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The long arm of email incivility: Transmitted stress to the partner and partner work withdrawal
Abstract
As email communication becomes increasingly pervasive in the workplace, incivility can be manifested through work email. Integrating conservation of resources theory with spillover–crossover frameworks, the authors propose and test a couple‐dyadic model regarding email incivility's effects on work withdrawal for employees and their domestic partners. Online survey data were collected from 167 dual‐earner couples at multiple time points. Results from actor–partner interdependence mediation and moderation modeling showed that when employees experience more frequent incivility via work email during a week, they withdraw from work the following week. Furthermore, employees transmit their stress to their domestic partner on the weekend, and, as a result, the partner also withdraws from work the next week. More important, employees' negative work reflection during the weekend exacerbates the effects of email incivility on stress transmission to their partner, whereas the partner's negative work reflection during the weekend aggravated the effects of transmitted stress on their work withdrawal. The study sheds light on the stress effects of email incivility that span work and family domains and affect both employees and their partners.
... Such as, in the context of this study, nurses who restore their energy and regulate their mood by venting are likely to exert effort, stick with the activity, employ more profound organizational and personal processing techniques, and feel interested in and affected by the task. The integrated model of conservation of resources and spillover-crossover framework (Park & Haun, 2018) might explain the relationship between WPV, receipt of venting, and work engagement. The model is relevant as it explains stress transmission by the concept of resources that joins work and family domains in which resources are exchanged (Park & Haun, 2018). ...
... The integrated model of conservation of resources and spillover-crossover framework (Park & Haun, 2018) might explain the relationship between WPV, receipt of venting, and work engagement. The model is relevant as it explains stress transmission by the concept of resources that joins work and family domains in which resources are exchanged (Park & Haun, 2018). ...
... So, it is crucial to learn how, when, and what facilitates the crossover of WPV-related strain from nurses to their life partners across domains to effect spouses' behavior at work. Past studies have shown that employee who carries their work stress home and transmits it to their domestic partner leads the partner to withdraw from work (Park & Haun, 2018). Keeping with this argument, nurses may carry their WPV-related stress home and vent it on their partner. ...
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.
... By continuously imposing such demands via ICTs, it is not surprising that ICT demands correlate with employees' psychological and physiological distress, varying strains and sleep problems (Chesley, 2014;Dettmers, Vahle-Hinz, Bamberg, Friedrich, & Keller, 2016;Diaz et al., 2012). Further, studies also demonstrate the detrimental effects of ICT demands on employees' productivity and work withdrawal (Park & Haun, 2018;Tarafdar, Tu, Ragu-Nathan, & Ragu-Nathan, 2007;Tarafdar, Pullins, et al., 2015). ...
... For instance, email incivility experienced at work was associated with affective and physical distress at work, which led to continuous distress the next morning . At the week-level, email incivility experienced during previous weekdays had a spillovercrossover effect on partners' work withdrawal the following week, and this link was explained by partners' perceived stress transmission during weekends (Park & Haun, 2018). While these prior studies help This study treats ICT demands as strain-based demands and ultimately purports to test the day-level negative spillover effects of onthe-job ICT demands on WFC via affective strains. ...
... Because interacting with others via ICTs inevitably lacks material social cues, miscommunication between employees is inherently more likely. Therefore, employees would benefit from training initiatives that help them present and share information more effectively concerning tone, manner and wording to reduce incidences of unintended enactment of cyber incivility(Park & Haun, 2018). Further, organizations heavily reliant on technology use may consider investing in the quality of the ICTs in the facilities to avoid the daily costs of technology-inducing hassles. ...
Growing concerns about intensive Information and Communication Technology (ICT) use led to abundant research on its debilitating effects on employees’ abilities to meet family demands. Drawing on the stressor‐strain model, we conducted a daily diary study to investigate how different types of daily ICT demands experienced during work hours and after work influence work–family conflict (WFC) in the evening. We collected data from 98 full‐time employees (793 day‐level observations) for ten consecutive workdays to understand employees’ work‐nonwork interface experiences, namely, negative spillover and role conflict. First, we examined a multilevel mediation model to test the negative spillover effect of on‐the‐job ICT demands on WFC in the evening via negative affect (NA) at the end of the workday. Second, we investigated the effects of off‐the‐job ICT demands on WFC to provide evidence of role conflict in the nonwork domain. Further, we tested the protective role of boundary control in these phenomena. The multilevel analysis results revealed that different types of ICT demands experienced at work have idiosyncratic impacts on WFC. Also, while extended availability after work hours yields greater WFC, this link was weaker for the employees who perceive high boundary control.
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... Thus, unfinished tasks, which may, at first glance, seem to be less severe than other job stressors (e.g., experiencing incivility), have the potential to impede employees' recovery as well as joint time with their partner. It is important to note that unfinished tasks might thereby also affect employees' partners, as research suggests that negative implications of job stressors can be transferred from one partner to the other (e.g., Y. Park & Haun, 2018). Unfinished tasks thus constitute a relevant job stressor that can also be of relevance in the interplay with employees' partners. ...
... Similarly, also other job stressors, such as social conflicts or incivility at work, might undermine employees' engagement in time with their partner after work. For example, previous research demonstrated that experiencing incivility can transfer from employees' work to their private role and also affect their partners (e.g., Y. Park & Haun, 2018). ...
Cohabiting dual-earner couples are increasingly common. However, previous recovery research mainly focused on employees independently of others, thereby overlooking an essential part of their life. Therefore, we take a closer look at dual-earner couples’ recovery processes and link this research to a circadian perspective. We assumed that unfinished tasks impede engagement in time with the partner (absorption in joint activities, directing attention toward the partner) as well as recovery experiences (detachment, relaxation), whereas engagement in time with the partner should boost recovery experiences. Integrating a circadian perspective, we proposed that employees from couples with matching circadian preferences (chronotype) benefit more from engagement in time with their partner (i.e., stronger relationships with recovery experiences). Additionally, we explored whether a match between partners’ chronotypes buffers the negative relationship between unfinished tasks and engagement in joint time. We conducted a daily diary study with 143 employees from 79 dual-earner couples, providing data on 1,052 days. A three-level path model showed that unfinished tasks were negatively related to absorption in joint activities and detachment, whereas absorption positively predicted recovery experiences. Furthermore, the couples’ chronotype match mattered in the interplay with engagement in joint time: for couples with higher (vs. lower) chronotype match, experiencing detachment depended on absorption while for couples with lower (vs. higher) chronotype match, attention was even harmful for experiencing relaxation. Thus, it is crucial to consider employees’ partners when investigating their recovery processes because employees cannot act independently if they also need to take their partner’s circadian rhythms into account.
... Otros efectos se manifiestan a nivel motor (hablar rápido, temblores, tartamudeo e imprecisión al hablar, entre otros) o conductual (precipitación a la hora de actuar, explosiones emocionales, etc.). También hay signos a considerar como la disminución de la producción (calidad, cantidad o ambas), falta de cooperación entre compañeros y el empeoramiento de las relaciones humanas (Park & Haun, 2018;Soria, Monsalve, Llopis y Fernández, 2018). ...
... La frustración, la ansiedad y la depresión que pueden experimentar quienes están sometidos al mismo hay que añadirlas, al igual que el alcoholismo, farmacodependencia, hospitalización y, en casos extremos, suicidio. Inclusive las alteraciones mentales poco importantes producidas por el estrés, como la incapacidad para concentrarse o la reducción de los rangos de atención y el deterioro de las habilidades para tomar decisiones pueden tener en el ámbito de las organizaciones un costo significativo en forma de disminución de la eficiencia y la efectividad (Park & Haun, 2018;Soria, Monsalve, Llopis y Fernández, 2018). ...
La intención de abandono, considerada como un precedente de la rotación de personal, atrae a los investigadores; algunos análisis centran su atención en las relaciones directas entre el estrés laboral y la rotación de personal, así como sus diversas consecuencias organizacionales. Otros consideran el papel mediador de la intención de abandono como precursor de la rotación de personal a través del estrés. El objetivo de esta investigación es el diseño y prueba de un cuestionario para conocer la intención de abandono como resultado de las consecuencias del estrés laboral en los trabajadores que desempeñan cargos administrativos y directivos en la industria del calzado de la ciudad de León, Guanajuato, México desde un enfoque factorial, en una muestra de 898 directores en la industria de León. Los resultados muestran dos factores que influyen en la intención de abandono: efectos del estrés con tres áreas: psicológica, de motor y de conducta; y signos del estrés. La correlación de estos factores con la intención de abandono fue significativa.
... For example, Lam and Xu (2019) examined the interaction between power distance and abusive supervisors in influencing employee silence. In other words, the uncivil behavior that employees get from seniors or supervisors will reduce their interactions (Park & Haun, 2018;Yue et al., 2021); reducing their voice. Using the COR argument, as such, because uncivil's behavior is senior/supervisor, employees may be silent to avoid confrontation. ...
... This mediation model supports the idea of using job embeddedness to explain how perceived rudeness in the workplace is related to employee silence. In other words, employees who receive disrespectful treatment from senior coworkers/supervisors will reduce their interactions by avoiding them (Park & Haun, 2018;Yue et al., 2021); which in turn can reduce their involvement to be actively involved in providing information and advice related to work-related issues. Although existing studies have documented the relationship between job embeddedness and voice behavior (Tan et al., 2019;Zhou et al., 2021), our finding extends previous research by identifying job embeddedness as an essential mechanism in determining the continued effect of workplace incivility on employee voice. ...
