Workplace Incivility and Work Engagement: The Chain Mediating Effects of Perceived Insider Status, Affective Organizational Commitment and Organizational Identification

Guo, Ju; Qiu, Yanjun; Gan, Yinbo

doi:10.1007/s12144-020-00699-z

Cited by 44 publications

(72 citation statements)

References 52 publications

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“…Previous studies have found that employees with a higher level of job satisfaction, creativity, organizational commitment, organizational identification, performance, and knowledge sharing have a higher degree of PIS ( Stamper and Masterson, 2002 ; Knapp et al, 2014 ; Zhao et al, 2014 ; Guo and Qiu, 2019 ; Zheng et al, 2019 ; Guo et al, 2020 ). PIS, an important psychological perception and cognition degree, conveys a signal to employees that they are important parts of the organization.…”

Section: Study 2: the Influence Mechanism Of Employee Sense Of Gainmentioning

confidence: 98%

Research on Employee Sense of Gain: The Development of Scale and Influence Mechanism

2020

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Employee satisfaction is a main source of firms’ competitive advantages. Employee sense of gain (ESG) is defined as the subjective feeling of getting various objective benefits due to employees’ efforts at work. It appropriately reflects employee satisfaction with the objective needs and their subjective perception of the firms, which affects their attitude, behavior, and work performance. Although ESG is gaining increasing interest in human resource research and managerial practice, literature on its conception, measurement, and contribution to human resource theory is still limited. Study 1 developed an integrative framework of concept of ESG and reported the development and validation of a scale measuring ESG. Based on the exploratory factor analysis of 201 valid questionnaires responded by enterprise staffs, the initial scale was formed. Through confirmatory factor analysis of 172 questionnaires, the formal scale was obtained. The multiphase scale development process resulted in a 14-item ESG scale measuring two dimensions: employee’s material sense of gain and employee’s spiritual sense of gain. Study 2 investigated the influence mechanism of ESG based on statistical analysis of 254 valid questionnaires. The results showed that ESG was influenced by all three dimensions of supportive human recourse practices (SHRP), whereby the influences were mediated by perceived insider status (PIS). Results also suggested that leader political skill (LPS) moderated the effect between SHRP (fairness of rewards and punishments, growth opportunity) and PIS positively. Overall, this research provided a reliable and valid measurement scale of ESG in the Chinese setting and explored the influence mechanism, as well as boundary conditions. Managerial implications were provided from the perspectives of organizations, leaders, and employees.

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Section: Study 2: the Influence Mechanism Of Employee Sense Of Gainmentioning

confidence: 98%

Research on Employee Sense of Gain: The Development of Scale and Influence Mechanism

2020

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“…Masterson and Stamper (2002) said that PIS could represent the sense of belonging that employees are aware of [ 51 ]. The experience of being ignored, discriminated against, and attacked by bosses or colleagues in the workplace will make the employee reevaluate the relationship with the organization and be perceived as an outsider rather than an insider as the PIS decreases [ 52 , 53 ]. Based on these studies, it is believed that modern racism perceived by flight attendants on global airlines has a harmful impact on PIS.…”

Section: Conceptual Frameworkmentioning

confidence: 99%

Development of Modern Racism Scale in Global Airlines: A Study of Asian Female Flight Attendants

Hyun

2021

IJERPH

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Due to the globalization of the airline industry, global airlines are focusing human resource management on diversity strategies and employing flight attendants of various races. Multinational flight attendants have brought many positive results; conversely, discrimination has led to negative phenomena such as racism. Nevertheless, research focusing on global airline racism in tourism studies is unprecedented. Therefore, the purpose of this study is to develop a modern racism scale rating the discrimination perceived by Asian female flight attendants on global airlines. It was developed following Churchill’s eight steps (1979). This study derived measurement items through a literature review, in-depth interviews, first and second expert surveys, and a preliminary survey. These items were developed on a scale through a validity and reliability assessment and were finally confirmed as six dimensions and 24 measurement items. Lastly, research implications were discussed.

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“…If resilience is positively related to work engagement, then the advance form of resilience, which is antifragility (when employees not only recover from stress or crisis but also improve their skills and abilities) will have stronger role in the enhancement of employees' engagement. Similarly, those persons who consider them to be an insider, they put their extra efforts to get their job done (Guo et al, 2020).…”

Section: Research Gapmentioning

confidence: 99%

“…In this case, ISSN: 2414-309X DOI: https://doi.org/10.20474/jabs-7.1.3 employees will work with commitment and engagement. Guo et al (2020) studied the effect of workplace incivility on work engagement in the mediation role of PIS. Authors found a positive relationship between PIS and employees' engagement.…”

Section: Perceived Insider Status and Employee Engagementmentioning

confidence: 99%

“…This appreciation and value in the organization makes employees feel that they are insider, instead of outsider. This feeling helps them increase their loyalty, engagement and commitment with the organization; thus, they put extra efforts to achieve organizational goals as being an insider (Guo, Qiu, & Gan, 2020). Such employees believe that it is their obligation and ethical duty to put their efforts to achieve organizational goals (Caron, Asselin, Beaudoin, & Muresanu, 2019).…”

Section: Introduction Backgroundmentioning

confidence: 99%

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The influence of ant fragility and cross-cultural adaptability on employee engagement: The moderated mediation role of perceived insider status

2021

J. adm. bus. stud.

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The purpose of the study was to examine the in luence of antifragility and cross-cultural adaptability on employee engagement, directly and in the moderated mediation role of perceived insider status. A self-designed questionnaire was utilized to collect data from 207 employees from Land Record Department, Punjab, Pakistan. The collected data was analysed through con irmatory factor analysis and structural equation modelling technique by utilizing AMOS as well as the moderating effects were evaluated through using Process Macro. Findings revealed that antifragility and cross-cultural adaptability has positive direct as well as indirect effect on employee engagement. Also, the moderating role of perceived organizational support is proved. This study has both theoretical and practical contributions, especially with reference to new model in Land Record Department of Punjab, Pakistan. This study will be valuable for Government of Punjab as well as other provincial Government for proper management of employees at Tehsil Land Records Centre level moreover its helpful for policy makers and administrator to appropriately deal with employees' engagement and perceived insider status in consideration of antifragility and cross cultural adaptability. These indings cannot be generalized as study is conducted in Land Record Department of Punjab, Pakistan. Organizations can improve the level of employees' engagement by focusing on antifragility, cultural adaptability, and perceived insider status at tehsil level.

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Workplace Incivility and Work Engagement: The Chain Mediating Effects of Perceived Insider Status, Affective Organizational Commitment and Organizational Identification

Cited by 44 publications

References 52 publications

Research on Employee Sense of Gain: The Development of Scale and Influence Mechanism

Research on Employee Sense of Gain: The Development of Scale and Influence Mechanism

Development of Modern Racism Scale in Global Airlines: A Study of Asian Female Flight Attendants

The influence of ant fragility and cross-cultural adaptability on employee engagement: The moderated mediation role of perceived insider status

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