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

Yıl 2021, Cilt: 28 Sayı: 2, 421 - 439, 28.06.2021

Öz

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

Kaynakça

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

Yıl 2021, Cilt: 28 Sayı: 2, 421 - 439, 28.06.2021

Öz

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

Kaynakça

  • 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.
  • Kern, J. H., Grandey, A. A. (2009) “Customer Incivility as a Social Stressor: The Role of Race and Racial Identity for Service Employees”, Journal of Occupational Health Psychology, 14: 46-57.
  • Kılınç, S., Torun, F. (2011) “Adil Dünya İnancı”, Psikiyatride Güncel Yaklaşımlar, 3(1): 1-14.
  • Kumral, T. (2017) “İşyeri Nezaketsizliği ve Örgütsel Sessizlik İlişkisinde Örgütsel Dışlanmanın Aracı Rolü”, Yüksek Lisans Tezi, Marmara Üniversitesi, Sosyal Bilimler Enstitüsü İşletme Anabilim Dalı Yönetim Organizasyon Bilim Dalı, İstanbul.
  • Laschinger, H. K. S., Leiter, M., Day, A., Gilin, D. (2009) “Workplace Empowerment, Incivility, and Burnout: Impact on Staff Nurse Recruitment and Retention Outcomes”, Journal of Nursing Management, 17:302-311.
  • Leiter, M. P., Maslach, C. (1988) “The impact of interpersonal environment on burnout and organizational commitment”, Journal of Organizational Behavior, 9: 297-308.
  • Lerner, M. J. (1980) “The Belief in a Just World: A Fundamental Delusion”, Plenum Press, New York.
  • Lerner, M. J., Miller, D. T. (1978) “Just World Research and the Attribution Process: Looking Back and Ahead”, Psychological Bulletin, 85(5): 1030-1051.
  • Lim, S., Cortina, L. M. (2005) “Interpersonal mistreatment in the workplace: The interface and impact of general incivility and sexual harassment”, Journal of Applied Psychology, 90: 483-496.
  • Lim, V. K., Teo, T. S. (2009) “Mind your e-manners: Impact of cyber incivility on employees’ work attitude and behavior”, Information & Management, 46: 419–425.
  • Lim, S., Lee, A. (2011) “Work and nonwork outcomes of workplace incivility: Does family support help?”, Journal of Occupational Health Psychology, 16: 95–111.
  • Liu, W., Chi, S. C. S., Firedman, R., Tsai, M. H. (2009) “Explaining Incivility in the Workplace:The Effects of Persoanlity and Culture”, Negotiation and Conflict Management, 2(29):164-184
  • Mamidenna S., Viswanatham K. N. (2014) “Burnout and Retaliatory Behavior Intents in the Workplace-An Exploratory Study”, ASCI Journal of Management, 44(1):54-65.
  • Maslach, C., Jackson, S.E. (1981) “The Measurement of Experienced Burnout”, Journal of Occupational Behavior, 2:99-113.
  • Maslach C., Leiter M. P. (1997) “The Truth About Burnout: How Organizations Cause Personal Stress and What To Do About It?”, John Wiley & Sons Inc., San Francisco
  • Maslach C., Schaufeli W. B., Leiter M. P. (2001) “Job Burnout”, Annual Review of Psychology, 52: 397-422.
  • Mazur P. J., Lynch M. D. (1989) “Differential impact of administrative, organizational, and personality factors on teacher burnout”, Teaching and Teacher Education, 5:337-353.
  • Meier, L. L., Semmer, N. K. (2013) “Lack of Reciprocity, Narcissism, Anger, and Instigated Workplace Incivility: A Moderated Mediation Model”, European Journal of Work and Organizational Psychology, 22(4): 461-475.
  • Milam, A. C., Spitzmueller, C., Penney, L. M. (2009) “Investigating individual differences among targets of workplace incivility”, Journal of Occupational Health Psychology, 14: 58-69.
  • Mccormack N., Cotter C. (2013) “Managing Burnout in the Workplace: A Guide for Information Professional”, Chandos Publishing, United Kingdom
  • Meydan, C. H., Şeşen, H. (2015) “Yapısal Eşitlik Modellemesi: AMOS Uygulamaları”. 2.basım, Ankara: Detay Yayıncılık.
  • Otto, K., Schmidt, S. (2007) “Dealing with Stress in the Workplace: Compensatory Effects of Belief in a Just World”, European Psychologist, 12(4): 272-282.
  • Öcel, H. (2010) “Üretkenlik Karşıtı İş Davranışları Ölçeği: Geçerlilik ve Güvenilirlik Çalışması”, Türk Psikoloji Yazıları, 13(26): 18-26.
  • Öcel, H., Aydin, O. (2010) “Adil Dünya İnancı ve Cinsiyetin Üretim Karşıtı İş Davranışları Üzerindeki Etkisi”, Türk Psikoloji Dergisi, 25(66): 73-83.
  • Öcel, H. (2011). “İşyeri Zorbalığı ve Fiziksel Rahatsızlık Belirtileri: Adil Dünya İnancının Düzenleyici Rolü”, Türk Psikoloji Dergisi, 26(88): 76-86.
  • Öcel, H., Aydın, O. (2012) “Workplace Bullying and Turnover Intention: The Moderating Role of Belief in a Just World”, International Journal of Business and Social Science, 3(13): 248-258.
  • Pearson, C. M., Andersson, L. A., Porath, C. L. (2000) “Assessing and Attacking Workplace İncivility”, Organizational Dynamics, 29(2): 1-16.