The purpose of this study is to investigate whether workplace incivility explains the phenomenon of employee silence behavior in the hospitality sector and how job embeddedness and power distance mediate and moderate this relationship. Data were collected from 359 frontline staff at several hotels and restaurants in Jakarta, Indonesia. The data were analyzed using moderating mediation procedures using the Macro Process. Workplace incivility was negatively related to job embeddedness and positively to employee silence behavior. Job embeddedness was positively associated with employee silence and mediates the relationship between workplace incivility and employee silence. Finally, power distance is directly related to employee silence and moderates the relationship between workplace incivility and employee silence. Hence, the relationship between workplace incivility and employee silence was stronger among employees who perceived higher power distance. The results of this study could be used to guide the management of the hospitality industry. In particular, disrespectful treatment from seniors or supervisors perceived by employees triggers a decrease in job embedd-edness and increases silent behavior. Management needs to implement several policies to prevent uncivil actions in the workplace. Moreover, the present study suggests that organizational managers applied special incentives for employees to actively share their information, ideas, and opinions to stimulate employee voice.
... The prominence of adverse work relationships is a significant source of concern for organizations, because negative relationships among coworkers undermine the motivation, quality and performance of their employees (Chung, 2017;Harrington et al., 2012;Yi et al., 2017). A notable example of dysfunctional relationship dynamics is coworker incivility, which reflects the extent to which employees believe that organizational colleagues treat them in rude and disrespectful ways (Park and Haun, 2018;Schilpzand et al., 2016;Vahle-Hinz et al., 2019). Coworker incivility can manifest in different ways, such as when coworkers put others down, are arrogant in their interactions, make unfounded negative remarks or use an unprofessional communication style (Cortina et al., 2001;Taylor et al., 2012). ...
... The specific focus herein was on the roles of two pertinent yet overlooked factors that can affect this connection. That is, there is well-established evidence that dysfunctional relationship dynamics among employees undermine the quality of an organization's internal functioning (Park and Haun, 2018;Sliter and Boyd, 2015); we have provided expanded insights into how and when these negative performance outcomes emerge. In particular, we leveraged COR theory (Hobfoll et al., 2018) to propose that (1) employees may underperform on their job duties in the presence of resource-depleting coworker incivility, because they feel upset about how their employing organization seemingly has abandoned them, and (2) their inherent tendencies to feel sorry for themselves may reinforce or strengthen this process. ...
The study examined how employees’ experience of resource-draining coworker incivility might undermine their job performance, with a focus on how this harmful process might be explained by perceptions of organizational isolation and moderated by susceptibility to self-pity. Three-wave survey data, collected among employees and their supervisors in various industries, indicated that an important reason that employees’ exposure to rude coworker treatment escalated into diminished performance outcomes was a belief that the employing organization was the source of their sense of abandonment. As a mediator, perceived organizational isolation exerted an especially prominent effect among employees who had a general tendency to pity themselves in difficult circumstances. Organizations accordingly can contain the risk that disrespectful coworker relationships translate into tarnished performance by discouraging employees to feel bad for themselves in the face of work-related hardships.
JEL Classification: M50
... Different from face-to-face workplace incivility, email incivility can be further differentiated into active (e.g., demeaning or derogatory remarks) and passive types (e.g., ignored email requests; Lim & Teo, 2009). Email incivility has recently gained researchers' attention and initial findings suggest that experiencing email incivility can negatively affect employee job attitudes (Lim & Teo, 2009) and job performance (Giumetti et al., 2016), and positively predict employee distress at work and at home , work withdrawal (Park & Haun, 2018), and insomnia . ...
... Our findings also offer several practical implications for organizations and employees. First, in addition to the established findings on email incivility's negative implications for employee health and well-being (Park & Haun, 2018;Yuan et al., 2020), we found evidence for the effect of email incivility on employees' negative emotions and subsequent cyberloafing, both of which suggest that organizations should recognize the importance of civil and appropriate email communications and promote such norms among employees. Efforts can be integrated into the newcomer onboarding and training efforts such that employees can be informed of the expectation of civility as a norm in email communications, what types of active and passive email incivility should be avoided, and how to maintain the most effective email communications. ...
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).
... This may result in resource depletion for the role receiver and lead to a lower level of family satisfaction and more negative work attitudes (Goode, 1960). Supporting these arguments, past research has linked the role sender's work stressors to the role receiver's distress, work withdrawal, and marital satisfaction (Ferguson, 2012;Park & Haun, 2018;Ten Brummelhuis et al., 2010). ...
... Previous research has suggested that stress can cross over from one domain to another, impacting individuals who occupy different life domains (e.g., Park & Haun, 2018;Westman et al., 2004). Our findings are mostly consistent with this contention. ...
Crossover theory describes the transmission of stress/strains that are experienced by one person to another (Westman, Human Relations, 54, 2001, 717-752). In our article, we review the extant literature and present results from a meta-analysis-the first ever of this literature-to shed light on the magnitude of the crossover effect, the predictors and outcomes of crossover, and the psychological process underlying the crossover effect. Our meta-analysis offered evidence of crossover of the role sender's work stressors, work attitudes, and work-to-family conflict (WFC) to the role receiver's psychological distress, family satisfaction, and work attitudes. We also found some support for the hypothesis that the role sender's positive social behavior mediates these effects.
... Supporting these arguments, past research has linked the role sender's work stressors to the role receiver's distress, work withdrawal, and marital satisfaction (Ferguson, 2012;Park & Haun, 2018;ten Brummelhuis, Haar, & van der Lippe, 2010). ...
... Previous research has suggested that stress can cross over from one domain to another, impacting individuals who occupy different life domains (e.g., Park & Haun, 2018;Westman et al., 2004). Our findings are mostly consistent with this contention. ...
Crossover theory describes the transmission of stress/strains that are experienced by one person to another. In our paper, we review the extant literature and present results from a meta-analysis—the first ever of this literature—to shed light on the magnitude of the crossover effect, the predictors and outcomes of crossover, and the psychological process underlying the crossover effect.
... Supporting these arguments, past research has linked the role sender's work stressors to the role receiver's distress, work withdrawal, and marital satisfaction (Ferguson, 2012;Park & Haun, 2018;ten Brummelhuis, Haar, & van der Lippe, 2010). ...
... Previous research has suggested that stress can cross over from one domain to another, impacting individuals who occupy different life domains (e.g., Park & Haun, 2018;Westman et al., 2004). Our findings are mostly consistent with this contention. ...
Crossover theory describes the transmission of stress/strains that are experienced by one person to another (Westman, 2001). In our paper, we review the extant literature and present results from a meta-analysis—the first ever of this literature—to shed light on the magnitude of the crossover effect, the predictors and outcomes of crossover, and the psychological process underlying the crossover effect. Our meta-analysis offered evidence of crossover of the role sender’s work stressors, work attitudes, and work-to-family conflict (WFC) to the role receiver’s psychological distress, family satisfaction, and work attitudes. We also found some support for the hypothesis that the role sender’s positive social behavior mediates these effects.
... The prominence of adverse work relationships is a significant source of concern for organizations, because negative relationships among coworkers undermine the motivation, quality and performance of their employees (Chung, 2017;Harrington et al., 2012;Yi et al., 2017). A notable example of dysfunctional relationship dynamics is coworker incivility, which reflects the extent to which employees believe that organizational colleagues treat them in rude and disrespectful ways (Park and Haun, 2018;Schilpzand et al., 2016;Vahle-Hinz et al., 2019). Coworker incivility can manifest in different ways, such as when coworkers put others down, are arrogant in their interactions, make unfounded negative remarks or use an unprofessional communication style (Cortina et al., 2001;Taylor et al., 2012). ...
... The specific focus herein was on the roles of two pertinent yet overlooked factors that can affect this connection. That is, there is well-established evidence that dysfunctional relationship dynamics among employees undermine the quality of an organization's internal functioning (Park and Haun, 2018;Sliter and Boyd, 2015); we have provided expanded insights into how and when these negative performance outcomes emerge. In particular, we leveraged COR theory (Hobfoll et al., 2018) to propose that (1) employees may underperform on their job duties in the presence of resource-depleting coworker incivility, because they feel upset about how their employing organization seemingly has abandoned them, and (2) their inherent tendencies to feel sorry for themselves may reinforce or strengthen this process. ...
... On an individual basis, exclusion is a form of bullying and oppression (Ng et al, 2022;Rosander and Blomberg, 2021), and in general can lead to anger, withdrawal, low self-esteem, depression and even 'impaired cognitive capacity' (Abrams and Rutland, 2008:47;Lüders et al, 2016). In the workplace, and in policing in particular, the bullying nature of exclusion has often been found to be accompanied by harassment of varying levels, from incivility to microaggressions to assault, which can cause stress, fear, long-lasting trauma and distress, and even suicide attempts and potentially successful suicides Park and Haun, 2018;Porath and Erez, 2007;. With such horrific outcomes at an individual level, it is easy to see how people subject to such exclusion would find it difficult to deliver effective performance in the work setting, and we know from much research that where people have impaired wellbeing, there is a negative impact on performance (Porath and Erez, 2007;Wheeler, 2016). ...
Following years of Government cuts to public services, which mean that the police are now responding to more and more complex incidents and crimes with fewer resources, coupled with relentless political and public criticism of policing and police leadership in the face of some truly awful high-profile events, wellbeing and morale of police personnel has reduced and police legitimacy is threatened.
Given that people are the most vital resource in policing, and that leadership can have a significant impact on people in the workplace, in relation to wellbeing, morale and performance, this research, situated in the theoretical framework of compassion at work, sought to understand: how police leaders develop their people leadership craft; how they apply it in practice; and how it can be improved. The study was guided by the research philosophy of Intelligent Compassion, which focused on gaining a deep understanding of the experiences of participants and giving attention to providing solutions which can be applied in practice. In total, 34 in-depth interviews and 2 focus groups generated a large amount of data to provide a rich picture of some of the people leadership landscape in policing in England and Wales.
