The relationships between incivility,team climate for incivility and job-related employee well-being: a multilevel analysis

Adopting a multilevel approach, this study extends the current understanding of workplace incivility by examining the cross-level associations between team climate for incivility, team size and team norms with regard to competitiveness on employees’ well-being associated with incivility at work. Using a sample of 637 employees nested in 50 work teams, the results revealed a direct negative effect of uncivil team climates on employee job-related affective well-being, over and above employees’ personal experience of uncivil behaviour. As hypothesized, competitive norms significantly moderated the negative effect of experienced incivility on affective well-being, suggesting that competitive team environments may buffer the negative consequences of workplace incivility through a team sensemaking process. Utilizing Social Comparison Theory (comparing how they are treated) and climate strength literature, this study also found team size to be a significant moderator of the incivility–well-being relationship, with members of smaller work teams experiencing more detrimental effects of uncivil acts. Together, these findings suggest that the magnitude of the negative effect of uncivil behaviour is dependent on the composition and incivility climate of work teams. The results of this study have important implications for designing individual- and team-level interventions aimed at addressing uncivil behaviour and climates in the workplace.     

Assessing ethical efficacy,workplace incivility,and turnover intention: a moderated-mediation model

Drawing upon the social cognitive theory and social identity theory, this study hypothesizes that ethical efficacy and perceived workplace incivility affect turnover intention via the full mediation of emotional exhaustion. At the same time, organizational identification is a moderator in the development of turnover intention. A field survey on 512 employees from high-tech and banking industries was conducted for empirical testing. Test results using structural equation modeling and hierarchical regression analyses reveal that emotional exhaustion fully mediates the relationship between workplace incivility and turnover intention, as well as between ethical efficacy and turnover intention. Organizational identification positively moderates the effect of workplace incivility on emotional exhaustion. Theoretical and practical implications are discussed based on the empirical findings.

     

Differentiation in leader–member exchange: A hierarchical linear modeling approach

This paper explores possible antecedents and consequences of leader–member exchange (LMX) differentiation. LMX differentiation is a group-level construct, defined as the degree to which members working with the same leader differ in terms of their LMX relationship quality with their leader. Specifically, we hypothesize that leaders’ personal universalistic values are negatively correlated with LMX differentiation. LMX differentiation, in turn, moderates the lower-level effect that LMX has on performance evaluation. Using surveys from leaders and subordinates as well as archival data from six companies, we found support for these arguments. However, we did not find support for a hypothesized cross-level moderation effect of differentiation on the effect LMX has on interactional justice. Implications for theory and discussion of future research directions are also addressed.     

Are transformational leaders fair? A multi-level study of transformational leadership,justice perceptions,and organizational citizenship behaviors

This study examined the psychological processes that might underlie the relationship between transformational leadership (i.e., individualized consideration and charisma) and individual- and group-level multifocal organizational citizenship behaviors (OCBs). In doing so, we focused on the potential mediating role of individual- and group-level justice perceptions of a follower(s) in transformational leadership processes. Specifically, we hypothesized that at the individual level, a leader's individualized consideration relates to leader-directed OCBs through interpersonal justice, whereas at the group level, a leader's charisma relates to group-directed OCBs through procedural justice climate. The individual- and group-level models as well as the various alternative models were tested using a sample of 159 employees (including 40 supervisors and their immediate subordinates) embedded in 40 groups from 25 branches of a large, multinational bank in Korea. The results supported our hypothesized relationships, suggesting that individual- and group-level justice perceptions play important roles in the linkage between transformational leadership behaviors and OCBs at both the individual and the group levels.     

基于跨层次被调节中介模型的新生代员工期望差距与离职意向研究

基于复合时空背景下28家企业的495名新生代员工和438名非新生代员工的调查问卷,考察新生代员工的期望差距对其离职意向的影响机制、职业承诺的中介作用以及环境自由的跨层调节作用,并运用多层次线性模型对跨层数据进行统计分析。研究结果表明:期望差距是“80后”和“90后”新生代员工离职意向的重要前因变量;职业承诺在“90后”新生代员工的期望差距与其离职意向之间起着部分中介作用,但是在“80后”新生代员工期望差距(现实工作与自我工作)与离职意向之间的中介作用不明显;组织环境自由对“90后”新生代员工的期望差距与离职意向的关系之间起到负向跨层调节作用,但在“80后”新生代员工的期望差距与离职意向的关系之间没有起到负向调节作用。     

Day-level fluctuations in stress and engagement in response to workplace incivility: A diary study

Previous research into workplace incivility, or rude and discourteous behaviour, has focused on between-person relationships. This study extends this research by using a diary design to examine the effect of experiences of incivility at work on two outcomes, stress and engagement, at a within-person level. Two potential moderators of the incivility-outcome association were also examined: the job resource of perceived supervisor support and the personal resource of core self-evaluation. Diary survey data were collected eight times over a four-week period from 130 security employees both in the field and at the corporate offices of a security firm in Australia. Data was analysed with multilevel modelling. Participants were found to have higher levels of stress on the days when they experienced more incivility, but high supervisor support reduced this effect. However, a negative relationship between incivility and daily engagement was only significant for those with low core self-evaluation. The results are discussed in terms of their implications for interventions aimed at reducing the negative effects of workplace incivility.     

