1
|
Koburtay T, Abualigah A. The Interplay Between Workplace Incivility, Religiosity and Well-Being: Insights from Jordan and the United Arab Emirates. J Relig Health 2024; 63:2220-2242. [PMID: 37410215 DOI: 10.1007/s10943-023-01862-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 06/24/2023] [Indexed: 07/07/2023]
Abstract
Drawing on the Job Demands-Resources (JD-R) theory, this study examines the relationship between workplace incivility and workers' psychological well-being. A related aim is to examine the link between workers' religiosity and their well-being, with workplace incivility moderating this nexus. Data were collected from 247 employees identified from private sectors (in Jordan and the UAE) via online-survey questionnaire. Factor analysis and hierarchical moderated multiple regression models were used to test the hypotheses. Study results show that workers' religiosity is positively and significantly associated with their psychological well-being, while workplace incivility is negatively (but insignificantly) associated with workers' psychological well-being. In addition, and contrary to our expectations and prior studies, our results suggest that workplace incivility strengthens the direct relationship between religiosity and well-being. The mechanism of this intersection may propose that rude and uncivil treatments positively predict self-blame, something that may lead the targets to become more religious to get recovery from different types of incivility and stressful life events. This study highlights the contextual applicability and possible extension of the JD-R theory through extending its model to religiosity and well-being of employees in a diverse cultural context in the Middle East.
Collapse
Affiliation(s)
- Tamer Koburtay
- College of Business, Abu Dhabi University, Zayed City, Abu Dhabi, United Arab Emirates.
| | - Ahmad Abualigah
- College of Business, Abu Dhabi University, Zayed City, Abu Dhabi, United Arab Emirates
| |
Collapse
|
2
|
Xu X, Sarfraz M, Nasrullah U. Health hazards in sports: Exploring the influence of despotic leadership and perceived organizational politics on well-being. Heliyon 2024; 10:e29136. [PMID: 38601699 PMCID: PMC11004656 DOI: 10.1016/j.heliyon.2024.e29136] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/30/2023] [Revised: 03/27/2024] [Accepted: 04/01/2024] [Indexed: 04/12/2024] Open
Abstract
In recent years, the concept of despotic leadership has garnered considerable attention in sports. Despotic leadership significantly reflecting leaders' deviant behavior has today heightened the risk of health hazards in the workplace. In addition, the perceived organizational politics have also yielded a deleterious result on employees' well-being. In the dynamic landscape of healthcare, understanding the implications of organizational behavior on well-being is paramount for risk management. This study elucidates the relationships between despotic leadership, perceived organizational politics, workplace incivility, emotional exhaustion, person-organization unfit, and health harm, which can pose significant risks in a healthcare setting. The quantitative study was conducted using an empirical survey with respondents representing sports organizations. A Partial Least Squares Structural Equation Model (PLS-SEM) was used to analyze data from 429 participants using Smart PLS. The study findings suggest that despotic leadership and perceived organizational politics can lead to increased risks, manifested as workplace incivility, emotional exhaustion, and person-organization unfit. These organizational risks subsequently translate to tangible health harm for employees. Mediation analyses revealed that workplace incivility, emotional exhaustion, and person-organization unfit mediate the detrimental health outcomes rooted in leadership and organizational politics. The study underscores the urgent need for risk management strategies to foster a healthier organizational culture and leadership approach in healthcare settings. This will ensure enhanced employee well-being and a reduction in associated health risks, thus aligning with best practices in healthcare policy.