The findings show that police leadership development has been patchy and inconsistent, giving no guarantee that leaders will adopt positive people leadership approaches. There are senior leaders in policing who are compassionate and inclusive, which gives optimism, but their approaches are constrained by the dominant and enduring conservative and macho features of police culture which are resistant to change and which favour ‘in-groups’ aligned to traditional ‘norms’. In addition, some promotion processes facilitate favouritism, and perpetuate homogeneity, slowing progress on improving diversity and inclusion, particularly in the more senior ranks.
The research finds that compassion and inclusion are intrinsically linked and that compassionate leadership and adopting the compassion process in policing can provide an antidote to damaging practices and can generate improvements, by accelerating the slow cultural improvements which are evident. However, that is unlikely to happen without intervention. In order to speed up improvements, policing needs to be bold about defining and adopting the compassionate leadership qualities required of leaders and be intentional about consistently developing leaders using evidence-based approaches, from the point of entry into the organisation, and throughout all the ranks. And the compassion process needs to be applied in practice; in particular this includes truly valuing all staff, delivering fairness and procedural justice, harnessing and promoting the positive elements of police culture such as professionalism, inclusivity and compassion, and relentlessly challenging poor practice to remove those who harm others and threaten legitimacy.
... The reliability of the scale was 0.87. This scale was also used by many researchers to assess the work withdrawal in their studies (Park and Haun 2018;Scott and Barnes 2011). Recently, Nauman et al. (2020) also used this scale in relation to despotic leadership as an antecedent of work withdrawal in the manufacturing sector having a Cronbach's alpha = 0.90. ...
The literature on destructive styles of leadership usually suggests the negative consequences at the individual and firm level, whereas the combined effect of dark dyads with susceptible followers lacks attention. Drawing on the cognitive appraisal theory, we examined the underlying psychological mechanism through which tyrannical leadership undermines employees' task performance via work withdrawal behaviors in construction projects. Moreover, the moderating effect of subordinates' Machiavellian personality trait on the relationship between tyrannical leadership and supervisor-rated subordinates' task performance was investigated. We collected data using questionnaires from 215 leader-subordinate dyads working in the construction industry. The results supported the negative effect of tyrannical leadership on task performance as well as the mediating effect of work withdrawal. This study provides evidence that tyrannical leadership induces work withdrawal behaviors, which in turn reduces subordinates' task performance. Moreover, the interactive effect of subordinates' Machiavellian personality trait with tyrannical leadership style positively impacts the subordinate's task performance, confirming the effectiveness of leaders-follower dark dyads in construction projects. The study expands theoretical as well as empirical evidence on destructive leadership in construction projects and demonstrates the relationship among psychological variables and their effects on task performance through the unique dynamics of the follower's personality trait in the construction industry.
... A particular type of stress experienced by teleworkers relates to their inability to cope with new ICT requirements in a healthy way, also known as technostress (Tarafdar et al. 2011). Previous studies have found that technostress can cause a variety of negative consequences to workers' personal and professional lives including decreased wellbeing (Fuglseth and Sørebø 2014), increased exhaustion (Maier et al. 2015a), lower job satisfaction, increased risk of job burnout, decreased job engagement (Srivastava et al. 2015), and work withdrawal (Park and Haun 2018). These consequences cost companies a large amount of money (Tu et al. 2005). ...
This paper analyzes teleworkers’ technostress evolution over time, as well as its effects on these individuals’ work-related well-being over time. The proposed research model was tested using a survey-based longitudinal study with individuals that forcibly moved to teleworking in the context of a COVID-19 lockdown at two points in time (T0 and T1). Results indicate that two techno-stressors (work–home conflict and work overload) generated strain in teleworkers, which in turn decreased their satisfaction with telework and perceived job performance. In addition, teleworkers experienced two types of enduring technostress: synchronous effect (i.e., stressors generating strain at T1), and a cumulative reverse causation effect (i.e., strain at T0 has an effect on stressors at T1). These findings contribute to cognition, work, and technology literature by providing a more complete understanding of teleworkers’ technostress and its possible cumulative effects over time. Practical insights for managing technostress when moving to and remaining in teleworking are provided.
... Studies have shown that experiences of cyber incivility can lead to both physical and psychological distress and adverse work-related outcomes (e.g., reduced organizational commitment, job satisfaction, and increased intention to quit and deviance, Lim & Teo, 2009;work withdrawal, Park & Haun, 2018). Furthermore, in their study of 167 dual-earner couples, Park and Haun (2018) found that cyber incivility could induce stress in employees, which then crossed over to their partners over the weekend, subsequently leading partners to withdraw from work. Cyber incivility also has been examined in experimental research: Participants who experienced cyber incivility reported more negative affect, less energy, and worse performance, with low engagement, on an effortful task compared with those in the control group (Giumetti et al., 2013). ...
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.
... Researchers have just begun to look at instances of workplace incivility occurring through virtual communication technologies. The majority of this research looks at behaviors labeled as bullying and gossip occurring through e-mail (e.g., Giumetti et al., 2012;Park & Haun, 2018;Yuan et al., 2020), and there is a gap in research looking at advanced technologies like videoconferencing, which are increasingly prevalent in the workplace. ...
Despite the growing use of virtual communication technology and flexible work sites allowing for remote teamwork, little research has been done to systematically review workplace incivility within this context. The literature on workplace incivility has primarily been through the lens of Industrial/Organizational (I/O) Psychology, focusing on antecedents and correlational organizational outcomes. Organizational Behavior Management (OBM) strategies may provide additional insight for developing sustainable interventions for workplace incivility. The current paper discusses how OBM can supplement the I/O Psychological incivility literature and may provide additional insight into environmental context and prevention tactics for virtual workplace incivility. Specifically, we (a) identify contextual events that predict civil or uncivil behaviors by assessing antecedents, consequences, and interlocking contingencies, (b) consider value-enhancing or -abating motivating operations, (c) describe a functional assessment for pinpointing problem behaviors, and (d) suggest several potential interventions for mitigating virtual incivility.
... In the first study of email incivility, Lim and Teo (2009) linked it to lower levels of organizational commitment and job satisfaction and higher levels of turnover intention and workplace deviance. Similarly, subsequent research has linked it to other work outcomes such as absenteeism (Giumetti, McKibben, Hatfield, Schroeder, & Kowalski, 2012), lower levels of energy and engagement (Giumetti et al., 2013), and a crossover effect to spouses' work withdrawal (Park & Haun, 2018). Additionally, researchers have begun to examine its implications for employee well-being (Park, Fritz, & Jex, 2018). ...
Although e-mail incivility is becoming a growing concern in the workplace, it remains an understudied topic. Scholars have paid inadequate attention to its dimensionality (i.e., active and passive e-mail incivility) and its impact on well-being outcomes, thus precluding a more comprehensive understanding of its implications in the workplace. To address these gaps, we conducted two studies to investigate the nature and outcomes of e-mail incivility. In Study 1, we surveyed a sample of working employees about their e-mail incivility experiences at work and collected their appraisals of a discrete e-mail incivility event. Confirmatory factor analysis results provide support for the empirical distinction between the 2 dimensions. Findings from event-level appraisals highlight that active e-mail incivility leads to a greater level of emotionality appraisal, whereas passive e-mail incivility is viewed as more ambiguous. In Study 2, we conducted a diary study to examine the spillover effects of e-mail incivility on well-being. Multilevel modeling results indicate that passive e-mail incivility is positively associated with insomnia, which then leads to heightened negative affect at the beginning of the workday. Overall, this research clarifies the nature of e-mail incivility dimensions, highlights their detrimental effects on employee well-being, and identifies important implications for occupational health scholars and practitioners. (PsycInfo Database Record (c) 2020 APA, all rights reserved).
... Similarly, Giumetti et al. (2012) linked cyber incivility from supervisors to victims' self-reported absenteeism (another form of CWB-O). Park and Haun (2018) also found that cyber incivility experienced by one member of a couple predicted work withdrawal by both partners. A few other studies examined the idea of reciprocity of cyber mistreatment, finding that many employees who experience mistreatment via ICTs also report engaging in the perpetration of that mistreatment (Francis et al. 2015;Weatherbee 2007). ...
Due to the ubiquitous nature of email communication, the use of the medium as a tool for aggression (termed cyberaggression) creates unique challenges for organizations. However, little is known about cyberaggression’s relation to other forms of workplace mistreatment or the extent to which it predicts victims’ work-related behavior. Two studies presented here enhance understanding of the cyberaggression construct by examining its nomological network, potential outcomes, and mediating mechanisms. Study 1 examines cyberaggression’s relationships with verbal aggression, workplace incivility, relationship conflict, and abusive supervision. Results suggest that cyberaggression is strongly related but empirically distinct from these other forms of workplace mistreatment. Study 2 then employs a three-wave survey to (1) link cyberaggression to victims’ counterproductive work behavior (CWB) through the proposed mechanisms of rumination and negative emotion, and (2) examine cyberaggression’s incremental prediction of these outcomes beyond face-to-face aggression and cyber incivility. Results suggest that cyberaggression has an indirect effect on victims’ CWB targeted at the organization (CWB-O), through serial mediators of rumination and negative emotion, respectively, and an indirect effect on CWB targeted at individuals (CWB-I) through rumination only. After controlling for face-to-face aggression and cyber incivility, supervisor-enacted cyberaggression no longer predicted CWB-O or CWB-I, but coworker-enacted cyberaggression continued to predict CWB through rumination.