Customer incivility and employee well-being: testing the moderating effects of meaning,perspective taking and transformational leadership

This study investigated factors that influence the relationship between experiencing customer incivility and the psychological well-being of employees in the service industry (N?=?215). Using the cognitive appraisal theory of stress, we identified and tested three factors that may buffer employees from the negative effects of customer incivility: finding meaning in work, perspective taking, and transformational leadership of supervisors. Transformational leadership was found to moderate the relationship between customer incivility and employee well-being. Meaning and perspective taking did not moderate the relationship between customer incivility and employee well-being, but did have a positive association with employee well-being. These findings contribute to the literature on customer incivility and suggest that organization-based resources that influence both primary and secondary appraisal, such as transformational leadership, are useful in buffering the harmful employee outcomes related to customer incivility.     

化被动为主动:共享型领导对员工主动变革行为的影响及作用机制研究

如何让员工将其工作角色外的行为,如主动变革行为,视为其角色内的行为越来越受到学者和管理者的关注。主动变革行为是指个体通过自愿的和建设性的努力来影响组织功能改变的行为,属于一种挑战性的组织公民行为。尽管以往研究对员工主动变革行为的影响因素进行了一些探讨,但主要聚焦于正式垂直领导和个体因素,鲜有研究关注团队情景因素对其的作用效果。通过问卷调查法,以69个部门和262名员工的配对数据为样本,本研究考察了共享型领导对员工主动变革行为的影响及作用机制。跨层次分析结果表明:(1)共享型领导对员工主动变革行为有积极影响;(2)主动变革行为的角色定义与和谐工作激情会分别中介共享型领导与员工主动变革行为之间的关系;(3)领导-成员交换质量会分别调节共享型领导与员工角色宽度自我效能与和谐工作激情之间的关系,领导-成员交换质量越高,共享型领导对员工角色宽度自我效能与和谐工作激情的积极作用越显著;(4)领导-成员交换质量会调节共享型领导通过角色宽度自我效能对员工主动变革行为的间接作用,领导-成员交换质量越高,这一间接作用越显著。     

Testing the reciprocal associations among co-worker incivility,organisational inefficiency,and work-related exhaustion: A one-year,cross-lagged study

ABSTRACT

In spite of the considerable number of studies on co-worker incivility, knowledge on this topic needs to be further enhanced. In particular, no studies have focused on the reciprocal nature of the relationship of incivility with other important aspects of working life, i.e. employee well-being and the quality of the working process. The aim of the present study was to examine the cross-lagged associations among co-worker incivility, work-related exhaustion, and organisational efficiency in a sample of healthcare workers. Based on the conservation of resource theory, we hypothesised that those three variables affect each other reciprocally over the time. Data from a two-wave study design (with a one-year time lag) were utilised, and cross-lagged structural equation models were performed. Results confirmed that incivility and efficiency affected each other reciprocally over time. On the other hand, whereas incivility positively predicted exhaustion and exhaustion at inversely predicted organisational efficiency, the opposite paths were found to be not significant. The study suggests that efficiency is crucial for understanding incivility because it operates both as its cause and as its outcome. Interventions aimed at promoting civility and respect in the workplace may help prevent co-worker incivility, work-related exhaustion, and enhance organisational efficiency.     

Followers' daily reactions to social conflicts with supervisors: The moderating role of core self-evaluations and procedural justice perceptions

Building on affective events theory (AET; Weiss & Cropanzano, 1996), the present research examined the short-term within-person effects of social conflicts with supervisors at work (SCSs) on followers’ state negative affect (NA) at home. Moreover, it was examined whether personal (i.e., core self-evaluations, CSEs) and environmental (i.e., procedural justice perceptions, PJPs) factors would moderate the SCSs–NA relationship. Hypotheses were tested with a diary study incorporating data from 98 civil service agents over five consecutive working days. Hierarchical linear modeling revealed that on the daily level, SCSs were related with employees’ NA before bedtime. Furthermore, results provide support for the moderating role of CSEs and PJPs in the SCSs–NA relationship. These findings show that the detrimental effects of SCSs are not restricted to the work context but spillover to employees’ private lives and help us to understand when SCSs are particularly detrimental for employees.     

