Abstract
We examine for whom, and why, workplace incivility relates to employee task performance. In so doing, we provide a novel motivational framework to account for the effects of incivility on task performance, and tests a previously unexamined moderating mechanism. In particular, we predict that work engagement will mediate the effects of incivility on task performance, but that this mediated effect only occurs when the target of incivility is highly narcissistic. Using multi-wave, multi-source data collected over 6 months in China, our results provide full support for our hypotheses, addressing untested theoretical predictions and providing new theoretical directions for incivility research.
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