Family Incivility Research Articles

The Association of Family Incivility with Adolescent Depression: A Moderated Mediation Model

Negative family interactions have an adverse impact on adolescent mental health. The present study focused on the influence of family incivility on adolescent depression. In order to examine the association of family incivility with depression, an integrated framework was constructed to explore the mediating role of self-compassion and the moderating role of sex differences. Two waves of data were collected from 999 Chinese senior high school students (43.6% males and 56.4% females), with a mean age of 16.58 ± 0.54 years. Time 1 family incivility was positively associated with depression at Time 2 (r = 0.40, p < 0.001). Sex differences moderated the link between family incivility and self-compassion, with their association being significant in females (B = −0.07, SE = 0.03, p = 0.013) but not in males (B = 0.03, SE = 0.03, p = 0.376). Regarding the effect of family incivility on depression, the direct effect was significant only in males (B = 0.13, SE = 0.03, p < 0.001), whereas the indirect effect via self-compassion was significant only in females (B = 0.01, SE = 0.01, 95% CI [0.0010, 0.0232]). The present findings revealed a positive association between family incivility and adolescent depression. Moreover, family incivility has a direct impact on depression in male adolescents and an indirect impact through self-compassion in female adolescents. These findings underscore the important role of adolescent sex differences in the impact of family incivility on adolescent depression and highlight the practical importance of developing interventions to reduce family incivility.

The Impact Mechanism of Family Incivility on Organizational Citizenship Behavior: A Moderated Mediation Analysis

The Impact Mechanism of Family Incivility on Organizational Citizenship Behavior: A Moderated Mediation Analysis

Work Deadlines: Role of Family Incivility, Emotional Exhaustion and Emotional Intelligence

Work Deadlines: Role of Family Incivility, Emotional Exhaustion and Emotional Intelligence

The mixed blessing of work connectivity demands: Self‐regulatory focus as a moderator

SummaryDue to the rapid development of information and communication technologies, employees increasingly feel pressure to engage in work connectivity behavior after regular working hours (WCBA), giving rise to a novel form of job demand known as WCBA demands. This research examined the upside and downside of WCBA demands. Specifically, we defined WCBA demands as stressors that can be appraised by employees as challenges and/or threats. Challenge appraisals are related to job involvement, which in turn leads to job satisfaction and job performance; threat appraisals are related to job‐induced tension, which in turn leads to family dissatisfaction and family incivility. We also examine regulatory focus as a boundary condition underlying the challenge‐threat paradox of WCBA demands. To test the relationships among our hypotheses, we conducted a daily diary survey study of 176 employee‐supervisor‐spouse triads across five consecutive workdays. The findings show that employees with higher levels of promotion focus were more likely to appraise WCBA demands as challenges, which improved their work outcomes via increased job involvement. Employees with higher levels of prevention focus appraised WCBA demands as threats, which undermined their family outcomes via job‐induced tension. Since these findings assume that WCBA demands act as stressors, we conducted a supplemental qualitative study (N = 19) confirming that employees commonly perceive WCBA demands as stressors. The implications for theory and research are discussed.

Mapping the family incivility, dissatisfaction and organizational support after the COVID-19 outbreak.

Stress is a pivotal aspect of organizational psychology. Although an individual's attitude and behaviour at work have received greater investigation, scant attention has been given to family-related dynamics and their impact on work. This study contributes to understanding work-family dynamics by investigating the connection between family incivility and job dissatisfaction during the pandemic. Based on the conservation of resources theory, the research explores the potential moderating role of perceived organizational support. The investigation uses structural equation modelling (SEM) for data analysis while controlling for age, gender, and experience. Data has been collected with an adapted scale and time-lag technique in which the first wave encompassed independent variables and demographics. The second wave gathered moderator and dependent variables through a non-probability sampling of IT employees. Findings reveal a significant positive link between family incivility and job dissatisfaction, implying higher family incivility is linked to increased job dissatisfaction. Moreover, the study indicates that organizational support can mitigate the negative impact of family incivility on job dissatisfaction. This research underscores the pivotal role of organizational support in enhancing employee job outcomes. Hence, organizations should prioritize employee well-being, recognizing it as an integral aspect of their functioning.

