Deni Gustiawan, Noermijati Noermijati, Siti Aisjah, Nur Khusniyah Indrawati and Hendryadi Hendryadi
Integrating the conservation of resources theory, Hofstede's national culture theory and the cognitive-motivational-relational theory of emotions, the authors propose that power…
Abstract
Purpose
Integrating the conservation of resources theory, Hofstede's national culture theory and the cognitive-motivational-relational theory of emotions, the authors propose that power distance (as a moderator) and emotional exhaustion (as a mediator) play a role in the relationship between workplace incivility, emotional exhaustion and job embeddedness.
Design/methodology/approach
The data were collected in two stages using an online survey of 404 employees from three sectors, including hospitality, banking and manufacturing, in Indonesia. The authors tested a moderated mediation model using Hayes' macro PROCESS version 3.5.
Findings
Workplace incivility contributes to emotional exhaustion, which predicts job embeddedness. Emotional exhaustion also contributes to job embeddedness. In the moderation model, the authors found that the effect of workplace incivility on emotional exhaustion was more substantial for employees with high perceived power distance. Furthermore, power distance also played a moderating role in the relationship between emotional exhaustion and job embeddedness.
Practical implications
Since workplace incivility and job embeddedness differ across cultures, the results of this study contain practical management implications for Indonesian settings, especially the hospitality, manufacturing and banking sectors. The authors provide practical management implications for redesigning organizational culture to help employees avoid uncivil interactions in the workplace. The authors also provide implications concerning strategic managerial directions to improve communication and supervisors' skills at all levels of management.
Originality/value
This study is the first to introduce power distance as a complementary explanation for the relationship between workplace incivility, emotional exhaustion and job embeddedness while focusing on an Asian developing country.
Details
Keywords
Poornima Madan, Shalini Srivastava and Bindu Gupta
Drawing on the frustration-aggression-displacement (FAD) hypothesis, this study investigates the link between supervisor incivility and workplace deviant behavior through the…
Abstract
Purpose
Drawing on the frustration-aggression-displacement (FAD) hypothesis, this study investigates the link between supervisor incivility and workplace deviant behavior through the mediating pathways of supervisor-targeted aggression and emotional exhaustion. Additionally, it examines the moderating role of psychopathy in the relationships between supervisor incivility and supervisor-targeted aggression and supervisor incivility and emotional exhaustion.
Design/methodology/approach
Data were collected from hotel employees through a three-wave study, and variance-based partial least square structural equation modeling (VB-SEM) was employed to analyze the hypothesized associations.
Findings
Results indicate that supervisor-targeted aggression and emotional exhaustion mediate the relationships between supervisor incivility and workplace deviant behavior. However, psychopathy did not show any significant moderating effect.
Practical implications
The findings provide valuable insights for managers to develop effective strategies for reducing organizational incivility and deviant behaviors.
Originality/value
This study identifies two mediating mechanisms linking supervisor incivility to workplace deviant behavior and adds to the limited understanding of how supervisor incivility can lead to negative employee behaviors.