Factors contributing to the perpetration of workplace incivility: the importance of organizational aspects and experiencing incivility from others

In recent years a growing amount of research has been conducted in the area of workplace incivility. Whereas many studies have focused on the victims and the consequences of incivility, little attention has been paid to the perpetrators and antecedents of workplace incivility. This study aims to identify possible antecedents of workplace incivility, by investigating organizational aspects as well as the possibility that being the target of incivility from co-workers and supervisors could induce incivility. A total of 512 employees (378 women and 133 men) in the school sector in a Swedish municipality completed an online questionnaire. Overall, the results of structural equation modelling analyses showed that organizational variables were related to the perpetration of incivility. A direct relationship was found between being uncivil and organizational change, job insecurity, low social support from co-workers and high job demands. However, the strongest relationship was found between experienced incivility from co-workers and instigated incivility. This could be reflecting a climate or culture of incivility in the organization, and carry implications for future practice in interventions against workplace incivility. The results indicate the importance of focusing on the perspective of the instigator to gain knowledge about the process of workplace incivility.     

Peers,proactivity, and problem-solving: A multilevel study of team impacts on stress appraisals of problem-solving demands

ABSTRACT

To date, there is a paucity of research on team-level impacts on the individual stress appraisal process despite the recognised role of teams for solving problems. Applying a multilevel approach, this study investigates the cross-level impact of team problem prevention behaviours on employee stress appraisals of problem-solving demands. It was hypothesised that team problem prevention would moderate the individual-level relationship between problem-solving demands and stress appraisals. Data were collected from 43 work teams comprised of 192 team members including all team leaders who also provided evaluations of their team’s problem prevention behaviour. Results supported the hypothesised cross-level moderating effects on challenge appraisal, but not threat appraisal. As one of the first studies to demonstrate that stress appraisals are impacted by the group, not just by individual factors, the results support a multilevel conceptualisation of stress appraisals. The findings also highlight implications for practice, broadening the scope of possibilities for stress management interventions to utilise team-level strategies such as leadership development programmes and/or team building initiatives.     

Workplace bullying as predicted by non-prototypicality,group identification and norms: a self-categorisation perspective

ABSTRACT

Research and theory on deviance in work groups suggest that non-prototypical members risk devaluation and mistreatment by their peers. Drawing on the self-categorisation theory, we propose and test a contextual model to explain workplace bullying from a target perspective, using non-prototypicality as a predictor and social identification and anti-bullying norms at the work group level as two- and three-way cross-level moderators. Multilevel modelling and a sample of employees from the university sector in the Low Lands (n?=?572) was employed. In line with our first hypothesis, we found that risk of exposure to workplace bullying is particularly high for non-prototypical work group members. We also hypothesised that work group social identification would facilitate bullying of non-prototypical members, while anti-bullying norms would buffer it. Results showed, however, that both conditions acted as buffering moderators on the main association. Lastly, the combination of the two also entailed a cross-level three-way interaction effect, showing that non-prototypicality is associated with bullying only in work groups characterised by low levels on both moderators. These novel and partly unexpected results demonstrate the relevance and significance of group level explanations for workplace bullying, holding significant implications for scholars and practitioners.     

支持资源作用下的工作-家庭促进:情感倾向的调节作用

基于组织支持理论和资源保存理论,构建了支持资源作用下的工作-家庭促进模型,通过对40家制造业企业员工的问卷调查,采用多元调节回归的方法进行统计分析。研究结果表明,支持资源作用下的工作-家庭促进对员工组织情感承诺、工作满意度和离职意向有显著影响;情感倾向对支持资源作用下的工作-家庭促进与结果变量之间的关系有调节作用。当个体的情感倾向处于积极时,由组织支持资源带来的工作-家庭促进会显著提高员工的工作满意度、组织情感承诺,降低离职意向。     

The mediating role of distributive justice perceptions in the relationship between emotion regulation and emotional exhaustion in healthcare workers

This research proposes that the use of emotion regulation strategies by employees in the service professions determines their perceptions of fairness in interactions with clients, which in turn influences their emotional exhaustion. Based on social exchange theory and models of self-control, the investigation tested whether: (1) the type of emotion regulation strategy that employees use to meet the emotional demands of their job role partially influences their perceptions of distributive justice (i.e. that clients respond to their efforts), and (2) these perceptions mediate the relationship between emotion regulation and emotional exhaustion. To test this, a longitudinal field survey study of a sample of primary care workers in Spain (general practitioners and nurses; N?=?233) was conducted. Findings showed that the relationship between emotion regulation and emotional exhaustion was mediated by perceptions of distributive justice. A bootstrapping mediational analysis showed a significant indirect effect of surface acting on emotional exhaustion through distributive justice when inter-individual differences at T1 and when intra-individual changes between T1 and T2 were considered. Deep acting indirect effects were not significant for intra-individual changes. The findings indicate that employees’ perception of distributive justice has implications for understanding the impact of emotion regulation on well-being.     

