No full-text available
To read the full-text of this research,
you can request a copy directly from the authors.
Daily Cyber Incivility and Distress: The Moderating Roles of Resources at Work and Home
Abstract
Given that many employees use email for work communication on a daily basis, this study examined within-person relationships between day-level incivility via work email (cyber incivility) and employee outcomes. Using resource-based theories, the study examined two resources (i.e., job control, psychological detachment from work) that may alleviate the effects of cyber incivility on distress. Daily survey data collected over four consecutive workdays from 96 employees were analyzed using hierarchical linear modeling. Results showed that on days when employees experienced cyber incivility, they reported higher affective and physical distress at the end of the workday which, in turn, was associated with higher distress the next morning. Job control attenuated the concurrent relationships between cyber incivility and both types of distress at work, while psychological detachment from work in the evening weakened the lagged relationships between end-of-workday distress and distress the following morning. These findings shed light on cyber incivility as a daily stressor and on the importance of resources both in the work and home domains that can help reduce the incivility-related stress process. Theoretical and practical implications, limitations, and future research directions are discussed.
... Introduction examine how changes in the experiences of cyber incivility within a short period (e.g., a workday) within individuals relate to a focal person's subsequent perceptions or behaviors (Park et al., 2018). Nevertheless, the daily effects of cyber incivility on employee outcomes remain generally unknown (see notable exceptions in Park et al., 2018 andYuan et al., 2020 that focused on the intrapersonal effects of cyber incivility on affective outcomes such as affective distress and negative affect). ...
... Introduction examine how changes in the experiences of cyber incivility within a short period (e.g., a workday) within individuals relate to a focal person's subsequent perceptions or behaviors (Park et al., 2018). Nevertheless, the daily effects of cyber incivility on employee outcomes remain generally unknown (see notable exceptions in Park et al., 2018 andYuan et al., 2020 that focused on the intrapersonal effects of cyber incivility on affective outcomes such as affective distress and negative affect). To extend this line of research, we theorized and tested how, why, and when cyber incivility relates to employees' task performance on a daily basis. ...
... As cyber incivility is an interpersonal workplace stressor (Park et al., 2018;Yuan et al., 2020), we focus on employees' affective and physiological responses to this stressor, and treat them as the two main mechanisms to link cyber incivility to employees' task performance. Specifically, we regard daily negative affect as a manifestation of employees' affective response to daily cyber incivility. ...
... Introduction examine how changes in the experiences of cyber incivility within a short period (e.g., a workday) within individuals relate to a focal person's subsequent perceptions or behaviors (Park et al., 2018). Nevertheless, the daily effects of cyber incivility on employee outcomes remain generally unknown (see notable exceptions in Park et al., 2018 andYuan et al., 2020 that focused on the intrapersonal effects of cyber incivility on affective outcomes such as affective distress and negative affect). ...
... Introduction examine how changes in the experiences of cyber incivility within a short period (e.g., a workday) within individuals relate to a focal person's subsequent perceptions or behaviors (Park et al., 2018). Nevertheless, the daily effects of cyber incivility on employee outcomes remain generally unknown (see notable exceptions in Park et al., 2018 andYuan et al., 2020 that focused on the intrapersonal effects of cyber incivility on affective outcomes such as affective distress and negative affect). To extend this line of research, we theorized and tested how, why, and when cyber incivility relates to employees' task performance on a daily basis. ...
... As cyber incivility is an interpersonal workplace stressor (Park et al., 2018;Yuan et al., 2020), we focus on employees' affective and physiological responses to this stressor, and treat them as the two main mechanisms to link cyber incivility to employees' task performance. Specifically, we regard daily negative affect as a manifestation of employees' affective response to daily cyber incivility. ...
Although cyber incivility (i.e., an interpersonal workplace stressor displayed through uncivil behaviors manifested in online working communication) occurs every day in the workplace, we know little about how it influences employees’ task performance at daily level, nor why and when this influence occurs. To address these limitations, we theorized and tested a model that links cyber incivility to task performance via negative affect and sleep quality at daily level and a cross-level boundary condition at the person level (i.e., self-leadership). Multilevel modeling results based on data collected from 112 full-time employees with 866 observations suggest that daily cyber incivility has a time-lagged effect on task performance of the following day after controlling for task performance the same day. This intrapersonal effect can be explained by the induced negative affect of the following workday but not sleep quality of the previous night. In addition, the relationship between cyber incivility and negative affect and the indirect effect of cyber incivility on task performance via negative affect were weaker among employees with high rather than low self-leadership.
... Given the physical distance between sender and recipient and the delayed feedback in written cyber communications which amplify the potential ambiguity of electronic messages, cyber incivility has been identified as a daily occurring interpersonal stressor (Daniels & Thornton, 2019). Indeed, 34% of employees report experiencing incivility in cyberspace such that they receive one to three uncivil e-mails per workday, and an additional 2% of employees report receiving more than five rude e-mails in a single workday (Park et al., 2015). ...
... We identify the ambiguous aspects of written cyber communications that can facilitate increased experiences of incivility among employees who use digital conversations to communicate for work. While studies have established cyber incivility as a daily occurring interpersonal stressor for employees (Park et al., 2015), our theoretical model posits that employees with visible or known stigmatised identities will encounter this daily stressor at greater levels. We define stigma in line with Goffman's (1963) foundational work which asserts that a stigma is an 'attribute that is deeply discrediting and that reduces the bearer from a whole and usual person to a tainted, discounted one' (p. ...
... Third, Park et al. (2015) argue that the adverse effects of cyber incivility on employee outcomes lead to enduring affective and physical distress, and thus urged organisational scholars to identify potential resources that can help mitigate the negative effects of cyber incivility. We address this call by drawing upon the Conservation of Resources (COR; Hobfoll, 1989) theory, which explains how employees can reduce stress-related experiences (i.e., adverse effects caused by selective incivility) by capitalising on other available resources. ...
We develop and advance a theoretical model which proposes the antecedents of selective cyber incivility may be distinct from the predictors of face‐to‐face (F2F) incivility. Specifically, our model proposes the physical separation of the perpetrator from the target and lack of sociocultural norms in written cyber communications enhances a perpetrator's sense of perceived informality and perceived distance from the target. Drawing from the attributional ambiguity theory, we further explicate the ways in which selective cyber incivility may be more detrimental to employee outcomes than selective F2F incivility. In doing so, we argue that feelings of distress and rumination are further exacerbated in the case of selective cyber incivility given that it has higher levels of situational and contextual ambiguity than F2F communications. Finally, we posit that targets may be able to draw from their psychological capital and social support to buffer the detrimental impact of incivility experiences on important work‐ and health‐related outcomes. We present our conceptual model in the form of testable propositions to guide future research in this important domain.
... The study offers related empirical support by exploring the association of its active and passive forms with work engagement and turnover intentions, the mediating role of stress and the moderating role of psychological resilience. Second, rather than focusing solely on email incivility (Lim & Teo, 2009;Park et al., 2018) or social media incivility (Aljawarneh et al., 2022), the study examines CI in digital communication mediums, including instant messaging applications. Third, it offers empirical evidence from Greece, an underexplored context in terms of CI. ...
... First, responding to calls for examining the distinct roles of active and passive CI (Yuan et al., 2020), we designed and tested a conceptual model that examines their associations with work engagement and turnover intention, alongside the mediating role of job stress and the moderating role of psychological resilience. Second, building on extant research that focused on email CI (Giumetti et al., 2012;Lim & Teo, 2009;Park et al., 2018), we considered additional digital communication channels through which CI can occur. Our findings confirm the existence of the two-dimensional structure of CI (Yuan et al., 2020), provide strong support for the mediating role of job stress in the relationship between active and passive CI and work engagement (full mediation), moderate support for the mediating role of job stress in the relationship between active and passive CI and turnover intention (partial mediation) and no support for the moderating role of psychological resilience. ...
Cyber incivility (CI) is a prevalent form of workplace mistreatment with deleterious consequences for individuals and organisations. Although research has established a clear distinction between active and passive forms of CI, a nuanced understanding of how these affect employee attitudes and behaviours is lacking. The absence of such studies potentially misleads researchers and practitioners into assuming identical effects. To elucidate this distinction, we draw from the job demands–resources theory and explore the relationship between supervisor-initiated active and passive CI exhibited through digital communication tools and employees’ work engagement and turnover intentions. Furthermore, we test the mediating role of job stress and the moderating role of psychological resilience. Based on a cross-sectional survey of 346 working professionals, we find that both active and passive CI are negatively related to work engagement indirectly, through job stress. In addition, both forms of CI are positively associated with turnover intentions directly, as well as indirectly through job stress. Psychological resilience does not significantly moderate any of these relationships.
... The processes underlying cyber-mistreatmentemployee strain relationships seem to be similar those underpinning other mistreatmentstrain relationships (Guimetti, McKibben, Hatfield, Schroeder, & Kowalski, 2012;Park, Fritz, & Jex, 2015), thus cyber-mistreatment may represent a nuance such that it provides a different communication channel that in person interactions. Supporting its nomological similarity to other forms of mistreatment, cybermistreatment has been associated with job dissatisfaction, absenteeism, turnover intentions, CWBs, burnout, distress, anxiety, and exhaustion (Guimetti, et al., 2012;Niven, Connolly, Stride, & Farley, 2021;Park, Fritz, & Jex, 2015). ...
... The processes underlying cyber-mistreatmentemployee strain relationships seem to be similar those underpinning other mistreatmentstrain relationships (Guimetti, McKibben, Hatfield, Schroeder, & Kowalski, 2012;Park, Fritz, & Jex, 2015), thus cyber-mistreatment may represent a nuance such that it provides a different communication channel that in person interactions. Supporting its nomological similarity to other forms of mistreatment, cybermistreatment has been associated with job dissatisfaction, absenteeism, turnover intentions, CWBs, burnout, distress, anxiety, and exhaustion (Guimetti, et al., 2012;Niven, Connolly, Stride, & Farley, 2021;Park, Fritz, & Jex, 2015). Like other mistreatment measures, concerns about the construct validity of cyber-mistreatment measures have been raised (e.g., Escartin, Vranjes, Baillien, & Notelaers, 2021). ...
... Cyber incivility is a type of workplace behavior that acts against norms of mutual respect, and it emerges based on ICT (Lim and Teo, 2009;Giumetti et al., 2012). It is a common interpersonal stressor at work that may affect the daily lives of employees (Park et al., 2018). Over 90% of employees reported experiencing cyber incivility at work (Lim and Chin, 2006). ...