... Empirical evidence revealed that employees who received frequent email incivility in a given workweek were prone to withdraw from work the next week. In addition, their domestic partners were likely to be negatively affected (Park and Haun, 2018; see also McCarthy et al., 2019). As one could see in this brief literature review, mixed perspectives make room for further theoretical developments and empirical work. ...
Purpose
The purpose of this paper is to peruse a strike enacted by the police force (PF) from a southeast state of Brazil and its consequences to the population through the lens of workplace incivility (WI) theory.
Design/methodology/approach
This study draws on a qualitative research design and social constructivism paradigm. In addition, it uses the template analysis, a peculiar form of thematic analysis, which is grounded on the hierarchical coding. Accordingly, it allows the researcher to yield a broad structure (obviously through the task of analyzing textual data, i.e. published texts) as well as providing enough flexibility to comply with the needs of a study.
Findings
Overall, there was a slightly shift between the initial template and the second one. Rather, the initial thematic assumptions were largely confirmed, namely, antecedents, strike strategy, reactions and consequences; yet, findings also showed other theme, i.e. mitigating decisions. The template analysis used here turned to be a consistent path given that it allowed finding a range of categories related to the themes, which substantiated the results. On the other hand, this investigation shows that even society, as a whole, may be seriously affected by WI.
Research limitations/implications
This investigation has some limitations regarding that it is a qualitative endeavor. Therefore, the outcomes cannot be generalized, and it constitutes the chief limitation of this study.
Practical implications
In terms of practical implications, findings suggest that public managers, mayors and governors must pay strong attention to the task of motivating their workforce. Robust human resource policies and fair salary may avoid job dissatisfaction.
Social implications
Data also indicated that incivility may be related to complex dynamics whose negative impacts may go beyond the workplaces.
Originality/value
This study expands the theory of WI by paying attention to a generally neglected group (police officers). In addition, it focuses on an emergent economy, which is at odds with robust problems of finance and public management nature. In doing so, it provides evidence of other consequences of WI. Broadly speaking, citizens and businesses are consumers of public services, including safety. Finally, it suggests that WI may be associated with two instigators simultaneously. In this case, it was intertwined with governor’s weak human resources policies and the civil servants’ irresponsibility.
... We also emphasized that all of their answers would be kept confidential and surveys were returned directly to the research team thus eliminating their worries about being penalized by organizations for their answers. To approach a larger sample size and increase the external validity, we followed previous studies (e.g., Butts et al. 2015;Park and Haun 2018) by adopting the snowball sampling method. We asked the leaders to forward the invitation to other leaders in their professional networks and provide contact information for the leaders and employees whom they recruited. ...
Drawing on social learning theory, this study theorizes how leader humility can promote employees’ feedback-seeking behavior by enhancing their psychological safety, and tests employees’ job insecurity as an important boundary. This moderated mediation model was tested by matched reports from 241 Chinese employees and their immediate leaders from various organizations. Results revealed that leader humility had a positive indirect effect on employees’ feedback-seeking behavior through increasing their psychological safety. We further found that the effect of leader humility on employees’ feedback-seeking behavior was stronger for employees in higher levels of job insecurity. These findings highlight the importance of leader characteristic and employees’ uncertainty perception in the process of seeking feedback, providing theoretical and practical implications for leadership and employees’ proactive behavior management.
... The frequency of checking email has been associated with detriments in workplace well-being, and these effects can cross over to partners and family members, particularly when email is accessed after work hours. [4][5][6] Although the authors focused on the effect of email on administrator well-being, similar strategies are likely to be beneficial for practicing clinicians, especially given the multiple modalities by which they often communicate (e.g., email, medical record, instant messaging platforms) and the expectation that they always be on call for their respective teams. ...
I would like to commend King et al.¹ for the refreshing approach to burnout they described in a recent issue of AJHP. In brief, the authors created a task force to identify some of the perceived contributors to burnout in their work environment and then addressed them using a systems-based, design-thinking approach. Email communication and meetings were identified as potential areas of opportunity, and deliberate work redesign was used to reduce the impact of burnout contributors on workplace well-being.
To date, most of the proposed strategies to curb burnout among the pharmacy workforce have been individual-focused interventions designed to build personal resilience or improve coping mechanisms (e.g., mindfulness, meditation, yoga). However, the organizational psychology literature suggests that the impact of such interventions is limited in size and duration because the fundamental causes of burnout remain unaddressed.² Conversely, strategies that mitigate situational and contextual factors are more likely to result in sustained improvements in workplace well-being, and indeed this was recently corroborated in a meta-analysis of interventions among physicians.
... Relative income of fathers is shown to be a significant predictor for the wife's family relationship satisfaction, wellbeing, the likelihood of divorce, and division on housework (Bertrand, Kamenica, & Pan, 2015;Kramer & Pak, 2018). We exclude covariates and the paths that do not affect the results of the study to increase the power, a common practice when using moderate sample sizes (Aguinis & Vandenberg, 2014;Park & Haun, 2018). ...
Paternity leave policies are gaining increased recognition from researchers and policymakers for being an instrumental tool that can have a positive impact on individuals, families, and societies. In this study, we estimate the effect of Korean fathers' paternity leave use on mothers' family relationship satisfaction using dyadic longitudinal data. Applying a spillover-crossover theoretical framework, we predict that fathers who use paternity leave (T1) experience a positive spillover manifested in increased life satisfaction (T2) and that this process will be mediated by an increase in their job satisfaction. In turn, this will “crossover” to positively affect mothers' family relationship satisfaction (T3). We further propose that gender role agreement will moderate this relationship. Using nationally representative longitudinal panel data from the Korean Labor and Income Panel Study (KLIPS), which follows individuals and families on an annual basis, we find that fathers' use of paternity leave is positively associated with their life satisfaction and that this is mediated by an increase in father's job satisfaction. Further, fathers' life satisfaction mediates the relationship between the use of paternity leave and mothers' family relationship satisfaction. We also find support for the moderating role of gender role agreement. We do not find any support for a direct link between paternity leave use and mothers' family relationship satisfaction. We conclude that taking paternity leave has a positive association with beneficial outcomes for fathers, mothers, and families as a whole.
... Relative income of fathers is shown to be a significant predictor for the wife's family relationship satisfaction, wellbeing, the likelihood of divorce, and division on housework (Bertrand, Kamenica, & Pan, 2015;Kramer & Pak, 2018). We exclude covariates and the paths that do not affect the results of the study to increase the power, a common practice when using moderate sample sizes (Aguinis & Vandenberg, 2014;Park & Haun, 2018). ...
Paternity leave policies are gaining increased recognition from researchers and policymakers for being an instrumental tool that can have a positive impact on individuals, families, and societies. In this study, we estimate the effect of Korean fathers' paternity leave use on mothers' family relationship satisfaction using dyadic longitudinal data. Applying a spillover-crossover theoretical framework, we predict that fathers who use paternity leave (T1) experience a positive spillover manifested in increased life satisfaction (T2) and that this process will be mediated by an increase in their job satisfaction. In turn, this will "cross over" to positively affect mothers' family relationship satisfaction (T3). We further propose that gender role agreement will moderate this relationship. Using nationally representative longitudinal panel data from the Korean Labor and Income Panel Study (KLIPS), which follows individuals and families on an annual basis, we find that fathers' use of paternity leave is positively associated with their life satisfaction and that this is mediated by an increase in father's job satisfaction. Further, fathers' life satisfaction mediates the relationship between the use of paternity leave and mothers' family relationship satisfaction. We also find support for the moderating role of gender role agreement. We do not find any support for a direct link between paternity leave use and mothers' family relationship satisfaction. We conclude that taking paternity leave has a positive association with beneficial outcomes for fathers, mothers, and families as a whole.
... Empirical evidence revealed that employees who received frequent email incivility in a given workweek were prone to withdraw from work the next week. In addition, their domestic partners were likely to be negatively affected (Park and Haun, 2018; see also McCarthy et al., 2019). As one could see in this brief literature review, mixed perspectives make room for further theoretical developments and empirical work. ...
Purpose
The major goal of this study is to identify the key features of a Non-Spiritual Organization (NSO) and to show what it is capable of delivering to society.
Design/methodology/approach
This study relies on grounded theory method, given that it allows the researcher to apply flexible guidelines to collect and analyze qualitative data in order to build theories on the grounds of the data themselves. Therefore, the qualitative data is derived from quotations, observations, and excerpts from documents. The backdrop of this investigation was the accident caused by a Brazilian miner in the Rio Doce basin after the collapse of the Fundão dam in Bento Rodrigues, Brazil.
Findings
Overall, data revealed a pattern in which five themes emerged naturally, namely, the antecedents, poor corporate values, lack of appropriate management tools, unjustified dynamics and dealing with the consequences. Further, the ethical imperatives of doing right, doing good and doing well may be only discursive elements for great corporations. At first sight, adhering to a NSO frame is result of a strategic decision.
Research limitations/implications
Taking into account the method that was employed, the results cannot be generalized and herein resides the major limitation of this study.
Originality/value
To the best of my knowledge, this is the first empirical work toward untangling the meaning, nuances and contours of a NSO. In doing so, it helps understand the impact of this sort of companies on society and environment.
