Workplace Incivility and Job Satisfaction

2022 ◽  
pp. 1237-1254
Author(s):  
Rose Opengart ◽  
Thomas G. Reio Jr. ◽  
Wei Ding

Workplace incivility is common in organizations across the world and can have negative effects on individuals and organizations. The purpose of the reported study is to examine the effects of supervisor and coworker incivility on job satisfaction and examines emotion management as a mediator of these relationships. Data from 268 working adults were collected by survey battery and analyzed via a number of multivariate techniques. The model was supported in that both supervisor and coworker incivility had strong direct negative effects on emotion management and job satisfaction, and emotion management partially mediated the incivility-job satisfaction relationship. With supervisor and coworker incivility, the participants reported lower levels of job satisfaction. However, the participants' emotion management mitigated the negative effect of incivility on job satisfaction partially. The findings suggest that organizations need to be aware of the unfavorable consequences of incivility. Organizations need to discover ways to reduce incivility and implement efforts to help employees develop positive emotional management strategies. These actions may help reduce the negative influences of incivility on important organizational outcomes like job satisfaction.

Author(s):  
Rose Opengart ◽  
Thomas G. Reio Jr. ◽  
Wei Ding

Workplace incivility is common in organizations across the world and can have negative effects on individuals and organizations. The purpose of the reported study is to examine the effects of supervisor and coworker incivility on job satisfaction and examines emotion management as a mediator of these relationships. Data from 268 working adults were collected by survey battery and analyzed via a number of multivariate techniques. The model was supported in that both supervisor and coworker incivility had strong direct negative effects on emotion management and job satisfaction, and emotion management partially mediated the incivility-job satisfaction relationship. With supervisor and coworker incivility, the participants reported lower levels of job satisfaction. However, the participants' emotion management mitigated the negative effect of incivility on job satisfaction partially. The findings suggest that organizations need to be aware of the unfavorable consequences of incivility. Organizations need to discover ways to reduce incivility and implement efforts to help employees develop positive emotional management strategies. These actions may help reduce the negative influences of incivility on important organizational outcomes like job satisfaction.


2019 ◽  
Vol 37 (4) ◽  
pp. 1092-1113 ◽  
Author(s):  
Mark T. Morman ◽  
Paul Schrodt ◽  
Amber Adamson

For firefighters, there is reason to believe that relational quality with spouses and firefighter friends might buffer the negative effects of occupational stress both on and off the job. In this study, we examined the associations among firefighters’ relationship quality at work and at home, their job stress, job satisfaction, and quality of work life (QWL). We surveyed 428 male firefighters employed at 12 fire stations across Texas. All but one of our hypotheses were supported, as relationship quality with both wife and firefighter friend emerged as significant, positive predictors of job satisfaction and QWL, whereas job stress emerged as a significant, negative predictor of job satisfaction and QWL. These main effects were qualified by three, significant two-way interaction effects. Whereas the negative effect of stress on job satisfaction and QWL was buffered by relational quality with a firefighter friend, it was exacerbated by relational quality with a spouse. Nevertheless, when a firefighter has strong relational quality at work and at home, the effects of job stress are diminished.


2018 ◽  
Vol 33 (2) ◽  
pp. 176-195 ◽  
Author(s):  
Diane Lawong ◽  
Charn McAllister ◽  
Gerald R. Ferris ◽  
Wayne Hochwarter

Purpose The purpose of this paper is to examine how a cognitive process, transcendence, moderates the relationship between perceptions of organizational politics (POPs) and several work outcomes. Design/methodology/approach Participants across two studies (Study 1: 187 student-recruited working adults; Study 2: 158 information technology employees) provided a demographically diverse sample for the analyses. Key variables were transcendence, POPs, job satisfaction, job tension, emotional exhaustion, work effort, and frustration. Findings Results corroborated the hypotheses and supported the authors’ argument that POPs lacked influence on work outcomes when individuals possessed high levels of transcendence. Specifically, high levels of transcendence attenuated the decreases in job satisfaction and work effort associated with POPs. Additionally, transcendence acted as an antidote to several workplace ills by weakening the increases in job tension, emotional exhaustion, and frustration usually associated with POPs. Research limitations/implications This study found that transcendence, an individual-level cognitive style, can improve work outcomes for employees in workplaces where POPs exist. Future studies should use longitudinal data to study how changes in POPs over time affect individuals’ reported levels of transcendence. Practical implications Although it is impossible to eliminate politics in organizations, antidotes like transcendence can improve individuals’ responses to POPs. Originality/value This study is one of the first to utilize an individual-level cognitive style to examine possible options for attenuating the effects of POPs on individuals’ work outcomes.


