Linking family incivility to workplace incivility: Mediating role of negative emotions and moderating role of self‐efficacy for emotional regulation

Naeem, Muhammad; Weng, Qingxiong; Ali, Ahmed; Hameed, Zahid

doi:10.1111/ajsp.12391

Cited by 27 publications

(49 citation statements)

References 67 publications

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“…On the other hand, long-term negative emotions are not conducive to the physical and mental health of employees. Managers should communicate with them and encourage them to regulate their negative emotion in a positive way such as conducting seminars about how to relieve negative emotion state in the workplace, may help employees to develop self-coping and preventive strategies to deal with different stressful situations (Naeem et al, 2020). Moreover, enterprises should take active actions to alleviate other negative consequences brought about by negative emotions.…”

Section: Managerial Implicationsmentioning

confidence: 99%

Are overqualified individuals hiding knowledge: the mediating role of negative emotion state

Zhang

2021

JKM

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Purpose Despite manager’s investments in facilitating knowledge sharing, such as hiring employees with lots of knowledge, knowledge hiding remains prevalent in organizations. It may stem from that less attention has been paid to the relationship between perceived overqualification and knowledge hiding. Drawing on emotion theory, this study aims to build a mediation framework to examine effects of perceived overqualification on knowledge hiding via negative emotion state and moderating role of team positive affective tone. Design/methodology/approach The paper uses a two-wave survey study among 398 knowledge workers from 106 teams in knowledge-intensive industries and tests the hypotheses by performing a series of hierarchical linear modeling analyzes. Findings The results show that a negative emotion state mediates the U-shaped relationship between employees’ perceived overqualification and knowledge hiding behavior. Team positive affective tone moderates the U-shaped relationship between negative emotions and employees’ knowledge hiding behavior. Originality/value This study extends current knowledge management literature by introducing perceived overqualification as an individual predictor of employees’ knowledge hiding behavior and revealing the both light and dark sides of perceived overqualification on knowledge hiding, as well as its intervening mechanism. The research findings help practitioners to curb such counterproductive behaviors.

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Section: Managerial Implicationsmentioning

confidence: 99%

Are overqualified individuals hiding knowledge: the mediating role of negative emotion state

Zhang

2021

JKM

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“…Understood in the context of the W-HR model, the above findings indicate that FI is an emotional contextual demand that can deplete personal resources, as it requires sustained physical and or psychological effort (Lim & Tai, 2014 ). Individuals experiencing FI are likely to experience low self-esteem, low self-worth and emotional stress (Naeem, Weng, Ali, & Hameed, 2020 ). In the current scenario of extended working from home, it is likely that FI can lead to lower enrichment from family to work which may negatively affect WE.…”

Section: Connecting Family-work Enrichment (Fwe) Family Incivility (mentioning

confidence: 99%

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

2021

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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.

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“…Recent research has proven the associations between family incivility and adverse work outcomes like counterproductive work behavior and reduced state self-esteem (Bai et al , 2016), reduced job performance and increased psychological distress (Lim and Tai, 2014), decreased organizational citizenship behavior and higher emotional exhaustion (De Clercq et al , 2018), cyber bullying and hopelessness (Bai et al , 2020), negative emotions spiraling to workplace incivility (Naeem et al , 2020) and service sabotage and family to work conflicts (Cheng et al , 2019). Since family incivility can have severe consequences in the work domain, it is imperative to understand more about family incivility and its interaction with the work domain.…”

Section: Introductionmentioning

confidence: 99%

Family incivility, burnout and job satisfaction: examining the mediation effect

Paul

Aboobaker

2021

BIJ

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PurposeDrawing from the work-home resources model and the conservation of resources theory, this study examines the potential of family incivility in instigating burnout and reduced job satisfaction.Design/methodology/approachThis study employed structured questionnaires to collect data from a sample of 290 doctors working in tertiary care hospitals across India. Measurement modeling was done using IBM AMOS 23.0 and PROCESS macro was employed for hypothesis testing.FindingsThe study revealed that family incivility has a positive spillover effect on burnout, subsequently leading to lowered levels of job satisfaction. Furthermore, burnout mediated the aforementioned relationship.Research limitations/implicationsThis study is cross-sectional, and a longitudinal study will help test more rigorously; the causal relationships between the focal variables are recommended. Self-report data pose limitations concerning common method bias. Data collected from different occupations and cultures would help with further generalizability of the results.Practical implicationsThis study establishes that incivility within the family can negatively affect various vital work outcomes. Accordingly, it is recommended for organizations to support employees to achieve improved work-family integration. Further research should explore various coping strategies that will help with mitigating these spillover effects.Social implicationsThis study offers a new perspective on the negative effect of family interactions on work-domain outcomes.Originality/valueThe paper extends the scholarly literature on stress and work-family interface by demonstrating that family incivility has spillover effects. This is the pioneering study that examines family incivility as a home demand causing long-term severe damages at work.

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Linking family incivility to workplace incivility: Mediating role of negative emotions and moderating role of self‐efficacy for emotional regulation

Cited by 27 publications

References 67 publications

Are overqualified individuals hiding knowledge: the mediating role of negative emotion state

Are overqualified individuals hiding knowledge: the mediating role of negative emotion state

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

Family incivility, burnout and job satisfaction: examining the mediation effect

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