Despite interruptions from work being increasingly common for many employees, their inherently disruptive nature induces strain on the work‐life interface; yet, it remains unclear why the experienced strain is not universal. Drawing on role identity and Stress‐as‐Offense‐to‐Self theories, illegitimate interruptions from work (IIW) are inappropriate, avoidable, unnecessary, or unreasonable interruptions that carry an added meaning of disrespect, thereby presenting a threat to the self and potentially inducing additional unnecessary strain. Differential value placed on professional and personal roles likely shapes attributions of illegitimacy. We collected event‐based data over five days from 182 employees (432 interruptions). Our multi‐level moderated mediation model established IIW’s indirect effect on work‐to‐family conflict (WFC) via boundary violation, above and beyond the negative effects of interruptions themselves. Thus, subjectively ascribed illegitimacy induces further but potentially unnecessary negative strain. Men were more likely to experience boundary violation in reaction to IIWs, and subsequently reported more WFC as compared to women. Yet, although results suggest that IIWs may be a more salient immediate threat to men, it is possible that women’s higher threshold for IIWs may present a more distal threat for gender parity. We offer guidance for developing strategies to reduce IIWs and mitigate their impact.
Prior to the COVID-19 pandemic, individuals across the U.S. reported experiencing high levels of stress that negatively impacted their overall mental health and well-being; levels that have undoubtedly increased since this time. Despite the interest in understanding how stress can impact individual and relational wellbeing, there are no validated measures that examine chronic and acute stressors experienced by individuals in a romantic relationship. Using self-report data from 327 individuals in the U.S., the present study evaluated and validated the psychometric properties of the Italian version of the Chronic and Acute Stress Index (CASI) for use with individuals in a romantic relationship. Results indicated that the English version of the CASI demonstrated good reliability, and convergent and discriminant validity. Implications for relationship researchers and mental health practitioners working with individuals are presented.
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.
This paper investigates how employees' experience of workplace incivility may steer them away from idea championing, with a special focus on the mediating role of their desire to quit their jobs and the moderating role of their dispositional self-control. Data collected from employees who work in a large retail organization reveal that an important reason that exposure to rude workplace behaviors reduces employees' propensity to champion innovative ideas is that they make concrete plans to leave. This mediating effect is mitigated when employees are equipped with high levels of self-control though. For organizations, this study accordingly pinpoints desires to seek alternative employment as a critical factor by which irritations about resource-draining incivility may escalate into a reluctance to add to organizational effectiveness through dedicated championing efforts. It also indicates how this escalation can be avoided, namely, by ensuring employees have access to pertinent personal resources.
Extensive commentary cautions about the consequences of poor email etiquette, including emotional miscommunication and conflict escalation at work. This research considers the role of the receiver in negative email exchanges. Participants identified examples of negatively perceived emails received from coworkers, provided the text of these emails, and reported their perceptions and accounts of the messages. Results document a negative intensification bias in receiver perceptions of emails. Receivers perceived the emails more negatively than did observers, and receiver ratings had only weak relationships to characteristics of messages, including negative language and flaming. Negative intensification bias occurred more in poor communication climates and among individuals in subordinate positions. Qualitative results highlight the potential for ambiguous emails to be perceived in multiple ways leading to unanticipated consequences.
While many employees read and respond to work‐related e‐mails in the evenings after work, the mechanisms through which after‐hours e‐mailing influences well‐being remain poorly understood. In particular, there has been limited consideration of whether different characteristics of after‐hours e‐mails (frequency, duration, perceived tone) may trigger work‐related rumination that influences employee well‐being at bedtime (i.e., the end of the post‐work period). To address this gap in the literature, data were collected from 59 employees during a 5‐day daily survey period. We expected after‐hours e‐mail frequency, duration, and perceived tone to indirectly relate to employee vigour and fatigue at bedtime (two common well‐being criteria) via affective rumination and problem‐solving pondering (two major forms of work‐related rumination). Our results indicated that a more negatively perceived after‐hours e‐mail tone influenced both vigour and fatigue via affective rumination. Further, our findings suggested diverging implications of after‐hours e‐mailing frequency and duration for problem‐solving pondering, with longer duration and more frequent after‐hours e‐mailing co‐varying with higher and lower levels of this form of rumination, respectively. These findings demonstrate the importance of considering various characteristics of after‐hours e‐mailing and corresponding implications of work‐related rumination when studying employee well‐being.
Purpose
There have been strides in workplace incivility (WI), but in what direction, angles and theoretical streams are they taking place? In light of it, the purpose of this review is to analyze the overall WI research output yielded in the initial decades of this century.
Design/methodology/approach
This investigation searched exclusively for empirical articles written in English that matched the terms incivility and WI in the websites of prominent peer-review publications covering the period of 19 years (i.e. 2000–2019). As a result, 93 peer-reviewed empirical studies were properly gathered and classified.
Findings
WI is one of the most relevant topics in OB studies under scrutiny in this moment. Corroborating such a perception is the huge amount of outlets that have been publishing about WI. In this sense, it is a topic that has gained strong interdisciplinary status, given the manifested interest of very distinct areas. Cross-sectional studies have prevailed in terms of method preferences, yet other approaches have been used. Of noteworthy is the shortage of qualitative and meta-analytic studies. Data provided evidence that a very limited number of nations (only 18 countries) have been investigated and it is not exactly surprising that the United States be the target of the majority of studies in this field. The antecedents and consequences of WI are the major focus of the investigations. But I found some evidence that that WI has been tested as performing the role of measure, mediator and moderator.
Research limitations/implications
It focused exclusively on peer-review journals and articles written in English.
Originality/value
This endeavor contributes to the theory of WI by encompassing crucial aspects such as time horizon, major outlets, study types, country-level output, samples features, constructs perused, theoretical function of WI and research outcomes. In addition, it points out new potential research streams.
Little research has focused on the role of specific discrete emotions (i.e. anger, guilt, sadness, and fear/anxiety) and individual differences (i.e. narcissism) when investigating the effect of incivility. The current research aims to examine the effect of experienced workplace incivility on employees’ family satisfaction through emotions and the moderating effect of narcissism. 167 employees were asked to think about a previous experience of uncivil treatment or a fictional character and then completed the measurements of narcissism, discrete emotions including anger, guilt, sadness, and fear/anxiety, and family satisfaction. The results showed that employees who recalled an experience of workplace incivility instigated by their coworkers or supervisors would report low levels of family satisfaction and this effect was mediated by their intense emotional reactions of anger and guilt towards uncivil treatment. Moreover, we found narcissism yielded a double-edged effect. On the one hand, narcissistic employees responded to incivility with higher levels of anger and consequently experienced lower levels of family satisfaction. On the other hand, narcissists were less inclined to experience guilt when confronted with incivility, which allowed them to sustain family satisfaction. Our findings support our hypotheses, demonstrating that narcissism has complex effects on the relationships between incivility and discrete emotions.
Andersson and Pearson's (1999) seminal article on workplace incivility has paved the way for nearly two decades of research focusing on rude and discourteous behavior at work. We now have a better understanding of the dynamics associated with uncivil workplace interactions including the characteristics of those who instigate and are targeted with workplace incivility, the negative consequences of incivility, the mechanisms that link incivility and negative outcomes, and the boundary conditions that affect these relationships. The present article provides a "roadmap" for workplace incivility researchers by identifying five assumptions that we propose are acting as "speedbumps" in current workplace incivility research by limiting advancements about what workplace incivility is and how it functions. We then introduce five "alternative routes" for future workplace incivility research based on these identifications. Our goal is to guide and accelerate research toward a more nuanced understanding of workplace incivility as behavior that occurs within an organizational system. (PsycINFO Database Record
Although in recent years researchers have begun to utilize dyadic data analyses such as the actor-partner interdependence model (APIM), certain limitations to the applicability of these models still exist. Given the complexity of APIMs, most researchers will often use observed scores to estimate the model’s parameters, which can significantly limit and underestimate statistical results. The aim of this article is to highlight the importance of conducting a confirmatory factor analysis (CFA) of equivalent constructs between dyad members (i.e. measurement equivalence/invariance; ME/I). Different steps for merging CFA and APIM procedures will be detailed in order to shed light on new and integrative methods.
We report an experience-sampling study examining the spillover of workplace incivility on employees’ home lives. Specifically, we test a moderated mediation model whereby discrete emotions transmit the effects of workplace incivility to specific family behaviors at home. Fifty full-time employees from south-east Asia provided 363 observations over a 10-day period on workplace incivility and various emotional states. Daily reports of employees’ marital behaviors were provided by the spouses each evening. Results showed that state hostility mediated the link from workplace incivility to increased angry and withdrawn marital behaviors at home. Also, trait hostility served as a moderator such that the relationship between workplace incivility and hostile emotions was stronger for employees with high trait hostility.
This research investigated the conditions under which exposure to incivility at work was associated with engaging in counterproductive work behavior (CWB). Drawing from stressor-strain and coping frameworks, we predicted that experienced incivility would be associated with engaging in production deviance and withdrawal behavior, and that these relationships would be strongest for employees who had high levels of job involvement and worked under task interdependent conditions. Gender differences in these effects were also investigated. A sample of 250 United States full-time employees from various occupations completed 2 waves (timed 6 weeks apart) of an online survey. Results indicate that employees with high job involvement were more likely to engage in production deviance and withdrawal behavior following exposure to incivility than were employees with low job involvement. The moderating effect of task interdependence varied by gender, such that the relationship between incivility and CWB was strengthened under high task interdependence for female employees, but weakened under high task interdependence for male employees. These findings highlight that certain work conditions can increase employees' susceptibility to the impacts of incivility, leading to harmful outcomes for organizations. (PsycINFO Database Record
The most commonly used method to test an indirect effect is to divide the estimate of the indirect effect by its standard error and compare the resulting z statistic with a critical value from the standard normal distribution. Confidence limits for the indirect effect are also typically based on critical values from the standard normal distribution. This article uses a simulation study to demonstrate that confidence limits are imbalanced because the distribution of the indirect effect is normal only in special cases. Two alternatives for improving the performance of confidence limits for the indirect effect are evaluated: (a) a method based on the distribution of the product of two normal random variables, and (b) resampling methods. In Study 1, confidence limits based on the distribution of the product are more accurate than methods based on an assumed normal distribution but confidence limits are still imbalanced. Study 2 demonstrates that more accurate confidence limits are obtained using resampling methods, with the bias-corrected bootstrap the best method overall.