  • Pearson, C. M., Porath, C. L. (2005) “On the Nature, Consequences and Remedies of Workplace Incivility: No Time for “Nice”? Thing Again”, Academy of Management Review, 19(1): 7-18.
  • Penney, L. M., Spector, P. E. (2005) “Job stress, incivility, and counterproductive work behavior (CWB): The moderating role of negative affectivity”, Journal of Organizational Behavior, 26: 777–796.
  • Podsakoff, P. M., Mackenzie, S. B., Lee, J., Podsakoff, N. P. (2003) “Common Method Biases in Behavioral Research: A Critical Review of the Literature and Recommended Remedies”, Journal of Applied Psychology, 88(5): 879-903.
  • Podsakoff, P. M., Mackenzie, S. B, Podsakoff, N. P. (2012) “Sources of Method Bias in Social Science Research and Recommendations on How to Control It”, Annual Review of Psychology, Vol.63: 539-569.
  • Polatcı, S., Özçalık, F. (2013) “Yapısal ve Psikolojik Güçlendirmenin İşyeri Nezaketsizliği ve Tükenmişliğe Etkisi”, İşletme Bilimi Dergisi, 1(1): 17-34.
  • Porath, C. L., Erez, A. (2007) “Does Rudeness Matter? The Effects of Rude Behavior on Task Performance and Helpfulness”, Academy of Management Journal, 50: 1181–1191.
  • Porath, C. L., Pearson, C. M. (2012) “Emotional and Behavioral Responses to Workplace Incivility and the Impact of Hierarchical Status”, Journal of Applied Social Psychology, 42(1): 326-357.
  • Reio, T. G., Ghosh, R. (2009) “Antecedents and Outcomes of workplace Incivility: Implications for Human Resource Development Research and Practice”, Human Resource Development Quarterly, 20(3): 237-264.
  • Sapancı, A., Bahtiyar, M. (2018) “Adil Dünya İnancı, Sürekli Umut, Pozitif ve Negatif Duygu Durumu ve Sosyal Desteğin Yaşamda Anlamı Yordama Gücü”, Turkish Studies, 13(19): 1537-1549.
  • Schilpzand, P., De Pater, I. E., Erez, A. (2016) “Workplace Incivility: A Review of the Literature and Agenda for Future Research”, Journal of Organizational Behavior, 37: 57-88.
  • Sliter, M. T., Jex, S., Wolford, K. A., McInnerney, J. (2010) “The relationship between customer incivility and stress, burnout and performance: Emotional labor as a moderator”, Journal of Occupational Health Psychology, 15: 468–481.
  • Sliter, M., Sliter, K., Jex, S. (2012) “The Employee as a Bunhing Bag: The Effect of Multiple Sources of Incivility on Employee Withdrawal Beahvior and Sales Performance”, Journal of Organizational Behavior, Vol.33: 121-139.
  • Spector, P. E., Fox S., Penney L. M., Bruursema K., Goh A., Kessler S., (2006) “The Dimensionality of Counterproductivity: Are All Counterproductive Behaviors Created Equal?” Journal of Vocational Behavior, 68(3): 446-460.
  • Spector, P. E. (2011) “The relationship of personality to counterproductive work behavior (CWB): An integration of perspectives”, Human Resource Management Review, 21(4): 342-352.
  • Strahan, R., Gerbasi, K. C. (1972) “Short, homogeneous versions of the Marlow‐Crowne social desirability scale”, Journal of Clinical Psychology, 28(2): 191-193.
  • Swider B. W., Zimmerman R. D.(2010), “Born to burnout: A meta-analytic path model of personality, job burnout, and work outcomes”, Journal of Vocational Behavior, 76: 487-506.
  • Taştan, S. B. (2016) “Algılanan Sosyal Adalet, Benlik Kurguları ve Adil Dünya İnancının Örgütsel Güven ile İlişkilerinin İncelenmesi: Kültürel Psikoloji ve Sosyal Biliş Kuramı Açısından Bir Değerlendirme”, “İş, Güç” Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 18(3): 133-158.
  • Taylor, S. G., Kluemper, D. H. (2012) “Linking Perceptions of Role Stress and Incivility to Workplace Aggression: The Moderating Role of Personality”, Journal of Occupational Health Psychology, 17(3): 316-329.
  • Uçar, G. K., Hasta, D., Malatyalı, M. K. (2019) “The Mediating Role of Perceived Control and Hopelessness in the Relation Between Personal Belief in a Just World and Life Satisfaction”, Personality and Individual Differences, 143: 68-73.Taylor, S. G., Pattie, W. M. (2014) “When Does Ethical Leadership Affect Workplace Incivility? The Moderating Role of Follower Personality”, Business Ethics Quarterly, 24(4): 595-616.
  • Welbourne, J. L., Sariol, A. M. (2017) “When does incivility lead to counterproductive work behavior? Roles of job involvement, task interdependence, and gender”, Journal of Occupational Health Psychology, 22(2): 194-206.
Toplam 79 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Şeyda Nur Seçkin 0000-0002-2313-1340

Yayımlanma Tarihi 28 Haziran 2021
Yayımlandığı Sayı Yıl 2021 Cilt: 28 Sayı: 2

Kaynak Göster

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