The Impact of Workplace Incivility on Observers' Job Effectiveness: From the Perspective of Deontic Justice

Abstract

Abstract: From the perspective of deontic justice, this paper investigates the impact of workplace incivility on observers' job effectiveness. Based on a two-stage paired data from 157 employee-supervisor dyads, it is found that workplace incivility has a significant negative effect on the process(creativity) and outcome (work performance) of observers' job effectiveness; deontic justice mediates the effect of workplace incivility on observers' job effectiveness(including creativity and job performance); belief in a just work not only moderates the effect of workplace incivility on observers' job effectiveness, but also moderates the mediation mechanism of deontic justice. This study explores the effect of workplace incivility form observers' perspective, enriches the literature on workplace incivility, which has much value for organizations to restrain workplace incivility and its negative effects.

Key words: workplace incivility, deontic justice, belief in a just world, job effectiveness

Li Zhicheng, Yu Ling. The Impact of Workplace Incivility on Observers' Job Effectiveness: From the Perspective of Deontic Justice[J]. Management Review, 2020, 32(6): 232-243.

References

[1] Andersson L. M., Pearson C. M. Tit for Tat? The Spiraling Effect of Incivility in the Workplace[J]. Academy of Management Review, 1999,24(3):452-471
[2] Porath C., Pearson C. The Price of Incivility[J]. Harvard Business Review, 2013,91(1-2):114-121
[3] Porath C. L., Pearson C. M. The Cost of Bad Behavior[J]. Organizational Dynamics, 2010,39(1):64-71
[4] Sakurai K., Jex S. M. Coworker Incivility and Incivility Targets' Work Effort and Counterproductive Work Behaviors:The Moderating Role of Supervisor Social Support[J]. Journal of Occupational Health Psychology, 2012,17(2):150-161
[5] Kim T. Y., Shapior D. L. Retaliation against Supervisory Mistreatment:Negative Emotion, Group Membership, and Cross-cultural Difference[J]. International Journal of Conflict Management, 2008,19(4):339-385
[6] Wu L., Zhang H., Chiu R. K., et al. Hostile Attribution Bias and Negative Reciprocity Beliefs Exacerbate Incivility's Effects on Interpersonal Deviance[J]. Journal of Business Ethics, 2013,120(1):1-14
[7] Sliter M., Jex S., McInnerney J., et al. How Rude! Emotional Labor as a Mediator between Customer Incivility and Employee Outcomes[J]. Journal of Occupational Health Psychology, 2010,15(4):468-481
[8] Lim S., Lee A. Work and Nonwork Outcomes of Workplace Incivility:Does Family Support Help?[J]. Journal of Occupational Health Psychology, 2011,16(1):95-111
[9] Pearson C., Porath C. The Cost of Bad Behavior:How Incivility Is Damaging Your Business and What to Do about It[M]. New York:Penguin, 2009
[10] Schilpzand P., Pater I. E., Erez A. Workplace Incivility:A Review of the Literature and Agenda for Future Research[J]. Journal of Organizational Behavior, 2016,37(S1):S57-S88
[11] Cortina L. M., Kabat-Farr D., Magley V. J., et al. Researching Rudeness:The Past, Present, and Future of the Science of Incivility[J]. Journal of Occupational Health Psychology, 2017,22(3):299-313
[12] Porath C. L., Erez A. Does Rudeness Really Matter? The Effects of Rudeness on Task Performance and Helpfulness[J]. Academy of Management Journal, 2007,50(5):1181-1197
[13] Folger R. Fairness as Deonance[A]. In Gilliland S. W., Steiner D. D., Skarlicki D. P.(Eds.), Theoretical and Cultural Perspectives on Organizational Justice[C]. Greenwich, CT:Information Age, 2001
[14] Hershcovis M. S., Bhatagar N. When Fellow Customers Behave Badly:Witness Reactions to Employee Mistreatment by Customers[J]. Journal of Applied Psychology, 2017,102(11):1528-1544
[15] Reich T. C., Hershcovis M. S. Observing Workplace Incivility[J]. Journal of Applied Psychology, 2015,100(1):203-215
[16] Lerner M. J., Miller D. T. Just World Research and the Attribution Process:Looking Back and Ahead[J]. Psychological Bulletin, 1978,85(5):1030-1051
[17] Griffin B. Multilevel Relationships between Organizational-level Incivility, Justice and Intension to Stay[J]. Work & Stress, 2010,24(4):309-323
