Coworker Incivility Research Articles

Testing the Process of Coworker Incivility to Work Withdrawal Behavior: The Moderated Mediation Effects of Employee Resilience in Achieving Organizational Sustainability

Drawing on the implantation of organizational sustainable strategies, enterprises can effectively manage and recycle resources, reduce resource waste, improve market competitiveness, better respond to changes in the market and environment, and create long-term economic benefits. Although a large number of prior studies have emphasized the importance of improving sustainability and proposed various strategies and practical approaches, relatively few studies have explored the inhibitors of sustainability. Against such a research background, this study differs from previous research that has simply focused on ways to increase sustainability; we instead explore negative variables that reduce sustainability. We assess the variable that reduces organizational sustainability, that is, work withdrawal behavior that reduces employees’ enthusiasm for their jobs, hinders employee performance, causes financial losses, and limits organizational growth and sustainability. This directly affects the organization’s long-term growth and sustainability goals and damages the organization’s overall sustainability image. Therefore, understanding the reasons behind this behavior is important. This study examines how coworker incivility leads to work withdrawal behavior and validates relevant research models. Data from 294 Chinese SME employees show that coworker incivility positively affects workplace loneliness and work withdrawal behavior. Workplace loneliness mediates the impact of coworker incivility on work withdrawal behavior, while resilience negatively moderates these relationships. Based on these findings, this study offers recommendations for reducing work withdrawal behavior and improving workplace environments and employee mental health.

Determinants of workplace incivility and violence faced by female doctors in medical institutions

Objective: To assess the frequency of workplace gender-based violence and incivility faced by female doctors. Method: The analytical, cross-sectional study was conducted from June 10 to August 31, 2023, in Lahore, Pakistan, and comprised female doctors working in 1 public and 1 private medical institution in Lahore. Data was collected using a questionnaire. Workplace incivility and various demographic factors were compared. Data was analysed using SPSS 21. Results: Of the 200 subjects, 138(69%) were from the private sector and 62(31%) were from the public sector. The majority was aged <30 years 95(47.5%). Some form of workplace violence was faced by 86(43%) doctors; psychological violence by 58(29%), verbal 56(28%), digital harassment 11(5.5%) and physical violence 2(1%). Supervisor incivility was faced by 94(47%) respondents, while 87(43.5%) faced co-worker incivility over the preceding year. Supervisor incivility was significantly higher in private institutions and those having income less than Rs100,000 per month (p<0.05). Conclusion: Workplace gender-based violence and incivility faced by working female doctors was found to be high. The most common forms faced were psychological and verbal violence. Supervisor incivility faced by female doctors at workplace was significantly higher in private institutions and those having monthly income less than Rs100,000. Key Words: Workplace incivility, Gender-based violence, Medical Institutions.

Linking the trickle-down effect of supervisor incivility to turnover intentions in the context of SMEs: a serial mediation model

PurposeBased on conservation of resources theory and incivility spiral theory, this study examines the relationship between supervisor incivility and turnover intentions by investigating the mediating roles of co-worker incivility and emotional exhaustion.Design/methodology/approachA serial mediation model was empirically tested with a sample of 600 employees in Greek small and medium-sized enterprises (SMEs).FindingsResults indicate that supervisor incivility is linked to turnover intentions in three main ways. Directly, indirectly through emotional exhaustion, and indirectly through the serial mediation of co-worker incivility and emotional exhaustion.Research limitations/implicationsPossible limitations of the study include the sampling techniques and the self-reporting measures for data collection.Practical implicationsFindings attest that owners and managers of SMEs should take note of the trickle-down effect, namely that their own misbehavior will fuel co-worker incivility. Supervisor incivility has cumulative, deleterious consequences on employees, depleting their emotional resources and enhancing turnover intentions, and should therefore be restricted through appropriate practices.Originality/valueFew empirical studies have explored the effects of supervisor incivility on the incivility manifested by others and their impact on turnover intentions. The study enriches the trickle-down effect literature by identifying an additional indirect path linking supervisor incivility and turnover intentions. Further, this study took place in SMEs, a context with limited research in abusive supervision and incivility yet highly pertinent, given that SMEs informality might leave such behavior unchecked.

Mind over matter: mindfulness as a buffer against workplace incivility.

