Workplace incivility and knowledge hiding: a research agenda

Irum, Ayesha; Ghosh, Koustab; Pandey, Agrata

doi:10.1108/bij-05-2019-0213

Cited by 69 publications

(93 citation statements)

References 93 publications

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“…performance, job satisfaction and disengagement) and nonwork outcomes (e.g. stress, emotional exhaustion and work-life imbalance) (Irum et al, 2020 for a review). For example, studies have shown that experiencing interpersonal mistreatment (incivility) in the workplace can induce negative emotions in individuals (Porath and Pearson, 2012).…”

Section: Incivility Reactionsmentioning

confidence: 99%

Cultural influences on normative reactions to incivility: comparing individuals from South Korea and Spain

Moon

Sánchez‐Rodríguez

2020

IJCMA

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Purpose Antecedents and influences of workplace incivility have recently been studied in many areas of research but there is still a lack of consideration for the impact of culture. Theoretical considerations for the present research are based on the cultural dimensions of power distance and tightness/looseness because the collective levels of power distance are similar between Korea and Spain, but the collective levels of tightness/looseness are different between the two countries. The purpose of this paper is to examine whether individuals’ occupational position affects their normative reactions to incivility differently. Design/methodology/approach Participant (victim)’s (those who react to uncivil behaviors) social power (low vs high) and perpetrator’s (those who exhibit uncivil behaviors) social power (low vs high) were experimentally manipulated; all participants were randomly assigned to one of four perpetrator × victim conditions in relation to hierarchical positions (Ntot = 467). Findings The results suggest that the level of social and personal acceptability was greater either among Koreans than Spanish at a collective level or among people who endorsed higher power distance and tightness values. All in all, the findings highlight cultural influences on the importance of social hierarchy as a factor that can impact the people’s normative reactions to incivility. Originality/value The findings broaden our understanding of the psychology of employees in relation to incivility, by simultaneously considering the influences of culture (power distance and tightness/looseness) and social power.

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Section: Incivility Reactionsmentioning

confidence: 99%

Cultural influences on normative reactions to incivility: comparing individuals from South Korea and Spain

Moon

Sánchez‐Rodríguez

2020

IJCMA

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Section: Incivility and Knowledge Hidingmentioning

confidence: 99%

“…Although there is a rich literature examining the antecedents and responses of workplace incivility, research has not yet studied the underlining mechanisms enticing employees to engage in counterproductive behaviors as a response to workplace mistreatment (Irum et al, 2020). Irum et al (2020) used affective events theory to show how perceived incivility arouses negative emotions in the victims, which in turn push them to respond by hiding knowledge. The findings (Irum et al, 2020) also showed that these relations vary based on gender and other individual factors, and so, the authors concluded that there should be other explanatory variables that need to be explored to better explain why and when perceived incivility leads to knowledge hiding.…”

Section: Incivility and Knowledge Hidingmentioning

confidence: 99%

“…Irum et al (2020) used affective events theory to show how perceived incivility arouses negative emotions in the victims, which in turn push them to respond by hiding knowledge. The findings (Irum et al, 2020) also showed that these relations vary based on gender and other individual factors, and so, the authors concluded that there should be other explanatory variables that need to be explored to better explain why and when perceived incivility leads to knowledge hiding. To address this, this study uses the COR theory (Hobfoll et al, 2018), as the explanatory theory and mechanism to better investigate the relation between punitive supervision and knowledge hiding.…”

Section: Incivility and Knowledge Hidingmentioning

confidence: 99%

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Unraveling the complex nexus of punitive supervision and deviant work behaviors: findings and implications from hospitality employees in Pakistan