[18] Van der Vegt G. S, Janssen O. Joint Impact of Interdependence and Group Diversity on Innovation[J]. Journal of Management, 2003,29(5):729-751
[19] 蒋琬. 辱虐管理、团队辱虐氛围对团队工作有效性的多层次影响模型研究:基于社会认知和自我调节视角[D]. 上海交通大学博士学位论文, 2015
[20] Mo S., Shi J. Linking Ethical Leadership to Employee Burnout, Workplace Deviance and Performance:Testing the Mediating Roles of Trust in Leader and Surface Acting[J]. Journal of Business Ethics, 2017,144(2):293-303
[21] Banks G. C., McCauley K. D., Gardner W. L., et al. A Meta-analytic Review of Authentic and Transformational Leadership:A Test for Redundancy[J]. Leadership Quarterly, 2016,27(4):634-652
[22] Beehr T. A., Jex S. M., Stacy B. A., et al. Work Stressors and Coworker Support as Predictors of Individual Strain and Job Performance[J]. Journal of Organizational Behavior, 2000,21(4):391-405
[23] Walter F., Lam C. K., van der Vgert G. S., et al. Abusive Supervision and Subordinate Performance:Instrumentality Considerations in the Emergence and Consequences of Abusive Supervision[J]. Journal of Applied Psychology, 2015,100(4):1056-1072
[24] Zhang X., Kwan H. K. Workplace Ostracism and Employee Performance Outcomes:The Pragmatic and Psychological Effects[C]. Paper Presented at Academy of Management Annual Meeting Proceedings, Vancouver, British Columbia, Canada, 2015
[25] Zhan X., Li Z., Luo W. An Identification-based Model of Workplace Incivility and Employee Creativity:Evidence from China[J]. Asia Pacific Journal of Human Resources, 2019,57(4):528-552
[26] Figley C. R. Compassion Fatigue:Coping with Secondary Traumatic Stress Disorder in Those Who Treat the Traumatized[M]. London:Brunner-Routledge, 1995
[27] Ferguson M., Barry B. I Know What You Did:The Effect of Interpersonal Deviance on Bystanders[J]. Journal of Occupational Health Psychology, 2011,16(1):80-94
[28] Miner K. N., Eischeid A. Observing Incivility toward Coworkers and Negative Emotions:Do Gender of the Target and Observer Matter?[J]. Sex Roles, 2012,66(7-8):492-505
[29] Schilpzand P., Lezvitt K., Lim S. Incivility Hates Company:Shared Incivility Attenuates Rumination, Stress, and Psychological Withdrawal by Reducing Self-blame[J]. Organizational Behavior and Human Decision Processes, 2016,133(1):33-44
[30] Robinson S. L., Wang W., Kiewitz C. Coworkers Behaving Badly:The Impact of Coworker Deviant Behavior upon Individual Employees[J]. Annual Review of Organization Psychology and Organization Behavior, 2014,1(1):123-143
[31] Giumetti G. W., Hatfield A. L., Scisco J. L., et al. What a Rude E-mail! Examining the Differential Effects of Incivility versus Support on Mood, Energy, Engagement, and Performance in an Online Context[J]. Journal of Occupational Health Psychology, 2013,18(3):297-309
[32] Gentry J. E., Baranowsky A. B., Dunning K. The Accelerated Recovery Program (ARP) for Compassion Fatigue[A]. In Figley C. R. (Ed.), Treating Compassion Fatigue[C]. New York:Brunner-Routledge, 2002
[33] Miner A. G., Glomb T. M., Hulin C. Experience Sampling Mood and Its Correlates at Work[J]. Journal of Occupational and Organizational Psychology, 2005,78(2):171-193
[34] Hoobler J. M., Hu J. A Model of Injustice, Abusive Supervision, and Negative Affect[J]. Leadership Quarterly, 2013,24(1):256-269
[35] Ronald B. R., Kathrin R., Michael F. A Dynamic Perspective on Affect and Creativity[J]. Academy of Management Journal, 2013,56(2):432-450
[36] Salancik G. R, Pfeffer J. A Social Information Processing Approach to Job Attitudes and Task Design[J]. Administrative Science Quarterly, 1978,23(2):224-253
[37] Liao H., Liu D., Loi R. Looking at Both Sides of the Social Exchange Coin:A Social Cognitive Perspective on the Joint Effects of Relationship Quality and Differentiation on Creativity[J]. Academy of Management Journal, 2010,53(5):1090-1109
[38] Cropanzano R., Goldman B. M., Folger R. Deontic Justice:The Role of Moral Principles in Workplace Fairness[J]. Journal of Organizational Behavior, 2003,24(8):1019-1024
[39] Skarlicki D. P., O'Reilly J., Kulik C. T. The Third Party Perspective of (In)Justice[A]. In Cropanzano R., Ambrose M. L. (Eds.), The Oxford Handbook of Injustice in the Workplace[C]. Oxford, UK:Oxford University Press, 2015
[40] O'Reilly J., Aquino K. A Model of Third Parties' Morally Motivated Responses to Treatment in Organizations[J]. Academy of Management Review, 2011,36(6):526-543