Collapse
Affiliation(s)
- Xiaowei Xu
- Institute of Physical Education, Henan University, Kaifeng, China
- Sports Education Center, Zhejiang Shuren University, Hangzhou, China
| | | | - Urooj Nasrullah
- College of Business, Concordia University Chicago, 7400 Augusta St, River Forest, IL, 60305, United States
| |
Collapse
|
3
|
Sener P, Onal O, Akpinar SE, Altinbas K. The effect of mobbing on the development of depression in anesthesia workers: A prospective, multicenter, observational study. Work 2024; 77:993-1004. [PMID: 37807798 DOI: 10.3233/wor-230098] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/10/2023] Open
Abstract
BACKGROUND Mobbing in the workplace is a critical problem affecting healthcare workers' psychological health and performance. However, there is a lack of data on the relationship between mobbing and depression and a lack of regulations to create a decent working environment. OBJECTIVE We aimed to determine the frequency of exposure to mobbing and the depression levels that may be related to mobbing among the employees of the Anesthesiology and Reanimation Clinic. METHODS In this multi-center cross-sectional study, employees were evaluated with Leymann's Inventory of Psychological Terror scale and the Beck Depression Inventory. RESULTS Of the participants, 86.2% stated that they were exposed to mobbing. The presence of mobbing was also associated with the presence of psychological and depressive symptoms. CONCLUSION The frequency of mobbing was relatively high among Anesthesiology and Reanimation clinic employees. Mobbing exposure was found to be associated with a high level of depression. Institutional and legal precautions should be taken, and awareness of mobbing should be increased to eliminate mobbing and its consequences on healthcare workers.
Collapse
Affiliation(s)
- Perihan Sener
- Department of Anesthesiology and Reanimation, Faculty of Medicine, Selcuk University, Konya, Turkey
| | - Ozkan Onal
- Department of Anesthesiology and Reanimation, Faculty of Medicine, Selcuk University, Konya, Turkey
- Outcomes Research Consortium, Cleveland Clinic Anesthesiology Institute, Cleveland, OH, USA
| | - Seyma Eskil Akpinar
- Department of Anesthesiology and Reanimation, Faculty of Medicine, Selcuk University, Konya, Turkey
| | - Kursat Altinbas
- Department of Psychiatry, Faculty of Medicine, Selcuk University, Konya, Turkey
| |
Collapse
|
4
|
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] [What about the content of this article? (0)] [Affiliation(s)] [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.
Collapse
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
| | | |
Collapse
|
5
|
Sumri N, Mokhtar DM. Survey dataset on workplace incivility, emotional exhaustion and adaptive performance among employees working in the front line: A case study. Data Brief 2023; 50:109497. [PMID: 37663775 PMCID: PMC10470363 DOI: 10.1016/j.dib.2023.109497] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/03/2023] [Revised: 08/01/2023] [Accepted: 08/09/2023] [Indexed: 09/05/2023] Open
Abstract
The data belongs to a sample of 201 frontline workers in Malaysia. This demographic data was collected using a cross-sectional questionnaire via an online survey and analyzed using SPSS version 25. This data was used to investigate the relationship between workplace incivility, emotional exhaustion and adaptive performance (handling emergencies, handling work stress, creative problem solving, learning new tasks, technology and procedure and demonstrating interpersonal adaptability) among frontline workers. The analyzed data will be useful in contributing to further research into the effects of workplace incivility on employees' well-being and job performance. It will also give insights to stakeholders and those at managerial level who formulate appropriate intervention plans to overcome or reduce the issue of workplace bullying among frontline workers.
Collapse
Affiliation(s)
- Nurdiyana Sumri
- Centre for Research in Psychology and Human Well-being, Faculty of Social Sciences and Humanities, Universiti Kebangsaan Malaysia, Malaysia
| | - Daniella M. Mokhtar
- Centre for Research in Psychology and Human Well-being, Faculty of Social Sciences and Humanities, Universiti Kebangsaan Malaysia, Malaysia
| |
Collapse
|
6
|
Mehmood S, Jabeen R, Khan MA, Khan MA, Gavurova B, Oláh J. Impact of despotic leadership and workplace incivility on innovative work behavior of employees: Application of mediation-moderation model. Heliyon 2023; 9:e19673. [PMID: 37809608 PMCID: PMC10558936 DOI: 10.1016/j.heliyon.2023.e19673] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/20/2023] [Revised: 08/26/2023] [Accepted: 08/29/2023] [Indexed: 10/10/2023] Open
Abstract
Innovative Work Behavior (IWB) of employees is one of the essential requirements for organizations to excel in competition in today's dynamic world. Nowadays, organizations can keep the current pace through competitive advantage. But to acquire competitive advantage, employees must be creative and innovative in their work-related behaviors. Small and Medium Enterprises (SMEs) in Pakistan are suffering several challenges in this regard. Therefore, current study is designed to examine the role of negative events and negative leadership on the IWB of the employees with mediating role of Psychological Well-being (PsyWB). Further, the moderating role of Perceived Organizational Support (POS) has also been tested. The negative event used in current research is Workplace Incivility (WPI) and Despotic Leadership (DL) from the negative leadership styles examined. Results of the current study showed that the presence of WPI and DL in organizations damage the IWB of employees as they harm the PsyWB of employees. We find that PsyWB mediated the relationship among DL, WPI, and IWB. POS is helpful for employees to overcome the negative issues prevailing in the organizations. The SMEs need to construct policies to eradicate WPI and must discourage despotic personalities to make the environment favorable for employees to protect their IWB. There must be some events that can increase the positive PsyWB of employees to make them more creative and motivated. Likewise, POS must be at sufficient level so that employees feel safe and healthy in all respects.