... Despite the study that cyber incivility has been associated with negative well-being (Park et al., 2018), research on the impact of active versus passive cyber incivility on well-being (e.g., insomnia and negative emotions, Yuan et al., 2020;Zhou et al., 2022) suggests they might have distinct consequences. Therefore, further study is required to see whether they have differential effects on other well-being indicators, and we choose emotional exhaustion as the indicators, since it is seen as the typical result of being affected by high job demands, and it is also the result of the accumulation of negative emotions (Shin and Hur, 2022). ...
The research attempts to explore the effects of two-dimensional cyber incivility on employee well-being. Based on self-determination theory and regulatory focus theory, we conducted two studies to examine the mediating role of intrinsic motivation and the moderating role of promotion focus between cyber incivility and emotional exhaustion. The results demonstrated that both active and passive cyber incivility predicted increased emotional exhaustion, with intrinsic motivation serving as a key mediator. There was no consistent conclusion of promotion focus's moderating role. High promotion focus might aggravate the negative effect of passive cyber incivility on intrinsic motivation. The present article provides deeper step towards understanding of cyber incivility, which also helps in the development of intervention strategies to lessen or avoid the negative impact of work-related stressful events on employee well-being.
... In their recent review, Schilpzand, De Pater, and Erez (2016) highlight a litany of consequences meaningfully associated with incivility, including (but not limited to) negative emotions, emotional exhaustion and burnout, stress and psychological distress, the perpetration of incivility and other forms of mistreatment, counterproductive work behavior, absenteeism and withdrawal from work, intended and actual turnover, as well as reduced organizational commitment, job and life satisfaction, organizational citizenship behavior, and job performance (see also Andersson & Pearson, 1999;Kabat-Farr, Cortina, & Marchiondo, 2018;Kabat-Farr, Walsh, & McGonagle, 2019;Lim, Ilies, Koopman, Christoforou, & Arvey, 2018;Porath & Pearson, 2010). Moreover, despite the low intensity of uncivil interactions, the results of daily diary studies suggest that targets who experience workplace incivility during a given workday are more likely to display negative affect and distress at the end of that workday (Park, Fritz, & Jex, 2018;Zhou, Yan, Che, & Meier, 2015). Therefore, given this high prevalence and potential to influence individual and organizational outcomes, incivility poses a potent threat to employee well-being and organizational success (Cortina et al., 2017;Porath & Pearson, 2010). ...
... Most notably, our quantitative study was cross-sectional in nature and therefore precludes causal inference. Past studies (e.g., Park, Fritz, & Jex, 2018;Zhou et al., 2015) have made beneficial use of daily diary methodologies to investigate the effects of incivility at a more granular level. Including mansplaining in future research investigating mistreatment and its effects longitudinally is thus recommended. ...
This mixed-method investigation examines the nature, prevalence, and correlates of mansplaining in modern workplaces. In Study 1, we scrape Twitter and conduct a thematic analysis of 2,312 tweets. These findings ground a comprehensive definition of mansplaining and propose six items for measurement. In Study 2, we quantitatively investigate mansplaining experiences at work ( n = 499), finding that almost every participant had experienced mansplaining in the previous year. Expected gender differences emerged among mansplaining perpetrators and targets, yet men were not the only perpetrators, nor were women the only targets. Confirmatory factor analysis results support the possibility that mansplaining is a second factor of incivility. Further, mansplaining predicted significant variance in outcomes such as job satisfaction and turnover intentions above and beyond incivility. This research underscores that mansplaining is more than a social media phenomenon. Rather, it is a form of gendered mistreatment with implications for scholars and practitioners alike.
... A large number of studies on workplace anxiety have primarily focused on the influence of anxiety on employees' own well-being, work-related behaviors, and performance (e.g., McCarthy et al., 2016), neglecting whether and how significant others at workplace (e.g., or exaggerated messages with less concern about being detected or being scrutinized by others . Given that this is the first study to test how recipients (i.e., leaders) react to employees' anxiety signaling online, by referring from other similar studies (Lim & Teo, 2009;Park et al., 2018), we term this construct as "cyber anxiety signaling", or expressing work-related anxiety through ICTs (e.g., WhatsApp, WeChat, and E-mail). ...
... However, we assume that leaders who feel a strong sense of anger following receiving cyber anxiety signaling from followers are more likely to engage in unethical and harmful behaviors towards these followers. Among various kinds of unethical behaviors (e.g., abusive supervision, incivility, and aggression), cyber incivility, or "communicative behavior exhibited in computer-mediated interactions that violate workplace norms of mutual respect" (Lim & Teo, 2009, p. 419), may be most frequently used as it is a low-intensity behavior with ambiguous intent to harm the target , and as nonverbal cues as well as norms for appropriate ICTs use are often missing in the internet environment (Park et al., 2018). Lazarus' theory argues "the action tendency in anger is attack" (Lazarus, 1991, p. 822). ...
Considerable research has investigated the effects of workplace anxiety. However, the question of how leaders respond to followers who signal their workplace anxiety via information and communication technologies (ICTs) is still unclear. Drawing upon the transactional model of stress, we tested leaders’ emotional and behavioral reactions to cyber anxiety signaling using an experimental study and a multi-wave field study. Results showed that leaders experienced both empathy and anger when receiving cyber anxiety signaling from followers. Empathic emotion then motivated leaders to engage in more cyber supportive behavior, whereas anger increased cyber incivility. The moderating effects of psychological power were also supported. Leaders with high levels of psychological power would experience increased empathic emotion and reduced anger toward followers who signal their workplace anxiety. These findings demonstrate the costs and benefits of cyber anxiety signaling and explain the utility of this strategy that employees may use to gain support from leaders.
... Other studies could not find any relationship with such positive outcomes (e.g., Ohly & Latour, 2014;Piszczek, 2017;van Zoonen et al., 2017) or even reported a negative relationship (e.g., Lanaj et al., 2014;Wright et al., 2014). Yet again, other studies supported an association of ICT use and negative indicators of well-being such as strain or exhaustion (e.g., Day et al., 2012;Park et al., 2018) and burnout (e.g., Aghaz & Sheikh, 2016;Beas & Salanova, 2006). Accordingly, the overall effect of ICT use on well-being remains unclear as qualitative and quantitative literature reviews on this topic are missing. ...
... Besides providing employees with resources, research has shown that ICT use can also accompany demands (Day et al., 2012;Park et al., 2018). The second psychological consequence of increased ICT use studied in this article is perceived availability. ...
An understanding of the overall relationship between the work-related use of information and communication technology (ICT) and employees’ well-being is lacking as the rising number of studies has produced mixed results. We meta-analytically synthesize and integrate existing literature on the consequences of ICT use based on the job demands-resources model. By using meta-analytical structural equation modeling based on 63 independent studies ( N = 26,295), we shed light on the relationship between ICT use and employees’ well-being (operationalized as burnout and engagement) in a model that incorporates the mediating role of ICT-related resources and demands. Results show that ICT use is opposingly related to burnout and engagement through autonomy, availability, and work-life conflict. Our study brings clarity into the contradictory results and highlights the importance of a simultaneous consideration of both positive and negative effects for a comprehensive understanding of the relationship. We further show that the time of use and managerial position, and methodological moderators can clarify heterogeneity in previous results.
... Literature highlights the spillover effect of stress from one domain to another (Gopalan et al., 2021;Violet et al., 2019;De Clercq et al., 2018 b;Ford et al., 2007). At the work onset, stress diminishes daily energy levels (Park et al., 2018;Dettmers et al., 2020;Lancée et al., 2017). Notably, incivility, encompassing mistreatment, sarcasm, and disrespect, is distinct from physical abuse but yields comparable adverse outcomes such as emotional exhaustion, lowered job satisfaction, performance hindrance, and diminished engagement (Jang et al., 2020;Kim et al., 2014;Lee et al., 2020). ...
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 sub-continent, 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.
... When the message was evaluated as more positive, then they experienced more happiness regardless of who the sender was and abusive supervision instances. In addition, research on receiving uncivil or rude emails (i.e., cyber incivility) suggests that workers' end-of-day affective well-being is negatively impacted on days they experience cyber incivility via email, which then carries over to the next day's affective well-being if there is no sufficient recovery at night (Park et al., 2018). Media richness differences in electronic communication may also affect how workers regulate or express their emotions via ICT. ...
Information and communication technologies (ICT) have become an integral part of conducting work, ranging from email and sharing documents remotely to having virtual video meetings. Drawing from a self-regulation framework, this chapter highlights three self-regulatory impairment aspects of ICT use that contribute to lower psychological well-being: behavioural flexibility, cognitive load, and emotional demands. Although research on ICT-related interventions is relatively nascent, we outline potential self-regulatory strategies (i.e., managing behavioural boundaries, resetting expectations, and regulating emotions) to facilitate healthy technological behaviours and enhance psychological well-being. These strategies offer practical recommendations to practitioners and organizations, along with future directions for researchers.
... We selected the following studies on digital NWB: Internet bullying [108]; Cybermobbing [109]; Blackmail [110]: Discriminating systems: Gender, race, and power in AI [111]; Cyber fraud [112]; Mail and wire fraud [113]; Technology facilitated violence [114]; Cyber violence on Twitter [40]; Spyware [115]; Problematic Internet Use [116]; Impact of social media on Millennials [117]; Internet politics [118]; Internet ostracism [119]; Cyber 6 of 24 incivility [120]; Building digital safety for journalism [121]; Cybercrime, Vandalizing the information society [106]. ...
Negative work behavior (NWB) threatens employee well-being. There are numerous constructs that reflect NWBs, such as bullying, aggression, and discrimination, and they are often examined in isolation from each other, limiting scientific integration of these studies. We aim to contribute to this research field by developing a diagnostic tool with content validity on the full spectrum of NWBs. First, we provide a full description of how we tapped and organized content from 44 existing NWB measurement instruments and 48 studies. Second, we discussed our results with three experts in this research field to check for missing studies and to discuss our integration results. This two-stage process yielded a questionnaire measuring physical, material, psychological, sociocultural, and digital NWB. Furthermore, the questions include a range of potential actors of NWB, namely, internal (employees, managers) and external actors (clients, customers, public, and family members) at work and their roles (i.e., target, perpetrator, perpetrator’s assistant, target’s defender, outsider, and witness of NWBs). Finally, the questionnaire measures what type of harm is experienced (i.e., bodily, material, mental, and social harm).
... [57] found that workfamily conflict is exacerbated by the inability to disconnect from work. Moreover, [58] reaf firmed that remote work has a lot of disadvantages and can cause problems, particularly for employees who like to work in an office setting and have obligations to their families. Conflicts among family members could arise from the need to share working space, electronic devices, and the internet at home. ...
