Work and nonwork outcomes of workplace incivility: Does family support help?

This study extended incivility research beyond the confines of the workplace by exploring the relationships between incivility, work-to-family conflict and family support. Data collected from 180 employees from various organizations in Singapore showed that incivility is not a rare phenomenon in Asian cultures. Employees experienced more incivility from superiors than coworkers or subordinates, and these experiences were related to different outcomes. Coworker-initiated incivility was associated with decreased coworker satisfaction, increased perceptions of unfair treatment, and increased depression. On the other hand, superior-initiated incivility was associated with decreased supervisor satisfaction and increased work-to-family conflict. Results also revealed that employees with high family support showed stronger relationships between workplace incivility and negative outcomes, compared with employees with low family support.     

The destructiveness of laissez-faire leadership behavior

The aim of the study is to test the assumption that laissez-faire leadership behavior is not a type of zero-leadership, but a type of destructive leadership behavior that shows systematic relationships with workplace stressors, bullying at work, and psychological distress. A survey of 2,273 Norwegian employees was conducted and analyzed. Laissez-faire leadership was positively correlated with role conflict, role ambiguity, and conflicts with coworkers. Path modeling showed that these stressors mediated the effects of laissez-faire leadership on bullying at work and that the effects of laissez-faire leadership on distress were mediated through the workplace stressors, especially through exposure to bullying. The results support the assumption that laissez-faire leadership behavior is a destructive leadership behavior.     

Predicting and preventing supervisory workplace aggression

The authors examined factors that lead to and prevent aggression toward supervisors at work using two samples: doctoral students and correctional service guards. The results supported that perceived interpersonal injustice mediates the relationship between perceptions of supervisory control over work performance and psychological aggression directed at supervisors, and further that psychological aggression toward supervisors is positively associated with physical acts of aggression directed at supervisors, supporting the notion of an escalation of aggressive workplace behaviors. Moreover, employees' perceptions of organizational sanctions (i.e., negative consequences for disobeying organizational policies) against aggression appear to play an important role in the prevention of workplace aggression by moderating the relationship between injustice and aggression targeting supervisors.     

The impact of situational constraints,role stressors,and commitment on employee altruism

This study investigated relations between 3 work-related stressors (role ambiguity, role conflict, and organizational constraints) and altruistic behavior in the workplace. It was predicted that each stressor would be negatively related to altruism and that these relations would be moderated by affective commitment (AC). Data from 144 incumbent-supervisor dyads revealed that all 3 stressors were weakly and negatively related to altruism. Two of these relationships were moderated by AC, although not as predicted. Organizational constraints were positively related to altruism among those reporting high levels of AC but negatively related among those reporting low levels of AC. The pattern was exactly opposite for role conflict. Implications of these findings are discussed.     

Professional role complexity and job satisfaction of collegiate certified athletic trainers

CONTEXT: Whenever professionals have multiple role obligations in the workplace, they face potential professional role complexities. OBJECTIVE: To examine whether certified athletic trainers (ATs) employed at the collegiate level experienced professional role complexities, and if so, what effect those complexities had upon their job satisfaction and intent to leave a current position or the profession. DESIGN: Survey. SETTING: We used Internet survey methods to gather information from 1000 randomly selected collegiate ATs regarding the amount of stress they felt due to role complexities. PATIENTS OR OTHER PARTICIPANTS: We obtained a random sample of e-mail addresses for 1000 collegiate ATs in the United States and contacted these individuals with an invitation to participate. A total of 348 usable responses were received, for a 36% response rate. MAIN OUTCOME MEASURE(S): The role complexity aspect of the survey consisted of 45 questions addressing role ambiguity, role overload, role incongruity, role incompetence, and role conflict. The job satisfaction portion consisted of global questions regarding overall job satisfaction and intent to leave the job or profession. RESULTS: A total of 38% of respondents experienced moderate to high stress levels from role overload, whereas 23% and 22% had moderate to high levels of stress from role ambiguity and role conflict, respectively. Clinicians and joint appointees who reported moderate to high levels of stress from role complexity issues had lower job satisfaction and more frequent thoughts of leaving than did their faculty counterparts. CONCLUSIONS: The majority of collegiate ATs experienced low levels of professional role complexities and were relatively satisfied with their jobs. However, collegiate ATs began to experience less job satisfaction and more thoughts of leaving when moderate to high stress levels occurred due to role ambiguity, overload, incongruity, incompetence, and conflict. Lessening the stress due to role complexities is critical to positive employment experiences for ATs employed in higher education.     