This study examines the relationship between co-worker incivility, emotional exhaustion, mindfulness, and turnover intention among nurses in public and private hospitals in North Cyprus. Drawing upon the Job Demand-Resources theory, the research aims to contribute to the existing literature by investigating the mediating role of emotional exhaustion and the moderating effect of mindfulness on the relationship between co-worker incivility and turnover intention. Data were collected from 238 nurses through questionnaires, and structural equation modeling was employed for data analysis. The results indicate a positive association between co-worker incivility and emotional exhaustion, as well as between co-worker incivility and turnover intention. Emotional exhaustion was found to mediate the relationship between co-worker incivility and turnover intention. Furthermore, mindfulness was identified as a moderator, attenuating the negative impact of co-worker incivility on turnover intention. The findings underscore the importance of addressing workplace incivility and promoting mindfulness to mitigate turnover intentions among nurses. Practical implications include the implementation of interventions to foster a supportive work environment and enhance nurses' emotional wellbeing.

Examining the Relationship between Perception of Politics, Coworker Incivility, Job Stress and Knowledge Hiding behavior in Educational Settings

Examining the Relationship between Perception of Politics, Coworker Incivility, Job Stress and Knowledge Hiding behavior in Educational Settings

The dark side of co-worker friendship in the restaurant context: roles of gender and promotion focus

PurposeThis paper investigates the focal role of close co-worker friendship in reducing incivility. Furthermore, this paper examines negative workplace gossip as a mediator and gender and promotion focus as moderators.Design/methodology/approachUsing a time-lagged approach, 553 full-service restaurant front-line co-workers in Greater Cairo responded. Further, the data were analyzed using SmartPLS v.4.FindingsPromotion focus weakened close co-workers’ friendships, causing them to speak negatively about each other with other co-workers. Multi-group analysis showed that males were more likely to spread negative gossip about their close co-workers and thus were subjected to incivility-related behaviors by their co-workers.Originality/valueThis paper is an early attempt to explore the focal role of promotion focus in the full-service restaurant context. This paper adds to affective events theory (AET) with a limited understanding of explaining and predicting co-worker incivility.

Organizational Factors Affecting Burnout in Veterinary Nurses: A Systematic Review

ABSTRACT Situated within an important nexus for many human–animal relationships is the profession of veterinary nursing, a profession in which burnout is an increasing problem, affecting wellbeing and retention and, consequently, animal welfare. Self-care strategies can reduce the effects of burnout in the short term. However, organizational interventions are required to achieve long term change. This study aimed to determine the prevalence of burnout in veterinary nurses and identify organizational risk factors, in accordance with the Areas of Worklife model, that must be addressed to reduce burnout in this population. Seven databases and Google Scholar were searched using terms related to “burnout” and “veterinary nurses.” Primary empirical studies published in English that examined organizational factors related to burnout in veterinary nurses were eligible for inclusion. Article screening and selection was completed by two reviewers and quality assessment was carried out using two validated quality assessment tools. Twelve articles were identified: nine cross-sectional surveys and three mixed-methods studies. Available data were insufficient to accurately determine burnout prevalence, but it appears that veterinary nurses are at moderate to high risk of developing burnout. Organizational risk factors for burnout in veterinary nurses were identified in all six Areas of Worklife domains (Workload, Control, Reward, Community, Fairness, and Values). Common risk factors include high workload, low control and autonomy, underutilization, low remuneration, co-worker incivility, inequitable treatment, poor work–life balance, and exposure to animal suffering, euthanasia, and death. Recommended management strategies include increased opportunities for skill utilization and development, workload and task adjustments, and increased schedule control. However, the extent to which these strategies are effective in individuals and practicable for organizations remains poorly understood. Future research should address how these risk factors impact individuals and organizations to better inform organizational intervention strategies.

A third-party perspective for examining employee reactions to witnessing coworker incivility towards customers

Drawing on moral self-regulatory theory, this study uses the experience sampling method to examine how and when employees, as third parties, react to coworker incivility towards customers. Data from 246 front-line employees in China showed that coworker incivility towards customers was positively related to hostility towards coworkers and, in turn, more workplace ostracism towards coworkers. Meanwhile, coworker incivility towards customers was also positively related to state-based moral disengagement and, in turn, more incivility towards customers. The above effects depended on employees’ perceived service climate such that when employees had a higher (versus lower) level of perceived service climate, the above effects were attenuated. Implications for theory and practice are discussed.

The prevalence of incivility in hospitals and the effects of incivility on patient safety culture and outcomes: A systematic review and meta-analysis.

