Being phubbed in the workplace: A new scale and implications for daily work engagement

Koçak, Ömer Erdem

doi:10.1007/s12144-021-01635-5

Cited by 3 publications

(3 citation statements)

References 88 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Schaufeli et al ( 2019) compared UWES3 with UWES9 and found that the psychometric characteristics of both are similar, indicating that these two scales both have good reliability and validity. Consistent with this conclusion, some studies suggested that UWES3 was a reliable and valid indicator of work engagement and was more suitable than UWES9 in organization fields (Koçak, 2021;Pathki et al, 2021). In this study, the Cronbach's α of UWES3 was .88.…”

Section: Methodssupporting

confidence: 81%

The Insubordination Scale Among Full-Time Chinese Employees: A Cross-Cultural Validation Study

Xie

Meng

2022

Journal of Career Assessment

View full text Add to dashboard Cite

The present study aimed to translate the insubordination scale into the Chinese version (ISBD-C) and to test its reliability and validity among 994 full-time Chinese employees. In Study 1 ( N = 551), the insubordination scale was translated, and exploratory factor analysis (EFA) was conducted, which revealed a single factor structure of insubordination. In Study 2 ( N = 443), the scale’s convergent validity and discriminant validity were supported by confirmatory factor analyses (CFA). Further, measurement invariance was tested and indicated that the ISBD-C was equivalent across gender, age, education level and job position. Finally, the scale’s concurrent validity was demonstrated by positive correlations with general counterproductive workplace behavior and procrastination, and negative correlations with workplace well-being, work engagement, and affective commitment. These findings provide strong evidence that ISBD-C is a useful measure in the Chinese context.

show abstract

Section: Methodssupporting

confidence: 81%

The Insubordination Scale Among Full-Time Chinese Employees: A Cross-Cultural Validation Study

Xie

Meng

2022

Journal of Career Assessment

View full text Add to dashboard Cite

show abstract

“…Consistent with previous studies, the use of smartphones not only provides many conveniences for the workplace but also leads to an increasing phenomenon of phubbing others or being phubbed by others in workplace interpersonal interaction. 4 , 5 , 17 With the widespread use of smartphones, there is growing concern about the negative impact of smartphone use in the workplace. 23 Leader phubbing is a new type of negative leader behavior that appears and increases with the development of the Internet.…”

Section: Discussionmentioning

confidence: 99%

“…This negative behavior of leaders reduces the eye contact in the leader-employee interaction, and also may make employees feel unsupported emotionally at work. 4 , 17 , 18 Therefore, employees may feel excluded when they interact with a leader who is focusing their attention on their smartphones instead of the employees. 7 This experience of exclusion, as a negative event experienced by employees in the workplace, will lead to employees’ negative emotions, and then induce employees’ negative work results.…”

Section: Theoretical Development and Hypothesesmentioning

confidence: 99%

Leader Phubbing and Employee Job Performance: The Effect of Need for Social Approval

Wang

Duan

2022

PRBM

View full text Add to dashboard Cite

Purpose A workplace leader’s phubbing (snubbing by using the phone) can create social distance between the leader and employee. We tested whether this social distance might reduce trust, with a negative impact on job performance. The negative impact might be especially strong for employees with a high need for social approval (NFSA). Methods Full-time employees (N = 246; 51.63% male, M age = 35.07, SD = 8.62) in Eastern China completed anonymous questionnaires. The data were collected in three waves with a 2-week interval between each wave. The SPSS macro PROCESS was used to test all research hypotheses. Results Regression-based analyses were used to test a moderated serial mediation model. Leader phubbing was associated with employees’ poorer job performance, and this association was mediated by social distance and in turn, low trust. The negative effects of leader phubbing were stronger for employees with a higher NFSA. Conclusion This study adds new evidence to the literature on phubbing by showing that employees’ perceptions of leader phubbing might hinder employee job performance. Furthermore, the boundary condition of employee NFSA was emphasized and further expanded the literature in this field. This research provides insights into how the negative impact of leader phubbing on employee job performance can be prevented or reduced.

show abstract

Managing coworker conflict: investigating the effect of workplace phubbing and mindfulness on employee deviant and negligent behavior

Alagarsamy,

Mehrolia,

Vinod

2024

EBHRM

View full text Add to dashboard Cite

PurposeThis study aims to examine the influence of workplace phubbing on employee deviant behavior and negligence, while also investigating the mediating role of coworker conflict. Additionally, the study explores the moderating effect of workplace mindfulness on the relationship between workplace phubbing, the mediators and employee deviant behavior and negligence.Design/methodology/approachData were gathered from employees in the service sector in the UAE using an online survey questionnaire. A total of 374 participants submitted complete responses. The study’s hypotheses were tested through regression-based moderated path analysis, incorporating conditional process modeling and nonlinear bootstrapping.FindingsThe study indicates that experiencing “phubbing” at work contributes to feelings of coworker conflict, which subsequently leads to increased interpersonal deviance and employee negligence. Moreover, workplace mindfulness weakens the positive influence of being phubbed on coworker conflict, interpersonal deviance and employee negligence.Originality/valueTo the best of the authors’ knowledge, no previous studies have examined the negative impact of being “phubbed” at the individual employee level within the service industry. This study aims to contribute to both theory and practice by elucidating the mediating mechanism of coworker conflict and exploring the moderating effects of workplace mindfulness.

show abstract

Being phubbed in the workplace: A new scale and implications for daily work engagement

Cited by 3 publications

References 88 publications

The Insubordination Scale Among Full-Time Chinese Employees: A Cross-Cultural Validation Study

The Insubordination Scale Among Full-Time Chinese Employees: A Cross-Cultural Validation Study

Leader Phubbing and Employee Job Performance: The Effect of Need for Social Approval

Managing coworker conflict: investigating the effect of workplace phubbing and mindfulness on employee deviant and negligent behavior

Contact Info

Product

Resources

About