The object of the study is the remote work. The prevalence of remote work has increased, bringing a dual effect for businesses and employees. On the other hand, it has the potential to blur boundaries between family and work responsibilities which can lead to family conflicts. The study investigated the challenges and opportunities of remote work for tax practitioners in South Africa. Drawing from a qualitative research approach, a purposive sampling technique was used to select the participant. The participants were selected based on their lived experience of remote working. The sample for the study comprised fifteen Tax practitioners from eThekwini municipality in KwaZulu-Natal. The study adopted semi-structured telephone interviews as a data collection tool, interviews were recorded, transcribed verbatim and coded, while thematic analysis was used to analyze the data. The study revealed that remote work saved Tax practitioners time on travelling to and from work, travel costs and offered a flexible work environment. In addition, privacy, family conflicts, overwork, access to digital devices and lack of digital skills were found to be the main challenges experienced by practitioners working remotely. From the findings, it’s clear that remote work is influenced by invisible and visible factors that affect productivity. Therefore, the systems in remote work should provide a conducive environment that will buffer the factors mentioned in remote work to exploit the opportunities presented by remote work. The study recommends that employers develop new policies that will allow employees to work remotely in an optimised way.
... Compared to face-to-face bullying, cyberbullying has been shown to have delayed, or even reduced, effects on the target (Dooley, Pyżalski, & Cross, 2009). Resources at home can also help to diminish the effect of sexual harassment on psychological distress (Park, Fritz, & Jex, 2018). Similarly, women working from home should be better able to psychologically detach from their harassers, resulting in lower turnover intentions compared to women working face-to-face with their harasser. ...
... Previous research has seen PsyCap as a buffering mechanism between the relationship between incivility and other organisational variables like employees' commitment, stress, productivity and workplace deviance (Woo and Kim, 2020;Garg and Saxena, 2020). Although direct relationships between incivility and PsyCap were not explored, some studies report negative effect of incivility on psychological vitality and positive relationship with psychological detachment and distress and negative rumination all of which can reduce one's psychological capacities (Gabriel et al., 2018;Park et al., 2018;Vahle-Hinz et al., 2019). Also, in IJOA a different interplay, people with high levels of PsyCap were found to exhibit less incivility as a result of stress or workaholics (Lanzo et al., 2016). ...
Purpose
This paper aims to examine the relationship between workplace toxicity and psychological capital (PsyCap). It also investigates the moderating role of gratitude in the toxicity–PsyCap link.
Design/methodology/approach
The study is based on explorative-cum-descriptive research design. The sample comprises 411 employees engaged in banking, insurance, IT, automobile and oil and gas companies. The collected data is explored for reliability, validity, multicollinearity and common method variance estimates. Also, the relationship between workplace toxicity and PsyCap and the moderating effect of gratitude are examined using structural equation modelling.
Findings
The findings report a negative association between toxicity and PsyCap. Also, the study concludes a significant moderating effect of gratitude. The study recommends the institutionalisation of a gratitude-based organisation to reduce the impact of workplace bullying and uncivil behaviour.
Originality/value
The study is based on primary data and one of the few studies that explore psychological capital as a dependent variable, which is influenced by toxic behaviours at work.
... new procedures and equipment (e.g., Park et al., 2018;Zhu, 2020). All engineers received an announcement describing the study (including the need for a cohabiting family member to participate in the study as well). ...
The Artificial Intelligence (AI) revolution has arrived, as AI systems are increasingly being integrated across organizational functions into the work lives of employees. This coupling of employees and machines fundamentally alters the work-related interactions to which employees are accustomed, as employees find themselves increasingly interacting with, and relying on, AI systems instead of human coworkers. This increased coupling of employees and AI portends a shift towards more of an “asocial system” wherein people may feel socially disconnected at work. Drawing upon the social affiliation model, we develop a model delineating both adaptive and maladaptive consequences of this situation. Specifically, we theorize that the more employees interact with AI in the pursuit of work goals, the more they experience a need for social affiliation (adaptive)—which may contribute to more helping behavior towards coworkers at work—as well as a feeling of loneliness (maladaptive) which then further impair employee well-being after work (i.e., more insomnia and alcohol consumption). In addition, we submit that these effects should be especially pronounced among employees with higher levels of attachment anxiety. Results across four studies (N = 794) with mixed methodologies (i.e., survey study, field experiment, and simulation study; Studies 1 to 4) with employees from four different regions (i.e., Taiwan, Indonesia, United States, and Malaysia) generally support our hypotheses.
... This may trigger a sense of injustice that violates norms and fair treatment in the workplace (Niven et al., 2021). Additionally, negative emotions from IUA messages may be severe and shape nurses' attitudes and behaviors, even several months later (Niven et al., 2021;Park et al., 2018). Thus, IUA messages may increase work distress, psychological distress, job dissatisfaction, and turnover. ...
Introduction:
Verbal violence may manifest in written form as cyber incivility within patient portal communications. As a form of digital technology, patient portal messages create a physical and emotional distance leading the sender to be disinhibited and disassociated from the recipient nurse. Written patient portal messages may contain uncivil language deemed verbally violent when the content escalates beyond professional standards. When these messages are encountered as part of patient care, they may lead to nurses' psychological distress. Although cyber-incivility has been studied within social media and business, little is known about cyber-incivility within healthcare.
Objectives:
The purpose of the study was to define cyber-incivility as it manifests within healthcare compared to business, determine sender demographics, and quantify the impact on nurses.
Methods:
A cross-sectional descriptive study was conducted to analyze portal communications. Nurses forwarded aggressive messages to leadership and quantified their level of distress after receiving the message. Sender demographics were tracked, and content was analyzed using Braun and Clarke's Thematic Analysis.
Results:
Of the 31 included messages, senders were of varying ages, genders, and marital statuses. Messages rarely related to medications and rarely contained expletives. The most distressing messages were ad hominem, demanding, accusatory, or contained threats. These messages illustrated how healthcare cyber-incivility manifested and deviated from appropriate professional standards to become a form of verbal workplace violence. Message content also identified antecedents; related to unmet expectations, patient accountability, or difficulty navigating healthcare.
Conclusions:
Written incivil/uncivil/aggressive patient portal messages contained personal attacks and professionally degrading content, which were distressing to nurses. A healthcare-specific framework was created and provided context to understand the difficult and aggressive messages nurses received while providing digital patient care. Awareness of cyber-incivility within healthcare allows for better support of nurses who are exposed to this form of workplace violence and is foundational to future intervention development.
... Interpersonal deviance is a clear distinction intended to harm individuals versus organizational deviance to the detriment of the organization (Bennett and Robinson, 2000). Cyberbullying at work is positively related to international deviance because workplace cyberbullying depletes victims' cognitive resources, and these recourses engage vicitims in negative provoking trends (Park et al., 2018). Sufficient evidence has been provided by Rosen et al. (2016) that, when employees practice workplace cyberbullying, they must disburse, attentional sources to manage, the emotional burdens and frustration by indulging in interpersonal deviance. ...
Research on employee harassment, in the form of workplace bullying, has increased over the past decade. However, there is little research on the prevalence and impact of cyberbullying, a type of cyber-related violence in the workplace. Thus, it would be interesting to examine the impact of cyberbullying on interpersonal deviance through the serial mediating effect of emotional exhaustion and anger. Drawing from the conservation of the resource theory and the affective event theory, this proposed study clarifies the mediating effects of emotional exhaustion and anger. The time lag approach was used to collect the data from the sample of 385 employees in the telecommunication sector of Pakistan. By employing SPSS and PLS, bootstrapping was performed to conduct the mediation analysis. Findings indicated that workplace cyberbullying increased interpersonal deviance by enhancing emotional exhaustion and anger. The current research contributes to the literature by considering the behavioral outcomes of workplace cyberbullying with the practical implications for human resource practitioners.
... Unlike other forms of work mistreatment such as social undermining, bullying, and abuse, incivility is characterized by the perpetrator's unclear intentions, resulting in distracting cognitions, behaviors, and emotions (Schilpzand et al., 2016). For example, daily experiences of incivility at work (i.e., from the victim's perspective) have been linked to lower levels of self-control (Rosen et al., 2016), as well as increased feelings of hostility (Lim et al., 2018) and distress at work (Park et al., 2018). Generally, research supports the notion that incivility is an acute interpersonal stressor with the potential to strain targeted employees in multiple ways. ...
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).
... Job stress has been suggested as a critical antecedent of turnover (Podsakoff, LePine, & LePine, 2007) and workplace incivility is the major factor in job stress (Grandy, 2004). It has been evidenced that even small acts of rudeness can result in a wide range of negative outcomes including psychological distress and negative emotions (Park, Fritz, & Jex, 2018;Sakurai & Jex, 2012;Cortina, Magley, Williams, & Langhout, 2001). The feeling of being berated or belittled by others in the workplace (e.g., customers and coworkers) can lead the targets to be emotionally exhausted (Alola, Olugbade, Avci, & Öztüren, 2019;Cho, Bonn, Han, & Lee, 2016). ...
Given the different norms across cultures, industries, and organizations, every workplace accepts a number of shared moral understandings as to its own respect norms among the members. However, in today’s global workplace, behavior has more nuances due to the speed and complexity of interpersonal interactions. Workplace incivility is a notable example of a unique form of interpersonal mistreatment in the organization with its low intensity and ambiguous intention of harming the target. With the aim of contributing to the current knowledge, the main purpose of this thesis is to provide a better understanding of workplace incivility perception among frontline employees in the service industry context.
Turnover, on the other hand, is a big issue in the tourism and hospitality sectors that results in excessive costs for recruiting and training service employees. As an important source of job stress caused by negative interpersonal interactions, workplace incivility could be a critical antecedent of employees’ turnover. Therefore, the other purpose of this thesis is to shed more light on the employees’ responses to workplace incivility in terms of turnover intentions. Moreover, the current thesis is also aimed to investigate the role of a positive working environment, as environmental factors, as well as individual differences, as personal factors, in the perception of workplace incivility and its effect on turnover intention.
This thesis consists of one systematic review and meta-analysis study, one quantitative empirical paper, and one exploratory paper. Firstly, in line with the purpose of the thesis, a deep review of the workplace incivility literature, in twenty years period, was conducted to provide an early meta-analysis of the relationship between employees’ perceptions of workplace incivility and their turnover intentions in the first paper. This paper investigated the consistency of the incivility–turnover relationship across different sources of workplace incivility (i.e., customer, coworker, supervisor incivility), as well as incivility measures, industries, and countries. The results from the first paper confirm a significant positive relationship between workplace incivility (regardless of the source) and employees’ turnover intention.
