Workplace Incivility and Its Effects on Value Congruence, Recovery-Stress-State and the Intention to Quit

Abstract

Negative social interactions, such as workplace incivility, show a strong connection to work-related negative outcomes, such as exhaustion or intention to quit. Despite being aware of the important role of incivility in employees' working life, there is still a lack of research on moderators and mediators in the relationship of incivility and work-related outcomes. In the present study, the moderating roles of stress, recovery and value incongruence on the relationship of incivility with intention to quit are analyzed. We approach this research question using following the theoretical concepts of the Risk Management Model and the dysempowerment theory. The study was prepared as online study. With the data of 371 participants the research question was investigated with a structural equation model (SEM). The overall fit of the modified structural model was satisfying. Supervisor incivility has significant negative effects on the experience of value congruence as well as stress and recovery at the workplace. This in turn leads to a higher intention to leave the organization. Coworker incivility showed a strong relation to supervisor incivility but showed only a significant effect on work-related recovery. The current research represents an important step in developing an understanding of the effects of workplace incivility on the employee's value congruence, experience of stress, recovery and the intention to quit.

Moderating Effects between Job Insecurity and Intention to Quit in Samples of Slovene and Austrian Workers

“…These results are in line with past research (Bakker et al, 2005;Jiménez, Dunkl, & Peißl, 2016) and the model of resources/recovery-stress balance, where recovered resources are able to reduce feelings of stress, which in turn raises JS and lowers the intention to quit the job.…”

“…The important role of resources/recovery becomes especially apparent if we include organizational outcomes such as intention to quit in the stress-recovery relationship. Research shows that resources/ recovery are negatively related to intention to quit, and this relationship is fully mediated by stress (Bakker, Demerouti, & Euwema, 2005;Jiménez, Dunkl, & Peißl, 2016). This result supports the assumption of the model of resources/ recovery-stress balance, where recovered resources potentially buffer negative effects of demands by reducing stress.…”

Motivational preferences within job positions are different: empirical study from the Czech transport and logistics enterprises

“…The shortcomings of the studies of the integration of elements of industry 4.0 and hence the lack of confidence in new procedures by the top management are already expected obstacles (Marik, 2016). Changes under these assumptions may increase the level of stress (Jim enez, Dunkl, Peißl, 2015;Jim enez, Dunkl, Stolz, 2015; Vlacsekov a, 2019) may have a negative effect on the perception of employee satisfaction. Creating suitable conditions for quality employees in key positions represents a reduction in the risk of their loss and a possible increase in loyalty to the company (Jigjiddorj et al, 2019).…”

İşyeri Nezaketsizliğinin İşten Ayrılma Niyetine Etkisinde Örgütsel Sinizmin Aracılık Rolü Üzerine Bir Araştırma

“…In different studies in the literature (Cortina et al, 2001;Kanten, 2014;Selamat et al, 2019;Jiménez et al, 2015;Yuniasanti et al, 2019;Nazir et al, 2016;Liu et al, 2017;Rahim & Cosby, 2016) ) workplace incivility has been observed to positively affect the intention to leave. However, in the study conducted by Batga and Ceyhan (2019) on bank employees, it was seen that workplace incivility did not affect the intention to leave.…”