The effects of perceived supervisor incivility on child-care workers’ job performance: The mediating role of emotional exhaustion and intrinsic motivation

Self Cite

As a result of the global economic recession over the past decade, employees have been exposed to constant threats of job insecurity. Despite having conducted extensive research on job insecurity, scholars have paid little attention to the motivational processes underlying employees’ reactions to job insecurity. The purpose of the present study is to examine the relationship between job insecurity, intrinsic motivation, and performance and behavioral outcomes. Drawing on self-determination theory (SDT), we propose a mediated relationship in which job insecurity decreases intrinsic motivation, which, in turn, undermines job performance, organizational citizenship behavior (OCB), and change-oriented OCB. To test our propositions, we collected survey-based data from 152 R&D professionals employed in a South Korean manufacturing company. As predicted, job insecurity was negatively related to intrinsic motivation, which, in turn, had a positive relationship with all three outcomes. Furthermore, job insecurity exerted significant indirect effects on job performance, OCB, and change-oriented OCB through intrinsic motivation. These findings affirm SDT, which posits that motivation, as a key intermediary process, affects employees’ reactions to job stressors.

Section: Methodsmentioning

confidence: 99%

“…[75,76,77,78]), intrinsic motivation (e.g., Refs. [72,74]), and job performance (e.g., Refs. [74,79,80,81]).…”

Section: Methodsmentioning

confidence: 99%

A Motivational Perspective on Job Insecurity: Relationships Between Job Insecurity, Intrinsic Motivation, and Performance and Behavioral Outcomes

Shin

Hur

Moon

et al. 2019

Self Cite

“…Among other sources of incivility behaviors, including from coworkers or customers, those deriving from the supervisor have been evidenced to be more harmful for employees’ and organizational consequences [ 53 ]. For example, due to supervisor incivility, emotional exhaustion may arise since employees undergo stress trying to suppress their negative emotions and thus negatively impacting intrinsic motivation and job performance [ 54 ].…”

Section: Introductionmentioning

confidence: 99%

Funeral and Mortuary Operators: The Role of Stigma, Incivility, Work Meaningfulness and Work–Family Relation to Explain Occupational Burnout

Guidetti

Grandi

Converso

et al. 2021

The funeral and mortuary sector, including funeral homes, cemeteries and crematoria, is a largely neglected sector in regard to the study of occupational factors that can affect the quality of working life. The present study aimed at overcoming this gap by investigating job demands and resources that may affect burnout levels. Data were collected through a self-report questionnaire involving funeral industry employees (N = 229) from cemetery, morgues, crematoria and funeral agencies in a Northern Italian region. The survey was cross-sectional and non-randomized. Results reveal that among job demands, stigma consciousness, supervisor incivility and work-to-family negative spillover significantly affect levels of burnout, whereas meaningfulness of work and family-to-work positive spillover may represent relevant resources to counter the onset of burnout. The results of this study contribute to new insights into the psychosocial working conditions that affect occupational wellbeing among the funeral industry sector by also giving insight into how to promote resources to prevent burnout.

“…The increased negative emotions will reduce employees’ positive emotions and eventually lead to emotional exhaustion [ 44 ]. On the other hand, if the new leader displays incivility, it will constitute a strong situation that reduces the influence of work-related identity discrepancy on emotional exhaustion [ 43 ] since supervisor incivility, such as public criticism, slanders, or satirizing subordination, is a crucial job stressor beyond employees’ control that can exacerbate their emotional exhaustion [ 29 , 45 ]. Thus, we suggest that the influence of work-related identity discrepancy on employee emotional exhaustion is narrowed in strong situations (namely, the new leader engages in intensive incivility).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Work-Related Identity Discrepancy and Counterproductive Work Behavior: The Role of Emotional Exhaustion and Supervisor Incivility

Liu

Yuan

et al. 2020

This research investigates the role of emotional exhaustion and supervisor incivility in explaining the relationship between work-related identity discrepancy and counterproductive work behavior. Based on resource conservation theory, our study hypothesizes a moderated mediation model that work-related identity discrepancy impacts counterproductive work behavior through emotional exhaustion, and supervisor incivility is deemed as the boundary condition in the indirect effect. Drawing on a sample of 863 employees, we found support for the moderated mediation model in which the positive relationship between work-related identity discrepancy and counterproductive work behavior was mediated by emotional exhaustion, such that the mediating relationship was strengthened for new leaders with a low level of supervisor incivility and weakened for those with high level of supervisor incivility. We further discuss the theoretical and practical implications of these findings.