This study aimed to inspect the effect of workplace incivility on organizational CWB and enlightened whether perceived organizational support and passive leadership strengthens or weakens the relationship between incivility – CWB-O dyad.Survey method was used to collect data from employees of diverse serviceorganizations including banks, university, NGO, IT, and outsourcing companies located inLahore, Pakistan.Outcomes of the study indicated that workplace incivility is positively related to CWB-O andthis association is moderated by passive leadership and POS. While passive leadershipstrengthens the relationship between incivility and counter working behavior, POS weakens thesame.Self – reported measures were used which were considered suitable according to the nature ofstudy. As an alternate, peer – reported measures can be adopted. Besides, data could be collectedfrom more than one city of Pakistan in future studies.Every organization endeavours to limit the occurrences of CWB. Results of this study show that apassive leader may aggravate incivility into CWB. On the contrary, if the employees perceivethat their organization is supportive then they may not engage into such deviant behavior.Societal norms must be implemented to create a sense of equality among people.Through POS, an organization may be able to reduce the workplace stresses which is beneficialin improving work lifequality but also diminishing the psychological effects of such deviantbehaviors.This is one of the first empirical studies that uncovers the moderating effects of passive leadership and POS in the workplace incivility and CWB-O relationship in South Asian Context.
The Influence of Foodservice Industry Culinary Staff's Workplace Harassment in Organizational Silence, Counterproductive Work Behavior and Turnover Intent: Focus on Moderating Effects on Gender and Staff's Job Status
