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Loh J(M, Khan MI, Talukder MJH. To complain or not to complain: Management responses as a moderator in the relationship between workplace incivility and workplace outcomes among Australia and singaporean targets. Heliyon 2023; 9:e21363. [PMID: 37908710 PMCID: PMC10613909 DOI: 10.1016/j.heliyon.2023.e21363] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/26/2023] [Revised: 10/17/2023] [Accepted: 10/20/2023] [Indexed: 11/02/2023] Open
Abstract
Workplace incivility is a challenging global occupational risk that is frequently considered trivial by managers and organizations. Often, complaints from targets are ignored; when this occurs, complaints can quickly escalate into formal grievances that cost businesses millions of dollars. While existing studies have uncovered cultural and gendered differences in how targets and organizations respond to workplace incivility, few cross-cultural studies have empirically examined how targets and organizations react to formal complaints. This study responds to this gap by using selective incivility, the transactional stress model, and national/cultural theories to conduct a multifaceted analysis of the underlying mechanisms responsible for targets' organizational outcomes. Specifically, we tested a moderated model with 303 Australian (152 males and 151 females) and 304 Singaporean (154 males and 150 females) employees working in multinational organizations to determine whether the degree to which organizations took incivility complaints seriously moderated the organizational outcomes of work withdrawal and work satisfaction. Overall, the results indicated that, compared to Singaporean employees and Australian female employees, Australian male employees were less tolerant of being mistreated and continued to experience heightened job dissatisfaction and withdrawal even when their complaints were taken seriously by their organization. These results suggest that complex gendered and cultural differences influence the impact of incivility complaints on work-related outcomes.
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Affiliation(s)
- Jennifer (M.I) Loh
- Faculty of Business, Government and Law, Canberra Business School, University of Canberra, Bruce Campus, Canberra, ACT, Australia
| | - Md Irfanuzzaman Khan
- Faculty of Business, Government and Law, Canberra Business School, University of Canberra, Bruce Campus, Canberra, ACT, Australia
- Faculty of Business, Government and Law, Canberra Business School, University of Canberra, Bruce Campus, Canberra, ACT, Australia
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Smith IA, Griffiths A. Microaggressions, Everyday Discrimination, Workplace Incivilities, and Other Subtle Slights at Work: A Meta-Synthesis. HUMAN RESOURCE DEVELOPMENT REVIEW 2022. [DOI: 10.1177/15344843221098756] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Subtle slights refer to a wide range of ambiguous negative interactions between people that may harm individual health, wellbeing and performance at work. This literature review aims to help human resource development practitioners and researchers understand the similarities and distinguishing features of disparate bodies of subtle slight research. A systematic review yielded 338 papers, the majority of which concerned three constructs: microaggressions, everyday discrimination and workplace incivilities. Meta-synthesis revealed that all three categories related to subtle, low-intensity interactions but differed in their descriptions of the type of perceived violation. The most common demographic factors under scrutiny were race or ethnicity, gender, sexual orientation, and age. We propose a framework that involves four dimensions common to all subtle slights: type of violation, intensity, duration and intent (VIDI). This framework may help future efforts to understand, monitor and address this issue of contemporary concern in the workplace.
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Affiliation(s)
- Iain A. Smith
- Mental Health and Clinical Neurosciences, School of Medicine, University of Nottingham, Nottingham, UK
| | - Amanda Griffiths
- Mental Health and Clinical Neurosciences, School of Medicine, University of Nottingham, Nottingham, UK
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Yoon DJ. Rude customers and service performance: roles of motivation and personality. SERVICE INDUSTRIES JOURNAL 2022. [DOI: 10.1080/02642069.2020.1826453] [Citation(s) in RCA: 11] [Impact Index Per Article: 5.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
Affiliation(s)
- David J. Yoon
- Department of Management and Marketing, Salisbury University, Franklin P. Perdue School of Business, Salisbury, MD, USA
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Junaedi M, Wulani F. The moderating effect of person–organization fit on the relationship between job stress and deviant behaviors of frontline employees. INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2021. [DOI: 10.1108/ijwhm-06-2020-0103] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this paper is to examine the relationship between job stress and deviant behaviors, which include organizational and frontline deviance, and the moderating effect of person–organization (P-O) fit on these relationships.Design/methodology/approachThe sample consists of 259 frontline employees working in Surabaya, Indonesia. Respondents were asked to complete a questionnaire distributed by survey assistants. This present study conducts partial least squares structural equation modeling to examine hypotheses.FindingsThe results indicate that job stress has positive correlations with organizational and frontline deviance. P-O fit has a moderating effect on the relationship between job stress and frontline deviance; the lower the P-O fit, the stronger the relationship between job stress and frontline deviance. P-O fit does not moderate the relationship between job stress and organizational deviance.Practical implicationsCompanies must be more careful in the recruitment and selection process and continuously perform activities to communicate their values and norms to employees.Originality/valueThis study introduces the moderating effect of P-O fit on the relationship between job stress and frontline employees' deviant behaviors, which has not been revealed in previous studies. It provides an understanding of the importance of considering the compatibility between individual and organizational values as one of the company's efforts to reduce stressed employees' responses by engaging in workplace deviance.