Although psychologically detaching from work is beneficial for employee well-being and productivity, heavy workloads can interfere with detachment. Drawing from the self-regulation literature, we expand the stressor-detachment model to explore 2 attentional factors that shape the workload-detachment relationship: dispositional self-control-defined as a trait ability to regulate thoughts and behavior-and a daily planning intervention designed to direct attention away from incomplete work goals. Overall, we hypothesized that the ability to control and redirect attention is crucial for detaching from high workloads. Using an experimental daily diary design with 103 employees, we replicated previous results that daily workload is negatively associated with daily psychological detachment. However, this relationship was nonsignificant for individuals high on dispositional self-control and those that completed the planning intervention. We also observed a 3-way interaction, where the planning intervention was only effective for individuals low on dispositional self-control because employees high on self-control were naturally better at detaching from high workloads. Overall, these results illustrate the theoretical and practical utility of an attention-based perspective on detachment processes, including a simple intervention for helping individuals detach at home despite high workloads. (PsycINFO Database Record
Proposed as a theory of motivation, the basic tenet of conservation of resources (COR) theory is that humans are motivated to protect their current resources and acquire new resources. Despite its recent popularity in the organizational behavior literature, several criticisms of the theory have emerged, primarily related to the central concept of resources. In this review, we address concerns regarding the conceptualization, conservation, acquisition, fluctuation, and measurement of resources. We highlight gaps in the COR literature that can be addressed by integrating research from other areas of psychology and management. In this manner, we hope to push the COR literature forward by resolving several concerns and providing suggestions for future research that might address other concerns.
This quasi-experimental longitudinal study assessed the effect of a one-day Cognitive Behaviour Therapy (CBT)-based workshop on work-related rumination, chronic fatigue, and sleep quality. We hypothesized that participants who attended the workshop would report lower levels of affective work-related rumination, chronic fatigue, and improved sleep quality, at follow-up, 6 months after workshop completion. Two hundred and twenty-seven participants took part in the study, with 102 participants attending a one-day workshop delivered in their workplace. Participants completed an online questionnaire at two time-points, with follow-up occurring 6 months after initial survey completion. Results showed that participants who took part in the CBT workshop reported significantly lower levels of affective rumination (p = .03) and chronic fatigue (p = .003), at follow-up in comparison with individuals who did not attend the workshop; however, there were no significant differences between the groups in self-reported sleep quality (p = .06). A combination of more effective recovery both at work and outside of work may explain the reductions in both affective rumination and fatigue over time. This study adds to the recovery from work literature by providing initial support for a one-day CBT-based workshop delivered in the workplace.
A growing body of research explores workplace incivility, defined as low-intensity deviant workplace behavior with an ambiguous intent to harm. In the 15 years since the theoretical introduction of the workplace incivility construct, research in this domain has taken off, albeit in a variety of directions. We review the extant body of research on workplace incivility and note the multitude of samples, sources, methodologies, and instrumentation used. In this review article, we provide an organized review of the extant body of work that encompasses three distinct types of incivility: experienced, witnessed, and instigated incivility. These three types of incivility serve as the foundation for a series of comprehensive models in which we integrate extant empirical research. In the last part of this review article, we suggest directions for future research that may contribute to this growing body of work. Copyright © 2014 John Wiley & Sons, Ltd.
In this article, we investigate the impact of engaging in ruminative‐style thoughts after exposure to workplace violence. Rumination is a form of self‐focused thinking characterized by abstract and passive negative thoughts. In an experimental study in which student volunteers were exposed to simulated violence using a video manipulation, the unpleasant affect of participants instructed to ruminate about the violence persisted, while the affect of participants in a distraction condition was quickly repaired. In a field study of violence experienced by social workers in their everyday working lives, employees who had a high tendency to engage in ruminative thinking exhibited a stronger negative relationship between exposure to violence and poor well‐being and health complaints compared with those who had a low tendency to ruminate. Together, our findings suggest that ruminative thinking may exacerbate the negative effects of workplace violence. Practitioner PointsBeing subjected to violence at work can have negative implications for employees' health and well‐being, but it is not always possible for organizations to prevent violent attacks (e.g., from members of the public).Our findings indicate that the negative consequences of violence may be intensified when the victim engages in rumination, a negative type of thinking about the self that involves passive, abstract thoughts about what happened and the effects on one's life.Organizations should therefore seek to discourage ruminative thinking among victims of workplace violence.
Attribution theory argues that people assess the locus of causality of achievement-relevant events as either internal or external. Given the frequency of interpersonal interactions in organizations, we posit that a third category-relational attributions-may be used. Drawing on relational perspectives, we lay the conceptual foundation and develop a dyadic theory of relational attributions, proposing their antecedents and linking them to relationship-focused behaviors, which influence the quality of interpersonal links within organizations.
We investigated how people manage boundaries to negotiate the demands between work and home life. We discovered and classified four types of boundary work tactics (behavioral, temporal, physical, and communicative) that individuals utilized to help create their ideal level and style of work-home segmentation or integration. We also found important differences between the generalized state of work-home conflict and "boundary violations," which we define as behaviors, events, or episodes that either breach or neglect the desired work-home boundary. We present a model based on two qualitative studies that demonstrates how boundary work tactics reduce the negative effects of work-home challenges. "Balance" between work and home lives is a much sought after but rarely claimed state of being. Work-family researchers have successfully encour- aged organizations, families, and individuals to recognize the importance of tending to their needs for balance. Over 30 years ago, Kanter (1977) spoke of the "myth of separate worlds" and called atten- tion to the reality that work and home are inexora- bly linked. Yet, she argued, organizations are often structured in such a way that their leadership for- gets or ignores employees' outside lives. Although organizational leaders and managers generally tend more to employees' nonwork needs than they did when Kanter wrote her landmark work, struggles to balance work and home demands are still common-
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).
Zusammenfassung: Zur Analyse von Moderator- und Mediatoreffekten bei dyadischen Daten werden zwei Erweiterungen des Akteur-Partner-Interdependenz-Modells (z. B. Kenny, 1996 ) vorgestellt. Die Modelle, die als Akteur-Partner-Moderator-Modell und Akteur-Partner-Mediator-Modell bezeichnet werden, dienen im Rahmen von dyadischen Untersuchungen der Überprüfung von Drittvariablen, welche die Zusammenhänge zwischen abhängigen und unabhängigen Variablen moderieren bzw. mediieren. Neben einer Anleitung zur Analyse des Moderatormodells mittels Regressionsanalysen finden sich Hinweise zur Durchführung von Bootstrap-Analysen bei Verwendung von Strukturgleichungsanalysen. Zur Einschätzung der Mediation werden verschiedene Indikatoren erörtert. Beide Modelle werden anhand von Daten zu Alltagsstress, Partnerschaftsqualität, Depressivität und sexuellen Störungen bei 198 Paaren illustriert. Die zum Akteur-Partner-Moderator-Modell durchgeführten Regressions- und Bootstrap-Analysen stützen die Hypothese, dass der Zusammenhang zwischen Alltagsstress und sexuellen Störungen durch die Partnerschaftsqualität moderiert wird. Die auf dem Akteur-Partner-Mediator-Modell basierenden strukturanalytischen Ergebnisse stützen die Annahme, dass der Zusammenhang zwischen Alltagsstress und Partnerschaftsqualität durch die Depressivität mediiert wird. Abschließend werden neben dem Nutzen die Vorzüge und Grenzen dieser Modelle diskutiert.
The present study focused on the development and validation of scores on the Stress in General scale. Three diverse samples of workers (n = 4,322, n = 574, n = 34) provided psychometric and validity evidence. All evidence converged on the existence of two distinct subscales, each of which measured a different aspect of general work stress. The studies also resulted in meaningful patterns of correlations with stressor measures, a physiological measure of chronic stress (blood-pressure reactivity), general job attitude measures, and intentions to quit.
The present study aims to explain the processes through which family-supportive organizational perceptions (FSOP) relate to employee affective commitment. We suggest multiple mechanisms through which this relationship transpires-(a) the focal employee's experience of work-to-family conflict and enrichment and (b) the attitudes of the employee's spouse/partner. Hypotheses are tested with data from 408 couples. Results suggest that employee FSOP is positively associated with employee commitment through both employee work-to-family experiences and partner attitudes. FSOP was positively related to employee work-to-family enrichment, which was positively associated with employee affective commitment. FSOP was negatively associated with employee work-to-family conflict, which related to a partner's more positive attitude toward the employee's work schedule and higher commitment to the employee's firm. Partner commitment was positively and reciprocally related to employee affective commitment. These relationships partially mediated the FSOP-employee affective commitment relationship and varied as a function of parental status and single- versus dual-earner couple status but not as a function of employee gender. Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2013 APA, all rights reserved).