Collapse
Affiliation(s)
- Shahid Mehmood
- Department of Management Sciences, Faculty of Management Sciences and IT, Mohi-Ud-Din Islamic University Nerian Sharif AJ&K Pakistan
| | - Riffut Jabeen
- Department of Business Administration, Ghazi University, Dera Ghazi Khan, Pakistan
| | - Muhammad Asif Khan
- Department of Commerce, Faculty of Managemet Sciences, University of Kotli 11100, AJK, Pakistan
| | - Mohammed Arshad Khan
- Department of Accountancy, College of Administrative and Financial Sciences, Saudi Electronic University, Riyadh 11673, Saudi Arabia
| | - Beata Gavurova
- Technical University of Kosice, Faculty of Mining, Ecology, Process Control and Geotechnologies, Letna 1/9, 042 00 Kosice, Slovakia
| | - Judit Oláh
- John von Neumann University, Hungary, 6000 Kecskemét, Izsáki út 10, Hungary
- Department of Trade and Finance, Faculty of Economics and Management, Czech University of Life Sciences Prague, Czech Republic
| |
Collapse
|
7
|
Holm K, Torkelson E, Bäckström M. Workplace incivility as a risk factor for workplace bullying and psychological well-being: a longitudinal study of targets and bystanders in a sample of swedish engineers. BMC Psychol 2022; 10:299. [PMID: 36503593 PMCID: PMC9743657 DOI: 10.1186/s40359-022-00996-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/23/2021] [Accepted: 11/20/2022] [Indexed: 12/14/2022] Open
Abstract
BACKGROUND The aim of the present study is to explore whether (experienced and witnessed) workplace incivility is a risk factor for (experienced and witnessed) workplace bullying. An additional aim is to explore whether experienced workplace incivility is associated with psychological well-being above and beyond the influence of (experienced and witnessed) workplace bullying on well-being. METHODS A survey was distributed via e-mail to a panel of Swedish engineers. The survey was administered at three time points over one year. In total, N = 1005 engineers responded to the survey. Of these, N = 341 responded to more than one survey, providing longitudinal data. N = 111 responded to all three surveys. RESULTS The results showed that the likelihood of being targeted by workplace bullying was higher for those who had previously experienced incivility, even when taking previous bullying exposure into account. There was also partial support for a higher likelihood of witnessing bullying at a later time point for those that had previously witnessed incivility. Additionally, the results showed that experienced workplace incivility was negatively related to psychological well-being over time, even when controlling for previous levels of experienced and witnessed workplace bullying and well-being. However, this result was only found over one of the two time lags. CONCLUSION The findings of the present study suggests that workplace incivility can be a risk factor for future bullying. In addition, the findings suggest that experienced workplace incivility exerts a unique negative effect on psychological well-being, even when accounting for exposure to workplace bullying.
