Dispositional mindfulness buffers against incivility outcomes: A moderated mediation model

The Moderation Effects of Self-Construal Between Dispositional Mindfulness and Interpersonal Forgiveness

Previous studies found an association between mindfulness and forgiveness. However, the effects of self-construal on this association are still unclear. In the present study, self-reported forgiveness and a behavioral measure of forgiveness were used to explore the moderating effect of self-construal plays between mindfulness and forgiveness among 126 participants recruited based on their mindfulness scores. Results showed that participants with high level of mindfulness in the interdependent self-construal condition reported greater forgiveness and gave more money donations towards transgressors than those in the independent self-construal condition, while there is no significant difference between interdependent and independent self-construal groups among participants with low level of mindfulness. These findings suggest that self-construal moderates the relationship between mindfulness and interpersonal forgiveness.

Explaining the negative effects of workplace incivility on family lives: a moderated mediation model of surface acting and resource-providing variables

The effects of workplace incivility have been understudied in educational settings. To expand incivility research to educational professions, the present research investigates whether, how, and when workplace incivility deriving from different sources (coworkers, supervisors, and outsiders) is related to work-to-family interference (WFI) of preschool teachers. Drawing on the conservation of resources theory, the present study proposes that workplace incivility and subsequent maladaptive emotion labor strategies (i.e., surface acting) jointly create a resource-depletion mechanism contributing to elevated WFI and two resource-providing variables (supervisor work-family support and psychological detachment after hours) function as potential mitigating factors to break the resource-depletion mechanism. This study used a female-dominated sample (i.e., preschool teachers) found that workplace incivility from insiders (supervisors and coworkers respectively) and external stakeholders (child's family members) all positively linked to WFI, and surface acting mediated these relationships. Moreover, moderated mediation analyses indicated that psychological detachment buffered the mediated effect of surface acting on WFI, whereas supervisor work-family support did not. Findings deepen the understanding of why and when workplace incivility influences employees' family lives, as well as point to future intervention strategies.

They were uncivil, and now I am too: A dual process model exploring relations between customer incivility and instigated incivility

Incivility from customers is a common occurrence for employees working in service-oriented organizations. Typically, such incivility engenders instigated mistreatment, both towards customers and colleagues. Not much is understood, however, about the mechanisms underlying the relations between customer incivility and instigated incivility. Answering recent calls from incivility scholars, the present research, drawing from Self-Regulatory Resource Theory and Stressor-Emotion models of workplace behaviour, explored cognitive (i.e., self-regulatory resource depletion) and affective (i.e., negative affect) pathways that would explain relations between customer incivility and instigated incivility towards others. Through two multi-wave studies with different time lags (N1  = 180, weekly lags; N2  = 192, within-week lags) and different operationalizations of the instigated incivility construct (i.e., broad [unidimensional] and narrow [multidimensional]), we find consistent support for the mediating effects of the affective pathway. While our first study finds that customer incivility is linked to broad instigated incivility through negative affect, our second study finds that customer incivility is linked to, more specifically, gossip, exclusionary behaviour, and hostility through negative affect. In both studies, however, no support was found for the mediating effects of the cognitive pathway. Implications for both research and practice are discussed, and future research directions are offered.

Family Incivility and Cyberbullying Perpetration Among College Students: Negative Affect as a Mediator and Dispositional Mindfulness as a Moderator

Although family factors are associated with cyberbullying, few studies have investigated the relationship between family incivility and cyberbullying perpetration. The current study aimed to examine the associations between family incivility and cyberbullying perpetration among college students, and further investigate the underlying moderated mediation mechanism. Study 1 was a cross-sectional survey among 640 Chinese undergraduate students (M_age = 20.29 years, SD = 1.38). Demographics, family incivility, cyberbullying perpetration, and negative affect were assessed. The results supported the idea that negative affect plays a role in mediating the relationship between family incivility and cyberbullying perpetration. Study 2 used a two-wave longitudinal design, aiming to examine both the mediating role of negative affect and the moderating role of dispositional mindfulness (represented through five facets-observing, describing, acting with awareness, nonjudging, and nonreacting-each of which were analyzed separately). The data were collected from 200 Chinese undergraduate and graduate students (M_age = 22.18, SD = 2.56). Negative affect was also found to play a mediation effect in this study. Furthermore, the results found that acting with awareness and nonjudging weakened the relationship between family incivility and negative affect, whereas observing exacerbated it. Moreover, nonjudging exacerbated the relationship between negative affect and cyberbullying perpetration. The present findings indicate that negative affect may play a role in explaining the association between family incivility and cyberbullying perpetration. Furthermore, acting with awareness and nonjudging could buffer the relationship between family incivility and cyberbullying perpetration via negative affect, which provides a new insight for the prevention of and intervention on cyberbullying perpetration.