互动公平、委员会决策程序公平与员工决策承诺:基于公平启发理论与不确定管理理论的实证研究

借助层级团队形式制定决策,决策者能激发员工的决策承诺,确保决策的有效执行。以委员会作为决策者的层级团队为例,本文探讨了以下问题:当存在个体对自身胜任力的自信、专用性人力资本投资这两个因素的影响时,互动公平与委员会决策程序公平效应及它们之间的交互效应会发生什么变化?引入公平启发理论与不确定管理理论,本文假设并检验了上述四个因素如何交互作用于员工决策承诺。以两家大型商业银行信贷业务人员为研究对象,实证研究表明:(1)自信和专用性人力资本投资对委员会决策程序公平效应有着显著调节作用,但它们对互动公平效应的调节作用不显著;(2)当存在自信和专用性人力资本投资的影响时,较强的互动公平与委员会决策程序公平之间的交互效应更稳定一些,而较低的互动公平感知与程序公平之间的交互效应在方向上发生变化。本文有助于管理者理解"公平何时能引致员工合作"这一问题,帮助其更好地把握决策过程以获得员工对其决策的支持。本研究的假设完全基于公平启发理论(FHT)和不确定管理理论(UMT)的理论逻辑做出,实证结果与FHT和UMT的理论预测以及已有实证研究结果相一致,这意味着本研究具有较高可信性和可靠性,能为进一步理论探索提供了比较坚实的基础。     

团队成员目标取向与建言行为的关系:一个跨层分析

研究以国内某大型企业集团27个营销团队共201名团队成员为研究对象,采用多水平研究方法,通过构建多层数据模型(HLM),以自我激励和个体-情景互动理论为框架对团队成员个体目标导向、团队氛围和员工建言行为的关系进行了探讨.研究发现目标导向不同的个体,其建言行为也有差异,相对于发展导向,表现导向的个体更多地卷入建言行为.团队心理安全感不仅对员工建言行为有直接显著影响,而且在个体目标导向(表现导向)与建言行为的关系中有正向的跨层调节效应:团队心理安全感越高,表现导向的个体越倾向于建言行为,团队心理安全感越低,表现导向与建言行为的关系越不明显.团队氛围对于其他目标导向与建言行为关系的跨层调节效果不显著.     

Differentiated leader–member exchange,justice climate,and performance: Main and interactive effects

Leaders form different quality leader–member exchange (LMX) relationships with their subordinates. This variable treatment termed LMX differentiation can have negative effects on individuals' behavior and attitudes. In this study, we examined the cross-level main effect of justice climate on task performance and the moderating role of justice climate on the relationship between LMX differentiation and task performance. We tested these two hypotheses using a field study of 90 subordinates nested under 27 supervisors. Procedural justice climate, not distributive justice climate, was found to positively influence subordinate task performance. Further, distributive justice climate, not procedural justice climate, was found to moderate the LMX differentiation–task performance relationship; such that the relationship was positive when distributive justice climate was high and negative when distributive justice climate was low. Findings and future directions are discussed.     

中国文化背景下的组织人际和谐

采用问卷调查法,以中国3家企业340名员工为研究对象,以公平理论和社会交换理论为研究框架,提出领导公平、信息公平与组织人际和谐关系的研究模型。构建结构方程和层次回归模型,利用PASW STATISTICS 18.0和LISREL 8.80分析软件,采用探索性因子分析和验证性因子分析对组织人际和谐的三维结构观点进行检验,应用层级回归分析方法探讨领导公平、信息公平及其交互项对组织人际和谐的影响。研究结果表明,领导公平和信息公平对工具和谐具有显著的正向影响,但其交互项不显著;领导公平对价值和谐具有显著的负向影响,而信息公平对价值和谐具有显著的正向影响,交互效应显著;领导公平和信息公平对和谐阻碍的影响不显著,但其交互效应显著。     

Leader-member exchange and organizational citizenship behaviors: Contextual effects of leader power distance and group task interdependence

In this paper we explore the context of the relationship between leader-member exchange and organizational citizenship behaviors (OCB). We maintain that workgroup leader's power distance and the extent of task interdependence in the group exert cross-level effects on the LMX-OCB relationship. We assert that leader power distance attenuates the relationship between LMX and OCB, and this effect is stronger in workgroups with high degree of task interdependence. Results of hierarchical linear modeling analysis of data gathered from 245 employees nested in 54 workgroups supported our hypotheses. LMX-OCB relationship was weaker in workgroups led by high power distance leaders. Further, the three-way cross-level interaction between LMX, leader power distance and group task interdependence demonstrated that the tendency for LMX to have a stronger positive effect on OCB when leader power distance was low rather than high was more pronounced in high task interdependence teams.