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The Impact of Workplace Incivility on Withdrawal Behaviors: The Mediating Role of Exhaustion and The Moderating Role of Personal

Year 2021, Volume: 28 Issue: 2, 421 - 439, 28.06.2021

Abstract

In this study, whether emotional exhaustion has a mediating effect on workplace incivility-withdrawal relationship was examined; and the moderating role of employees’ personal beliefs in a just world on workplace incivility-emotional exhaustion-withdrawal relationship was tested. Field study was conducted on 355 non-manager employees working in administrative units of manufacturing firms. Obtained data was analyzed by conducting reliability, factor, correlation and regression analyses. Study findings demonstrated that supervisor and coworker incivility affect both emotional exhaustion and withdrawal positively and the positive effect of coworker incivility was stronger. In addition, the mediating effect of emotional exhaustion on supervisor and coworker incivility-withdrawal relationship was found to be significant. Moreover, for employees whose personal beliefs in a just world is low, it was found that perceived supervisor and coworker incivility have a stronger positive effect on emotional exhaustion; and as personal belief in a just world increases from low to high, the indirect effect of both supervisor and coworker incivility on withdrawal (via emotional exhaustion) decreases.
Key Words: Workplace Incivility, Exhaustion, Withdrawal Behavior, Belief in a Just World
JEL Classification: M10, M12, M19

References

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İşyeri Nezaketsizliğinin Geri Çekilme Davranışlarına Etkisi: Tükenmişliğin Aracı, Kişisel Adil Dünya İnancının Düzenleyici Rolü

Year 2021, Volume: 28 Issue: 2, 421 - 439, 28.06.2021

Abstract

Bu çalışmada, algılanan işyeri nezaketsizliğinin, duygusal tükenmişlik aracılığıyla çalışanlarda geri çekilme davranışlarını tetikleyip tetiklemediği incelenmiş; çalışanların kişisel adil dünya inançlarının algılanan işyeri nezaketsizliği-duygusal tükenmişlik- geri çekilme davranışları ilişkisinde düzenleyici bir rol oynayıp oynamadığı test edilmiştir. Saha araştırması, imalat işletmelerinde idari birimlerde çalışmakta olan ve yönetici kadrosunda olmayan 355 personel üzerinde yürütülmüştür. Elde edilen veriler, güvenilirlik, faktör, korelasyon ve regresyon analizleri yapılarak incelenmiştir. Araştırma sonuçları, çalışanların işyerinde algıladıkları yönetici ve iş arkadaşları nezaketsizliği arttıkça, duygusal tükenmişlik ve geri çekilme davranışlarının arttığını ve iş arkadaşları nezaketsizliğinin, yönetici nezaketsizliğine kıyasla hem duygusal tükenmişlik hem de geri çekilme davranışlarını daha fazla pozitif yönde etkilediğini göstermiştir. Bunun yanı sıra, duygusal tükenmişliğin, yönetici ve iş arkadaşları nezaketsizliği-geri çekilme ilişkisinde aracılık etkisine sahip olduğu tespit edilmiştir. Ayrıca, çalışanların yüksek düzeyde kişisel adil dünya inancına sahip olması halinde, daha az duygusal tükenmişlik yaşadıkları böylelikle de daha az geri çekilme davranışları sergiledikleri belirlenmiştir. Kişisel adil dünya inancı düşük olan çalışanlarda ise; duygusal tükenmişlik ve geri çekilme davranışlarının daha yüksek olduğu görülmüştür.
Anahtar Kelimeler: İşyeri Nezaketsizliği, Tükenmişlik, Geri Çekilme, Adil Dünya İnancı
JEL Sınıflandırması: M10, M12, M19