Sarwar

Muhammad

Σιγάλα

2021

IJCHM

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Purpose The study adopts the conservation of resources (COR) theory for providing a better theoretical understanding of punitive supervision as an antecedent of employees’ minor deviant behaviors (namely, employee time theft and knowledge hiding) via creating cognitive mechanisms (employees’ perceived incivility). The purpose of this paper is to examine the moderating role of employees’ RESILIENCY on employees’ ability to buffer the impacts of punitive supervision. Design/methodology/approach Data was gathered from 265 frontline hospitality employees in Pakistan. A survey was administered in person to establish trust and rapport with employees and so, collect reliable data. Findings The findings confirmed a direct and mediated impact of punitive supervision on employee minor deviant behaviors via creating perceived incivility. The moderating role of employees’ resiliency was also confirmed, as the employees’ resiliency helped them mitigate the impact of punitive supervision on perceived incivility. Research limitations/implications Data was collected from employees’ perceptions working in one industry and cultural setting. As employees’ perceptions (influenced by their cultural background) significantly affect their interpretations and reactions to punitive behavior, future research should validate and refine the findings by collecting data from a wider and diversified cultural and industry setting. Practical implications The findings provide theoretical explanatory power of the drivers and the contextual factors leading to minor employee deviant behaviors. The findings guide managers on how to develop pro-active and re-active strategies for deterring the occurrence and eliminating the consequences of punitive supervision. Originality/value This study contributes to the literature in multiple ways. It identifies and validates punitive supervision as an antecedent of Deviant Work Behavior (DWB). It provides a theoretical underpinning for explaining how punitive supervision spurs cognitive mechanisms, which in turn drive DWB. It also studies the nexus between destructive supervision and its outcomes in its entirety by studying the mediated and the moderating impacts of punitive supervision and perceived incivility, respectively.

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“…These behaviors are commonly referred to as workplace incivility (Andersson and Pearson, 1999), a phenomenon that exists in all industries and is increasingly common in the workplace (Porath and Pearson, 2010; Porath et al , 2015), affecting both employees and the organization (Schilpzand et al , 2016). Despite the fact that the behavioral manifestations of workplace incivility are of low intensity (Andersson and Pearson, 1999), they can still lead to serious harmful effects (for a review, see Cortina et al , 2017; Irum et al , 2020; Schilpzand et al , 2016). This is perhaps why workplace incivility has received growing attention from organizational researchers over a short span of time (Shin and Hur, 2020).…”

Section: Introductionmentioning

confidence: 99%

How Rude! Linking supervisor incivility to subordinates’ discretionary work effort

Anjum

Ahmed

Zhang

et al. 2021

IJCMA

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Purpose Although past research has looked into myriad consequences of workplace incivility, little attention has been paid to the effects of supervisor incivility (SI) on employees’ sense of vitality and their discretionary work effort (DWE). Moreover, the mechanisms that drive the harmful effects of SI remain largely unknown. The current study seeks to address these gaps in the literature. In particular, this study aims to examine how SI culminates in decreased DWE. Design/methodology/approach Adopting a cross-sectional survey design, data for this study were gathered from 151 employees of two large companies in the financial services sector of Pakistan. A number of analysis techniques (e.g. confirmatory factor analysis and bootstrapping) were used to analyze the data. Findings As predicted, SI was found to be negatively associated both with subordinates’ sense of vitality and DWE while vitality was found to be positively associated with DWE. Findings also indicated that one way in which SI negatively affects subordinates’ DWE is by decreasing their sense of vitality. Practical implications This study offers several useful implications for management practice in relation to preventing SI and mitigating its effects and bolstering employees’ sense of vitality. Originality/value To the best of the knowledge, this study is the first to unpack the relationship dynamics of SI, vitality and DWE, and to introduce a mechanism by which SI translates into reduced DWE.

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Workplace incivility and knowledge hiding: a research agenda

Cited by 69 publications

References 93 publications

Cultural influences on normative reactions to incivility: comparing individuals from South Korea and Spain

Cultural influences on normative reactions to incivility: comparing individuals from South Korea and Spain

Unraveling the complex nexus of punitive supervision and deviant work behaviors: findings and implications from hospitality employees in Pakistan

How Rude! Linking supervisor incivility to subordinates’ discretionary work effort

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