Assessing the Spillover Effect of Despotic Leadership on an Employee’s Personal Life in the Form of Family Incivility: Serial Mediation of Psychological Distress and Emotional Exhaustion

Assessing the Spillover Effect of Despotic Leadership on an Employee’s Personal Life in the Form of Family Incivility: Serial Mediation of Psychological Distress and Emotional Exhaustion

How and when does family incivility steer employees towards work delays: implications for HR

PurposeThe purpose of this study is to investigate the negative spillover effects of family incivility on employees’ ability to meet their work-related deadlines. Furthermore, we examine emotional exhaustion as a mediator and emotional intelligence as a moderator in this process.Design/methodology/approachWe test our predictions through a multisource, time-separated data collection involving 161 employee-supervisor dyads working in various hospitality sector organizations in Pakistan – a relatively understudied context where the hospitality industry is struggling.FindingsThe findings of our study indicate that exposure to rude family behavior hinders employees’ ability to complete work tasks on time, as mediated by their emotional exhaustion. However, this harmful process can be curtailed if employees can rely on their emotional intelligence to regulate their own emotions and those of their family members.Practical implicationsThe findings of this study provide pertinent insights for HR managers and organizations to help their employees deal with family issues. Moreover, organizations can benefit from introducing training programs that improve employees’ emotional intelligence and increase the likelihood that they do not default on their work deadlines.Originality/valueThis study extends the limited existing family incivility research by investigating its spillover effects on employees’ ability to meet work deadlines, a previously unexplored relationship. In addition, we highlight the roles of two pertinent aspects: emotional intelligence and emotional exhaustion.

Family incivility and organisational citizenship behaviour: roles of negative rumination, workplace friendship and optimism

PurposeThis study aims to understand the relationship between family incivility and employees' organisational citizenship behaviour. It also explores the mediating role of negative rumination and the moderating roles of workplace friendship and optimism.Design/methodology/approachTo test the hypothesised relationships, 381 responses were collected from employees at two-time points. The hypothesised relationships were tested using process macros.FindingsThe results indicated that family incivility is negatively related to organisational citizenship behaviour and increases negative rumination. The study also established the mediating role of negative rumination in the relationship between family incivility and organisational citizenship behaviour. The study also supported the buffering role of workplace friendship and optimism in the relationship between family incivility and negative rumination.Research limitations/implicationsThe study findings extend the understanding of how a non-work stressor can influence employee behaviour in the organisation. The study findings provide valuable directions to mitigate family incivility's adverse effects and extend the existing body of knowledge.Originality/valueThe study is unique as it links family events to work outcomes. Only a few scholarly attempts were undertaken to understand the effect of family incivility on employees' work behaviours. By explaining the mechanism and conditions, the study has a unique value to the scholarship.

Does family incivility trigger suicidal ideation? The role of emotional exhaustion at work and regulation of emotion

PurposeDespite the prevalence of uncivil behaviors across families and past studies attributing work stressors to suicidal ideation (SI), there is no conclusive evidence of the interactive effect of family incivility (FI) aggravating SI. Hence, the purpose of this study is to explore the association between FI and SI through emotional exhaustion (EE) in the workplace and regulation of emotion.Design/methodology/approachA time lag (T1 and T2) study is applied for primary data collection using a survey questionnaire. The partial least squares–structural equational modeling algorithm tests reliability, validity and hypotheses.FindingsExperiencing FI exacerbates SI, while the regulation of emotion and EE mediate the association between FI and SI.Practical implicationsProfessionals are advised to adopt regulation of emotion that fosters desirable behavior and shields targets from FI and EE, minimizing the intensity of SI.Originality/valueThis study significantly adds to how FI and EE aggravate SI and contribute to the body of knowledge on the regulation of emotion in stress and coping mechanisms.

A thousand miles of dike collapsed in an ant nest: family incivility predicts adolescents’ hopelessness and suicidal ideation

A thousand miles of dike collapsed in an ant nest: family incivility predicts adolescents’ hopelessness and suicidal ideation

Family Incivility Impedes Interpersonal Adaptation and Increases Loneliness in Adolescents: Self-Compassion as a Mediator

Family Incivility Impedes Interpersonal Adaptation and Increases Loneliness in Adolescents: Self-Compassion as a Mediator

Workplace Bullying effects on Family Incivility

This study has undertaken to inspect how “Workplace Bullying affects Family Incivility” mediated by negative emotions. We additionally tested that if there is any moderation of neuroticism exists between relationship of emotions and family incivility. The focus of the past research work or even the most recent research was the health of the affected, their performance in the organization, psychological impacts, people working in the private sectors, health sector such as nurses and medical attendants, leadership effectiveness & employees’ productivity, intention to leave the organization etc.
 Different sectors are combined in this research work for example, responses of the respondents working in both public and private sectors are included. Moreover, it is also strived in this research work to get the opinion of medical practitioners about how the Workplace Bullying affects or can affects the life of the individual negatively. Data were collected from the employees of different corporate jobs in Lahore, Pakistan. 109 workers complete the questionnaires and finally, 109 legal responses were used for the SPSS analysis.
 The analytical findings revealed that there is a positive relationship exists between “Workplace Bullying affects Family Incivility” By understanding that workplace bullying has determinable impacts on family incivility and corporate workers performances, administrations and supervisors should offer better support for employees in handling family incivility and help them to uphold an improved stability between work and family life.

