Spillover of Workplace Incivility on Family Satisfaction of Nurses: Role of Work-to-Family Conflict and Family Support

Abstract

This study aims to examine the association between workplace incivility and family satisfaction through the mediating variable of work-family conflict. Family support is used as the moderating variable in the association between workplace incivility and work-family conflict. Data were collected from 420 staff nurses working in the public sector hospitals of Punjab, Pakistan. PLS-SEM was used to test the proposed relationships. Employees who have experienced workplace incivility reported lower levels of family satisfaction through the mediating variable work-to family conflict. Family support moderates the relationship between workplace incivility and work-family conflict in such a way that with the increase in family support, the positive association is weakened. This study contributes to the current knowledge and literature with a more comprehensive picture of the work stressors that lead to non-work negative outcomes in the family domain of employees.

Does workplace incivility affect the satisfaction of employees? Evidence from small and medium enterprises

“…Furthermore, as observed by Andersson and Pearson Tit-for-Tat paradigm of workplace incivility, isolated instances of uncivil behaviour or attitude can result to employees' satisfaction (Raza et al, 2023;Razzaq et al, 2023). Thus, there are ample reasons to infer that incivility is connected with numerous negative occupational, psychological, physical health, and organizational outcomes (Raza et al, 2023;Razzaq et al, 2023;Xiao et al, 2023). Regardless of the viewpoints shared in the existing literature on the impact of workplace incivility on performance, mental wellness and other organizational outcomes, it is important to note that there is a lack of empirical evidence to definitively confirm or refute the influence of workplace incivility on employee satisfaction, particularly within the context of small and medium scale enterprises (SMEs) in Nigeria, hence a research gap exists in this specific area.…”

“…More importantly, it has been found that incivility in the workplace has negative influence on people who witness uncivil behaviour directly (Raza et al, 2023;Razzaq et al, 2023). Furthermore, as observed by Andersson and Pearson Tit-for-Tat paradigm of workplace incivility, isolated instances of uncivil behaviour or attitude can result to employees' satisfaction (Raza et al, 2023;Razzaq et al, 2023). Thus, there are ample reasons to infer that incivility is connected with numerous negative occupational, psychological, physical health, and organizational outcomes (Raza et al, 2023;Razzaq et al, 2023;Xiao et al, 2023).…”

“…Workplace incivility can emanate from a number of factors/sources like from supervisor and co-workers to customers (Deni et al, 2023;Hamid et al, 2021;Xiao et al, 2023). More importantly, it has been found that incivility in the workplace has negative influence on people who witness uncivil behaviour directly (Raza et al, 2023;Razzaq et al, 2023). Furthermore, as observed by Andersson and Pearson Tit-for-Tat paradigm of workplace incivility, isolated instances of uncivil behaviour or attitude can result to employees' satisfaction (Raza et al, 2023;Razzaq et al, 2023).…”

“…Han, Harold, Oh, Kim, and Agolli (2022) see incivility as an abnormal behavior, and the violation of workplace norms with insufficient evidence to harm an individual Hassan (2021) showed that incivility at workplace is associated with chaos bedlam, pandemonium and disarray and it is partially due to the breaching of workplace culture and norm. Fundamentally, there are three partakers in workplace incivility -instigator, target and observer (Adil, Hamid, & Waqas, 2020;Khan, Elahi, & Abid, 2021;Razzaq, Bowra, & Khan, 2023); Therefore, in order for uncivil behaviour to manifest within the workplace, these three factors are involved in the overall process.…”