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Vasconcelos AF. Workplace incivility: a literature review. INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2020. [DOI: 10.1108/ijwhm-11-2019-0137] [Citation(s) in RCA: 17] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThere have been strides in workplace incivility (WI), but in what direction, angles and theoretical streams are they taking place? In light of it, the purpose of this review is to analyze the overall WI research output yielded in the initial decades of this century.Design/methodology/approachThis investigation searched exclusively for empirical articles written in English that matched the terms incivility and WI in the websites of prominent peer-review publications covering the period of 19 years (i.e. 2000–2019). As a result, 93 peer-reviewed empirical studies were properly gathered and classified.FindingsWI is one of the most relevant topics in OB studies under scrutiny in this moment. Corroborating such a perception is the huge amount of outlets that have been publishing about WI. In this sense, it is a topic that has gained strong interdisciplinary status, given the manifested interest of very distinct areas. Cross-sectional studies have prevailed in terms of method preferences, yet other approaches have been used. Of noteworthy is the shortage of qualitative and meta-analytic studies. Data provided evidence that a very limited number of nations (only 18 countries) have been investigated and it is not exactly surprising that the United States be the target of the majority of studies in this field. The antecedents and consequences of WI are the major focus of the investigations. But I found some evidence that that WI has been tested as performing the role of measure, mediator and moderator.Research limitations/implicationsIt focused exclusively on peer-review journals and articles written in English.Originality/valueThis endeavor contributes to the theory of WI by encompassing crucial aspects such as time horizon, major outlets, study types, country-level output, samples features, constructs perused, theoretical function of WI and research outcomes. In addition, it points out new potential research streams.
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Vasconcelos AF. Analyzing the effects of incivility beyond workplaces. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2020. [DOI: 10.1108/ijoa-08-2019-1865] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to peruse a strike enacted by the police force (PF) from a southeast state of Brazil and its consequences to the population through the lens of workplace incivility (WI) theory.
Design/methodology/approach
This study draws on a qualitative research design and social constructivism paradigm. In addition, it uses the template analysis, a peculiar form of thematic analysis, which is grounded on the hierarchical coding. Accordingly, it allows the researcher to yield a broad structure (obviously through the task of analyzing textual data, i.e. published texts) as well as providing enough flexibility to comply with the needs of a study.
Findings
Overall, there was a slightly shift between the initial template and the second one. Rather, the initial thematic assumptions were largely confirmed, namely, antecedents, strike strategy, reactions and consequences; yet, findings also showed other theme, i.e. mitigating decisions. The template analysis used here turned to be a consistent path given that it allowed finding a range of categories related to the themes, which substantiated the results. On the other hand, this investigation shows that even society, as a whole, may be seriously affected by WI.
Research limitations/implications
This investigation has some limitations regarding that it is a qualitative endeavor. Therefore, the outcomes cannot be generalized, and it constitutes the chief limitation of this study.
Practical implications
In terms of practical implications, findings suggest that public managers, mayors and governors must pay strong attention to the task of motivating their workforce. Robust human resource policies and fair salary may avoid job dissatisfaction.
Social implications
Data also indicated that incivility may be related to complex dynamics whose negative impacts may go beyond the workplaces.
Originality/value
This study expands the theory of WI by paying attention to a generally neglected group (police officers). In addition, it focuses on an emergent economy, which is at odds with robust problems of finance and public management nature. In doing so, it provides evidence of other consequences of WI. Broadly speaking, citizens and businesses are consumers of public services, including safety. Finally, it suggests that WI may be associated with two instigators simultaneously. In this case, it was intertwined with governor’s weak human resources policies and the civil servants’ irresponsibility.