Workplace incivility is a barrier to safe and high-quality patient care in nursing workplaces and more broadly in tertiary hospitals. The present study aims to systematically review the existing evidence to provide a comprehensive understanding of the prevalence of co-worker incivility experienced and witnessed by nurses and other healthcare professionals, the effects of incivility on patient safety culture (PSC) and patient outcomes, and the factors which mediate the relationship between incivility and patient safety. A systematic review with narrative synthesis and meta-analysis was undertaken to synthesize the data from 41 studies. Databases searched included MEDLINE, PubMed, SCOPUS, CINAHL, PsycInfo, ProQuest, Emcare and Embase. Searches were conducted on 17 August 2021 and repeated on 15 March 2023. The pooled prevalence of experienced incivility was 25.0%. The pooled prevalence of witnessed incivility was 30.1%. Workplace incivility was negatively associated with the PSC domains of teamwork, reporting patient safety events, organization learning/improvement, management support for safety, leadership, communication openness and communication about error. The composite pooled effect size of incivility on these domains of PSC was OR = 0.590, 95% CI [0.515, 0.676]. Workplace incivility was associated with a range of patient safety outcomes (PSOs) including near misses, adverse events, reduced procedural and diagnostic performance, medical error and mortality. State depletion, profession, psychological responses to incivility, information sharing, help seeking, workload and satisfaction with organizational communication were found to mediate the relationship between incivility and patient safety. Experienced and witnessed incivility is prevalent in tertiary hospitals and has a deleterious effect on PSC and PSOs. A better understanding of the mechanisms of this relationship will support the development of interventions aimed at reducing both incivility and patient harm. This study quantifies the effect of incivility on PSC and outcomes. It provides support that interventions focusing on incivility are a valuable mechanism for improving patient care. It guides intervention design by highlighting which domains of PSC are most associated with incivility. It explores the profession-specific experiences of workplace incivility. This report adheres to PRISMA reporting guidelines. No patient or public contribution. The focus of this study is the nursing and healthcare workforce, therefore, patient or public involvement not required.

Workplace Incivility and Its Impact on Public Employees’ Job Search Behavior

While extensive research documents that workplace incivility has negative consequences for both employees and organizations, there has been limited research on how workplace incivility experiences affect public-sector employees. This study examines the associations between workplace incivility experiences and public employee job satisfaction and job search behavior. Relying on the Conservation of Resources theory, this article develops a research model that suggests that workplace incivility experiences prompt job search by lowering employee job satisfaction. The analysis of survey data collected from 751 professional employees working in a state-level law enforcement agency shows that both supervisor and coworker incivility are associated positively with employee job search behavior, but supervisor incivility has a stronger association. Moreover, the analysis shows that the indirect effects of supervisor incivility and coworker incivility on job search behavior through job satisfaction are stronger for employees of color and weaker for older employees. These findings have implications for public-sector human resource management.

Mitigating the adverse impact of coworker incivility on organizational deviance: The self‐regulatory roles of trait conscientiousness and gender

AbstractDespite the current knowledge about the influence of peers in the workplace, we still know relatively little about the boundary conditions that may strengthen or weaken the adverse impact of coworker‐initiated incivility on targets' behavioral outcomes. Drawing upon self‐regulation impairment theory, this study aims to shed light on the impact of coworker incivility on targets' organizational deviance (e.g., working slower and taking longer breaks) and proposes that trait conscientiousness and gender can serve as self‐regulatory resources that jointly buffer its adverse impact. Survey data were collected from 401 employees nested in 83 teams in a large public organization in Thailand. The hypotheses were tested using multilevel structural equation modeling. Two‐way interaction analyses revealed that the effect of coworker incivility on supervisor‐rated organizational deviance was less pronounced among those with high levels of conscientiousness and among female targets. Three‐way interaction effects on both self‐rated and supervisor‐rated organizational deviance were also observed. Specifically, the results showed that targets with high levels of conscientiousness, regardless of gender, showed lower tendencies to engage in organizational deviance. Conversely, among targets with low conscientiousness levels, men were most likely to engage in organizational deviance, while women were also prone to do so, albeit to a lesser extent. The present findings emphasize the importance of considering individual differences in self‐regulation when addressing the detrimental effects of incivility.

Workplace Stressors and Their Consequences on Frontliners’ Performance: A Conservation of Resources Perspective

The present study aims to examine the effects of two workplace stressors (abusive supervision and co-worker incivility) on work performance among frontline employees (FLEs) based on the conservation of resources (COR) theory. The intervening effects of work stress and proactive personality are also investigated in the relationships. Self-administered structured questionnaires and structural equation models are utilized to analyse data collected from 330 FLEs. Both stressors are better suited to determine work-related stress, but stress is not a significant predictor of performance. Abusive supervision is significantly connected to a proactive personality, and that proactive personality is connected significantly to work performance. Abusive supervision predicts a significant negative relationship with work performance, however co-worker incivility with work performance reverses. This endeavour integrates the association among variables with COR theory. The research findings will guide the supervisors of FLEs to work for any emerging economy.