Following up on this result, the second paper aims to examine to what extent the working environment can affect frontline employees’ perception of workplace incivility and their turnover intentions in the hotel and restaurant industry in Norway. In this quantitative paper, the effect of a perceived caring climate, as an environmental factor, on employees’ turnover intention through a serial multiple mediation model including coworker incivility and emotional exhaustion. The result of the structural equation modeling (SEM) analysis reveals that the perception of caring climate in the workplace has not only a direct negative effect on turnover intention but also has indirect effects through a reduction in both coworker incivility and emotional exhaustion. This result emphasizes the important role of environmental factors in the workplace (i.e., caring climate) in employees’ perceptions of incivility and their responses in terms of turnover intention.
Given the same sample set, the third paper is an exploratory study that looks at individual differences as personal factors in the perception of workplace incivility, social supports at work, and intention to turnover through applying cluster analysis. Specifically, this study explores if it is possible to identify distinct groups of employees that perceive and behave differently from other groups. The results of K-means cluster analysis and one-way ANOVA indicate three different clusters/groups of frontline employees with different demographic and behavioral profiles.
Taken together, the findings of the present thesis provide valuable insights into our knowledge about the incivility–turnover relationship in service work environments, as well as a better understanding of the role of environmental and personal factors in such a relationship.
... Offline relationships cannot be easily replaced with ICT-mediated communication. Critically, ICT use could also enforce new forms of negative interpersonal behavior such as cyberbullying, cyber incivility, and cyberaggression (e.g., [53,54]). However, when there are no significant relationships offline available due to different workplaces, ICT use may have a favorable impact on employees' social life as a complement to offline relationships [55]. ...
Digitalization and demographic change represent two megatrends that impact organizations and workplaces around the globe. Rapid developments in information and communication technology (ICT) are fundamentally changing the ways in which work is conducted. At the same time, workforces are becoming increasingly older and age diverse. Integrating the model of workplace ICT use and work design with socioemotional selectivity theory from the lifespan development literature, we investigate employee age as a moderator of the indirect and total effects of ICT use for task and social functions on self-rated task proficiency and job satisfaction. As potential mediators, we focus on three job-related resources: job autonomy, team cohesion, and task significance. Data were collected from 1761 employees at three measurement points across two months. The results showed that ICT use for task and social functions were not significantly associated with job autonomy, team cohesion, task significance, task proficiency, and job satisfaction, while controlling for baseline levels of these mediator and outcome variables. Job autonomy was negatively related to task proficiency, and team cohesion was positively related, whereas both job autonomy and team cohesion were positively related to job satisfaction. Contrary to expectations, age did not moderate the indirect and total effects of ICT use for task and social functions on task proficiency and job satisfaction. We discuss the implications of our findings for future research and practice regarding ICT use and age in the work context.
... Cyberbullying corresponded with reduced emotional well-being for both the bully and the victim (Baxter, 2017). In particular, being a victim of cyberbullying or incivility online led to physical and affective distress, psychological distress, and reduced well-being (Baxter, 2017;Park et al., 2018). These negative effects might be particularly strong when people are highly involved with maintaining their identity on social media (Oksanen et al., 2020). ...
The association between computer-mediated communication (CMC) and well-being is a complex, consequential, and hotly debated topic that has received significant attention from pundits, researchers, and the media. Conflicting research findings and fear over negative outcomes have spurred both moral panic and further research into these associations. To create a more comprehensive picture of trends, explanations, and future directions in this domain of research, we conducted a systematic meso-level review of 366 studies across 349 articles published since 2007 that report associations between CMC and well-being. Although most of this research is not explicitly theoretical, several potential theoretical mechanisms for positive and negative effects of CMC on well-being are utilized. The heterogeneity of effects in the studies we reviewed could be explained by the discipline in which the research is conducted, the methodology used, the types of CMC and well-being examined, and the population studied. Our evaluation of this body of research highlights the importance of attending to how we conceptualize communication and well-being, the questions we ask, and the populations and contexts we study when both reading and producing research on CMC and well-being.
... Third, we encourage more work on interpersonal stressors via technology and remote work, such as chat, texting, or virtual teams, given the changes to workplaces now and in the future. Remote and virtual work may decrease the possibility of some interpersonal stressors (i.e., the lack of contact with an abusive supervisor), but we recommend future research on how interpersonal stressors occur in new ways with remote and virtual work (i.e., cyberbullying; Park et al., 2018). This remote work also might create trade-offs: reducing exposure to experienced and observed interpersonal stressors but reducing the availability of bystander intervention found in face-toface interactions (Hershcovis & Bhatnagar, 2017). ...
In 2019, we put out the call for submissions to a special issue of Journal of Occupational Health Psychology (OHP) on preventing interpersonal stressors. At that time, we could not imagine that in 2020, a global pandemic (coronavirus disease [COVID-19]) would suddenly shut down our workplaces and result in a loss of face-toface interpersonal interactions. We extended deadlines for this special issue, given that lockdowns resulted in a loss of workplace social interactions. As we start to return to the office, our interactions with people are both the benefit (for support and connection) and bane (for mistreatment and abuse) of our work lives (Bolino & Grant, 2016; Grandey & Diamond, 2010; McCord et al., 2018). In fact, interpersonal stressors are more problematic for health than almost any other form of stress (Almeida, 2005) and may be instigated during work interactions with supervisors, coworkers, and customers (Grandey et al., 2007). Both high-intensity (i.e., aggression) and lowintensity (i.e., incivility) stressors distract employees from tasks and evoke negative affect, contributing to employee withdrawal and counterproductive behavior (Bowling&Beehr, 2006; Hershcovis&Barling, 2010; Porath&Erez, 2007; Yang et al., 2014). We know thatworkplace conditions (i.e., contact with the public, high workload, injustice) and employee characteristics (i.e., negative affectivity) are associated with experiencing interpersonal mistreatment (Hershcovis et al., 2007; LeBlanc & Kelloway, 2002; Li et al., 2019), which results in retaliating toward others (Andersson & Pearson, 1999; Foulk et al., 2016)
... This digital medium adds new elements to NWB (McLuhan, 1994). It can be anonymous (Pettalia et al., 2013), can take place 24/7, in the very homes of individuals (Park et al., 2018), and involves a larger audience in a short time (Vandebosch et al., 2012). Although this NWB concerns the use of a technological medium, such remarkable effects have emerged in the behavior of actors in NWB that scholars have named and measured them as a separate nature, e.g., Li (2007) and Olweus (2012). ...
The objective of this systematic review was to identify the overlapping and unique aspects of the operationalizations of negative work behaviors (NWBs) to specify a new integrative definition of NWB. More specifically, we examined (1) how many operationalizations and conceptualizations of NWB can be identified, (2) whether these operationalizations can be categorized into facets, i. e., the nature of NWB, harm, actor types, and roles, with subcategories, (3) what the meaningful overlap in these operationalizations was, (4) whether the operationalizations tapped unique and meaningful elements, i.e., positive labels and dynamic processes, and (5) how the overlapping and unique elements of the operationalizations could be integrated into a new theory-based research model for NWB for future research. In the literature search based on the Prisma framework, Pubmed, PsycINFO, and Google Scholar, we identified k = 489 studies that met the inclusion criteria of our review. The results of these studies revealed 16 frequently studied NWB labels, e.g., bullying and aggression. Many of these could be categorized in the same way, namely, in terms of the type of behavior, type of harm, and type of actor involved in the NWB. In our new definition of NWB, we integrated the content of the overlapping and meaningful unique elements of the 16 labels.
... Similarly, experiences of cyber-sexual violence were found to be associated with symptoms of depression, anxiety, stress, and posttraumatic reactions. 20 Even cyber incivility-discourteous treatment via information and communication technologies-at the workplace results in affective and physical distress, 21 and impacts employee health and organizational well-being poorly. 22 CSH can also lead to adverse career-related consequences such as decreased job satisfaction, reduced productivity, absenteeism, unfavorable performance evaluations, loss of job, or promotion opportunities. ...
Background
Whether working at physical workplaces or from the seeming safety of home, women employees continue to be hounded by sexual harassment. During COVID-19, sexual harassment has taken on a cyber avatar and continues to enjoy the protections afforded by ambiguity and inept implementation.
Objectives
The study explores how media reported cyber sexual harassment (CSH) during a 1-year period after COVID-19 in India. It explores the dominant discourses evident in such media reports, such as the ways in which CSH is manifested, psychosocial factors behind the same, action taken (if any), and organizational practices.
Method
The present study involved content analysis of electronic print media content (newspapers and magazines) published in India, in the English language, between the period March 2020 and February 2021. A final pool of 24 articles was purposively arrived at through an Internet-based search, which was classified as news story, editorial, opinion piece, interview, column, and other. Content analysis of the articles was carried out to uncover the main themes. Within these themes, the researchers carried out open coding to identify subthemes.
Results
Six broad themes emerged from the articles: manifestations of CSH, causes of CSH, outcomes of CSH, action taken by the victim, organizational practices, and barriers in seeking redressal. Manifestations included inappropriate behavior by boss/colleagues during meeting (30.6%), social media harassment (22.6%), video calls/meeting/work at odd hours (17.7%), inappropriate attire (14.5%), sexist behavior and comments (8.1%), and inappropriate jokes (6.2%). Some of the causes reported for CSH were blurring of personal and professional boundaries, lack of guidelines regarding virtual workplaces, job uncertainty, and notions of patriarchy. Only 29.2% articles highlighted any action(s) taken by the victim. Some of the barriers in seeking redressal were reported to be lack of awareness and/or clear guidelines, fear about the repercussions, difficulty in proving CSH, daunting appellate process, lack of privacy with family members around, and patriarchal culture.
Conclusion
The study reiterates the need for clear and consistent communication on CSH, both in organizations and through the media. It is imperative not only to revive and modify the existing policies on CSH but also to implement them effectively. In the “new normal,” organizations need to formulate responses that are multilevel, swift, and coordinated across stakeholders, policymakers, technology specialists, and social scientists.
... Some issues brought by ICTs may even lead to pernicious impact. For instance, given that many employees highly rely on ICTs for work communication, employees may experience cyber incivility, higher affective and physical distress, which may decrease their productivity (Park et al., 2018). Researchers who explored at more micro levels also found insubstantial effects of ICTs on productivity. ...
Despite the importance of information and communications technology (ICT), previous studies of the business value of information technology have yielded mixed results. This study provides new empirical evidence that demonstrates the impact of cities' ICT on firm performance. A series of panel datasets are assembled to measure the improvement of city's ICT infrastructure and the change of firm performance during the years 2001–2016 in China. The findings demonstrate that city's ICTs positively promoted firm performance, including financial profitability, marketing performance and innovation performance. Instrumental variables are employed to verify the positive impact of city's ICTs infrastructure on firm profitability. Taking advantage of an exogenous variation of telecommunications upgrade as a natural experiment, this study uses the difference-in-difference approach to establish causality between cities' ICT infrastructure and firm profitability. Mechanisms are explored, which shows that better labour quality, lower costs and higher transparency are the three possible channels through which ICTs influence firm profitability.
