Linking Workplace Incivility and Emotional Exhaustion: A Moderated Mediation Examination

IF 1.4 Q3 MANAGEMENT South Asian Journal of Human Resource Management Pub Date : 2023-08-03 DOI:10.1177/23220937231185049

S. Tarab

引用次数: 0

Abstract

Ignorance in cultivating a harmonious work culture and not addressing the negative misconduct at the workplace is highly undesirable for the organisations and taxing for individual and team-level performances. Drawing upon conservation of resources theory, a moderated mediation framework is hypothesised where workplace incivility predicts emotional exhaustion in employees, and organisational social capital is identified as a critical resource mediating the mechanism. In addition, irresponsible leadership is tested as a boundary condition influencing this relationship. A cross-sectional study using an online questionnaire collected data from a heterogeneous sample of 410 Indian service sector employees providing evidence for the hypothesised relationships. Results confirm that participants experiencing higher levels of incivility reported greater levels of emotional burnout. This outcome is affected by irresponsible leadership such that the higher the levels of irresponsible leadership, the more the social capital is undermined and emotional exhaustion rises in employees.

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职场不文明与情绪耗竭:一个有调节的中介检验

忽视培养和谐的工作文化，不解决工作场所的负面不当行为，这对组织来说是非常不可取的，对个人和团队的表现也是不利的。根据资源守恒理论，假设了一个适度的中介框架，其中工作场所的不文明行为预测员工的情绪衰竭，组织社会资本被确定为中介机制的关键资源。此外，不负责任的领导能力被视为影响这种关系的边界条件。一项使用在线问卷的横断面研究从410名印度服务业员工的异质样本中收集了数据，为假设的关系提供了证据。结果证实，经历过更高程度不文明行为的参与者报告了更高程度的情绪倦怠。这种结果受到不负责任领导的影响，不负责任的领导级别越高，社会资本就越受到破坏，员工的情绪疲惫也就越严重。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.