Perceived workplace incivility and psychological well-being in higher education teachers: a multigroup analysis

Purpose

The purpose of this study was to investigate the impact of perceived workplace incivility (WPI) on psychological well-being (PWB) in teachers of higher education and to test for the moderating role of gender and organizational tenure on the relationship between perceived WPI and PWB.

Design/methodology/approach

Data were collected from teachers (N = 341) employed in government and private colleges through convenience sampling. A structural equation modeling technique was used for model testing.

Findings

Results showed a moderate level of perceived WPI by teachers from their colleagues or supervisors. Perceived WPI had a negative impact on PWB. Sixteen percent of the variance in PWB was explained by perceived WPI. Further, the multigroup analysis showed gender to moderate the relationship between perceived WPI and PWB, and this relationship was stronger for males than females. Organizational tenure was not a significant moderator.

Research limitations/implications

These findings expand the literature on perceived WPI and suggest that stringent policies are essential in academia to minimize the incidence of WPI. Additionally, interventions are to be introduced to mitigate the negative outcomes of WPI both at the individual and organizational levels.

Originality/value

The study explores the role of demographic variables (gender and organizational tenure) in the relationship between perceived WPI and PWB in teachers. The empirical evidence suggests higher perceived WPI in male teachers leading to lower PWB. The organizational tenure of an employee shows no influence on the assessment of the stressor.

How employees leverage psychological capital and perform, even in the presence of rude co-workers: an empirical study from Pakistan

Purpose

This study aims to unpack the link between co-worker incivility and job performance, by detailing a mediating role of psychological detachment and a moderating role of psychological capital.

Design/methodology/approach

The research hypotheses are tested with three-wave, time-lagged data collected from Pakistani-based employees and their supervisors.

Findings

An important reason that disrespectful co-worker treatment curtails job performance, with respect to both in-role and extra-role work efforts, is that employees detach from their work environment. This mediating role of psychological detachment is less salient to the extent that employees possess high levels of psychological capital.

Practical implications

For organizations, this study pinpoints a key mechanism, a propensity to distance oneself from work, by which convictions that co-workers do not show respect direct employees away from productive work activities. This study also shows how this mechanism can be subdued by ensuring that employees exhibit energy-enhancing personal resources.

Originality/value

This study expands extant research on the dark side of interpersonal co-worker relationships by revealing pertinent factors that explain why and when co-worker incivility can escalate into diminished performance-enhancing activities.

How Authoritarian Leadership Affects Employee's Helping Behavior? The Mediating Role of Rumination and Moderating Role of Psychological Ownership

Interpersonal helping behaviors, i.e., voluntarily assisting colleagues for their workplace related problems, have received immense amount of scholarly attention due to their significant impacts on organizational effectiveness. Among several other factors, authoritarian leadership style could influence helping behavior within organizations. Furthermore, this relationship could be mediated by workplace stressor such as rumination, known as a critical psychological health component leading to depressive symptoms, hopelessness and pessimism. In the meantime, less research attention has devoted to probe the crucial role of psychological ownership, which can buffer the adverse effects of authoritarian leadership upon rumination. Building on conservation of resources theory, this study investigates the adverse impacts of authoritarian leadership on employees' helping behaviors through mediating role of rumination, and also examines the moderating effect of psychological ownership between the relationship of authoritarian leadership and rumination. The data were collected from 264 employees in education and banking sectors and the results show: (i) authoritarian leadership has adverse impacts on helping behavior, (ii) rumination mediates the relationship between authoritarian leadership and employees' helping behaviors, and (iii) psychological ownership moderates the positive relationship between authoritarian leadership and rumination. This study concludes that authoritarian leadership has adverse impacts upon helping behavior, which needs to be controlled/minimized. The findings are of great significance for managers, employees, and organizations in terms of policy implications. The limitations and future research directions are also discussed.

Be Aware Not Reactive: Testing a Mediated-Moderation Model of Dark Triad and Perceived Victimization via Self-Regulatory Approach

Generally, it is difficult to work efficiently in a toxic environment. Surprisingly, leaders are found to be liable for such toxic atmosphere because they possess certain traits that employees perceive as victimization. This research assesses the relationship between the dark triad (narcissism, Machiavellianism, and psychopathy) and perceived victimization with a focus on the mediating effect of abusive supervision and the moderating effect of mindfulness. For this purpose, we surveyed 274 employees in the healthcare sector of Pakistan by using random sampling technique in three waves. To analyze the data, the structural equation model with partial least squares and PROCESS were used. The findings suggest that abusive supervision plays a mediating role in the association between the dark triad and perceived victimization. The results did not support the mediating role of abusive supervision in the association between narcissism and perceived victimization, however, the mediated moderation model was supported. Further, the findings suggest that mindfulness weakens the effect of abusive supervision on perceived victimization. Finally, the theoretical and practical implications of the results are also discussed.