The Relationship between Workplace Incivility and Helping Behavior: Roles of Job Dissatisfaction and Political Skill

Clercq, Dirk De; Haq, Inam Ul; Azeem, Muhammad Umer; Ahmad, Haq Nawaz

doi:10.1080/00223980.2019.1567453

Cited by 39 publications

(41 citation statements)

References 91 publications

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“…Such behaviors are characteristically rude and discourteous, displaying a lack of regard for others" (Andersson & Pearson, 1999, p. 457). While less intense than workplace harassment or violence, WPI is prevalent in organizations, and has been shown to be negatively linked to performance (Mao et al, 2019), helping behavior (De Clercq et al, 2019), and positively linked to absenteeism (Sliter et al, 2012) and turnover intentions (Lim et al, 2008).…”

mentioning

confidence: 99%

Reciprocal relationship between workplace incivility and deviant silence—The moderating role of moral attentiveness

et al. 2021

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In the present study, we examine the reciprocal relationship between employees' perceptions of workplace incivility and their deviant silence. We also explore the moderating role of moral attentiveness on the relationship between workplace incivility and deviant silence. Utilizing threewaves of longitudinal data from 297 full-time employees working in different industrial sectors in the United States, we find support for the reciprocal model as the best fit to the data, thus validating relationships over time between our study variables. Taken together, our results suggest that workplace incivility at T1/T2 significantly predicted deviant silence at T2/T3. The results also reveal that deviant silence at T1/T2 significantly predicted workplace incivility at T2/T3. Importantly, we found that reflective but not perceptual moral attentiveness significantly reduced the negative influence of workplace incivility on deviant silence in subsequent time periods.

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mentioning

confidence: 99%

Reciprocal relationship between workplace incivility and deviant silence—The moderating role of moral attentiveness

et al. 2021

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“…Second, this study highlights the usefulness of the curvilinear relationship model. Although existing studies have treated OCB and instigated incivility as outcome variables of experienced incivility, most have only considered a one-dimensional relationship involving decreased OCB and increased instigated incivility (De Clercq et al , 2019; Cortina et al ., 2017; Schilpzand et al ., 2016; Porath and Erez, 2007). These studies relied intrinsically on the interpretations of the conservation motive of the COR theory or on similar logic.…”

Section: Discussionmentioning

confidence: 99%

Curvilinear relationship between experienced incivility and nontask behavior in Korean companies

Song

Kim

2021

BJM

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PurposeMost existing studies treat the relationship between experienced incivility and behavioral responses as linear. However, the current study examines the curvilinear relationships between experienced incivility and organizational citizenship behavior (OCB) and instigated incivility using conservation of resources (COR) theory and by referring to related studies that have identified typical positive and negative employee nontask behaviors. Furthermore, this study identifies turnover intention as a moderator of these curvilinear relationships.Design/methodology/approachAll samples were obtained from respondents working for Korean companies listed on the Korean Securities Dealers Automated Quotations (KOSDAQ); 228 samples were used for the analysis. A quadratic regression function was established to analyze the curved relationships according to hierarchical stages.FindingsOur analysis determined that a U-shaped curvilinear relationship exists between experienced incivility and OCB, and an inverted U-shaped curvilinear relationship exists between experienced and instigated incivility. However, the moderating effect of turnover intention is significant only in the relationship between experienced and instigated incivility.Originality/valueThis study exhibits three points of originality—first, by simultaneously considering two dependent variables as responses to experienced incivility and examining their response patterns; second, by using a curvilinear relationship model to investigate the relationship between experienced incivility and its dependent variables; and finally, by finding a moderator to the curved relationship.

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“…What is helping behavior? Since its inception, helping behavior has received a substantial amount of scholarly attention due to its strong impact on overall company performance (De Clercq et al, 2019a). In general, helping behavior represents helping a coworker with task-related issues (Organ et al, 2006).…”

Section: Literature Reviewmentioning

confidence: 99%

“…In other words, social exchange theory specifies costs and rewards that drive people's decisions and behaviors in a relational context (Cortez and Johnston, 2020). Extending the basic premise of social exchange theory, prior research has shown that helping behavior exhibited by an employee is governed by how much help that he or she has received from coworkers, and/or whether an employee believes that coworkers will reciprocate help in the future (De Clercq et al, 2019a;Golden and Veiga, 2018;Yang et al, 2018). Although social exchange theory has been commonly applied to the study of helping behavior based upon employee-to-employee relationships, the exchange relationship between a leader and an employee can also determine the extent of helping behavior exhibited by the employee (Carnevale et al, 2019;Hirst et al, 2016;Randel et al, 2016).…”

Section: Literature Reviewmentioning

confidence: 99%

Helping coworkers only when I have more? Integrating social comparison, attribution and conservation of resources theories

Chou

Barron

Ramser

2021

MRR

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Purpose Drawing upon conservation of resources (COR) and attribution theories, prior research in helping behavior has mainly focused on an independent view of the helper’s personal resources. This perspective, however, falls short of capturing the comparative nature of personal resources and attributions in a helping context. The purpose of this paper is, therefore, to develop a theoretical model that helps predict employees’ decisions to help or not to help. Design/methodology/approach A theoretical model was developed by integrating social comparison, COR and attribution theories. Findings The theoretical model proposes the following. First, when employees perceive that they have fewer personal resources than a coworker who needs help, they are less likely to help. Second, when employees perceive that they have more personal resources than a coworker who needs help, they make causal attributions as to why the coworker failed to deploy personal resources. Finally, when employees have more personal resources than a coworker who needs help, they are more likely to help if they make situational, unstable and uncontrollable attributions to the coworker’s failure to deploy personal resources. Originality/value This paper extends the literature by offering a theoretical model that emphasizes comparisons and attributions of personal resources in a helping context. Additionally, this paper offers several managerial implications that help managers manage helping behavior effectively.

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The Relationship between Workplace Incivility and Helping Behavior: Roles of Job Dissatisfaction and Political Skill

Cited by 39 publications

References 91 publications

Reciprocal relationship between workplace incivility and deviant silence—The moderating role of moral attentiveness

Reciprocal relationship between workplace incivility and deviant silence—The moderating role of moral attentiveness

Curvilinear relationship between experienced incivility and nontask behavior in Korean companies

Helping coworkers only when I have more? Integrating social comparison, attribution and conservation of resources theories

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