References

  • Andersson, L. M., Pearson, C. M. (1999) “Tit or Tat? The Spiraling Effect of Incivility in the Workplace”, The Academy of Management Review, 24(3): 452-471.
  • Ansari M. E., Maleki S., Mazraeh S. (2013) “An Analysis of Factors Affected on Employees’ Counterproductive Work Behavior: The Moderating Role of Job Burnout and Engagement”, Journal of American Science, 9(1): 350-359.
  • Bartholomaeus, J., Strelan, P. (2019) “The Adaptive, Approach-Oriented Correlates of Belief in a Just World for the Self: A Review of the Research”, Personality and Individual Differences, 151:1-8.
  • Blau, G., Andersson, L. (2005) “Testing a measure of instigated workplace incivility”, Journal of Occupational & Organizational Psychology, 78(4):595–614.
  • Blau, G. (2007) “Partially testing a process model for understanding victim responses to an anticipated worksite closure”, Journal of Vocational Behavior, 71: 401–428.
  • Bryne, B. M. (2016) “Structural Equation Modeling with AMOS: Basic Concepts, Applications, and Programming”, 3rd edition, Routledge, New York.
  • Bruursema, K., Kessler, S. R., Spector, P. E. (2011) “Bored employees misbehaving: The relationship between boredom and counterproductive work behavior”, Work & Stress, 25(2): 93-107.
  • Carpenter, N. C., Berry, C. M. (2017) “Are counterproductive work behavior and withdrawal empirically distinct? A meta-analytic investigation”, Journal of Management, 43(3): 834-863.
  • Caza, B. B., Cortina, L. M. (2007) “From insult to injury: Explaining the impact of incivility”, Basic and Applied Social Psychology, 29(4): 335-350.Cortina, L. M., Magley, V. J., Williams, J. H., Langhout, R. D. (2001) “Incivility in the Workplace: Incidence and Impact”, Journal of Occupational Health Psychology, 6(1): 64-80.
  • Cortina, L. M., Magley, V. J., Williams, J. H., Langhout, R. D. (2001) “Incivility in the Workplace: Incidence and Impact”, Journal of Occupational Health Psychology, 6(1): 64-80.
  • Cortina, L. M., Magley, V. J. (2009) “Patterns and Profiles of Response to Incivility in the Workplace”, Journal of Occupational Health Psychology, 14: 272–288.
  • Crowne, D. P., Marlowe, D. (1960) “A New Scale of Social Desirability Independent of Psychopathology”, Journal of Consulting Psychology, 24: 349-354.
  • Dalbert, C. (1999) “The World is More Just for Me Than Generally: About the Personal Belief in a Just World Scale’s Validity”, Social Justice Research, 12(2): 79-98
  • Dalbert, C. (2001) “The Justice Motive as a Personal Resource: Dealing with Challenges and Critical Life Events”, Kluwer Academic/Plenum Publishers, New York.
  • Dalbert, C. (2002) “Beliefs in a Just World as a Buffer Against Anger”, Social Justice Research, 15(2): 123-145.
  • Erbay, E. Ö. (2018) “Investigation of Organizational Prisonization As A New Conception and An Examination of Its Antecedents and Consequences”, Doktora Tezi, Marmara Üniversitesi, Sosyal Bilimler Enstitüsü İngilizce İşletme Anabilim Dalı Örgütsel Davranış Dilim Dalı, İstanbul.
  • Ergin, C. (1992) “Doktor ve Hemşirelerde Tükenmişlik ve Maslach Tükenmişlik Ölçeğinin Uyarlanması”, VII. Ulusal Psikoloji Kongresi Bilimsel Çalışmaları, Türk Psikologlar Derneği Yayını, 22-25 Eylül, Hacettepe Üniversitesi, Ankara.
  • Estes, B., Wang, J. (2008) “Workplace Incivility: Impacts on Individual and Organizational Performance”, Human Resource Development Review, 7(2): 218-240.
  • Ferguson, M. (2012) “You cannot leave it at the office: Spillover and crossover of coworker incivility”, Journal of Organizational Behavior, 33: 571–588.
  • Fornell, C., Larcker, D. F. (1981) “Evaluating Structural Equation Models with Unobservable Variables and Measurement Error”, Journal of Marketing Research, 18(1): 39-50.
  • Freudenberger H .J. (1974) “Staff Burn-Out”, Journal of Social Issues, 30(1): 159-165.
  • Göregenli, M. (2003) “Şiddet, Kötü Muamele ve İşkenceye İlişkin Değerlendirmeler, Tutumlar ve Deneyimler”, İşkencenin Önlenmesinde Hukukçuların Rolü Projesi Raporu, İzmir.
  • Griffin, B. (2010) “Multilevel relationships between organizational-level incivility, justice and intention to stay”, Work & Stress, 24: 309-323.
  • Hair, J., Black, W., Babin, B., Anderson, R. (2010) “Multivariate Data Analysis”, 7th edition, Upper Saddle River, Prentice-Hall Inc., New Jersey.
  • Hanisch, K. A., Hulin, C. L. (1990) “Job attitudes and organizational withdrawal: An examination of retirement and other voluntary withdrawal behaviors”, Journal of Vocational Behavior, 37:60-78.
  • Harrison, D. A., Newman, D. A., Roth, P. L. (2006). “How important are job attitudes? Meta-analytic comparisons of integrative behavioral outcomes and time sequences”, Academy of Management Journal, 49: 305-325.
  • Hayes, A. F. (2018) “Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach”, 2nd edition, Guilford Publications, New York.
  • Hobfoll S. E. (2001) “The Influence of Culture, Community, and the Nested-Self in the Stress Process: Advancing Conservation of Resources Theory”, Applied Psychology: An International Review, 50(3): 337-421.
  • Hsin Lo, H. (2008) “Belief in a Just World and Belief in Idealism as Predictors of the Perceptions of Distributive and Procedural Justice”, Web Journal of Chinese Management Review, 11(2): 1-10.
  • Jiang, F., Yue, X., Lu, S., Yu, G., Zhu, F. (2016) “How Belief in a Just World Benefits Mental Health: The Effects of Optimism and Gratitude”, Social Indicators Research, 126(1): 411-423.
  • Johnson, P. R., Indvik, J. (2001) “Rudeness at Work: Impulse Over Restraint”, Public Personnel Management, Vol.30: 457-466.
  • Johnston, C. S., Krings, F., Maggiori, C., Meier, L. L., Fiori, M. (2016) “Believing in a Personal Just World Helps Maintain Well-Being at Work by Coloring Organizational Justice Perceptions”, European Journal of Work and Organizational Psychology, 25(6): 945-959.
  • Kanten, P. (2014) “İşyeri Nezaketsizliğinin Sosyal Kaytarma Davranışı ve İşten Ayrılma Niyeti Üzerindeki Etkisinde Duygusal Tükenmenin Aracılık Rolü”, Aksaray Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 6(1): 11-26.
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There are 79 citations in total.

Details

Primary Language Turkish
Journal Section Articles
Authors

Şeyda Nur Seçkin 0000-0002-2313-1340

Publication Date June 28, 2021
Published in Issue Year 2021 Volume: 28 Issue: 2

Cite

APA Seçkin, Ş. N. (2021). İşyeri Nezaketsizliğinin Geri Çekilme Davranışlarına Etkisi: Tükenmişliğin Aracı, Kişisel Adil Dünya İnancının Düzenleyici Rolü. Yönetim Ve Ekonomi Dergisi, 28(2), 421-439. https://doi.org/10.18657/yonveek.615364