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Title: The Influence of Workplace Incivility on Innovative Work Behavior: Mediating Effect of Employee Engagement and Moderating Effect of Emotional Intelligence
Authors: Marwa Shehzadi, Ather Azim Khan
Journal: Journal of Asian Development Studies
Publisher: Centre for Research on Poverty and Attitude pvt ltd
Country: Pakistan
Year: 2024
Volume: 13
Issue: 2
Language: English
DOI: 10.62345/jads.2024.13.2.41
Keywords: Emotional IntelligenceEmployee engagementWorkplace IncivilityInnovative Work BehaviorCOR Theory
Workplace incivility is a common problem in academic intuitions, leading to deviant behaviours between both academic and non-academic staff members that have a robust significant impact on employees' behaviours towards organizations. Workplace incivility can stifle employee creativity. This study explores how employee engagement mediates this adverse effect and how emotional intelligence moderates the relationship between incivility and engagement. Drawing on the Conservation of Resources (COR) theory, we propose that incivility depletes employee resources, hindering innovative work behaviour. We hypothesize that high emotional intelligence buffers the negative impact of incivility on engagement, ultimately promoting innovative behaviour. Using data from faculty in Pakistani higher education institutions, we analyze the proposed model with PLS and SPSS software. Our findings confirm that workplace incivility reduces innovative work behaviour, but employee engagement weakens this adverse effect. Additionally, emotional intelligence strengthens the positive influence of engagement on innovative work behaviour. The study concludes with a discussion of implications for theory and practice, including future research directions.
To evaluate the influence of workplace incivility on innovative work behavior, with employee engagement as a mediator and emotional intelligence as a moderator.
This study employed a quantitative survey approach using an empirical questionnaire distributed to faculty members in Pakistani higher education institutions. Data was analyzed using PLS and SPSS software. The study measured four variables: Workplace Incivility (WPI) as the independent variable, Innovative Work Behavior (IWB) as the dependent variable, Employee Engagement (EE) as the mediator, and Emotional Intelligence (EI) as the moderator. A five-point Likert scale was used for measurement.
graph TD
A["Data Collection via Questionnaires"] --> B["Data Analysis using PLS and SPSS"];
B --> C["Hypothesis Testing"];
C --> D["Findings and Conclusions"];
The study's findings align with existing literature, indicating that workplace incivility negatively impacts employee engagement and, consequently, innovative work behavior. Emotional intelligence plays a crucial role in mitigating the adverse effects of incivility on engagement, thereby supporting positive behavioral outcomes. The research emphasizes the importance of fostering a positive work environment and developing emotional intelligence to enhance productivity and performance.
- Workplace incivility has a significant detrimental effect on innovative work behavior.
- Workplace incivility has a negative influence on employee engagement.
- Employee engagement has a significant and positive correlation with innovative work behavior.
- Emotional intelligence significantly moderates the relationship between workplace incivility and employee engagement, having a beneficial impact on employee engagement when examined in conjunction with workplace incivility.
Innovative work behavior is essential for organizational competitiveness. Workplace incivility negatively affects employee behavioral outcomes, leading to reduced institutional production, performance, and profitability. Emotional intelligence can dampen the negative relationship between workplace incivility and employee engagement, ultimately contributing to improved organizational performance.
- The study was conducted in Pakistan, specifically in Punjab cities such as Lahore, Sialkot, Gujranwala, Sargodha, Faisalabad, and Sahiwal.
- A total of 653 questionnaires were received from faculty members.
- The research was conducted in 2024.
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