... Emails may be perceived as being rude if they violate norms for communication, such as being less polite, including poor spelling or grammar, or even missing a greeting, subject, or salutation (Francis, Holmvall, & O'Brien, 2015). These perceived uncivil interactions can lead to negative health outcomes, such as higher affective and physical distress (Park, Fritz, & Jex, 2018). ...
... The perpetrator of the cyber behavior may or may not mean to cause harm (Lim & Chin, 2006). CWPI may include negative behaviors like using electronic communication to send messages in a discourteous tone, saying something hurtful, paying little attention for a request for communication, and using e-mail for time-sensitive messages such as canceling or scheduling a meeting on short notice (Park et al., 2018). Management controls are the actions of employees within an organization who are encouraged to perform certain actions while discouraged from doing other actions to achieve organizational goals (Theodosiou & Katsikea, 2007). ...
... The principles of COR theory were summarized into the following elements: primacy of loss principle, resource investment principle, gain paradox principle, and desperation principle [19]. People lose resources, which is likely to result in distress and potentially harmful stress [29]. When people gain resources, this brings about eustress (well-being) in emotional, psychological, and physical areas [30]. ...
Aging and health issues continue to receive attention, especially under the global health challenge of achieving the Sustainable Development Goals. It is important to understand how people adapt their lifespan development to face the gains and losses of resources. The purpose of this study was to test the relationships between health resources, selection, optimization, and compensation (SOC) strategies and well-being with aging; to examine the impact of SOC strategies on health resources and well-being, and the link between health resources and well-being. Using structural equation modeling to analyze our hypotheses, a sample survey of 372 adults was conducted. The results showed that health resources were positively and significantly related to SOC and well-being. SOC strategies were positively and significantly related to well-being and SOC strategies partially mediated the link between health resources and well-being. The findings contribute to the literature by establishing a model and providing practical implications for individual behavior, as well as better understanding of the theoretical and practical implications of aging and health. A friendly community and organization may help people’s well-being in terms of physiology, psychology, society, and environment.
... To examine our hypotheses, we conducted a diary study with a particular focus on knowledge hiding in e-mails with coworkers. Because many employees communicate via e-mail on a daily basis (e.g., Sonnentag, Reinecke, Mata, & Vorderer, 2018), studying interpersonal behaviors via e-mail is important (Park, Fritz, & Jex, 2018). We argue that employees likely have more discretion over how they respond to knowledge requests via e-mail than they do in face-toface communication, potentially enhancing the probability of knowledge hiding occurring. ...
Internet use has become an integral part of our lives, offering a variety of features and services. While it can be beneficial to use the internet in moderation, excessive use of the internet can have negative consequences for our physical and mental health. Terms like internet addiction, internet dependency, and digital overexposure are all different ways of describing the same thing: an excessive and unhealthy use of the internet. This can manifest in a variety of ways, such as spending too much time online without taking a break or finding it difficult to focus on tasks outside of the digital domain. Overuse of the internet can also lead to feelings of depression, anxiety, and frustration. It is important to be aware of how much time is being spent online and to take regular breaks in order to stay healthy.
Most of the work pertaining to incivility has approached the topic as if incivility were a chronic, ambient environmental factor in organizations—wearing people down and making them more vulnerable to future incidents. From this perspective, it is the frequency of encounters with incivility over a significant period of time that matters, and a single, isolated exposure to incivility does not merit much concern. To the contrary, isolated encounters with incivility can result in serious, negative consequences for individuals and organizations. In this review, we highlight research that focuses on incivility as discrete or episodic events and discuss findings as they relate to affect, cognition, and behavior. Throughout the review, we offer insight into the possible pathways by which incivility affects individuals and review various interventions aimed at diminishing the effects of incivility in the workplace. Lastly, we discuss research opportunities where additional investigations are needed to advance the field of incivility.
Drawing on self-determination theory, this study focuses on the person- and occasion- specific components of the daily dynamics of employees' global psychological need satisfaction at work. Predictors (job demands related to information and communication technologies, segmentation norms, and workload) and outcomes (perceived productivity, psychological detachment, work-family conflict, job satisfaction, and personal satisfaction) were also examined across both levels to better grasp the mechanisms underlying these short-term dynamics. A total of 129 French employees filled out questionnaire surveys at the end of each workday for five days (521 observations). Results from Dynamic Structural Equation Modeling (DSEM) showed clear associations between need satisfaction, the predictors, and the outcomes at the person-specific level. However, and although need satisfaction levels were found to fluctuate on a daily basis, they seemed immune to the effects of daily fluctuations in predictors levels, and unlikely to generate matching fluctuations in outcome levels. These results suggest strong homeostatic processes protecting employees' functioning against daily fluctuations, but that the accumulation of such fluctuations over the work week may jeopardize these processes.
Keywords: Basic psychological need satisfaction; information and communication technologies; job demands; well-being; self-determination theory; dynamic structural equation modeling.
In the last 25 years, work‐email activity has been studied across domains and disciplines. Yet, despite the abundance of research available, a comprehensive, unifying framework of how work‐email activity positively impacts both well‐being and work‐performance outcomes has yet to emerge. This is a timely and significant concern; work‐email is the most prominent and popular form of work communication but it is still unclear what people need to do to be effective emailers at work. To address this, we undertook a rigorous cross‐disciplinary systematic literature review of 62 empirical papers. Using action regulation theory, we developed a multi‐action, multi‐goal framework and found four ‘super’ actions that consistently predict effectiveness (positive well‐being and work‐performance outcomes). These actions involve: (i) communicating and adhering to work‐email access boundaries; (ii) regularly triaging emails (iii) sending work‐relevant email and (iv) being civil and considerate in work‐email exchanges. We found that super actions are engaged when workers have the resources to appropriately regulate their activity, and can attend to their self, task and social needs. Our framework synthesizes a broad and disparate research field, providing valuable insights and guiding future research directions. It also offers practical recommendations to organizations and individuals; by understanding and encouraging the adoption of work‐email super actions, effective work‐email practices can be enhanced.
This study sheds light on the stress effects of nurses’ confronted workplace violence that spans work and family domains via coping mechanisms and affects both Nurses and their domestic partners. Applying the integrated framework of conservation of resources theory and spillover/crossover model, we estimated venting- a coping strategy that nurses utilize to benefit themselves via the release of violence-related stress to improve their work engagement. The authors also examined the unintended consequence of venting on spouses on the receiving end in the form of work withdrawal. In a matched sample of 285 dual-earner couples, including nurses and their spouses, structural equation modelling revealed that when Nurses face workplace in a given workweek, they experience a negative spill over manifested in weekend venting on their spouse. As a result, nurses discharge their stress and display work engagement upon returning to work. Conversely, transmitted stress via venting crosses over and withdraws the domestic partner from their work during the following week.
Bullying is a serious phenomenon these days, as the intensity of reports and news about it is increasing. However, victim legal protection at the workplace is particularly low. False assumption that views bullying at the workplace as a common thing passing down to generations needs to be corrected. It should also be confirmed when there is huge potential of law violation. Yet, there is no specific laws regulating about bullying at the workplace, while other countries put more concern on this matter by establishing specific laws and regulations. This article attempts to provide alternative policies regarding bullying at the workplace by using normative legal method and approach to law, as well as comparative law method. Regulation and practice applied in several countries can become an alternative solution to be considered as preventive measures of bullying at the workplace.Perundungan menjadi fenomena yang memperihatinkan saat ini, tidak hanya karena instensitas laporan dan pemberitaan yang marak namun rendahnya perlindungan hukum yang diberikan terhadap korban, diantaranya perundungan yang terjadi di tempat kerja. Anggapan keliru yang menilai perundungan di tempat kerja hanya sebagai budaya perlu diluruskan dan membutuhkan penegasan bila potensi hadirnya pelanggaran hukum sangatlah besar. Namun, perlu diakui jika saat ini tidak terdapat aturan yang secara khusus mengatur tindakan perundungan di tempat kerja sebagaimana negara-negara lain telah memberikan perhatiannya dalam bentuk regulasi khusus. Tulisan ini berupaya memberikan alternatif kebijakan yang dapat diterapkan terhadap perundungan di tempat kerja dengan menggunakan metode penelitian yuridis normatif dan pendekatan undang-undang, serta perbandingan hukum. Regulasi dan praktik yang terjadi pada beberapa negara dapat menjadi salah satu alternatif yang dapat dipertimbangkan dalam upaya mencegah terjadi perundungan di tempat kerja.
Perkembangan organisasi dari segi teknologi memberikan gambaran baru adanya persaingan kualitas yang terjadi antar karyawan. Adanya pergeseran interaksi sosial tatap muka menjadi berbasiskan online tidak menutup kemungkinan, seperti perlakuan workplace incivility hingga ketidakpuasan karyawan akan terjadi. Tujuan dari penelitian ini adalah untuk menguji pengaruh dari stres kerja dan konflik peran terhadap workplace incivility karyawan. Penelitian ini menggunakan metode kuantitatif dengan melibatkan 139 responden yang dikelompokkan berdasarkan analisis deskriptif melalui usia (18-39 tahun), status pernikahan, status karyawan serta lama bekerja minimal 6 bulan. Hasil penelitian menunjukkan adanya pengaruh sebesar 9.9% dari stres kerja dan konflik peran secara bersamaan terhadap workplace incivility karyawan. Sementara stres kerja memberikan 4.4% pengaruh dan konflik peran memberikan 9.5% pengaruh terhadap workplace incivility karyawan.
The purpose of this study was to explore the internal library workplace incivility, conflict, and dysfunction which currently exist and identify five-year trends as compared to the results of the study conducted by Henry et al. (2018). Areas of bullying, cyber bullying, mobbing, cyberloafing, and emotional intelligence were explored in addition to the impact of COVID-19 on incivility. The data represents both quantitative and qualitative feedback from 643 library employees through a self-reporting survey distributed by the authors through listservs. Findings indicate since 2017 library workplace dysfunction, cyberloafing, and bullying behaviors have increased while mobbing and emotional intelligence have declined.
Full text: http://libres.uncg.edu/ir/uncg/f/R_Moniz_Incivility_2023.pdf
Purpose
Using the job–demands resources model as a guide, this study aims to expand the understanding of the boundary conditions of the relation between experienced incivility and instigated incivility. The authors do so by focusing on the unique forms of instigated incivility: hostility, gossip, exclusionary behavior and privacy invasion. Drawing from past research, the authors focus on the personal resources of agreeableness and conscientiousness as individual difference boundary conditions, and the job demands and resources of workload and perceived emotional social support, respectively, as job-related boundary conditions.