Incivility in the workplace: incidence and impact

This study extends the literature on interpersonal mistreatment in the workplace by examining the incidence, targets, instigators, and impact of incivility (e.g., disrespect, condescension, degradation). Data were collected from 1,180 public-sector employees, 71% of whom reported some experience of workplace incivility in the previous 5 years. As many as one third of the most powerful individuals within the organization instigated these uncivil acts. Although women endured greater frequencies of incivility than did men, both genders experienced similarly negative effects on job satisfaction, job withdrawal, and career salience. Uncivil workplace experiences were also associated with greater psychological distress; however, indices of psychological and physical health were relatively unaffected. The authors discuss these findings in the context of organizational and cognitive stress theories.     

How rude! Emotional labor as a mediator between customer incivility and employee outcomes

Because of the large number of people employed in service occupations, customer incivility has become an increasingly prevalent and important workplace stressor. Unfortunately, relatively little research has examined the effects of customer incivility; of the research that does exist, virtually all of it has focused solely on employee mental health outcomes. The present study was designed to replicate previous research linking customer incivility to the emotional exhaustion dimension of burnout and to expand on previous research by examining the effects of customer incivility on customer service quality. In addition, two models were proposed and tested in which emotional labor mediated the relationship between customer incivility and outcomes. Data from 120 bank tellers revealed that customer incivility was positively related to emotional exhaustion and negatively related to customer service performance. In addition, both proposed models were supported. Theoretical and practical implications of the findings and future directions are discussed.     

Role stress and fatigue in Japanese middle managers

Forty-nine middle managerial personnel in a local government office near Tokyo provided data with respect to the moderating effects of satisfaction variables on the relationship between role stress (including role conflict, role ambiguity and role overload) and fatigue. Using the moderated regression technique for data analysis, it was found that the relationships between both role conflict and ambiguity and fatigue were moderated by the managers' satisfaction with the job, itself. Even those who experienced role overload did not report fatigue or dissatisfaction. Implications of these findings for future research, job management and avoidance of stress are discussed.     

The effects of individual differences and charismatic leadership on workplace aggression

This study examined the effects of individual differences variables (trait anger, self-control, negative affectivity, attitudes toward revenge, and attributional style) and charismatic leadership on incidents of workplace aggression in a sample of 213 employees from a wide range of organizations. Hierarchical multiple regression analyses indicated that the individual differences variables accounted for 27% of the variance in workplace aggression and that charismatic leadership accounted for an additional 3% after controlling for individual differences. In addition, psychological empowerment partially mediated the relationship between charismatic leadership and workplace aggression.     

Links between marital and parent-child interactions: moderating role of husband-to-wife aggression

The present study examined how marital conflict may compromise parenting by identifying interdependencies across marital and parent-child subsystems in a sample of 86 two-parent families with a child aged 9-13. The study used direct observation of three family discussions to examine interdependencies across family subsystems. The study also assessed whether a history of husband-to-wife aggression strengthened interdependencies. Overall, families with husband-to-wife aggression showed a negative tone that pervaded throughout the family. Consistent with theories about physically aggressive men tending to withdraw from conflict, fathers who had engaged in husband-to-wife aggression showed an association between marital hostilities and lower levels of empathy toward their children. Consistent with stress theories, women who had been exposed to husband-to-wife aggression showed a link between marital hostilities and negative affect when interacting with their children. These findings illustrate how a history of exposure to marital aggression can create a family environment of multiple risks for children. For children in families with prior marital aggression, ongoing marital hostilities can be linked to the additional risk of erosions in parental support.     

Reducing the adverse consequences of workplace aggression and violence: the buffering effects of organizational support

This study examined the buffering effects of 2 types of organizational support--instrumental and informational--on the relationships between workplace violence/aggression and both personal and organizational outcomes. Based on data from 225 employees in a health care setting, a series of moderated multiple regression analyses demonstrated that organizational support moderated the effects of physical violence, vicariously experienced violence, and psychological aggression on emotional well-being, somatic health, and job-related affect, but not on fear of future workplace violence and job neglect. These findings have implications for both research and intervention related to workplace violence.     