Previous research has clearly shown that work stressors are positively related to counterproductive work behavior (CWB). Most of these studies, however, used cross-sectional designs, which limits insight into the direction of effects. Nevertheless, it has been assumed that work stressors have a causal effect on CWB, but the role of CWB as an antecedent of work stressors has been neglected. The present study examined lagged reciprocal relationships between work stressors and CWB. We assumed that work stressors (organizational constraints and experienced incivility) are prospectively and positively related to CWB (interpersonal and organizational CWB) and that conversely CWB is prospectively and positively related to work stressors. We tested our hypotheses with a longitudinal study of 663 individuals who were assessed 5 times over an 8-month period. The results supported the possibility of a reciprocal relationship. Organizational constraints (but not experienced incivility) predicted subsequent CWB, and CWB predicted subsequent organizational constraints and experienced incivility. Because reciprocal effects point to a vicious cycle with detrimental effects of CWB to both actors and targets, the findings are not only of theoretical but also of practical importance. (PsycINFO Database Record (c) 2013 APA, all rights reserved).
objective and subjective measures of stress at work
discuss the consequences of using longitudinal designs
problems of longitudinal studies / different models of the time course of cause and effect / different kinds of stressors and of dysfunctioning and the time course of the models / person and environmental parameters and their mediating and moderating effect on the time course and the models
problem of small correlations in stress research (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The assessment of mediation in dyadic data is an important issue if researchers are to test process models. Using an extended version of the actor–partner interdependence model the estimation and testing of mediation is complex, especially when dyad members are distinguishable (e.g., heterosexual couples). We show how the complexity of the model can be reduced by assuming specific dyadic patterns. Using structural equation modeling, we demonstrate how specific mediating effects and contrasts among effects can be tested by phantom models that permit point and bootstrap interval estimates. We illustrate the assessment of mediation and the strategies to simplify the model using data from heterosexual couples.
Studies investigating the crossover of job stress and strain between partners have shown that job demands are transmitted from job incumbents to their partners, affecting their psychological and physical health. Based on the crossover literature and on models of job stress and the work-family interface, this study develops a comprehensive framework to integrate the literature conceptually, delineating the mechanisms that underlie the crossover process. Key constructs include job stress, life events, strain, personal attributes and interpersonal factors. The literature pertaining to each construct in the model is reviewed and summarized. Gaps in the literature are identified, recommendations for future research are proposed, and the implications for organizational theory and practice are discussed.
Conflict management research generally has focused on some aspects of conflict in organizations - for example, the predictors or consequences of using a particular dispute resolution method - with little theory to explain how various aspects of the process fit together. We present a model that integrates these factors and specifically focuses on the dynamic processes by which an individual concludes that he or she has been mistreated and responds to the mistreatment.
The three decades which have followed the publication of Heinz Neudecker's seminal paper `Some Theorems on Matrix Differentiation with Special Reference to Kronecker Products' in the Journal of the American Statistical Association (1969) have witnessed the growing influence of matrix analysis in many scientific disciplines. Amongst these are the disciplines to which Neudecker has contributed directly - namely econometrics, economics, psychometrics and multivariate analysis.
This book aims to illustrate how powerful the tools of matrix analysis have become as weapons in the statistician's armoury. The majority of its chapters are concerned primarily with theoretical innovations, but all of them have applications in view, and some of them contain extensive illustrations of the applied techniques.
This book will provide research workers and graduate students with a cross-section of innovative work in the fields of matrix methods and multivariate statistical analysis. It should be of interest to students and practitioners in a wide range of subjects which rely upon modern methods of statistical analysis.
The contributors to the book are themselves practitioners of a wide range of subjects including econometrics, psychometrics, educational statistics, computation methods and electrical engineering, but they find a common ground in the methods which are represented in the book. It is envisaged that the book will serve as an important work of reference and as a source of inspiration for some years to come.
Incivility refers to rude, condescending, and ostracizing acts that violate workplace norms of respect, but otherwise appear mundane. Organizations sometimes dismiss these routine slights and indignities—which lack overt malice—as inconsequential. However, science has shown that incivility is a real stressor with real consequences: though the conduct is subtle, the consequences are not. We now know a great deal about how common incivility is, who gets targeted with it, under what conditions, and with what effects. The first half of this article reviews and synthesizes the last 15 years of workplace incivility research. In the second half, we look beyond that body of scholarship to pose novel questions and nudge the field in novel directions. We also point to thorny topics that call for caution, even course correction. Incivility in organizations is as important now as ever. Our goal is to motivate new science on incivility, new ways to think about it and, ultimately, new solutions.
Despite growing recovery research, little is known about couple-dyadic processes of recovery from work. Given that dual-earner couples experience most of their recovery opportunities during nonwork times when they are together, partners in a couple relationship may substantially affect recovery and work engagement. In this study, we propose a couple-dyadic model in which weekend partner recovery support (reported by the recipient partner) is positively related to the recipient partner’s state of recovery after the weekend which, in turn, increases the recipient’s work engagement the following week (actor–actor mediation effect). We also test the effect of one’s state of recovery on the partner’s subsequent work engagement (partner effect). Additionally, work-linked relationship status is tested as a moderator of the partner effect. Actor–partner interdependence mediation modeling is used to analyze the data from 167 dual-earner couples who answered surveys on 4 measurement occasions. The results support the indirect effect of partner recovery support on work engagement through the postweekend state of recovery. Multigroup analysis results reveal that the partner effect of state of recovery on work engagement is significant for work-linked couples only and is absent for non-work-linked couples. Theoretical and practical implications, limitations, and future research directions are discussed.
Sure, and longitudinal studies in the social and behavioral sciences generally contain missing data. Mean and covariance structure models play an important role in analyzing such data. Two promising methods for dealing with missing data are a direct I,maximum-likelihood and a two-stage approach based on the unstructured mean and covariance estimates obtained by the EM-algorithm. Typical assumptions under these two methods are ignorable nonresponse and normality of data. However, data sets in social and behavioral sciences are seldom normal. and experience with these procedures indicates that normal theory based methods for nonnormal data very often lead to incorrect model evaluations. By dropping the normal distribution assumption, we develop more accurate procedures for model inference. Based on the theory of generalized estimating equations, a way to obtain consistent standard errors of the two-stage estimates is given. The asymptotic efficiencies of different estimators are compared under various assumptions. Ne also propose a minimum chi-square approach and show that the estimator obtained by this approach is asymptotically at least as efficient as the two likelihood-based estimators for either normal or nonnormal darn. The major contribution of this paper is that for each estimator, we give a test statistic whose asymptotic distribution is chi-square as long as the underlying sampling distribution enjoys finite fourth-order moments. Ne also give a characterization for each of the two likelihood ratio rest statistics,when the underlying distribution is nonnormal. Modifications to the likelihood ratio statistics are also Riven. Our working assumption is that the missing data mechanism is missing comptetely at random. examples and Monte Carlo studies indicate that, for commonly encountered nonnormal distributions, the procedures developed in this paper are quite reliable even for samples with missing data that ar-e missing at random.
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.
Emerging adulthood - the period between the late teens and mid-twenties - is a unique and important developmental period during which people gain relationship experience before settling on someone to partner with. Romantic Relationships in Emerging Adulthood presents a synthesis of cutting-edge research and theory on this topic. Leading scholars from demography, sociology, family studies, and psychology provide original data and theoretical analyses that address the formation, nature, and significance of romantic relationships in emerging adults. Until recently, it was assumed that romantic relationships in emerging adults were not particularly important or formative. The material presented allows this assumption to be thoroughly evaluated. This volume is intended to be a resource for anyone interested in understanding romantic relationships in emerging adulthood. It is especially appropriate for classroom use in upper-level undergraduate and graduate courses in the fields of family sociology, human development and family studies, clinical and developmental psychology, and social work.
There is increasing recognition that human development is embedded in interpersonal contexts throughout the lifespan (e.g., Reis, Collins, & Berscheid, 2000), and this is especially true of development during emerging adulthood. Indeed, a salient developmental task of this period is to negotiate the challenges of establishing intimate relationships with romantic partners (Arnett, 2000, 2004). Researchers who pursue studies of relationships during this period of the lifespan therefore need both conceptual and methodological sophistication with respect to dyadic data analysis. Despite the fact that interdependent data present special analytic challenges (e.g., Kashy & Snyder, 1995; Kenny, 1998; Kenny, Kashy, & Cook, 2006), the application of appropriate statistical techniques for dyadic data offers important opportunities to better understand the nature and functioning of relationships. As such, the broad objective of this chapter is to introduce researchers to the methodological and analytic issues that are most relevant when considering dyadic data from romantic couples. Our chapter builds on a recent monograph published by Kenny et al. (2006), and we readily acknowledge that a relatively short chapter cannot serve as a substitute for a book-length treatment of the relevant issues. Even so, this chapter expands on some of the most fundamental topics in that book and provides a gentle introduction to the major issues that are prominent when studying romantic dyads.
The purpose of this meta-analysis was to clarify the current understanding of the relationship between counterproductive work behavior (CWB) and withdrawal. First, we articulate theoretical and conceptual reasons for the confusion on important issues, such as their conceptualization, labeling, and measurement. Second, we conduct a meta-analysis between current CWB and withdrawal measures. We found that, as measured, CWB and withdrawal are strongly related and have patterns of nomological relationships with common correlates that are nearly identical. The relationship between organizational-target CWB and withdrawal is particularly strong. The results suggest that withdrawal may be best represented as a facet in the hierarchical model of CWB, perhaps even as a facet of organizational-target CWB. We also discuss important avenues and needs for future research.
In this article we offer a new perspective to the study of negative behavioral contagion in organizations. In 3 studies, we investigate the contagion effect of rudeness and the cognitive mechanism that explains this effect. Study 1 results show that low-intensity negative behaviors like rudeness can be contagious, and that this contagion effect can occur based on single episodes, that anybody can be a carrier, and that this contagion effect has second-order consequences for future interaction partners. In Studies 2 and 3 we explore in the laboratory the cognitive mechanism that underlies the negative behavioral contagion effect observed in Study 1. Specifically, we show that rudeness activates a semantic network of related concepts in individuals' minds, and that this activation influences individual's hostile behaviors. In sum, in these 3 studies we show that just like the common cold, common negative behaviors can spread easily and have significant consequences for people in organizations. (PsycINFO Database Record
(c) 2015 APA, all rights reserved).