Retreating or repairing? Examining the alternate linkages between daily partner-instigated incivility at home and helping at work.

Although research has recognized the straining effects of incivility at work, it is less clear how incivility experiences at home affect employees' daily states and behaviors at work. We argue that partner-instigated incivility-ambiguous aggressions from an employee's partner prior to work may affect helping behavior at work in multiple ways. Building on prior research, which has identified different mechanisms (i.e., resource drain, reactive compensation) linking family and work domains, we argue that whereas partner-instigated incivility may be cognitively depleting, thus limiting employees' capacity to help others, it may also induce negative mood, which may drive employees to compensate for this unpleasant experience by engaging in more person- and task-focused helping behaviors at work. Furthermore, we consider perspective taking as an individual difference with the potential to buffer the effects of partner-instigated incivility on cognitive depletion and negative mood. Results from a critical incident study (Study 1) supported our assertion that partner-instigated incivility is cognitively depleting and inducing of negative mood. In an experience sampling study (Study 2), which included daily reports from employees and their partners who instigated incivility, we replicated the initial effects and found support for a compensation linkage between partner-instigated incivility and both forms of helping at work via negative mood and partial support for the moderating role of perspective taking. Results also indicated that person-focused helping lessened employees' negative mood in the evening, suggesting that mood repair benefits are associated with this behavior. Implications of these findings for family incivility occurrences and self-regulation are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Family incivility and service delivery of frontline hotel employees: roles of negative rumination, psychological capital and perceived organisational support

PurposeThis study anchoring on the theory of conservation of resources examines the relationship between family incivility, negative rumination and service delivery. This study also analyses the mediating role of negative rumination in the relationship between family incivility and service delivery. This study also examines psychological capital and perceived organisational support (POS) as boundary conditions influencing the relationships postulated in the study.Design/methodology/approachTo test the relationships among the variables, responses were drawn from 419 frontline hotel employees at two-time points and the hypothesised relationships were tested using structural equation modelling.FindingsThe structural equation modelling analysis proved that family incivility is negatively related to service delivery. It was also found that family incivility is positively associated with negative rumination and an inverse relationship between negative rumination and service delivery. This study also found support for the mediating role of negative rumination and the moderating roles of psychological capital and perceived organisational support.Practical implicationsThis study findings extend the theory and provide guidelines for managers to mitigate the adverse effect of family incivility on employees and their service delivery. Employees and managers can use psychological capital and POS as strategies to prevent the spill-over effect of family incivility on service delivery.Originality/valueTo the best of the authors’ knowledge, no prior studies have examined the effect of family incivility on service delivery. By establishing the mediating mechanism and boundary conditions, this study adds value to the theory and practice.

The Moderated-Mediation Effect of Job Engagement and Psychological Capital Focus in the Relationship between Hotel Employees’ Family Incivility on and Workplace Well-being

Based on the conservation of resources theory, this paper analyzes the impact of family incivility on hotel employees’ workplace well-being through the work-family resource model and discusses the mediating role of job engagement and the moderating role of psychological capital. Through collecting 382 valid questionnaires, the results show that: family incivility is significantly negatively correlated with employees’ workplace well-being. Job engagement plays a partial mediating role in the influence of family incivility on employees’ workplace well-being. Psychological capital plays a moderating role in the negative effect of family incivility on job engagement. Psychological capital moderates the indirect effect of family incivility on their workplace well-being through job engagement. In other words, when the psychological capital level of hotel employees is high, the negative impact of family incivility on workplace well-being through job engagement will be weakened. The conclusion of this study can not only expand the relevant literature on the work-family resource model of hotel human resource management in theory, and also provide a useful reference for the hotel to improve the service quality of staff in practice.

Family incivility, emotional exhaustion, and hotel employees’ outcomes: a moderated mediation model