Facial affect recognition moderates the relation between autonomic nervous system reactivity and aggression during dyadic conflict

Researchers examining physiological factors of emotion have identified differential patterns of physiological reactivity among intimate partner violence perpetrators during interpersonal conflict. Although it is unclear what mechanisms are influencing these distinct physiological patterns, research suggests that perpetrators’ ability to decode emotions may be involved. The current study examined how the relation between an individual's physiological reactivity and their aggression during conflict with an intimate partner is influenced by the affect they are exposed to and their affect recognition ability. Sixty-seven heterosexual couples completed self-report measures and participated in a conflict discussion while physiological measures were recorded. The sympathetic nervous system (SNS) was indexed by Skin Conductance Level (SCL) and the parasympathetic nervous system (PNS) by Respiratory Sinus Arrhythmia (RSA). Aggressive affect was coded from video. Additionally, men were administered a facial affect recognition task. Results indicated that observed aggression during the conflict discussion was associated with RSA and SCL suppression, but only for men with moderate to high affect recognition ability. Additionally, the interaction effects between physiological reactivity and affect recognition on male aggression was conditional on their partner exhibiting at least moderate levels of aggressive affect. Findings from our study suggest that the relation between autonomic nervous system reactivity during conflict and aggression toward an intimate partner is conditional on men's ability to decode the facial affect of their partner. For individuals who were able to decode aggressive affect from their partner, aggression was associated with decreased parasympathetic and SNS activation.     

Development and validation of the uncivil workplace behavior questionnaire

This article describes the development and validation of a new measure of workplace incivility, the Uncivil Workplace Behavior Questionnaire (UWBQ). Participants included 5 samples of Australian adult employees (total N=368). Principal axis factoring of the UWBQ yielded 4 interpretable factors (Hostility, Privacy Invasion, Exclusionary Behavior, and Gossiping), all of which exhibited high internal consistency. The 4-factor structure received further support from a confirmatory factor analysis on a hold-out sample. A series of correlation and regression analyses revealed that the UWBQ subscales exhibited sound convergent, divergent, and concurrent validity. The psychometric properties of the UWBQ are contrasted with those of the Workplace Incivility Scale (L. M. Cortina, V. J. Magley, J. H. Williams, & R. D. Langhout, 2001), to the authors' knowledge the only other measure of the workplace incivility construct available to date.     

Family-supportive organization perceptions: validation of an abbreviated measure and theory extension

Although the concept of family-supportive organization perceptions has been well received in the literature, the actual construct has been relatively understudied. In the present study, we accomplish two goals. First using confirmatory factor analysis, we report on the validation of an abbreviated six-item measure of family-supportive organization perceptions that demonstrates limited measurement error. Second, we link role theory, social support resource theory, and the direct effects model of social support, to suggest that the way in which family-supportive organization perceptions affect work-family conflict is via experiences of domain overload. Contrary to the direct effects model of social support, family-supportive organization perceptions do not differentially impact work and family overload. Consistent with social support resource theory though, the effects of family-supportive organization perceptions on work-to-family and family to-work conflict are fully mediated via work and family overload (respectively). Avenues for future research incorporating family-supportive organization perceptions are also considered.     

Pathways and processes of risk in associations among maternal antisocial personality symptoms, interparental aggression, and preschooler's psychopathology

Two studies examined the nature and processes underlying the joint role of interparental aggression and maternal antisocial personality as predictors of children's disruptive behavior problems. Participants for both studies included a high-risk sample of 201 mothers and their 2-year-old children in a longitudinal, multimethod design. Addressing the form of the interplay between interparental aggression and maternal antisocial personality as risk factors for concurrent and prospective levels of child disruptive problems, the Study 1 findings indicated that maternal antisocial personality was a predictor of the initial levels of preschooler's disruptive problems independent of the effects of interparental violence, comorbid forms of maternal psychopathology, and socioeconomic factors. In attesting to the salience of interparental aggression in the lives of young children, latent difference score analyses further revealed that interparental aggression mediated the link between maternal antisocial personality and subsequent changes in child disruptive problems over a 1-year period. To identify the family mechanisms that account for the two forms of intergenerational transmission of disruptive problems identified in Study 1, Study 2 explored the role of children's difficult temperament, emotional reactivity to interparental conflict, adrenocortical reactivity in a challenging parent-child task, and experiences with maternal parenting as mediating processes. Analyses identified child emotional reactivity to conflict and maternal unresponsiveness as mediators in pathways between interparental aggression and preschooler's disruptive problems. The findings further supported the role of blunted adrenocortical reactivity as an allostatic mediator of the associations between parental unresponsiveness and child disruptive problems.     

