well established in literature, only few recent studies have examined the influence of incivility experienced at home and its work outcomes. Recent studies have revealed family incivility has detrimental effects on individual’s vital indicators of workplace well-being, job engagement and job satisfaction Gopalan et al (2021), Paul et al (2021), Paul Vincent et al (2022), other important work outcomes such as family to work conflict and harmful organization-directed behaviors such as service sabotage (Cheng et al , 2019). Thus, more scholarly attention is needed to further investigate the influence of experiences of incivility at home and its adverse effects to other crucial work behaviors and attitudes (Gabriel et al , 2018).…”