Organizations Behaving Badly: Antecedents and Consequences of Uncivil Workplace Environments

Miner, Kathi N.; Smittick, Amber L.; He, Yimin; Costa, Paula L.

doi:10.1080/00223980.2019.1578191

Cited by 8 publications

(8 citation statements)

References 90 publications

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“…Can organisations succeed in reducing academics' turnover intention? To answer this research question, existing literature has primarily focused on academics' attitudes, behaviours [1][2][3][4], and organisational practices, in particular, its human resource management practices, which are perceived as predictors of academics' turnover intention [5][6][7][8]. Most recently, the focus has been on the role of work-life balance practices in alleviating employees' turnover intention.…”

Section: Introductionmentioning

confidence: 99%

The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions

Samad¹,

Saufi

Devadhasan³

et al. 2021

Sustainability

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This study examines the impact of work-life balance (WLB) practices concerning academics’ turnover intention, person-job fit (PJF), and PJF’s relationship with academics’ intention to leave their jobs. The study further investigates person-job fit as an underlying mechanism of the association between WLB practices and turnover intention. The study’s data were collected through a self-administered questionnaire garnered from 550 full-time academics working in higher educational institutions in South India (Andhra Pradesh, Karnataka, Kerala, Tamil Nadu, and Telangana, as well as the union territories of Lakshadweep and Puducherry). Partial least squares structural equation modelling (PLS-SEM) was employed for the statistical analysis of the data, using Smart PLS 3.2.8 software. The study ascertained that WLB practices have a negative impact on academics’ turnover intention. Additionally, the study discovered that WLB practices have a positive impact on PJF. Similarly, PJF seems to have a significant negative influence on turnover intention. Moreover, PJF partially and negatively mediates the influence of WLB practices on turnover intention. Consequently, this study suggests implementing several WLB practices (e.g., telecommuting, job sharing, flexitime, paid parental leave, etc.) into higher educational institutions, since it may not only improve academics’ perception of their person-job fit but it may also reduce their turnover intention.

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Section: Introductionmentioning

confidence: 99%

The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions

Samad¹,

Saufi

Devadhasan³

et al. 2021

Sustainability

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“…The remaining 46 papers were carefully read in order to evaluate their eligibility, and a further 18 papers were eliminated: their main focus was on a different incivility context (i.e., cyber incivility, civility, tolerance for workplace incivility); they did not directly measure a source of workplace incivility or turnover intention (i.e., measuring counterproductive work behavior, negative work outcome); or they did not explicitly reveal necessary statistics, and we were unable to obtain those from the authors (see Figure 1 ). As a result, 28 papers were included in the final selection [ 1 , 6 , 7 , 10 , 17 , 19 , 20 , 21 , 22 , 23 , 24 , 25 , 26 , 27 , 28 , 49 , 50 , 57 , 64 , 65 , 66 , 67 , 68 , 69 , 70 , 71 , 72 , 73 ]. Some papers included two or three studies, some investigated the relationship between two different sources of incivility and turnover intention, and some compared findings in separate samples and over time.…”

Section: Methodsmentioning

confidence: 99%

“…Our focus was on the relationship between incivility and only one outcome variable (i.e., turnover intention). Thus, for future research, we recommend studies of the relationship between workplace incivility and other employees’ job outcomes, such as well-being, affective commitment, burnout (e.g., [ 20 ]), psychological distress, and physical health (e.g., [ 66 ]), job satisfaction (e.g., [ 67 ]), organizational deviance and job performance (e.g., [ 25 ]), actual turnover, and eventually, further meta-analyses. The process in employees, starting with perceived incivility and ending in turnover intentions and eventual turnover, involves a long cause-and-effect chain of intervening emotional, cognitive, motivational, and physiological phenomena [ 20 , 25 , 66 ].…”

Section: Limitation and Future Researchmentioning

confidence: 99%

“…The process in employees, starting with perceived incivility and ending in turnover intentions and eventual turnover, involves a long cause-and-effect chain of intervening emotional, cognitive, motivational, and physiological phenomena [ 20 , 25 , 66 ]. This lack of knowledge regarding the mediating mechanisms in existing empirical data emphasizes the need for closer scrutiny of the mentioned processes to deepen the understanding of the effects of incivility (e.g., [ 28 , 67 ]). Deeply penetrating explorative, qualitative, descriptive, and causal studies are much needed to investigate and identify the nature and dynamics of these cause-and-effect processes.…”

Section: Limitation and Future Researchmentioning

confidence: 99%

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Workplace Incivility and Turnover Intention in Organizations: A Meta-Analytic Review

Namin

Øgaard

Røislien

2021

IJERPH

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Incivility has been identified as a prevalent and crucial issue in workplaces and one that may be associated with detrimental effects on employees and organizational outcomes, such as turnover intention. Many studies have been published regarding the effects of incivility, but there is a lack of integrative reviews and meta-analyses. The aim of the present study is to conduct an early meta-analysis of the relationship between employees’ perceptions of workplace incivility and their turnover intentions. Six databases, including ISI Web of Science, PsychInfo, Scopus, Emerald, Hospitality & Tourism Complete, and Soc Index, were searched to identify empirical articles for this meta-analytical paper. The results of statistical meta-analyses and meta-regression suggest that there is a positive relationship between perceived incivility and turnover intentions in employees and that relationship is consistent across different sources of workplace incivility. However, we did observe a possible interaction effect of “supervisor” and “coworker incivility”. The results also suggest that the relationship between workplace incivility and turnover intention is stronger in the academic sector than in other industries and stronger in the United States than in other countries.

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“…Workplace incivility is a loss-lose situation for everyone involved. Targets and witnesses of incivility experience negative attitudes and behaviors such as withdrawal from work, poor performance and creativity, increased stress and emotional exhaustion and decline in health and well-being (Miner-Rubino and Cortina, 2004;Miner et al, 2019). Instigators who display uncivil behaviors also end up with negative consequences such as being excluded and distrusted by others in the workplace (Scott et al, 2013).…”

Section: Introductionmentioning

confidence: 99%

Leader negative mood and employee-instigated incivility: the role of mood contagion

Emirza

Öztürk

2021

EBHRM

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PurposeGiven the harmful effects of workplace incivility and the calls for revealing the antecedents of instigated incivility, this study examines how employee-instigated incivility unfolds as a result of negative mood contagion from leaders to employees.Design/methodology/approachDrawing upon affective events theory, the authors hypothesized that leader negative mood is contagious and has an indirect relationship with employee-instigated incivility through employee negative mood. For hypothesis testing, data were collected from 243 leader-employee dyads and tested using bootstrapped mediation analysis.FindingsAs hypothesized, leader negative mood was associated with employee-instigated incivility indirectly through employee negative mood. This finding supports that negative mood of the leader is contagious and might unintendedly trigger employee-instigated incivility toward other at work.Research limitations/implicationsGiven the cross-sectional design of this study, causal inferences could not be drawn. The direction of relationships between the variables is based on the theoretical assumptions, rather than a test of the causal ordering of the variables.Originality/valueThis study advances the limited literature on the antecedents of employee-instigated incivility by demonstrating the impact of negative mood experienced by leaders on uncivil behaviors of employees.

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Organizations Behaving Badly: Antecedents and Consequences of Uncivil Workplace Environments

Cited by 8 publications

References 90 publications

The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions

The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions

Workplace Incivility and Turnover Intention in Organizations: A Meta-Analytic Review

Leader negative mood and employee-instigated incivility: the role of mood contagion

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