Design/methodology/approach
The authors test their hypotheses using two-wave survey data collected from 192 customer service workers and hierarchical moderated multiple regression.
Findings
Analyses reveal that the relation between experienced incivility and gossip, a distinct type of instigated incivility, is stronger for those who are higher in agreeableness and perceived emotional social support, and weaker for those who report experiencing higher levels of workload.
Originality/value
This research advances knowledge on incivility by focusing on unique forms of instigated incivility, as opposed to instigated incivility broadly, as outcomes of experienced incivility. In doing so, this research adds nuance to recent findings surrounding the moderating role of personality in the experienced incivility and instigated incivility relation. The authors also report novel findings surrounding the influence of key job demands and resources.
Recovery experiences (i.e., psychological detachment, relaxation, mastery, and control; Sonnentag and Fritz (Journal of Occupational Health Psychology, 12, 204–221, 2007)) are thought to enhance both work and health outcomes, though the mechanisms are not well understood. We propose and test an integrated theoretical model in which work engagement and exhaustion fully mediate the effects of recovery experiences on job performance and health complaints, respectively. Meta-analytic associations (k = 316; independent samples; N = 99,329 participants) show that relaxation and mastery experiences positively predict job outcomes (work engagement, job performance, citizenship behavior, creativity, job satisfaction) and personal outcomes (positive affect, life satisfaction, well-being), whereas psychological detachment reduces negative personal outcomes (negative affect, exhaustion, work-family conflict), but does not seem to benefit job outcomes (work engagement, job performance, citizenship behavior, creativity). Control experiences exhibit negligible incremental effects. Path analysis largely supports the theoretical model specifying separate pathways by which recovery experiences predict job and health outcomes. Methodologically, diary and post-respite studies tend to exhibit smaller effects than do cross-sectional studies. Finally, within-person correlations of recovery experiences with outcomes tend to be in the same direction, but smaller than corresponding between-person correlations. Implications for recovery experiences theory and research are discussed.
This chapter examines the nature, processes, and effects of Donald Trump's social media uses, Twitter in particular, to cyberbully individuals, groups, and organizations. Trump's discourse constitutes his role as a “cyberbully” and the “targets” of his attacks. Trump's social media discourse also illustrates how power, intimidation, and aggression are contextually situated within the relationship between the president and the public. The president's social media messages—which for historically marginalized groups such as women, nonwhites, and nonwhite immigrants constitute their everyday lived experiences—additionally function to preserve communication systems that keep those groups in marginalized positions within a white supremacist ideological framework. As a result, this discursive environment creates a form of “presidential cyberbullying” where the most influential person in the United States, and the world, consistently employs a modern communication technology not to uplift and unite, but to attack and aggress many of the people whom he is charged with serving.
The increasing prevalence of information communication technologies (e.g., computers, smartphones, and the internet) has made the experience of email incivility and the engagement in cyberloafing more common in the workplace. In this present study, we examined how experiencing email incivility at work can positively predict employees' cyberloafing. Based on affective events theory, we examined negative emotions as a mediator and trait prevention focus and daily workload as moderators. With daily diary data collected twice per day over 10 workdays from 113 full-time employees, we found that morning passive email incivility positively predicted afternoon cyberloafing via midday negative emotions while morning active email incivility did not. Further, trait prevention focus significantly moderated the relationship between active email incivility and negative emotions while daily workload significantly moderated the relationship between passive email incivility and negative emotions. The findings of the present study contribute to a deeper understanding of how employees' negative experiences affect their deviant behaviors in the virtual world. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
Email is the communication application most widely used in organizations. Its use in the workplace has increased fourfold since 2006. Yet, email is associated with a number of negative aspects, most prominently 'email overload', defined as an individual's perception of being overwhelmed by emails that s/he considers too numerous to handle. Email overload is a theoretically interesting phenomenon because of its adverse organizational outcomes. Moreover, it continues to be vexing in practice because it has proved intractable to manage. We problematize the current understanding of email overload as being due to lack of understanding of its technology fit-related antecedents and job-related outcomes, and then investigate how email overload is influenced by a lack of fit between the communication applications that the organization provides to individuals and those that (1) they want, and that (2) are suitable for their tasks. We hypothesize that such lack of fit leads to email by default, defined as the perception of email being used improperly, when other communication applications would be better suited. Email by default is then hypothesized to lead to email overload. We further investigate job-related outcomes of email overload. To achieve this, we conducted a two-stage, multi-method empirical study in a large manufacturing organization in a sequential research design, where the first study (qualitative-interviews) informed the second (quantitative-survey). Our results support the hypothesized relationships. The paper theoretically broadens the scholarly discourse on email overload to include novel antecedents and outcomes in the ongoing quest to establish a more complete understanding of this phenomenon.
Sleep is linked to critical outcomes in the work context including job attitudes, job performance, and health. This study examines daily positive behaviors (i.e., task accomplishment) and positive experiences (i.e., job satisfaction) at work as well as outside of work (i.e., psychological detachment from work in the evening) as positive antecedents of sleep quality. Specifically, the study tested a moderated mediation model in which job satisfaction and psychological detachment from work interact with daily task accomplishment to predict sleep quality and in turn positive affect and self-efficacy the following morning. Based on daily survey data over five consecutive workdays, results from multilevel structural equation modeling indicate that daily task accomplishment alone was neither significantly related to sleep quality nor positive affect or self-efficacy the following morning. However, sleep quality was positively and significantly linked to positive states the following morning. Furthermore, both job satisfaction and detachment from work moderated the association between daily task accomplishment and sleep quality. Specifically, the conditional indirect effects from task accomplishment to positive affect and self-efficacy via sleep quality were significant and positive when both daily job satisfaction and detachment from work were high, and when job satisfaction was low and detachment was high. The results point to the role of the interaction between positive experiences for sleep and next morning outcomes.
Araştırma, UNWTO (2019) verilerine göre Dünya’nın en çok turist alan ilk on ülkesinin destinasyon pazarlama sürecinde resmi web sitelerini gastronomi turizmi açısından değerlendirmeyi amaçlamaktadır. Bu amaç doğrultusunda araştırmada nitel araştırma yöntemlerinden doküman inceleme tekniği kullanılmıştır. Araştırmanın kapsamını dünyanın en çok turist alan ilk on ülkesinin resmi web sitelerinde yer alan gastronomi turizmine yönelik pazarlama ve tanıtım çalışmaları oluşturmaktadır. Bu kapsamda veriler, 1 Aralık 2020 ile 10 Ocak 2021 tarihleri arasında ilgili ülkelerin İngilizce dilindeki resmi turizm web sitelerinden metin, fotoğraf ve video şeklinde toplanmıştır. Elde edilen verilere içerik analizi uygulanmıştır. Analiz sonuçları incelenen ülkelerin tamamının gastronomiyle ilgili bir sayfası veya kategorisi bulunduğunu, bazı ülkelerin ciddi eksiklikleri olmasına rağmen genel olarak değerlendirildiğinde dünyanın en çok turist ağırlayan ilk on ülkesinin destinasyon pazarlama sürecinde resmi web sitelerinde gastronomi turizmine yönelik tanıtım ve pazarlama çalışmaları yaptıklarını göstermektedir.
Several decades of research have addressed the role of information and communication technologies (ICTs) in industrial-organizational (I-O) psychology. However, segmented research streams with myriad terminologies run the risk of construct proliferation and lack an integrated theoretical justification of the contributions of ICT concepts. Therefore, by identifying important trends and reflecting on key constructs, findings, and theories, our review seeks to determine whether a compelling case can be made for the uniqueness of ICT-related concepts in studying employee and performance in I-O psychology. Two major themes emerge from our review of the ICT literature: (a) a technology behavior perspective and (b) a technology experience perspective. The technology behavior perspective with three subcategories (the “where” of work design, the “when” of work extension, and the “what” of work inattention) explores how individual technology use can be informative for predicting employee well-being and performance. The technology experience perspective theme with two subcategories (the “how” of ICT appraisals and “why” of motives) emphasizes unique psychological (as opposed to behavioral) experiences arising from the technological work context. Based on this review, we outline key challenges of current ICT research perspectives and opportunities for further enhancing our understanding of technological implications for individual workers and organizations.
Many workers are subjected to incidents of rudeness and ignorance at work. Emerging evidence suggests that exposure to such incivility has an immediate impact on people’s daily well-being and commitment. In this article we contribute to this nascent area of enquiry by investigating the role of discrete emotions in explaining how exposure to incivility translates into detrimental daily consequences, and by examining whether the role of emotions varies depending on whether incivilities occur during face-to-face versus online interactions. In a diary study of 69 workers, we find that face-to-face incivility has a pronounced daily impact on workers’ exhaustion and turnover intention, and that this impact is mediated by increased feelings of sadness and anger, but not fear. In contrast, cyber incivility only affects workers’ emotional exhaustion as a result of increases in sadness. Our findings provide insight into the mechanisms of daily effects of workplace incivility and the divergent daily effects of face-to-face versus cyber incivility.
In recent years, researchers in work and organizational psychology have increasingly become interested in short-term processes and everyday experiences of working individuals. Diaries provide the necessary means to examine these processes. Although diary studies have become more popular in recent years, researchers not familiar with this method still find it difficult to get access to the required knowledge. In this paper, we provide an introduction to this method of data collection. Using two diary study examples, we discuss methodological issues researchers face when planning a diary study, examine recent methodological developments, and give practical recommendations. Topics covered include different types of diary studies, the research questions to be examined, compliance and the issue of missing data, sample size, and issues of analyses.
Several unsettled issues related to the day-to-day experience of work and family roles were investigated through the daily reports of 41 employed parents. Multiple role juggling, task demands, personal control, and goal progress affected mood in work and family roles. Unpleasant moods spilled over from work to family and vice versa, but pleasant moods had little spillover. Mood states, role juggling, and daily levels of role involvement predicted end-of-day ratings of work-family conflict. In particular, daily involvement in family roles, distress experienced during family activities, and family intrusions into work were positively related to perceptions that family interfered with work.
Research shows that being a target of organizational incivility is associated with negative outcomes, including declines in job satisfaction, physical health, and psychological well-being. Two studies (90 property management company employees; 210 undergraduate students) were conducted to examine whether 2 types of social support—emotional and organizational—act as buffers of the relationship between incivility and outcomes in workplace and academic contexts. Two types of incivility were also examined: general workplace incivility and gendered incivility. Consistent with the hypotheses, the results of both studies indicated that employees and students who experienced higher levels of incivility reported better outcomes when they felt organizationally and emotionally supported. Implications for organizations are discussed.