2019 ◽  
Vol 31 (5) ◽  
pp. 2034-2053 ◽  
Author(s):  
Hsi-Tien Chen ◽  
Chih-Hung Wang

Purpose This study examines the relationships among workplace incivility, job satisfaction and turnover intention for tourist hotel chefs. Furthermore, emotional intelligence is taken as the moderating variable on the relationships between workplace incivility and job satisfaction and workplace incivility and turnover intention. Design/methodology/approach Tourist hotel chefs were invited to participate in this study using purposive sampling, and a structured questionnaire was administered to carry out the investigation on tourist hotel chefs. Findings The results show that workplace incivility has negative effects on job satisfaction and casts positive effects on turnover intention through job satisfaction. Emotional intelligence has a significant moderating effect on the relationship between workplace incivility and job satisfaction. Originality/value This study firstly demonstrated the relationships among workplace incivility, job satisfaction and turnover intention for tourist hotel chefs. Furthermore, the moderating effect of emotional intelligence on the relationship between workplace incivility and job satisfaction was also validated.


2021 ◽  
Author(s):  
Rachma Musaad

Referring to the SWOT analysis table, the government can formulate a lobster trade and management strategy into an effort to preserve lobsters and improve the welfare of fishermen and lobster cultivators. The best step that can be taken by the government is to postpone the implementation of Minister of Marine Affairs and Fisheries Regulation No.12 of 2020 which is a factor in the inefficiency of production factors. Through this Regulation of the Minister of Marine Affairs and Fisheries, the market is very likely to experience failure in carrying out its function as a force in the allocation of production factors. Of course, this will decrease the probability of increasing the maximum social welfare for many parties. Through the postponement of Minister of Marine Affairs and Fisheries Regulation No.12 of 2020, the government can consider economic management strategies for lobsters, namely developing upstream-downstream supply chains, reviewing and revising all regulations related to lobster cultivation and trade, and preventing and avoiding fishing practices. illegal fish. In addition, the government can strengthen and develop the lobster sector in Indonesia by conserving lobsters in the red and yellow zones. Through this explanation, it can be concluded that Regulation of the Minister of Marine Affairs and Fisheries Number 12 of 2020 has a negative effect on the sustainability of lobsters in Indonesia. The negative effects that arise consist of the emergence of turmoil in power holders, the trapping of lobster cultivators on the disadvantageous side, the more dominant profits of investors, and causing the scarcity of lobster seeds in the future. The government sould consider filed condition and all the possibilities that occur before implementing a new policy.Based on the government's negligence, this failure can be considered as a failure of government intervention. Therefore, delaying the implementation of the Minister of Marine Affairs and Fisheries Regulation is the best way to restore the position and welfare of domestic lobster cultivators and fishermen, while reconsidering the economic management strategy for lobsters.


2017 ◽  
Vol 18 (1) ◽  
pp. 1
Author(s):  
Ahmad Thoifurrohim

Substitution employees have positive and negative effects. However, most of the turnover brought unfavorable influence on the organization, namely the high level of turnover. The research aims to analyze the effects of job insecurity and job satisfaction of the desire to move production employees working with the commitment of employees as variable intervening. The population in this study is devoted only to permanent employees of the production of sugar factory. Kebon Agung Trangkil Pati. Referring to the formula Slovin and using purposive sampling techniques, the obtained sample size was 66 respondents. The results showed that job insecurity proved to be a significant negative effect on employee commitment, while job satisfaction has positive influence on employee commitment. Job insecurity is proven to have a positive and significant effect on turnover intentions work. Job satisfaction has a negative and significant impact on job turnover intentions. The results of the research commitment of employees are not able to become an intervening variable between job insecurity on job turnover intentions. Employee commitment to become intervening variable between job satisfaction and turnover intentions to work. The explanation can be interpreted that the higher the level of employee satisfaction, the more it will add to the high commitment of the employees to do something to support the company's success that it will reduce employees' desire to move work. Keywords: Job insecurity, job satisfaction, employee commitment and job turnover intentions.