Not all aggressions are created equal: a multifoci approach to workplace aggression

Types of perpetrators of workplace aggression can vary considerably, and recent research has demonstrated that aggression from different perpetrator categories has different implications for victims. We extended research on multifoci aggression and explored affective and cognitive pathways linking verbal aggression from four perpetrator types--supervisors, coworkers, customers, and significant others--and employee morale and turnover intention. Data from a sample of 446 working adults indicated that both emotional strain and employees' corresponding judgments of their social exchange relationships with these perpetrators served as the mechanisms for the association between aggression from supervisors, coworkers, and customers and morale and turnover intention. Coworker aggression had a direct association with turnover intention and significant other aggression was related to turnover intention only through emotional strain. The theoretical and practical implications of these findings are discussed.     

Sibling influences on adolescent substance use: the role of modeling, collusion, and conflict

The longitudinal associations of older sibling substance use as well as dyadic sibling conflict and collusion to younger sibling substance use were examined in a community-based sample of 244 same-sex sibling pairs. Indirect effects of older siblings on younger sibling substance use were hypothesized via younger sibling deviant peer affiliation and conflict with friends. Adolescents, parents, friends, and teachers completed measures of substance use, conflict, and deviant peer involvement. Observational data were used for both measures of collusion and conflict. Findings suggest that older sibling substance use has a direct effect on younger sibling use, but relationship dynamics and reinforcement played a significant role as well. Specifically, collusion and conflict in the sibling relationship both had indirect effects through younger siblings' deviant peer affiliation. Findings validate the powerful socializing role of both siblings and peers, and elucidate the complex mechanisms through which socialization occurs. Furthermore, data underscore the importance of considering how multiple dimensions of socialization operate in the elaboration of antisocial behavior.     

Coworker incivility and incivility targets' work effort and counterproductive work behaviors: the moderating role of supervisor social support

This study addresses the relationships between coworker incivility and both work effort and counterproductive work behaviors (CWBs). It was expected that employees who experienced high levels of incivility from their coworkers would report reductions in work effort and higher levels of CWBs. Also, based on the emotion-centered model of work behaviors (Spector & Fox, 2002), it was expected that negative emotions would mediate the relationships between coworker incivility and both work effort and CWBs. Finally, we examined supervisor social support as a moderator of relationships between negative emotions and both work effort and CWBs. Two hundred nine full-time university employees completed a two-wave survey over a two-month time period. Results supported the hypothesized mediated relationships. It was also found that supervisor social support moderated the relationship between negative emotions and work effort but not the relationship between negative emotions and CWBs. Study implications and limitations are discussed.     

Extending our understanding of burnout: test of an integrated model in nonservice occupations

C. L. Cordes and T. M. Dougherty (1993) provided a conceptual framework of job burnout in nonservice organizations. This study sought to determine the "fit" of that theoretical model within nonservice occupations. LISREL VIII was used to test this model on 165 participants, and the overall model fit the data well. Supervisory support moderated the relationships between the role conflict, role ambiguity, and quantitative role overload stressors and emotional exhaustion and between emotional exhaustion and depersonalization. Unexpectedly, role conflict, role ambiguity, and quantitative role overload had a positive impact on emotional exhaustion when supervisory support was high. As expected, participation had a negative association with depersonalization. Employees experiencing emotional exhaustion were more likely to feel nervous or tense at work.     

角色压力对中学女教师职业倦怠的影响

目的考察角色压力对中学女教师职业倦怠的影响。方法采用《角色冲突与角色模糊量表》和《中小学教师职业倦怠问卷》对150名中学女教师进行调查。结果角色冲突与情绪衰竭、去人性化以及低成就感相关非常显著(r=0.380,0.559,0.421;P0.01),角色模糊与去人性化、低成就感显著相关(r=0.262,0.444;P0.01);倦怠组与对照组在角色冲突与角色模糊上差异非常显著(P0.001);角色冲突对情绪衰竭和去人性化的标准回归系数(β=0.366,0.5266;,P0.001)达到极其显著水平,角色冲突和角色模糊对低成就感的标准回归系数(β=0.330,0.311;P0.001)达到极其显著水平。结论角色压力是中学女教师职业倦怠的重要预测变量;角色冲突影响情绪衰竭、去人性化以及低成就感,而角色模糊影响低成就感。