Drawing on cognitive rumination theories and conceptualizing customer service interaction as a goal attainment situation for service employees, the current study examined employee rumination about negative service encounters as an intermediate cognitive process that explains the within-person fluctuations in negative emotional reactions resulting from customer mistreatment. Multilevel analyses of 149 call-center employees' 1,189 daily surveys revealed that on days that a service employee received more (vs. less) customer mistreatment, he or she ruminated more (vs. less) at night about negative encounters with customers, which in turn led to higher (vs. lower) levels of negative mood experienced in the next morning. In addition, service rule commitment and perceived organizational support moderated the within-person effect of customer mistreatment on rumination, such that this effect was stronger among those who had higher (vs. lower) levels of service rule commitment but weaker among those who had higher (vs. lower) levels of perceived organizational support. Theoretical and practical implications of these findings are discussed. (PsycINFO Database Record (c) 2013 APA, all rights reserved).
Despite advice to avoid doing so, email senders intentionally and unintentionally communicate emotion. Email characteristics make miscommunication likely, and I argue that receivers often misinterpret work emails as more emotionally negative or neutral than intended. Drawing on the computer-mediated and nonverbal communi- cation, emotion, and perception literature, I introduce a theoretical framework de- scribing what factors make miscommunication most likely, how emotional miscom- munication affects organizations, and how employees can improve the accuracy of emotional communication in emails. Employees are increasingly likely to use and prefer electronic mail (email) to communicate with coworkers, customers, and other col- leagues. The proliferation of email for business communication is likely due to some advan- tages, such as flexibility and asynchrony, it has
Existing research on workplace incivility has demonstrated an association with a host of negative outcomes, including increased burnout, turnover intentions, and physical symptoms. With the rise in Internet communication over the last decade, interpersonal mistreatment has spilled over to the Internet, but little is known about the impact of incivility communicated via e-mail on employee psychological and performance outcomes. The current study presents a within-subjects experiment wherein incivility and support were manipulated in a laboratory-based simulated workplace setting. Eighty-four participants completed a series of math tasks while interacting with either an uncivil or a supportive supervisor via e-mail. Data were collected on energy, cardiac activity, mood, task performance, and engagement. Findings indicate that participants reported higher levels of negative affect and lower levels of energy after working with the uncivil supervisor than with the supportive supervisor. Additionally, participants performed significantly worse on the math tasks and had lower engagement in the uncivil condition than the supportive condition, and these relationships were mediated by energy. No differences were found in cardiac activity between the two conditions. Results are discussed in terms of their implications for the 21st century world of work. (PsycINFO Database Record (c) 2013 APA, all rights reserved).
Results of an experiment comparing face-to-face groups with anonymous and identified computer-supported groups challenged theoretical arguments (V. S. Rao & S. L. Jarvenpaa, 1991 ) that computer-based group decision support systems (GDSS) can increase group decision quality by facilitating expression of minority opinions. In groups working on a hidden-profile investment decision task, minority opinion holders expressed their arguments most frequently under anonymous GDSS communication, but the influence of the minority arguments on private opinions and on group decisions was highest under face-to-face communication. These results suggest that the conditions that facilitate the expression of minority arguments may also diminish the influence of those arguments. The implications of these findings for a normative view of social influence, for social presence theory, and for the effects of GDSS on participation rates in group discussion are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Although studies on employee recovery accumulate at a stunning pace, the commonly used theory (Effort-Recovery model) that explains how recovery occurs has not been explicitly tested. We aimed to unravel the recovery process by examining whether off-job activities enhance next morning vigor to the extent that they enable employees to relax and detach from work. In addition, we investigated whether adequate recovery also helps employees to work with more enthusiasm and vigor on the next workday. On five consecutive days, a total of 74 employees (356 data points) reported the hours they spent on various off-job activities, their feelings of psychological detachment, and feelings of relaxation before going to sleep. Feelings of vigor were reported on the next morning, and day-levels of work engagement were reported after work. As predicted, leisure activities (social, low-effort, and physical activities) increased next morning vigor through enhanced psychological detachment and relaxation. High-duty off-job activities (work and household tasks) reduced vigor because these activities diminished psychological detachment and relaxation. Moreover, off-job activities significantly affected next day work engagement. Our results support the assumption that recovery occurs when employees engage in off-job activities that allow for relaxation and psychological detachment. The findings also underscore the significance of recovery after work: Adequate recovery not only enhances vigor in the morning, but also helps employees to stay engaged during the next workday. (PsycINFO Database Record (c) 2012 APA, all rights reserved).
Social interactions at work can strongly influence people's well-being. Extending past research, we examined how social conflicts with customers at work (SCCs) are related to employees' well-being (i.e., state negative affect, NA) and nonwork experiences (i.e., psychological detachment from work and negative work reflection at home) on a daily level. Using experience-sampling methodology, we collected data from 98 civil service agents over 5 working days. Hierarchical linear modeling revealed that on the daily level, SCCs were related to employees' NA as well as with their nonwork experiences. Specifically, SCCs were negatively related to psychological detachment from work and positively related to negative work reflection after work. Furthermore, results provide support for the mediating role of NA in the SCC-nonwork experiences relationship. The findings of the present study broaden the scope of workplace conflict research by showing that conflicts are not only associated with employees' impaired well-being but even encroach on their nonwork experiences.
Psychological detachment from work during leisure time refers to a state in which people mentally disconnect from work and do not think about job-related issues when they are away from their job. Empirical research has shown that employees who experience more detachment from work during off-hours are more satisfied with their lives and experience fewer symptoms of psychological strain, without being less engaged while at work. Studies have demonstrated that fluctuations in individuals’ psychological detachment from work can explain fluctuations in their affective states, and have identified positive relations between detachment from work during off-hours and job performance. Trait negative affectivity, high involvement in one’s job, job stressors, and poor environmental conditions are negatively related to psychological detachment from work during off-job time.
Focusing on interpersonal conflict as a work stressor, the authors used a within-subjects research design to examine the effect of conflict episodes on employees' negative affect on the job. The roles of agreeableness and social support in moderating the negative effects of conflict episodes were also examined. A two-week experience-sampling study revealed that interpersonal conflict influenced employees' intraindividual fluctuations in negative affect. As predicted, agreeableness and social support influenced individuals' patterns of affective responses to conflict, such that conflict was more strongly associated with negative affect for agreeable employees, and for those with lower levels of social support at work. Overall, the results suggest that both personality (agreeableness) and context (social support) significantly moderate the affective implications of interpersonal conflict at work. Copyright (C) 2010 John Wiley & Sons, Ltd.
In this article we introduce the concept of workplace incivility and explain how incivility can potentially spiral into increasingly intense aggressive behaviors. To gain an understanding of the mechanisms that underlie an "incivility spiral," we examine what happens at key points: the starting and tipping points. Furthermore, we describe several factors that can facilitate the occurrence and escalation of an incivility spiral and the secondary spirals that can result. We offer research propositions and discuss implications of workplace incivility for researchers and practitioners.
We report a field study examining within-individual effects of workload on distress at work and daily well-being. The study was conducted using experience-sampling methodology to measure daily workload, affective distress, and blood pressure throughout and at the end of each of 10 workdays, and emotional burnout and daily strain (two indicators of low well-being) during the evening in a sample of 64 full-time employees who provided a total of 354 person-day data points. We also measured employees’ job control and perceived organizational support with a separate survey. Results showed that workload was positively associated with affective distress and blood pressure, and with the indicators of low daily well-being. Furthermore, affective distress mediated the relationship between workload and daily well-being. More importantly, job control and organizational support had cross-level moderating influences on the relationships of workload with affective distress and blood pressure such that these relationships were weaker for participants who reported having more control on their job, as well as for participants who reported receiving more organizational support.
Using meta-analysis, we compare three attitudinal outcomes (i.e., job satisfaction, affective commitment, and turnover intent), three behavioral outcomes (i.e., interpersonal deviance, organizational deviance, and work performance), and four health-related outcomes (i.e., general health, depression, emotional exhaustion, and physical well being) of workplace aggression from three different sources: Supervisors, co-workers, and outsiders. Results from 66 samples show that supervisor aggression has the strongest adverse effects across the attitudinal and behavioral outcomes. Co-worker aggression had stronger effects than outsider aggression on the attitudinal and behavioral outcomes, whereas there was no significant difference between supervisor, co-worker, and outsider aggression for the majority of the health-related outcomes. These results have implications for how workplace aggression is conceptualized and measured, and we propose new research questions that emphasize a multi-foci approach. Copyright © 2009 John Wiley & Sons, Ltd.
A meta-analysis of 79 studies reporting cross-sectional and longitudinal relationships between physical symptoms and various occupational stressors was conducted. Stressors were organizational constraints, interpersonal conflict, role conflict, role ambiguity, workload, work hours, and lack of control. The relationships between stressors and eight physical symptoms were quantitatively summarized and contrasted, for both individual symptoms and composite symptom scales. All of the occupational stressors were significantly related to physical symptoms in cross-sectional analyses, and the effect sizes of these relationships varied both by the stressor and the individual symptom examined. The longitudinal relationships were similar to the cross-sectional results, and provided some evidence of temporal consistency of the occupational stressorphysical symptom relationship. Organizational constraints and interpersonal conflict had the strongest relationships with symptoms in both the cross-sectional and longitudinal analyses. Gastrointestinal problems and sleep disturbances were significantly related to more stressors than other symptoms examined. These findings show that it is important to examine physical symptoms, as they are related to a wide range of job stressors and these relationships prevail over time. Potential underlying mechanisms, including the immediacy of physiological reactions to stressors, participants' attributions concerning stressor-physical symptom relationships, and the possible multidimensional nature of symptoms, are proposed and discussed.
We investigated the role of neuroticism in the associations between job stress and working adults' social behavior during the first hour after work with their spouse and school-age children. Thirty dual-earner families were videotaped in their homes on two weekday afternoons and evenings. An observational coding system was developed to assess behavioral involvement and negative emotion expression. Participants also completed self-report measures of job stressors and trait neuroticism. There were few overall associations between job stress and social behavior during the first hour adults were at home with their spouse and school-age children. However, significant moderator effects indicated that linkages between work experiences and family behavior varied for men who reported different levels of trait neuroticism, which captures a dispositional tendency toward emotional instability. Among men who reported high neuroticism, job stress was linked to more active and more negative social behavior. Conversely, for men reporting low neuroticism, job stress was related to less talking and less negative emotion. These patterns were not found for the women in the study. The findings suggest that when work is stressful, men who are higher on neuroticism (i.e., less emotionally stable) may show a negative spillover effect, whereas men who are lower on neuroticism (i.e., more emotionally stable) may withdraw from social interactions.