Co-worker incivility and task performance: The mediating effect of psychological empowerment

It is widely acknowledged that workplace incivility (WI) is a serious issue that negatively affects employee performance (EP). This study investigated whether psychological empowerment (PE) mediated the link between employees’ task performance (TP) and co-worker incivility (CI). The study adopted a cross-sectional survey design, with a population of 307 employees of two ministries in Delta State, Nigeria. Using Yamane’s (1973) formula, 186 was determined as the sample size. After a week, 145 copies of the questionnaires were fully completed and retrieved. Hypotheses were tested using structural equation modeling (SEM). The results showed that while CI was positive and significantly related to PE (β = 0.561, p < 0.05), it was negative and significantly related to TP (β = -0.422, p < 0.05). PE was positive and significantly related to TP (β = 0.133, p < 0.05). Moreover, a partial mediating role for PE was observed in the relationship between TP and CI. Based on these findings, it was recommended that the Delta State Civil Service Commission should put in place policies that will mitigate the occurrence of WI as it adversely affects EP. In addition, employees should be empowered psychologically to enable them to manage the detrimental effects of WI.

Patient mistreatment and new nurse adjustment: The role of rumination and work engagement

During organizational entry, newcomers often draw upon internal resources like coworkers and supervisors to navigate their roles. Could external interactions with customers or patients hold the key to newcomer adjustment in certain job contexts? Our study, rooted in the conservation of resources theory, identifies a critical link between mistreatment from external parties and newcomer adjustment—a connection that is explained by rumination and work engagement. Through two studies involving new nurses in China (Study 1: four-wave cross-lagged panel design, N = 181; Study 2: four-wave time-lagged design, N = 198), we uncover that mistreatment from patients results in rumination among newcomers, leading to diminished task mastery and role clarity, as mediated by reduced work engagement. This ripple effect of external mistreatment persists even when accounting for internal mistreatment (abusive supervision and coworker incivility). Our results illustrate how negative interactions with external entities can hinder newcomer adjustment—a revelation with far-reaching implications for practitioners and future research.1

The role of coworker exchange in the relationship between coworker incivility and employees' behaviors: the moderating effect of servant leadership

PurposeThis study aims to examine the effects of coworker incivility on employees' behaviors using a moderated mediation model that conceptualizes coworker exchange (CWX) as a mediator and servant leadership as a moderator.Design/methodology/approachThe data were collected using a multi-temporal research design. The hypotheses were tested on a sample of 1,272 participants using confirmatory factor analysis (CFA), hierarchical regression analysis and moderated path analysis. In addition, supervisor incivility was added as a control variable to partial out the potential influence on employees' behaviors.FindingsThe results of CFA ensured that all measures had discriminant and convergent validity. In addition, the results of hierarchical regression analysis and moderated path analysis indicated that CWX mediates the relationship between coworker incivility and employees' behaviors. Furthermore, servant leadership exacerbates the negative relationship between coworker incivility and CWX.Practical implicationsLeaders and practitioners should invest in communication training programs for developing employees' communication skills to avoid incivility. In addition to viewing incivility as inappropriate behavior, leaders and practitioners should understand the meaning beyond those incivilities.Originality/valueThis study utilized incivility spiral theory to examine how coworker incivility affects employees' behaviors. The mediated path analysis found that CWX mediates the relationship between these variables, which has been ignored by previous research. Furthermore, this study introduced servant leadership as a moderator to account for the “when” in incivility spiral theory, i.e. what kind of social context facilitates or inhibits the influence of coworker incivility on CWX.

Linking coworker friendship with incivility: comparison between headwaiters and servers in family-style restaurants

PurposeUnderpinned by affective events theory (AET), this paper examines the effect of coworker friendship on coworker incivility in family-style restaurants. Furthermore, this paper seeks the mediation effect of positive workplace gossip.Design/methodology/approachUsing a time-lagged approach, 83 headwaiters and 326 servers at family-style restaurants located in Port Said and Ismailia responded, and their responses were analyzed using AMOS v. 24.FindingsMultigroup analysis findings proved that coworker friendship increased positive workplace gossip in favor of the server sample. At the same time, the latter decreased coworker incivility in favor of the headwaiter sample. Besides, positive workplace gossip partially mediated the coworker friendship–incivility association in favor of the server sample. Furthermore, incivility levels increase between married coworkers and their peers in favor of the server sample.Originality/valueFrom the AET lens, this paper offers valuable insights into affective and emotional reactions to closest coworkers' judgmental behavior in the restaurant industry.

