Family incivility, emotional exhaustion at work, and being a good soldier: The buffering roles of waypower and willpower

Abstract

This study unpacks the relationship between family incivility and organizational citizenship behavior (OCB), suggesting a mediating role of emotional exhaustion and moderating roles of waypower and willpower, two critical dimensions of hope. Three-wave data from employees and their peers in Pakistani organizations show that an important reason that family incivility diminishes OCB is that employees become emotionally overextended by their work.Employees' waypower and willpower buffer this harmful effect of family incivility on emotional exhaustion though, such that this effect is mitigated when the two personal resources are high.The study also reveals the presence of moderated mediation, such that the indirect effect of family incivility on OCB through emotional exhaustion is weaker for employees high in waypower and willpower. For organizations, this study accordingly identifies a key mechanism by which family adversity can undermine voluntary behaviors; this mechanism is less forceful among employees who are more hopeful though.

A Regional Study on Spillover Perspective: Analyzing the Underlying Mechanism of Emotional Exhaustion between Family Incivility, Thriving and Workplace Aggression

“…The current study established a positive association between family incivility and emotional exhaustion, which validates the existing literature propositions and findings (Anand, Vidyarthi, Singh & Ryu, 2015;Cooke & Rousseau, 1984;De Clercq, Haq, Azeem & Raja, 2018;Zhang, Griffeth & Fried, 2012). The current empirical findings validate that emotional exhaustion has a negative association with thriving.…”

“…A recent study confirms that workplace incivility leads to hostility (Lim, Ilies, Koopman, Christoforou & Arvey, 2018). However, employees are most likely to spill over the experience of stress in one domain and have a negative impact on their functioning in another domain such as stress from family affects workplaces badly (De Clercq, Haq, Azeem, & Raja, 2018). In this regard, the work of Ain (2017) is relevant, who studied the mediation mechanism of aggression between family incivility and counterproductive work behaviors.…”

“…Research on family incivility is still in its infancy stage as the current literature clearly states that the family to work interface has been a topic of inquiry previously, but the future studies should focus on expanding the spillover effect of family stressors on the work-related outcomes in culturally diverse context (Cheng, Zhuo & Guo, 2019). Previous empirical investigations clearly indicate the prevalence of family incivility in Pakistani culture (Ain, 2017;De Clercq, Haq, Azeem & Raja, 2018).…”

Linking family incivility to workplace incivility: Mediating role of negative emotions and moderating role of self‐efficacy for emotional regulation

“…Moreover, family incivility has ambiguous purposes, which stands apart from other constructs such as family undermining and aggression that involve intentional harmful actions (i.e., verbally or physically threatening behavior) (Hoobler & Brass, ; Kiewitz et al, ; Tepper, ). Recent research has shown that the minor unfavorable events such as family incivility create daily hassles or anxiety, making the family environment toxic and posing an even greater impact on health and well‐being of a targeted person (Bai et al, ; De Clercq et al, ; Lim & Tai, ). Considering these findings, it is worth studying individuals’ exposure to incivility at home that drives their behavioral reaction.…”

Moderating Mechanism of Psychological Hardiness in the Effect of Emotional Exhaustion on Teachers Job Performance

“…Similarly, unpleasant life events, life imbalances, andincreased conflicts within the domains of work and family can also be a cause of creating emotional exhaustion (Karatepe 2013;Chen et al, 2018). Such exhausted behavior then put serious negative effects on health, job performance, and organizational commitment of the employees (Servellen, Topf, &Leake, 1994;Wright &Cropanzano, 1998;Moon &Hur, 2011;Hur et al, 2015;Collie, Granziera, & Martin, 2018).Emotional disorder also produce counterproductive work behavior, reduce organizational citizenship behavior, and enhance turnover intentions of employees (Raman, Sambasivan, & Kumar, 2016;De Clercq, InamUlHaq, Azeem, & Raja, 2018;Alola, Olugbade, Avci, &Ozturen, 2019).…”