Although incivility has been identified as an important issue in workplaces, little research has focused on reducing incivility and improving employee outcomes. Health care workers (N = 1,173, Time 1; N = 907, Time 2) working in 41 units completed a survey of social relationships, burnout, turnover intention, attitudes, and management trust before and after a 6-month intervention, CREW (Civility, Respect, and Engagement at Work). Most measures significantly improved for the 8 intervention units, and these improvements were significantly greater than changes in the 33 contrast units. Specifically, significant interactions indicating greater improvements in the intervention groups than in the contrast groups were found for coworker civility, supervisor incivility, respect, cynicism, job satisfaction, management trust, and absences. Improvements in civility mediated improvements in attitudes. The results suggest that this employee-based civility intervention can improve collegiality and enhance health care provider outcomes.
Employees can have difficulty mentally distancing themselves from work during off-job time due to increasing use of communication technologies (e.g., e-mail, cell phone, etc.). However, psychological detachment from work during nonwork time is important for employee recovery and health. This study examined several antecedents of psychological detachment: work-home segmentation preference, perceived segmentation norm, and the use of communication technology at home. Results indicate that segmentation preference and segmentation norm were positively associated with psychological detachment. Further, technology use at home partially mediated these relationships. Findings indicate that segmenting work and nonwork roles can help employees detach and recover from work demands. In addition, findings show that the segmentation norm within a work group is associated with employee experiences outside of work. (PsycINFO Database Record (c) 2011 APA, all rights reserved).
This study extended incivility research beyond the confines of the workplace by exploring the relationships between incivility, work-to-family conflict and family support. Data collected from 180 employees from various organizations in Singapore showed that incivility is not a rare phenomenon in Asian cultures. Employees experienced more incivility from superiors than coworkers or subordinates, and these experiences were related to different outcomes. Coworker-initiated incivility was associated with decreased coworker satisfaction, increased perceptions of unfair treatment, and increased depression. On the other hand, superior-initiated incivility was associated with decreased supervisor satisfaction and increased work-to-family conflict. Results also revealed that employees with high family support showed stronger relationships between workplace incivility and negative outcomes, compared with employees with low family support.
Because of the large number of people employed in service occupations, customer incivility has become an increasingly prevalent and important workplace stressor. Unfortunately, relatively little research has examined the effects of customer incivility; of the research that does exist, virtually all of it has focused solely on employee mental health outcomes. The present study was designed to replicate previous research linking customer incivility to the emotional exhaustion dimension of burnout and to expand on previous research by examining the effects of customer incivility on customer service quality. In addition, two models were proposed and tested in which emotional labor mediated the relationship between customer incivility and outcomes. Data from 120 bank tellers revealed that customer incivility was positively related to emotional exhaustion and negatively related to customer service performance. In addition, both proposed models were supported. Theoretical and practical implications of the findings and future directions are discussed.
In recent years, researchers in work and organizational psychology have increasingly become interested in short-term processes and everyday experiences of working individuals. Diaries provide the necessary means to examine these processes. Although diary studies have become more popular in recent years, researchers not familiar with this method still find it difficult to get access to the required knowledge. In this paper, we provide an introduction to this method of data collection. Using two diary study examples, we discuss methodological issues researchers face when planning a diary study, examine recent methodological developments, and give practical recommendations. Topics covered include different types of diary studies, the research questions to be examined, compliance and the issue of missing data, sample size, and issues of analyses.
The authors draw on stress and coping theory to understand patterns of individual response to workplace incivility. According to data from 3 employee samples, incivility tended to trigger mildly negative appraisals, which could theoretically differentiate incivility from other categories of antisocial work behavior. Employees experiencing frequent and varied incivility from powerful instigators generally appraised their uncivil encounters more negatively. They responded to this stressor using a multifaceted array of coping strategies, which entailed support seeking, detachment, minimization, prosocial conflict avoidance, and assertive conflict avoidance. These coping reactions depended on the target's appraisal of the situation, the situation's duration, and the organizational position and power of both target and instigator. Implications for organizational science and practice are discussed.
Major perspectives concerning stress are presented with the goal of clarifying the nature of what has proved to be a heuristic but vague construct. Current conceptualizations of stress are challenged as being too phenomenological and ambiguous, and consequently, not given to direct empirical testing. Indeed, it is argued that researchers have tended to avoid the problem of defining stress, choosing to study stress without reference to a clear framework. A new stress model called the model of conservation of resources is presented as an alternative. This resource-oriented model is based on the supposition that people strive to retain, project, and build resources and that what is threatening to them is the potential or actual loss of these valued resources. Implications of the model of conservation of resources for new research directions are discussed.
To reveal the ameliorative impact of being away from job stressors on burnout, we compared 81 men who were called for active reserve service with 81 matched controls in the same company who were not called during the same period. Each reservist and his control completed questionnaires shortly before the reservist left work for a stint of service and immediately on his return. Analysis of variance detected a significant decline in job stress and burnout among those who served and no change among the control participants. Among those who served, quality of reserve service and degree of psychological detachment from work interacted in moderating the respite effects; the greater the detachment, the stronger the effect positive reserve service experience had in relieving reservists from stress and burnout. Reserve service is discussed as a special case of stress-relieving get-away from work that may be experienced as an ameliorative respite akin to vacation.
In this article we introduce the concept of workplace incivility and explain how incivility can potentially spiral into increasingly intense aggressive behaviors. To gain an understanding of the mechanisms that underlie an "incivility spiral," we examine what happens at key points: the starting and tipping points. Furthermore, we describe several factors that can facilitate the occurrence and escalation of an incivility spiral and the secondary spirals that can result. We offer research propositions and discuss implications of workplace incivility for researchers and practitioners.
Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
This three-week longitudinal field study with an experimental intervention examines the association between daily events and employee stress and health, with a specific focus on positive events. Results suggest that both naturally occurring positive work events and a positive reflection intervention are associated with reduced stress and improved health, though effects vary across momentary, lagged, daily, and day-to-evening spillover analyses. Findings are consistent with theory-based predictions: positive events, negative events, and family-to-work conflict independently contribute to perceived stress, blood pressure, physical symptoms, mental health, and work detachment, suggesting that organizations should focus not only on reducing negative events, but also on increasing positive events. These findings show that a brief, end-of-workday positive reflection led to decreased stress and improved health in the evening.
In this study, we examined the moderating effects of individual differences and sources of support on the negative relationship between work-family conflict and career satisfaction. Data from 975 managers indicated that the relationship was significant for women irrespective of age but was significant for men only in later career. Moreover, the relationship was stronger for individuals who were in the minority gender in their work groups, but it was weaker for those who had strong community ties. Implications are discussed.
This paper reviews empirical evidence on psychological detachment from work during nonwork time. Psychological detachment as a core recovery experience refers to refraining from job-related activities and thoughts during nonwork time; it implies to mentally disengage from one's job while being away from work. Using the stressor-detachment model as an organizing framework, we describe findings from between-person and within-person studies, relying on cross-sectional, longitudinal, and daily-diary designs. Overall, research shows that job stressors, particularly workload, predict low levels of psychological detachment. A lack of detachment in turn predicts high strain levels and poor individual well-being (e.g., burnout and lower life satisfaction). Psychological detachment seems to be both a mediator and a moderator in the relationship between job stressors on the one hand and strain and poor well-being on the other hand. We propose possible extensions of the stressor-detachment model by suggesting moderator variables grounded in the transactional stress model. We further discuss avenues for future research and offer practical implications. Copyright © 2014 John Wiley & Sons, Ltd.
In this paper, we review the research on virtual teams in an effort to assess the state of the literature. We start with an examination of the definitions of virtual teams used and propose an integrative definition that suggests that all teams may be defined in terms of their extent of virtualness. Next, we review findings related to team inputs, processes, and outcomes, and identify areas of agreement and inconsistency in the literature on virtual teams. Based on this review, we suggest avenues for future research, including methodological and theoretical considerations that are important to advancing our understanding of virtual teams.
This study examines spillover of positive and negative affect from work to home. It tests if psychological detachment from work during evening hours and sleep quality moderate this spillover effect and whether affect spillover persists until the next morning. In a daily diary study, 96 health-care workers completed surveys three times a day, over the period of one workweek. Hierarchical linear modeling showed that both positive and negative affect spilled over from work to affect at home measured at night. This spillover process was attenuated by psychological detachment from work during evening hours. Negative affect experienced at work was related to negative affect in the next morning. Psychological detachment from work during evening hours and sleep quality attenuated this relation. No spillover of positive affect until the next morning was observed. This study demonstrates that spillover of negative affect is more far-reaching than spillover of positive affect and that psychological detachment from work during evening hours neutralizes positive affect experienced at work.
Purpose
– The purpose of this paper is to give a state‐of‐the art overview of the Job Demands‐Resources (JD‐R) model
Design/methodology/approach
– The strengths and weaknesses of the demand‐control model and the effort‐reward imbalance model regarding their predictive value for employee well being are discussed. The paper then introduces the more flexible JD‐R model and discusses its basic premises.
Findings
– The paper provides an overview of the studies that have been conducted with the JD‐R model. It discusses evidence for each of the model's main propositions. The JD‐R model can be used as a tool for human resource management. A two‐stage approach can highlight the strengths and weaknesses of individuals, work groups, departments, and organizations at large.
Originality/value
– This paper challenges existing stress models, and focuses on both negative and positive indicators of employee well being. In addition, it outlines how the JD‐R model can be applied to a wide range of occupations, and be used to improve employee well being and performance.
Simple slopes, regions of significance, and confidence bands are commonly used to evaluate interactions in multiple linear regression (MLR) models, and the use of these techniques has recently been extended to multilevel or hierarchical linear modeling (HLM) and latent curve analysis (LCA). However, conducting these tests and plotting the conditional relations is often a tedious and error-prone task. This article provides an overview of methods used to probe interaction effects and describes a unified collection of freely available online resources that researchers can use to obtain significance tests for simple slopes, compute regions of significance, and obtain confidence bands for simple slopes across the range of the moderator in the MLR, HLM, and LCA contexts. Plotting capabilities are also provided.
In this paper, we proffer new theoretical ideas regarding how the structural features of e-mail make it more likely that disputes escalate when people communicate electronically compared to when they communicate face-to-face or via the telephone. Building upon Rubin, Pruitt, and Kim's (1994) conflict escalation model, we propose a new conceptual framework that articulates: (1) the structural properties of e-mail communication, (2) the impact of these properties on conflict process effects, and (3) how process effects, in turn, trigger conflict escalation. Propositions specify the nature of relationships among process effects and the components of conflict escalation. We also discuss how the extent of familiarity between individuals acts as a moderator of these relationships. Our conceptual framework, the dispute exacerbating model of e-mail (DEME), is designed to be a foundation for future empirical research.