Subjective well-being in the relationship between workaholism and workplace incivility: the moderating role of gender

Abstract

PurposeThe purpose of this article is to investigate the mediating role of subjective well-being (SWB) in the relationship workaholism and workplace incivility with an emphasis on the moderating role of gender.Design/methodology/approachUsing an online survey, the required data were collected from 401 employees in 41 public organizations in Iran.FindingsBy structural equation modeling, the results showed workaholism has a negative direct association with workplace incivility. Additionally, SWB mediates the relationships between workaholism and workplace incivility. Moreover, workaholic men and women are more likely to experience higher workplace incivility and lower SWB, respectively.Practical implicationsManagers should focus on reducing workaholism and developing SWB to decrease uncivil behaviors. Researchers need to assess the different instigators of incivility, considering the mediating or moderating role of other variables in private organizations.Social implicationsThe stress of workaholism, coupled with the harsh conditions of economic sanctions in Iran, has exacerbated the occurrence of incivility behavior. This study helps to reduce and control such behaviors by examining the role of SWB and gender.Originality/valueThe study contributes to the research on incivility behavior by advancing the understanding of organizational and personal factors (workaholism and SWB) that can influence workplace incivility among employees. It also addresses the usefulness of examining SWB disposition in understanding the relationship between workaholism and workplace incivility.

Confrontation and Avoidance of Uncivil Behaviors in the Workplace: Empirical Evidence From the Tourism Industry

“…Existing studies also showed that negative emotional responses at work, such as those connected with uncivil behaviors, are likely to lead to adverse effects on employee well-being, turnover intention and reduced work engagement (Gui et al, 2022; J. Guo et al, 2022; Reio & Sanders-Reio, 2011; Taheri et al, 2023; Yeung & Griffin, 2008).…”

“…Negative emotional responses and feelings at work, such as those connected with uncivil behaviors, are likely to escort to negative results like turnover intention, harm employee well-being, and reduce work engagement (Reio & Sanders-Reio, 2011; Taheri et al, 2023; Yeung & Griffin, 2008). In line with AET, employees in an emotional state are inclined “to be inattentive under the influence of negative emotions.” These negative emotions eventually lead to adverse outcomes (C.…”

Bem-Estar Subjetivo Em Estudantes Universitários:

“…No que se refere à dimensão "Estou satisfeito com a minha vida" (Bem2) os resultados revelaram uma diferença estatisticamente significativa (p = 0,024), com estudantes do sexo feminino (M = 3,8745) demonstrando uma maior satisfação em comparação com estudantes do sexo masculino (M = 3,6448). Estes resultados contradizem os estudo de Haring, Stock, & Okun (1984) e Taheri, Naderibeni, & Mirzamani (2023) contudo, esses achados se alinham com as pesquisas que enfatizam a influência do bem-estar subjetivo nas trajetórias acadêmicas dos estudantes (Paloș, Maricuţoiu, & Costea, 2019) e a relevância do foco das instituições de ensino no bem-estar dos estudantes para melhorar o desempenho acadêmico (Rand, Shanahan, Fischer & Fortney, 2020).…”

Workaholism and quality of work-life: a psychosocial pathway to brain-drain syndrome

“…This has prompted the concern of organisational development practitioners and positive psychologists in search of solutions that will advance the well-being of the workforce and improve organisational performance from time to time (Alserhan et al ., 2021). These extended working hours and work pressure have led to poor productivity and deprivation in the non-work-life domain of employees (Taheri et al ., 2023). Studies further established that employees with poor QWL, manifesting obsessed and compulsive work behaviour, suffer a range of concentration and psychological challenges at work (Howie-Esquivel et al ., 2022; Chang et al , 2022).…”