Purpose This study aims to analyze the impact of family incivility (FI) on in-role performance (IRP) and proactive customer service performance (PCSP) via the mediating effect of emotional exhaustion (EE) and the moderating roles of emotional intelligence (EI) and mindfulness. Design/methodology/approach Hypotheses were verified using multisource and multiwave data collected from 337 valid hotel employee–supervisor dyads in Kuala Lumpur, Malaysia. Data were analyzed using SPSS 24.0, AMOS 24.0 and PROCESS (version 3.4). Findings FI intensified frontline employees’ (FLEs) EE, which subsequently impeded their IRP and PCSP. EI and mindfulness moderated the direct influence of FI on EE, IRP and PCSP and moderated the indirect influence of FI on the two aforementioned outcomes through EE. Practical implications Managers should observe FLEs’ indicators of FI and deter its emergence by implementing care programs for FLEs suffering from FI. In addition, human resource managers should preferentially recruit employees with high EI through related tests. Hotels can invite reputable psychologists to provide psychotherapy interventions for FLEs, such as mindfulness-based psychological lectures and therapy. Originality/value The hospitality literature lacks an understanding of the underlying process through which FI affects FLEs’ job outcomes. This study incorporates EE as a mediator of the FI’s impact on IRP and PCSP, and to the best of the authors’ knowledge, this study is the first to assess whether EI and mindfulness moderate the direct impact of FI on IRP and PCSP and the indirect impact of FI on two aforementioned outcomes via EE.

Torn ties and waning morale: Unravelling the link between family incivility, employee engagement and perceived supervisor support

The present study extends family stress to the work domain and explains how family stressors impact job outcomes. The investigation examines the relationship between family incivility (FI), employee engagement (EE), and perceived supervisor support (PSS) in the context of government school teachers in the Indian subcontinent. The examination uses a time-lag method, collecting data in two phases. The first phase collected demographic and independent variable data, while the second phase collected moderator and dependent variable data after a three-week gap. The data analysis revealed that FI harms EE, supporting previous research on the detrimental effects of incivility on job outcomes. Additionally, the study found that PSS plays a moderating role in reducing the negative effect of FI on EE. The findings of this study have important implications for managing work-family conflict and promoting work-life balance. Organizations should prioritize creating a supportive work environment that addresses family-related stressors and provides resources for employees to manage FI effectively. Supervisors play a critical role in supporting employees facing FI, and training programs on emotion management and human psychology can enhance their supportive skills. While this study is limited to the Indian subcontinent, it has implications across sectors for effectively managing family-related stress. The study contributes to the literature on FI, EE, and PSS, expanding our understanding of the impact of incivility in the home domain on job outcomes. Future research can explore additional variables, such as peer incivility and co-worker support, to better understand the relationships between these constructs.

Family incivility and burnout: a moderated mediation model of life satisfaction and psychological capital

PurposeThis study investigates the relationship between family incivility (FI) and burnout in line with the conservation of resources theory and work–home resources model. The authors also examine the conditional indirect effects of psychological capital (PsyCap) and life satisfaction (LS) in the aforementioned relationship. The purpose of this paper is to address these issues.Design/methodology/approachData were collected using a time-lagged methodological design by administering a structured questionnaire among 296 rural doctors. The collected data were analyzed using PROCESS macro in Statistical Package for the Social Sciences (SPSS) 23.FindingsThe study indicates that FI is an emotional home demand and influences burnout at the workplace through the depletion of LS. At the same time, PsyCap proves to be a vital resource that mitigates the adverse effects of FI and burnout.Research limitations/implicationsThis study adds to the work–family and well-being literature by exploring the underlying mechanism through which FI connects to different outcomes. The implications of these findings for applications and extension of the work–home resources model to the family domain is elaborated in detail.Originality/valueThis study is among the first to empirically substantiate the long-term adverse consequences of FI and its potential for negatively affecting the work domain by inducing long-term psychological disorder “burnout.”

Family incivility, work alienation beliefs and submissive behaviors among Pakistani employees: the mitigating role of ego resilience

PurposeThis research seeks to unpack a relevant, hitherto overlooked connection between employees' perception that family incivility is undermining their work and their displays of submissive behavior. The authors predict and test a mediating role of employees' work alienation beliefs and a moderating role of their ego resilience in this connection.Design/methodology/approachThe research hypotheses were tested with survey data collected in three rounds, separated by three weeks each, among employees who work in the education sector in Pakistan. The statistical analyses relied on the PROCESS macro, which supports the simultaneous estimation of the direct, mediation and moderated mediation effects that underpin the proposed theoretical framework.FindingsAn important reason that victims of disrespectful treatment at home fail to fight for their rights at work is that they develop parallel beliefs of being disconnected from work. This intermediary role of work alienation beliefs is less prominent though when employees can rely on their personal resource of ego resilience.Practical implicationsFor human resource (HR) managers, this research offers a critical explanation, related to a sense of being estranged from work, for why family-induced work hardships might cause employees to exhibit subservient behaviors at work. It further reveals how this process can be contained if employees have the capability to adapt flexibly to different situations.Originality/valueThis study contributes to extant research by explicating how and when family-induced work hardships might escalate into work responses that mirror employees' experiences at home.

It doesn’t stop Here: workplace bullying and family incivility mediating role of psychological distress

It doesn’t stop Here: workplace bullying and family incivility mediating role of psychological distress