Abstract
Previous research on cyber workplace incivility (CWPI) is dependent and severely limited by psychological and social-psychological perspectives. This research builds on the previous studies by applying the Labor Process Theory with its core characteristics of power, control, and exploitation of labor so that further exploration of workplace incivility issues could be carried out. This research also uses Conservation of Resources (COR) Theory to explain the devastating long term negative impact of cyber workplace incivility on employees. The researchers also look at the role of technology due to increased connectivity, such as email, social media, mobile communication, blogs, and internet message boards at the workplace. This article contributes by looking at individual and institutional antecedents of CWPI and provides empirical support using a survey study.
Highlights
Workplace incivility is established as a significant research topic internationally
AUTN allows employees to define their role because they will have greater discretion in deciding how to perform the work (Hackman & Oldham, 1975). Managers who give their employees autonomy are more likely to engage in cyber workplace uncivility, when employees have more control over their work, there is a higher probability of power struggles between employees and their managers resulting in more resentment and negative communication (Spector, 1986)
It shows that the score of MICR, AUTN, DEMO, and TURN is much higher than other variables like AUTR, RSTR and SATS indicating significant use of those variables
Summary
Workplace incivility is established as a significant research topic internationally. the different places still lag from the rest of the world in the identification and investigation of this phenomenon (Vega & Comer, 2005). The European systems are based on workers’ dignity Their laws protect personal and human rights against face-to-face workplace incivility, yet they have not reached the online arena (Lueders, 2008). Ministry of Human Resources and Social Development at Saudi Arabia has a list of violation and penalties which protect the employee when any one of them try to assault physically, verbally or through electronic communication channels to any of colleague, manager (stakeholder) by terminating without Saudi service award based on Article 80 from the Saudi Labor Law. Most of the current research on incivility critiques its face-to-face form, but with the increasing use of the technology and electronic communication, uncivil behaviors are becoming greater in online activities (Giumetti et al, 2012). If someone reported work-place incivility, she or he is typecast as a neurotic and hypersensitive person by the management. “... can be repackaged by management as being an illusion of the worker: it’s all in the mind” (McIntyre, 2005), making the victim of incivility face a significant backlash instead of the preparator
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