Abstract
The intention of this paper was to test the impact of workplace incivility (WPI) on work engagement of faculty members in private universities in China, exploring the correlation between them through chain mediators, which were perceived insider status (PIS), affective organizational commitment (AC), and organizational identification (OID). A quantitative analysis was used on a sample of 465 participants from 68 private universities in China. The conclusions show that WPI decreases faculty members’ work engagement through the chain mediation effects of PIS, AC and OID. This study attempted to establish a three-in-series mediator model to comprehend the influence mechanism of WPI on work engagement, and the results suggest managers in private universities in China to create a working environment with no tolerance for incivility.
Highlights
Workplace incivility (WPI), including rudeness, demeaning, contempt and disrespect, is high-cost for individuals and organizations
Since data on WPI, affective organizational commitment (AC), organizational identification (OID), and perceived insider status (PIS) were gathered from the same source
The theoretical enlightenment of this paper is to prove that the indirect effect of WPI on work engagement is achieved through PIS, AC, and OID in series
Summary
Workplace incivility (WPI), including rudeness, demeaning, contempt and disrespect, is high-cost for individuals and organizations. This is a common antisocial behavior in the work environment, and a large number of workers report that they have experienced such behavior (Cortina 2008). Work engagement is one of the recent job structures that draw academic’s attention. It is described as a positive and job-related satisfaction mentality with vitality, dedication and absorption (Schaufeli et al 2002). According to Gallup’s specialized measurement of work engagement, Business Journal reported that 87% of workers around the world did not engage, resulting in a “global employee engagement crisis” (Mann and Harter 2016)
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