Workplace incivility and work engagement: The mediating role of job insecurity and the moderating role of self‐perceived employability

Abstract

Drawing upon the job demand-resource model and the theory of existence, relatedness, and growth needs, we established and checked a model that connects workplace incivility to employee work engagement (i.e., vigor, dedication, and absorption) through job insecurity. Furthermore, we propose and test selfperceived employability as the boundary condition of this connection. The conclusions of two substudies with time-delay design provided evidence to support theoretical models. Specifically, the conclusions of both studies show that workplace incivility has negative impacts on work engagement (i.e., vigor, dedication, and absorption) through job insecurity. The results of Study 2 show that self-perceived employability not only weakens the negative influences of job insecurity on work engagement (i.e., vigor, dedication, and absorption) but also moderates the mediating roles of job insecurity in the relationships between workplace incivility and work engagement (i.e., vigor, dedication, and absorption).The theoretical and practical implications and limitations are discussed based on the conclusions of the two substudies.

Workplace Incivility and Employees’ Personal Initiative: A Moderated Mediation Model of Emotional Exhaustion and Meaningful Work

“…To avoid participants’ true perceptions being influenced by the scale statements of multiple variables, we do not measure the moderating variables and predictive variables at the same time point. This method also draws on the practices of previous studies (Guo et al, 2022; Klotz et al, 2018; Schilpzand & Huang, 2018). Survey data were collected via paper-and-pencil surveys at three time points.…”

“…Considering the practical operation and limited time, we did not measure all variables at all measurement points. After referring to several empirical studies (Guo et al, 2022; Liu et al, 2019; Schilpzand & Huang, 2018), we adopted a time-lagged study design, which could reduce the effect of common method bias on the results (Podsakoff et al, 2003). To avoid participants’ true perceptions being influenced by the scale statements of multiple variables, we do not measure the moderating variables and predictive variables at the same time point.…”

“…This is because when employees experience uncivil treatment, they are first aroused to take an emotional response (Hur et al, 2015; Porath & Pearson, 2012) and then to have a cognitive mindset. Previous research explored the effects of incivility on emotional reactions and moderators of mitigation, which seem to imply that individuals have instinctive emotional reactions when they experience uncivil treatment and the processes are not influenced by moderators (Guo et al, 2022; Porath & Pearson, 2012; Sakurai & Jex, 2012). In the second stage, however, other factors (e.g., leadership support or self-perceived employability) have a buffer effect on the relationship between emotional reactions and work behavior (Guo et al, 2022; Sakurai & Jex, 2012).…”

“…Previous research explored the effects of incivility on emotional reactions and moderators of mitigation, which seem to imply that individuals have instinctive emotional reactions when they experience uncivil treatment and the processes are not influenced by moderators (Guo et al, 2022; Porath & Pearson, 2012; Sakurai & Jex, 2012). In the second stage, however, other factors (e.g., leadership support or self-perceived employability) have a buffer effect on the relationship between emotional reactions and work behavior (Guo et al, 2022; Sakurai & Jex, 2012). In addition, A review of workplace incivility reviewed the antecedents of experienced incivility and the antecedents of perpetrating incivility, and noting that it is impossible to determine what the interpersonal relationship between the instigator and the target is or whether the instigator perpetrated incivility because the target is irritating and incompetent (Schilpzand et al, 2016).…”

I am done now! Linking workplace incivility to job search behaviour and employee silence

“…As per the theory, it is believed that employees' work behaviours are an outcome of their affective experience at work. The rude behaviour by others at the workplace might trigger negative emotions among the employees, affecting their work attitude (Guo et al , 2021), and leading to unwanted work behaviour. Based on the AET theory, workplace incivility may develop negative emotions and force an employee to showcase destructive employee behaviour (Sliter et al , 2015).…”