[41] Lotz S., Okimoto T. G., Schlösser T., et al. Punitive Versus Compensatory Reactions to Injustice:Emotional Antecedents to Third-party Interventions[J]. Journal of Experimental Social Psychology, 2011,47(2):477-480
[42] Rupp D. E., Bell C. M. Extending the Deontic Model of Justice:Moral Self-regulation in Third-party Responses to Injustice[J]. Business Ethics Quarterly, 2010,20(1):89-106
[43] Darley J. M., Pittman T. S. The Psychology of Compensatory and Retributive Justice[J]. Personality and Social Psychology Review, 2003,7(4):324-336
[44] Skarlicki D. P., Kulik C. T. Third-party Reactions to Employee (Mis)treatment:A Justice Perspective[J]. Research in Organizational Behavior, 2004,26(1):183-229
[45] Chen Y. Y., Ferris D. L., Kwan H. K., et al. Self-Love's Lost Labor:A Self-enhancement Model of Workplace Incivility[J]. Academy of Management Journal, 2013,56(4):1199-1219
[46] Miner-Rubino K., Cortina L. M. Working in a Context of Hostility toward Women:Implications for Employees' Well-being[J]. Journal of Occupational Health Psychology, 2004,9(2):107-122
[47] Dalbert C. The World Is More Just for Me Than Generally:About the Personal Belief in a Justice World[J]. Social Justice Research, 1999,12(2):78-98
[48] 曹元坤,祝振兵,王震. 辱虐管理对追随者职场偏离的影响:公正世界信念的调节作用[J]. 当代财经, 2015,(12):69-78
[49] Poon K. T., Chen Z. When Justice Surrenders:The Effect of Just-world Beliefs on Aggression Following Ostracism[J]. Journal of Experimental Social Psychology, 2014,52:101-112
[50] Brislin R. W. Translation and Content Analysis of Oral and Written Material[C]. In Triandis H. C., Berry J. W. (eds). Handbook of Cross-cultural Psychology[M]. New York:McGraw-Hill, 1980
[51] Cortina L. M., Magely V. J., Williams J. H., et al. Incivility in the Workplace:Incidence and Impact[J]. Journal of Occupational Health Psychology, 2001,6(1):64-81
[52] Trudel J., Reio T, G. Managing Workplace Incivility:The Role of Conflict Management Styles:Antecedent or Antidote?[J]. Human Resource Development Quarterly, 2011,22(4):395-423
[53] 王端旭,曾恺,郑显伟. 员工非伦理行为如何招致同事攻击:道义公正视角[J]. 心理学报,2017,49(6):829-840
[54] Beugré C. D. Development and Validation of a Deontic Justice Scale[J]. Journal of Applied Social Psychology, 2012,42(9):2163-2190
[55] Maes J., Schmitt M. More on Ultimate and Immanent Justice:Results From the Research Project "Justice as a Problem within Reunified Germany"[J]. Social Justice Research, 1999,12(2):65-78
[56] Williams L. J., Anderson S. E. Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-role Behaviors[J]. Journal of Management, 1991,7(3):601-617
[57] Methot J. R., Lepine J. A., Podsakoff N. P., et al. Are Workplace Friendships a Mixed Blessing? Exploring Tradeoffs of Multiplex Relationships and Their Associations with Job Performance[J]. Personnel Psychology, 2016,69(2):311-355
[58] Farmer S. M., Tierney P., Kung-McIntyre K. Employee Creativity in Taiwan:An Application of Role Identity Theory[J]. Academy of Management Journal, 2003,46(5):618-630
[59] Gong Y., Cheung S. Y., Wang M. et al. Unfolding the Proactive Process for Creativity Integration of the Employee Proactivity, Information Exchange, and Psychological Safety Perspectives[J]. Journal of Management, 2012,38(5):1611-1633
[60] Hayes A. F. Introduction to Mediation, Moderation, and Conditional Process Analysis:A Regression-based Approach[M]. New York, NY:Guilford Press, 2013
[61] Mitchell M. S., Vogel R. M., Folger R. Third Parties' Reactions to the Abusive Supervision of Coworkers[J]. Journal of Applied Psychology, 2015,100(4):1040-1055
[62] Shao P., Li A., Mawritz, M. Self-protective Reactions to Peer Abusive Supervision:The Moderating Role of Prevention Focus and the Mediating Role of Performance Instrumentality[J]. Journal of Organizational Behavior, 2018,39(1):12-25
[63] Podsakoff P. M., MacKenzie S. B., Lee J., et al. Common Method Biases in Behavioral Research:A Critical Review of the Literature and Recommended Remedies[J]. Journal of Applied Psychology, 2003,88(5):879-903
[64] Chen Z., Takeuchi R., Shum C. A Social Information Processing Perspective of Coworker Influence on a Focal Employee[J]. Organization Science, 2013,24(6):1618-1639