Exploring the effect of workplace incivility on job outcomes: testing the mediating effect of emotional exhaustion

Abstract

PurposeThe main goal of this research study is to look at the mediating effect of emotional exhaustion in the association between workplace incivility and job outcomes (job stress, job satisfaction, and employee turnover intentions).Design/methodology/approachThe authors gathered field data from individuals working in the higher education sector of Jammu and Kashmir to test the proposed study paradigm. A total of 550 respondents reported their perceptions of workplace incivility, emotional exhaustion, and job-related outcomes (job stress, job satisfaction, and employee turnover intention) at Time 1 in the Kashmir division and Time 2 in the Jammu division of Jammu and Kashmir via a two-wave data collection design.FindingsThe findings supported the hypothesized relationships, demonstrating that emotional exhaustion acts as a mediator between workplace incivility and employee job outcomes (job stress, employee job satisfaction, and employee intention to leave).Practical implicationsThe findings of this research study will assist organizations and practitioners in comprehending the implications of workplace incivility and emotional exhaustion, as well as how they positively impact job-related outcomes (employee job stress, turnover intention), and negatively on job satisfaction.Originality/valueThis study adds to existing knowledge on COR theory by suggesting workplace incivility as a stressor and also testing emotional exhaustion as a defense mechanism for determining the effect of workplace incivility on employee job outcomes.

Assessing the Mediating Role of Emotional Exhaustion in Political Behavior Effect on Turnover Intention: A Study on Alexandria Hotels

“…This result was confirmed by previous studies (Chan & James, 2020;Grobelna, 2021;Parray et al, 2022). This result could be explained as when employees experience emotional exhaustion, their desire to remain will decrease.…”

“…There are many antecedents have been found to have a negative relationship with turnover intention such as; engagement (Agarwal, 2016), organizational justice (George & Wallio, 2017), fellow workers' warmth and competence (Abd El-Aty & Deraz, 2018), job satisfaction (Chan & James, 2020;Samengon et al, 2020), organizational commitment (Samengon et al, 2020), trust in supervisor, and on-the-job embeddedness (Ampofo & Karatepe, 2021). On the other hand, other factors have been found to have positive relationship with turnover intention such as; interpersonal conflict (Haq, 2011), work-leisure conflict (Mansour & Tremblay, 2016), work-family conflict (Chen et al, 2018), job burnout (Back et al, 2020;Wen, Zhou, Hu & Zhang, 2020), perception of organizational politics and political behavior (Al Jisr et al, 2020;Arefin et al, 2020;De Clercq et al, 2021), job stress (Samengon et al, 2020;Wen et al, 2020), emotional labor (Back et al, 2020), and emotional exhaustion (Chan & James, 2020;Grobelna, 2021;Parray, Islam & Shah, 2022).…”

“…Many studies have been conducted to find out factors that could lead to emotional exhaustion. These factors may include; organizational justice (Helkavaara, Saastamoinen & Lahelma, 2011), workload and supervisor support (Grobelna, 2021), workplace incivility (Karatepe, Kim & Lee, 2019;Parray et al, 2022), work-leisure conflict (Mansour & Tremblay, 2016), and political behavior (Chan & James, 2020). On the other hand, other studies have been conducted to find out the consequences of emotional exhaustion.…”

“…On the other hand, other studies have been conducted to find out the consequences of emotional exhaustion. Some consequences have been found to be negatively associated with emotional exhaustion such as, job performance (Kuruüzüm, Anafarta & Irmak, 2008), organizational commitment (Ciftcioglu, 2011), engagement (Liang, 2012), and job satisfaction (Chan & James, 2020;Parray et al, 2022). Other consequences have been found to be positively associated with emotional exhaustion such as, familial disharmony (Kuruüzüm et al, 2008), depression (Carod-Artal & Vázquez-Cabrera, 2013), absenteeism (Bährer-Kohler, 2013, job stress (Parray et al, 2022), and turnover intention (Chan & James, 2020;Grobelna, 2021;Parray et al, 2022).…”

Psychological capital and employee job attitudes: the critical significance of work-life balance

“…A study conducted in the Middle East by Tavassoli and Sunyer Torrents (2018) found that work-life balance enhances job satisfaction and other job outcomes. Several other studies analyzed the association between these two constructs and suggested that work-life balance certainly improves job satisfaction (Kumari, 2012;Brough et al, 2014;Aruldoss et al, 2020;Parray et al, 2022). Hence, the following hypothesis is proposed.…”