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Workplace incivility and knowledge hiding: a research agenda. BENCHMARKING-AN INTERNATIONAL JOURNAL 2020. [DOI: 10.1108/bij-05-2019-0213] [Citation(s) in RCA: 35] [Impact Index Per Article: 8.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeContemporary organizations report a sharp increase in the incidences of workplace incivility. The purpose of this paper is to capture the impact of workplace incivility on the victimized employee's knowledge-hiding behaviours. The paper proposes that the victim will hide knowledge by playing dumb, evasive hiding and rationalized hiding behaviour.Design/methodology/approachThe paper first focusses on a review of literature on workplace incivility and summarizes the findings through a conceptual review model. Subsequently, the paper puts forth a conceptual model depicting the relationship of incivility with knowledge hiding.FindingsDrawing from the affective events theory, the paper demonstrates that incivility will arouse negative emotions in the victim, enticing the individual to respond by engaging in knowledge hiding. It establishes knowledge hiding to be more than just a consequence of reciprocal exchange relationships. The authors also propose this positive relationship to vary with gender.Originality/valueThe paper draws attention towards the counterproductive knowledge behaviours that can be stirred as a result of negative emotional experiences. It explores the employee’s response to an active form of workplace mistreatment, workplace incivility. It advocates the need to check uncivil and disrespectful behaviours in the organization so as to build a healthy work environment.
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Effect of abusive supervision on subordinates’ discretionary behaviors. JOURNAL OF MANAGEMENT & ORGANIZATION 2019. [DOI: 10.1017/jmo.2019.57] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Abstract
AbstractAlthough previous studies provide diverse perspectives on subordinate's deviant behavior as a reaction to abusive supervision (ABS), the influence of ABS on subordinates’ inter-personal relations received little attention. Grounded on social exchange theory, this study proposes that subordinates who are being abused by the same supervisor develop a bond among each other. That further provides strength to each of the abused group member to exhibit deviant behaviors against supervisor and non-abused peer group. Data were collected and analyzed through mediation analysis using AMOS. Using a sample of 920 employees from multi-sector organizations it was found that abused employees show citizenship behavior toward other abused peer-group members and counter-productive behavior toward supervisor and non-abused peer-group members. Moreover, citizenship behaviors created among the abused peer-group members partially mediate the relationship of ABS and counter-productive work behavior.
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Gim GCW, Ramayah T. Predicting turnover intention among auditors: Is WIPL a mediator? SERVICE INDUSTRIES JOURNAL 2019. [DOI: 10.1080/02642069.2019.1606214] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
Affiliation(s)
- Gabriel C. W. Gim
- School of Business and Management, Han Chiang University College of Communication, Penang, Malaysia
| | - T. Ramayah
- School of Management, Universiti Sains Malaysia, Penang, Malaysia
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Behravesh E, Tanova C, Abubakar AM. Do high-performance work systems always help to retain employees or is there a dark side? SERVICE INDUSTRIES JOURNAL 2019. [DOI: 10.1080/02642069.2019.1572748] [Citation(s) in RCA: 13] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
Affiliation(s)
- Elaheh Behravesh
- Faculty of Business and Economics, Eastern Mediterranean University, Gazimagusa, North Cyprus via Turkey
| | - Cem Tanova
- Faculty of Business and Economics, Eastern Mediterranean University, Gazimagusa, North Cyprus via Turkey
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Aljawarneh NMS, Atan T. Linking Tolerance to Workplace Incivility, Service Innovative, Knowledge Hiding, and Job Search Behavior: The Mediating Role of Employee Cynicism. NEGOTIATION AND CONFLICT MANAGEMENT RESEARCH 2018. [DOI: 10.1111/ncmr.12136] [Citation(s) in RCA: 35] [Impact Index Per Article: 5.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Nader Mohammad Saleh Aljawarneh
- Department of Business Administration; Faculty of Economics and Administrative Sciences; Cyprus International University; Lefkosa Cyprus
| | - Tarik Atan
- Department of Business Administration; Faculty of Economics and Administrative Sciences; Cyprus International University; Lefkosa Cyprus
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