Leader negative mood and employee-instigated incivility: the role of mood contagion

IF 1.6 Q2 Business, Management and Accounting Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2021-09-13 DOI:10.1108/ebhrm-03-2021-0042
Sevgi Emirza, E. Öztürk
{"title":"Leader negative mood and employee-instigated incivility: the role of mood contagion","authors":"Sevgi Emirza, E. Öztürk","doi":"10.1108/ebhrm-03-2021-0042","DOIUrl":null,"url":null,"abstract":"PurposeGiven the harmful effects of workplace incivility and the calls for revealing the antecedents of instigated incivility, this study examines how employee-instigated incivility unfolds as a result of negative mood contagion from leaders to employees.Design/methodology/approachDrawing upon affective events theory, the authors hypothesized that leader negative mood is contagious and has an indirect relationship with employee-instigated incivility through employee negative mood. For hypothesis testing, data were collected from 243 leader-employee dyads and tested using bootstrapped mediation analysis.FindingsAs hypothesized, leader negative mood was associated with employee-instigated incivility indirectly through employee negative mood. This finding supports that negative mood of the leader is contagious and might unintendedly trigger employee-instigated incivility toward other at work.Research limitations/implicationsGiven the cross-sectional design of this study, causal inferences could not be drawn. The direction of relationships between the variables is based on the theoretical assumptions, rather than a test of the causal ordering of the variables.Originality/valueThis study advances the limited literature on the antecedents of employee-instigated incivility by demonstrating the impact of negative mood experienced by leaders on uncivil behaviors of employees.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6000,"publicationDate":"2021-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"2","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Evidence-based HRM-A Global Forum for Empirical Scholarship","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1108/ebhrm-03-2021-0042","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"Business, Management and Accounting","Score":null,"Total":0}
引用次数: 2

Abstract

PurposeGiven the harmful effects of workplace incivility and the calls for revealing the antecedents of instigated incivility, this study examines how employee-instigated incivility unfolds as a result of negative mood contagion from leaders to employees.Design/methodology/approachDrawing upon affective events theory, the authors hypothesized that leader negative mood is contagious and has an indirect relationship with employee-instigated incivility through employee negative mood. For hypothesis testing, data were collected from 243 leader-employee dyads and tested using bootstrapped mediation analysis.FindingsAs hypothesized, leader negative mood was associated with employee-instigated incivility indirectly through employee negative mood. This finding supports that negative mood of the leader is contagious and might unintendedly trigger employee-instigated incivility toward other at work.Research limitations/implicationsGiven the cross-sectional design of this study, causal inferences could not be drawn. The direction of relationships between the variables is based on the theoretical assumptions, rather than a test of the causal ordering of the variables.Originality/valueThis study advances the limited literature on the antecedents of employee-instigated incivility by demonstrating the impact of negative mood experienced by leaders on uncivil behaviors of employees.
查看原文
分享 分享
微信好友 朋友圈 QQ好友 复制链接
本刊更多论文
领导消极情绪与员工不文明行为:情绪传染的作用
鉴于工作场所不文明行为的有害影响以及揭示被教唆的不文明行为的前因的呼声,本研究探讨了员工教唆的不文明行为是如何作为领导者对员工的负面情绪传染的结果而展开的。设计/方法/途径根据情感事件理论,作者假设领导者的消极情绪具有传染性,并通过员工的消极情绪与员工引发的不文明行为存在间接关系。为了进行假设检验,我们收集了243对领导-员工组合的数据,并采用自举中介分析进行了检验。研究结果假设,领导消极情绪通过员工消极情绪与员工不文明行为间接相关。这一发现支持了领导者的消极情绪是具有传染性的,并且可能无意中引发员工在工作中对他人的不礼貌行为。研究局限性/意义考虑到本研究的横断面设计,无法得出因果推论。变量之间关系的方向是基于理论假设,而不是对变量因果顺序的检验。原创性/价值本研究通过展示领导者的消极情绪对员工不文明行为的影响,进一步完善了关于员工不文明行为前因的有限文献。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
求助全文
约1分钟内获得全文 去求助
来源期刊
CiteScore
2.70
自引率
6.20%
发文量
39
期刊最新文献
Do employees involved in career accidents experience greater work engagement? The moderating role of job resources Healthy employees are assets: a structural model based on individual and organizational characteristics for hotel employee well-being The moderating effects of positive thinking on the relationship between job stress and turnover intention Extending training predictors link with training transfer through mediation of motivation Impacts of knowledge-based HRM, knowledge sharing and perceived organizational supports on innovation performance: a moderated-mediation analysis
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
现在去查看 取消
×
提示
确定
0
微信
客服QQ
Book学术公众号 扫码关注我们
反馈
×
意见反馈
请填写您的意见或建议
请填写您的手机或邮箱
已复制链接
已复制链接
快去分享给好友吧!
我知道了
×
扫码分享
扫码分享
Book学术官方微信
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术
文献互助 智能选刊 最新文献 互助须知 联系我们:info@booksci.cn
Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。
Copyright © 2023 Book学术 All rights reserved.
ghs 京公网安备 11010802042870号 京ICP备2023020795号-1