Incivility and employee performance, citizenship, and counterproductive behaviors: Implications of the social context.

Abstract

Drawing from the transactional model of stress, we examined how the social context moderates employees' behavioral responses to workplace incivility. On the basis of data from 384 employees nested in 41 groups, we observed a 3-way, cross-level interaction between individually experienced incivility, group incivility differentiation, and group silence predicting supervisor-rated employee performance, citizenship, and counterproductive behaviors. Specifically, employees' own incivility experiences predicted lower performance and citizenship behavior and higher counterproductive behavior in groups where members received highly different incivility treatment and kept silent. These findings indicate that contextual characteristics of one's workgroup have an impact on how employees appraise and respond to workplace incivility. (PsycINFO Database Record

An identification‐based model of workplace incivility and employee creativity: evidence from China

“…As noted earlier, because of the higher power distance orientation, Chinese employees tend to believe that organizational hierarchy is acceptable or even desirable (Han, Lalwani and Duhachek 2017). Consequently, lower-level employees will be prone to keep silent, tolerate incivility especially from higher-level managers, and even try to rationalize or beautify the intention of incivility instigators (Mao et al 2017;Park et al2016). In doing so, the more incivility they witness, the less they regard their incivility experiences as signals of social disapproval or low status in organizations.…”

“…Consequently, lower‐level employees will be prone to keep silent, tolerate incivility especially from higher‐level managers, and even try to rationalize or beautify the intention of incivility instigators (Mao et al. ; Park et al …”

A Moderated Mediation Model: Mediating Mechanism of Workplace Incivility and Moderating Role of Islamic Work Ethics between Dark Triad and Organizational Citizenship Behavior

“…Additionally, these positive behaviors are affected by individuals when they face hostile interpersonal relations and behavior (Liu et al, 2019) in the form of WPI. Literature is insufficient on WPI and OCB, but some recent studies provide evidence about the negative influence of WPI on OCB (Karatepe, Kim, & Lee, 2019;Mao et al, 2019;Porath & Erez, 2009;Rhee, Hur, & Kim 2017;Schilpzand et al, 2016), findings of these studies stated that uncivil behaviors of individuals in the form of poor communication, lack of self-respect to peers and supervisors, lack of resources to fulfill the requirement of job responsibilities that further affect the positive outcomes i.e., individuals' performance and OCB. On the other side, Liu et al (2019) asserted that no significant relationship was found between WPI and OCB.…”

The Effects of Workplace Incivility on Job Satisfaction: Mediating Role of Organizational Citizenship Behavior, Intrinsic and Extrinsic Motivation, Emotional Exhaustion

“…Porath and Erez (2009) found that witnessing WI at the workplace causes employees to reduce their engagement in OCB. Whereas, Mao et al (2019) argued that experiencing WI adversely predicted OCB among individuals and leading to job dissatisfaction. Taylor et al (2012) argued that workplace incivility negatively affects OCB, this is due to the fact that the targets thinks that the social exchange relationship is deteriorating between them and the organization.…”