Exploring New Graduate Nurses' Perceptions of Factors Influencing Job Satisfaction and Resignation Ideation During COVID-19.

Using an observational design, new graduate nurses' perceptions of job satisfaction and resignation ideation during COVID-19 were explored. Higher job satisfaction was associated with higher self-confidence, lower stress, and working in first choice of unit. A higher likelihood of resignation ideation was associated with coworker incivility, higher stress, and not working in first choice unit. New graduate nurses need support from nursing professional development practitioners for challenges faced throughout the transition-to-practice year.

Losing the meaning of being a socially responsible service worker: Moderating effects of customer and coworker incivility

This study investigates how a service company's corporate social responsibility (CSR) activities enhance frontline service employees' (FSEs) job performance and the contextual variables that moderate the effect of CSR on FSEs. It is proposed that FSEs' perceptions of their company's level of CSR involvement, called CSR perceptions, positively affect their customer orientation and job performance. It is also suggested that two types of harmful workplace contexts—customer and coworker incivility—reduce the positive impact of CSR perceptions. Three-month time-lagged data collected from 435 frontline employees in 21 hotels in South Korea showed that FSEs' CSR perceptions lead to higher levels of customer orientation and supervisor-rated job performance. It was also shown that customer incivility moderates the positive effect of CSR perceptions but coworker incivility does not. These results suggest that negative experiences related to customers decrease the positive effect of CSR more than those related to the workplace atmosphere or culture. Further, the theoretical and practical implications of the results are discussed.

The interplay of abusive supervision and coworker incivility on the turnover intention of frontliners: a mediation effect of work stress

PurposeDrawing on the conservation of resources theory, the present study aims to design and explore the influence of abusive supervision and coworker incivility on turnover intention among frontline employees (FLEs). Besides the mediating effects of work stress between abusive supervision and turnover intention, coworker incivility and turnover intention also be explored.Design/methodology/approachData from 311 FLEs are collected by a self-administered structured questionnaire and analyzed by confirmatory factor analysis and structural equation model.FindingsThe empirical results established that abusive supervision and coworker incivility significantly predicts work stress and work stress significantly predicts turnover intention. Abusive supervision significantly predicts a positive relationship with turnover intention, whereas coworker incivility with turnover intention is vis-à-vis. Besides, abusive supervision and coworker incivility significantly predict turnover intention via work stress. The study further illustrated the control variables, e.g. education, experience, and proactive personality of FLEs.Research limitations/implicationsThe study finds abusive supervision and coworker incivility as stressors in the emerging economy for FLEs. However, coworker incivility on turnover intention cannot predict as expected because the roles of the supervisor and coworker are different in this context.Practical implicationsThe continuous support of supervisors and coworkers can reduce the stress and consequences of reducing the intention of turnover of FLEs. The concerns can enhance their support by using respect and credit for work, maintaining privacy, providing proper feedback, being sensible to the performance, and entitlement to any achievement. They also suggest ensuring a work environment of privacy, fair treatment, importance to suggestions, and ascertaining punishment for any colleague's mistreatment.Social implicationsThe frontliners always contribute a large pie of output for any organization. Supervisors and coworkers impact the day-to-day life of FLEs.Originality/valueAs a study on FLEs in the context of evolving economy, the investigation fulfills the inconsistencies of the previous result with the mediating role of work stress with a strong theoretical base.

The Influence of Customer Incivility and Coworker Incivility on Job Satisfaction with The Mediation of Emotional Exhaustion

This study aims to determine the influence of customer incivility (X1) and coworker incivility (X2) on job satisfaction (Y) with emotional exhaustion as a mediating variable (Y) among frontline employees at The Royale Krakatau Hotel Cilegon with 50 respondents. This research used a quantitative approach with a census sampling method and analyzed the data using Partial Least Square (PLS) method. The results showed that there was a significant influence of customer incivility on job satisfaction, coworker incivility had a significant relationship with job satisfaction. Moreover, the results also showed that emotional exhaustion had a significant influence on job satisfaction. Additionally, the results indicated that emotional exhaustion significantly mediated the relationship between customer incivility and job satisfaction. Furthermore, the results showed that emotional exhaustion significantly mediated the relationship between coworker incivility and job satisfaction.