Antecedents and Outcomes of Workplace Incivility: Implications for Human Resource Development Research and Practice

Autor/inn/en	Reio, Thomas G., Jr.; Ghosh, Rajashi
Titel	Antecedents and Outcomes of Workplace Incivility: Implications for Human Resource Development Research and Practice
Quelle	In: Human Resource Development Quarterly, 20 (2009) 3, S.237-264 (28 Seiten)Infoseite zur Zeitschrift PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	1044-8004
Schlagwörter	Employees; Antisocial Behavior; Work Environment; Job Satisfaction; Physical Health; Adjustment (to Environment); Psychological Patterns; Correlation; Interprofessional Relationship; Effect Size; Factor Analysis; Regression (Statistics); Gender Differences; Labor Force Development + Suchen Sie Ihr Suchwort? Employee; Arbeitnehmer; Beschäftigter; Arbeitsmilieu; Labor; Labour; Satisfaction; Arbeit; Zufriedenheit; Gesundheitszustand; Korrelation; Faktorenanalyse; Regression; Regressionsanalyse; Geschlechterkonflikt; Arbeitskräftebestand
Abstract	This cross-sectional, correlational study (N = 402) examined the relationships among select demographics, workplace adaptation, employee affect, and incivility and physical health and job satisfaction. The paper-and-pencil survey battery consisted of nine scales. The hypotheses were tested through correlational, factor analytic, and hierarchical regression analytic procedures. Younger males engaged more frequently in uncivil behavior. After statistically controlling for the demographic variables, high negative affect and low degree of establishing relationships with coworkers and supervisors (adaptation) predicted more incivility. For the physical health model, establishing relationships with coworkers and positive affect positively contributed to perceived physical health, while organizational incivility negatively contributed to the dependent variable. As for the job satisfaction model, establishing relationships with coworkers and supervisors and positive affect positively predicted satisfaction, whereas negative affect and incivility made negative contributions to the regression equation. In all cases, the magnitude of effect ranged from medium to large, supporting the theoretical, empirical, and practical relevance of understanding the detrimental effects of uncivil behaviors on organizational outcomes. HRD researchers and professionals are highlighted as possible means for reducing uncivil workplace behaviors and improving organizational performance. (Contains 1 figure and 7 tables.) (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2017/4/10