Collapse
Affiliation(s)
- Kristoffer Holm
- grid.32995.340000 0000 9961 9487Centre for Work Life and Evaluation Studies, Department of Urban Studies, Malmö University, 205 06 Malmö, Sweden
| | - Eva Torkelson
- grid.4514.40000 0001 0930 2361Department of Psychology, Lund University, Lund, Sweden
| | - Martin Bäckström
- grid.4514.40000 0001 0930 2361Department of Psychology, Lund University, Lund, Sweden
| |
Collapse
|
8
|
De Clercq D, Haq IU, Azeem MU, Ahmad HN. The Relationship between Workplace Incivility and Helping Behavior: Roles of Job Dissatisfaction and Political Skill. J Psychol 2019; 153:507-527. [PMID: 30696391 DOI: 10.1080/00223980.2019.1567453] [Citation(s) in RCA: 16] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022] Open
Abstract
This article investigates the mediating role of job dissatisfaction in the relationship between employees' perceptions of workplace incivility and their helping behavior, as well as the buffering role of political skill in this process. Three-wave, time-lagged data collected from employees and their supervisors revealed that employees' exposure to workplace incivility diminished their helping behavior through their sense of job dissatisfaction. This mediating role of job dissatisfaction was less salient, however, to the extent that employees were equipped with political skill. For organizations, this study accordingly pinpoints a key mechanism-namely, unhappiness about their job situation-through which rude coworker treatment links to lower voluntary workplace behaviors among employees, and it reveals how this mechanism can be better contained in the presence of political skill.
Collapse
Affiliation(s)
| | - Inam Ul Haq
- b Lahore Business School, The University of Lahore
| | - Muhammad Umer Azeem
- c School of Business and Economics , University of Management and Technology
| | | |
Collapse
|
9
|
Abstract
A recent study of patient violence toward hospital physicians and nurses offers a welcome perspective in its classifying of aggressive behaviors as workplace violence. While patients and families are widely recognized as sources of rude behaviors, we need to shed light on passive aggressive and other low-level rude behaviors that take place frequently amongst hospital personnel as well. Studied under the term “workplace incivility,” these seemingly insignificant behaviors that show lack of regard for colleagues have far reaching negative consequences. Examples of such consequences include intentionally reducing work effort, spending time worrying, and taking frustration out on customers. In addition, incivility creates a spiral effect, where one type of incivility breeds other forms of same. In healthcare, rudeness plays a pivotal role due to its negative impact, which goes to the heart of service delivery. For example, healthcare professionals who are exposed to incivility, even when not directed specifically at them, are at risk of inflicting iatrogenic injury. Within the complexity of hospital environments, incivility gets fueled and maintained by underlying beliefs such as “because we work in a high-pressure environment, it’s okay to skip the niceties.” Tackling these beliefs is key to taming workplace incivility. This article poses questions worthy of further scientific inquiry. Finally, Israeli researchers and practitioners are advised to find a better term for workplace incivility to replace the currently used, excessively negative term gasut ruach.
Collapse
Affiliation(s)
- Sharone Bar-David
- Bar-David Consulting, 49 Fairleigh Crescent, Toronto, ON, M6C 3S1, Canada.
| |
Collapse
|
10
|
Torkelson E, Holm K, Bäckström M, Schad E. Factors contributing to the perpetration of workplace incivility: the importance of organizational aspects and experiencing incivility from others. Work Stress 2016; 30:115-131. [PMID: 27226677 PMCID: PMC4867854 DOI: 10.1080/02678373.2016.1175524] [Citation(s) in RCA: 29] [Impact Index Per Article: 3.6] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/11/2015] [Accepted: 01/27/2016] [Indexed: 11/29/2022]
Abstract
In recent years a growing amount of research has been conducted in the area of workplace incivility. Whereas many studies have focused on the victims and the consequences of incivility, little attention has been paid to the perpetrators and antecedents of workplace incivility. This study aims to identify possible antecedents of workplace incivility, by investigating organizational aspects as well as the possibility that being the target of incivility from co-workers and supervisors could induce incivility. A total of 512 employees (378 women and 133 men) in the school sector in a Swedish municipality completed an online questionnaire. Overall, the results of structural equation modelling analyses showed that organizational variables were related to the perpetration of incivility. A direct relationship was found between being uncivil and organizational change, job insecurity, low social support from co-workers and high job demands. However, the strongest relationship was found between experienced incivility from co-workers and instigated incivility. This could be reflecting a climate or culture of incivility in the organization, and carry implications for future practice in interventions against workplace incivility. The results indicate the importance of focusing on the perspective of the instigator to gain knowledge about the process of workplace incivility.
Collapse
Affiliation(s)
- Eva Torkelson
- Department of Psychology, Lund University , Lund , Sweden
| | | | | | - Elinor Schad
- Department of Psychology, Lund University , Lund , Sweden
| |
Collapse
|