Impact of workplace incivility on compassion competence of Korean nurses: Moderating effect of psychological capital

Abstract

Aim This study aimed to examine the association between workplace incivility and compassion competence of Korean nurses, as well as the moderating effect of psychological capital. Background Workplace incivility affects the quality of patient care and as such is worthy of critical examination regarding its impact on the compassion competence of nurses. Methods In this descriptive cross‐sectional study, data for 192 Korean hospital nurses were used to analyse the relationship between workplace incivility and compassion competence and the moderating effect of psychological capital. Results Workplace incivility was negatively associated with compassion competence of nurses. Furthermore, psychological capital had a conditional moderating effect on the relationship between workplace incivility and nurses’ compassion competence. The negative associations of workplace incivility with compassion competence were significant at low and medium levels of psychological capital but not at high psychological capital. Moreover, the association was stronger for those with low psychological capital. Conclusion Workplace incivility is negatively associated with compassion competence among nurses, and psychological capital has conditional moderating effects in its relationship. Implications for Nursing Management Management efforts to reduce workplace incivility and to improve nurses’ psychological capital are needed to improve patient care quality.

Workplace Incivility and Job Satisfaction: Mediation of Subjective Well-Being and Moderation of Forgiveness Climate in Health Care Sector

“…Findings support the indirect impact following the COR theory [ 24 ], adding to the expanding body of research supporting this theory. The study findings are extended to the occupational health psychology research [ 37 ], demonstrating that the COR theory [ 24 , 25 ] is an adequate explanatory theory when subjective well-being is a prominent mediator. In theorizing forgiveness climate as one way to halt the negative effect of workplace incivility on job satisfaction, our findings in support of forgiveness climate as a moderator in the workplace incivility and job satisfaction.…”

“…Nurses and doctors in the hospitals try to acquire resources (i.e., prosocial motivation and self-efficacy) that could support their extra-role behavior (organizational citizenship behavior) and social connections to cope with the difficulties of the job environment [ 36 ]. Workplace incivility reduced nurses compassion competence [ 37 ]. It increased counterproductive behavior and negative emotions.…”

Compassion and Workplace Incivility: Implications for Open Innovation

“…In addition, previous studies exploring the roles of compassion in the context of workplace incivility either investigated its moderating role in the relationship between incivility and job performance [23] or in a very specific organizational setting, such as the field of nursing [24]. Thus, our study's findings add valuable knowledge of the mechanisms through how compassion affect workplace incivility by quantitatively examining the untapped mediators (i.e., positive emotion and positive leadership) using data from employees in more general office settings.…”

“…The empirical results from this study will broaden our understanding of how insiders' behaviors, specifically with regard to compassion, could help to reduce workplace incivility. Specifically, given that studies such as those by Rhee, Hur, and Kim [23], and Woo and Kim [24], have provided somewhat limited empirical evidence of the link between compassion and workplace incivility, this present study contributes to the compassion literature by unboxing the unknown processes of how compassion could lessen employees' rudeness at work. In addition, whereas leadership researchers have empirically explored the link between many different types of leadership style [25][26][27], we still do not know how positive leadership affects incivility at work.…”

Efficacy of Entrepreneurs' Psychological Capital on the Performance of New Ventures in the Development of Regional Economy in the Greater Bay Area

“…In the context of regional economic development in the Greater Bay Area, psychological capital is interpreted as a kind of psychological resource that can improve the performance of entrepreneurs and is a manifestation of a positive psychological state. Factors such as C, T, and O are all expressions of psychological capital (Kathrin et al, 2018 ; Sui et al, 2019 ; Woo and Kim, 2020 ). The scales used for the measurement of psychological capital are diverse in elements and focuses (Han et al, 2019 ).…”