2021 ◽  
Vol 11 (4) ◽  
pp. 1107-1119
Author(s):  
Muhammad Safdar Khan ◽  
Natasha Saman Elahi ◽  
Ghulam Abid

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.


Author(s):  
Mavis Agyemang Opoku ◽  
Hyejung Yoon ◽  
Seung-Wan Kang ◽  
Myoungsoon You

This study examines the relationship between emotional exhaustion and job satisfaction. We further propose a safety climate and compensation as contextual variables that weaken the effect of emotional exhaustion. Survey data collected from 694 employees of a public hospital provided support for the hypothesized research model. The hierarchical multiple regression results reveal that high emotional exhaustion is negatively related to job satisfaction. In addition, the results suggest that compensation and a safety climate are moderating variables that mitigate the negative effects of emotional exhaustion. The theoretical implications and future directions are discussed.


Author(s):  
Fidel Ribera Urenda

The importance of groundwater has become particularly evident in the late 20th and early 21st centuries due to its increased use in many human activities. In this time frame, vertical wells have emerged as the most common, effective, and controlled system for obtaining water from aquifers, replacing other techniques such as drains and spring catchments. One negative effect of well abstraction is the generation of an inverted, conically shaped depression around the well, which grows as water is pumped and can negatively affect water quantity and quality in the aquifer. An increase in the abstraction rate of a specific well or, as is more common, an uncontrolled increase of the number of active wells in an area, could lead to overexploitation of the aquifer’s long-term groundwater reserves and, in some specific contexts, impact water quality. Major examples can be observed in arid or semi-arid coastal areas around the world that experience a high volume of tourism, where aquifers hydraulically connected with the sea are overexploited. In most of these areas, an excessive abstraction rate causes seawater to penetrate the inland part of the aquifer. This is known as marine intrusion. Another typical example of undesirable groundwater management can be found in many areas of intensive agricultural production. Excessive use of fertilizer is associated with an increase in the concentration of nitrogen solutions in groundwater and soils. In these farming areas, well design and controlled abstraction rates are critical in preventing penetrative depression cones, which ultimately affect water quality. To prevent any negative effects, several methods for aquifer management can be used. One common method is to set specific abstraction rules according to the hydrogeological characteristics of the aquifer, such as flow and chemical parameters, and its relationship with other water masses. These management plans are usually governed by national water agencies with support from, or in coordination with, private citizens. Transboundary or international aquifers require more complex management strategies, demanding a multidisciplinary approach, including legal, political, economic, and environmental action and, of course, a precise hydrogeological understanding of the effects of current and future usage.


2014 ◽  
Vol 8 (3) ◽  
pp. 354-374 ◽  
Author(s):  
Bradley Olson ◽  
Yongjian Bao ◽  
Satyanarayana Parayitam

Purpose – The purpose of this paper is to examine the effects trustworthiness can have on the perception of organizational politics and organizational outcomes. Most studies on organizational politics examine the negative effects of organizational politics on organizational outcomes such as organizational commitment. This study focuses on moderators that can decrease these negative effects. Design/methodology/approach – The organization landscape consists of Chinese organizations, with a total of 249 employees who were surveyed in 2009. Multiple and moderated hierarchical regression were used in the analyses. Findings – The results show that trustworthiness moderates the negative effects of organizational politics on job satisfaction, affective commitment and normative commitment. These findings support the importance of combating the negative effects that are in most, if not all, organizations. Originality/value – This study uses as its sample an Asian culture that has been under-represented in organizational politics studies, as the majority of these studies are conducted in North America. Yet, organizational politics likely occurs in organizations worldwide.


Sign in / Sign up

Export Citation Format

Share Document