Abstract
Workplace incivility is a common phenomenon that is frequently found across all organizations and cultures. This study was planned to investigate the impact of workplace incivility on job and non-job related gossips through the mediating role of cynicism and psychological contract violation. The perspective of low-ranked unionized employees was explored through a survey method by using stratified sampling in eight strata, which were formulated based on geographical distribution. A total of four hundred questionnaires were distributed among the employees of eight circles, 50 from each, while use able responses remained 301. SmartPLS was used to analyze the data through structural equation modeling. From a theoretical perspective, this study has made several contributions by investigating the impact of workplace incivility in the South Asian context and documenting the impact of incivility from the perspective of individuals belonging to minority socio-cultural status. Besides supporting existing literature, this study provided a unique argument that low-ranked employees in South Asian societies do not spread nonjob-related gossips. This finding is contradictory to the existing literature; and, thus, calls for future research to identify this inconsistency. Limitations and future directions are also discussed.
Highlights
Workplace incivility acts as a global paradox that exists in business organizations, especially with a diverse cultural background (Cortina et al, 2001; Schilpzand et al, 2014)
Based on the above arguments, this study investigated the response of lower-level employees toward workplace incivility regarding job-/nonjobrelated gossips through mediating mechanism of psychological contract violation (PCV) and cynicism in unionized public service organization of a patriarchal culture
The reliability of measurement/outer model is assessed through Cronbach’s alpha, rho-A, and composite reliability (CR), whereas validity has been evaluated through convergent validity [outer loadings and average variance extracted (AVE)] (Mela and Kopalle, 2002) and discriminant validity (Lucas et al, 1996; Hair et al, 2016)
Summary
Workplace incivility acts as a global paradox that exists in business organizations, especially with a diverse cultural background (Cortina et al, 2001; Schilpzand et al, 2014). Williams and Anderson (1991) defined incivility as “the low intensity deviant behavior with ambiguous intent to harm the target, in violation of workplace norms of mutual respect.”. Among different types of deviant behaviors, workplace incivility (Blau and Andersson, 2005) is the most hazardous for individuals/organizations. Due to such low-intensity deviant behaviors, organizations bear direct and indirect costs in millions of dollars (Porath and Pearson, 2013). Individuals experiencing incivility tend to show less citizenship behavior (Dalal, 2005), higher employees turnover (Chiaburu and Harrison, 2008), high level of stress (Bowling and Beehr, 2006), lower level of engagement (Giumetti et al, 2013), lower job satisfaction (Miner-Rubino and Reed, 2010), marital dissatisfaction that cause work–family conflict (Ferguson, 2012), etc. Terlicki (2011)
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