Workplace Incivility and Job Satisfaction: Mediation of Subjective Well-Being and Moderation of Forgiveness Climate in Health Care Sector.

Muhammad Safdar Khan,Natasha Saman Elahi,Ghulam Abid

doi:10.3390/ejihpe11040082

Abstract

Our study investigates the role of subjective well-being and forgiveness climate between workplace incivility and job satisfaction. Drawing on conservation of resource theory, we proposed a model in which workplace incivility is associated with job satisfaction through subjective wellbeing, and forgiveness climate moderates this association. Data was collected through a survey method from 672 nurses and doctors in the health care sector at two different times. Respondents completed workplace incivility and subjective well-being scale at Time 1, and a forgiveness climate and job satisfaction scale at time 2. Findings through PROCESS Macros (Model 5) show that workplace incivility has a negative influence on job satisfaction and subjective well-being. Subjective well-being plays a mediating role in the negative effect of workplace incivility on job satisfaction. Moreover, forgiveness climate moderates the relationship between workplace incivility and job satisfaction. The implications for practice and research are discussed.

Highlights

We look at subjective well-being as one pathway that could describe the connection between workplace incivility and job satisfaction in the current study
The hypothesized model including all four constructs generated a good fit to data, i.e., CMIN/DF (1.89), CFI (0.97), IFI (0.97), NFI (0.95), RMSEA (0.03), and TLI (0.97), in comparison to the single-factor model, which combined all variables into one variable
Our study investigated the indirect influence of workplace incivility on job satisfaction via subjective well-being, and the conditional impacts of forgiveness climate

Summary

Introduction

They work 24 h a day and seven days a week to look after patients and communicate with them. Omission, humiliating, aggressive looks, eye-rolling, interruptions, gabbing, insulting, and disrespecting are examples of uncivil behavior. These kinds of behavior lead directly to workplace incivility that, as low-intensity deviant behavior with an unknown intent to damage the receiver, violates organizational norms of mutual respect. Nurses have stated that workplace incivility causes emotional distress and distractions in the workplace. It increases the chances of making mistakes in the patient’s care and puts patients at higher risk.

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