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.
In this research, we examined the role of mindfulness for recovery from work using a daily diary design (N = 121; 5 days; 3 measurement occasions per day). The first goal of the study was to investigate the relationship of mindfulness with sleep quality and the mediating role of psychological detachment from a day-level perspective. A second goal was to extend the process perspective in recovery research beyond the day level and consider systematic change trajectories in recovery variables over the course of the work week and the role of mindfulness in these trajectories. Results regarding day-level relationships confirmed that mindfulness experienced during work was related to subsequent sleep quality, and this relationship was mediated by psychological detachment from work in the evening. Furthermore, an investigation of the role of mindfulness in recovery change trajectories supported the idea that psychological detachment trajectories increase over the work week for individuals low on mindfulness while there was no systematic mean-level change for individuals high on mindfulness. In contrast, sleep quality followed a linear increase from Monday to Friday for all individuals, irrespective of their levels of trait mindfulness. Practical and theoretical implications for the mindfulness and the recovery literature are discussed in conclusion. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
The present study reports the lagged effects of work stress on work-related rumination, restful sleep, and nocturnal heart rate variability experienced during both workdays and weekends. Fifty employees participated in a diary study. Multilevel and regression analyses revealed a significant relationship between work stress measured at the end of a workday, work-related rumination measured during the evening, and restful sleep measured the following morning. Work stress, measured as the mean of 2 consecutive workdays, was substantially but not significantly related to restful sleep on weekends. Work stress was unrelated to nocturnal heart rate variability. Work-related rumination was related to restful sleep on weekends but not on workdays. Additionally, work-related rumination on weekends was positively related to nocturnal heart rate variability during the night between Saturday and Sunday. No mediation effects of work stress on restful sleep or nocturnal heart rate variability via work-related rumination were confirmed. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
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.
In recent studies of the structure of affect, positive and negative affect have consistently emerged as two dominant and relatively independent dimensions. A number of mood scales have been created to measure these factors; however, many existing measures are inadequate, showing low reliability or poor convergent or discriminant validity. To fill the need for reliable and valid Positive Affect and Negative Affect scales that are also brief and easy to administer, we developed two 10-item mood scales that comprise the Positive and Negative Affect Schedule (PANAS). The scales are shown to be highly internally consistent, largely uncorrelated, and stable at appropriate levels over a 2-month time period. Normative data and factorial and external evidence of convergent and discriminant validity for the scales are also presented. (PsycINFO Database Record (c) 2010 APA, all rights reserved)
This chapter discusses the role of gender in crossover research. The first section defines the crossover concept and distinguishes it from other work-family approaches. The next section presents a model of crossover including its possible mechanisms. This is followed by a research review on crossover of stress and strain. Next, gender is introduced as a moderating variable in the stress-strain process, and we extrapolate its role in the crossover process. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Survey and longitudinal studies in the social and behavioral sciences generally contain missing data. Mean and covariance structure models play an important role in analyzing such data. Two promising methods for dealing with missing data are a direct maximum-likelihood and a two-stage approach based on the unstructured mean and covariance estimates obtained by the EM-algorithm. Typical assumptions under these two methods are ignorable nonresponse and normality of data. However, data sets in social and behavioral sciences are seldom normal, and experience with these procedures indicates that normal theory based methods for nonnormal data very often lead to incorrect model evaluations. By dropping the normal distribution assumption, we develop more accurate procedures for model inference. Based on the theory of generalized estimating equations, a way to obtain consistent standard errors of the two-stage estimates is given. The asymptotic efficiencies of different estimators are compared under various assumptions. We also propose a minimum chi-square approach and show that the estimator obtained by this approach is asymptotically at least as efficient as the two likelihood-based estimators for either normal or nonnormal data. The major contribution of this paper is that for each estimator, we give a test statistic whose asymptotic distribution is chi-square as long as the underlying sampling distribution enjoys finite fourth-order moments. We also give a characterization for each of the two likelihood ratio test statistics when the underlying distribution is nonnormal. Modifications to the likelihood ratio statistics are also given. Our working assumption is that the missing data mechanism is missing completely at random. Examples and Monte Carlo studies indicate that, for commonly encountered nonnormal distributions, the procedures developed in this paper are quite reliable even for samples with missing data that are missing at random.
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.
This research analyzes the effects of common method variance (CMV) on parameter estimates in bivariate linear, multivariate linear, quadratic, and interaction regression models. The authors demonstrate that CMV can either inflate or deflate bivariate linear relationships, depending on the degree of symmetry with which CMV affects the observed measures. With respect to multivariate linear relationships, they show that common method bias generally decreases when additional independent variables suffering from CMV are included in a regression equation. Finally, they demonstrate that quadratic and interaction effects cannot be artifacts of CMV. On the contrary, both quadratic and interaction terms can be severely deflated through CMV, making them more difficult to detect through statistical means.
This study examines the spillover and crossover effects of a specific chronic stressor, coworker incivility, on target marital satisfaction, partner marital satisfaction, and partner family-to-work conflict and on how the transmission of stress from the workplace to the family domain (as perceived by the target's partner) mediates these relationships. Using a matched data set of 190 job incumbents and their partners, the findings reveal that coworker incivility demonstrates both spillover and crossover effects on these outcomes important to the family. Evidence indicates that incivility targets do not leave the stress of incivility at work but instead bring it home to the family domain where it influences relationships with and outcomes of their partners. Implications of these findings and avenues for future research are discussed. Copyright © 2011 John Wiley & Sons, Ltd.
This article examines the adequacy of the “rules of thumb” conventional cutoff criteria and several new alternatives for various fit indexes used to evaluate model fit in practice. Using a 2‐index presentation strategy, which includes using the maximum likelihood (ML)‐based standardized root mean squared residual (SRMR) and supplementing it with either Tucker‐Lewis Index (TLI), Bollen's (1989) Fit Index (BL89), Relative Noncentrality Index (RNI), Comparative Fit Index (CFI), Gamma Hat, McDonald's Centrality Index (Mc), or root mean squared error of approximation (RMSEA), various combinations of cutoff values from selected ranges of cutoff criteria for the ML‐based SRMR and a given supplemental fit index were used to calculate rejection rates for various types of true‐population and misspecified models; that is, models with misspecified factor covariance(s) and models with misspecified factor loading(s). The results suggest that, for the ML method, a cutoff value close to .95 for TLI, BL89, CFI, RNI, and Gamma Hat; a cutoff value close to .90 for Mc; a cutoff value close to .08 for SRMR; and a cutoff value close to .06 for RMSEA are needed before we can conclude that there is a relatively good fit between the hypothesized model and the observed data. Furthermore, the 2‐index presentation strategy is required to reject reasonable proportions of various types of true‐population and misspecified models. Finally, using the proposed cutoff criteria, the ML‐based TLI, Mc, and RMSEA tend to overreject true‐population models at small sample size and thus are less preferable when sample size is small.
Conservation of Resources (COR) theory predicts that resource loss is the principal ingredient in the stress process. Resource gain, in turn, is depicted as of increasing importance in the context of loss. Because resources are also used to prevent resource loss, at each stage of the stress process people are increasingly vulnerable to negative stress sequelae, that if ongoing result in rapid and impactful loss spirals. COR theory is seen as an alternative to appraisal-based stress theories because it relies more centrally on the objective and culturally construed nature of the environment in determining the stress process, rather than the individual’s personal construel. COR theory has been successfully employed in predicting a range of stress outcomes in organisational settings, health contexts, following traumatic stress, and in the face of everyday stressors. Recent advances in understanding the biological, cognitive, and social bases of stress responding are seen as consistent with the original formulation of COR theory, but call for envisioning of COR theory and the stress process within a more collectivist backdrop than was first posited. The role of both resource losses and gains in predicting positive stress outcomes is also considered. Finally, the limitations and applications of COR theory are discussed.
The current study was designed to extend the interpersonal deviance literature into the online domain by examining the incidence and impact of supervisor cyber incivility and neuroticism on employee outcomes at work. Conservation of Resources (COR) theory was used as the guiding framework because cyber incivility is thought to deplete energetic resources in much the same way that other stressors do, ultimately leading to negative outcomes like burnout. Results indicate that supervisor cyber incivility is positively related to burnout, absenteeism, and turnover intentions. Support was also found for the role of neuroticism as a moderator of the relationship between supervisor cyber incivility and outcomes. In general, the relations between cyber incivility and outcomes were stronger for those individuals reporting higher levels of neuroticism. Results are discussed in terms of COR theory, and possible mechanisms for the role of neuroticism in the stressor-strain relationship are discussed. The current study highlights the importance of understanding workplace online behavior and its impact on employee health and organizational well-being. Future research directions examining online interpersonal deviance are suggested.
We examined cyber incivility in the workplace of Singapore and also examined its impact on employee job satisfaction, organizational commitment, quit intention, and workplace deviance. Data were collected from 192 employees. Results of the survey showed that male supervisors engaged in active forms of cyber incivility while female supervisors engaged in passive cyber incivility. Regression analyses also showed that cyber incivility was negatively related to employees' job satisfaction and organizational commitment. Employees who experienced cyber incivility were also more likely to quit their jobs or engaged in deviant behavior against their organization. Thus, cyber incivility has negative consequences on both individuals and organizations. Consequently, it is important that firms educate employees and have appropriate policies to discourage cyber incivility.