Workplace incivility during organizational socialization: how new managers, varying in moral identity, perceive (mis)fit

IF 3.1 4区 管理学 Q2 MANAGEMENT
Q. Nguyen, L. Vu
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Abstract

PurposeThis study aims to investigate the mediating role of perceived person-organization (P-O) fit in the relationship between workplace incivility and affective organizational commitment (AOC) and the moderating effect of moral identity. The context is set in the organizational socialization process of externally hired managers.Design/methodology/approachA theoretical model was developed based on social identity theory. With the help of Alumni offices of 4 Master of Business Administration (MBA) programs in Vietnam, 461 MBA graduates recently hired as managers were invited to participate in the study. A time-lagged survey was conducted and resulted in data from 386 participants. Hypotheses were tested using latent moderated structural equation method (LMS).FindingsPerceived P–O misfit partially mediated the negative effect of workplace incivility on managers' AOC. The moderating impact of moral identity was also found such that the positive association between workplace incivility and perceived P-O misfit was stronger when moral identity was higher.Research limitations/implicationsThis study's limitations are threefold. First, the relatively new appearance of MBA programs in Vietnam made it difficult for us to conduct longitudinal research. Second, this study focused on MBA graduates as externally hired managers, a population that, as mentioned earlier, comes from a polite and respectful environment. Third, the current study mainly used self-evaluation to measure factors which might not be fully objective and reflect externally hired managers' situation. Future research could strengthen this method by equipping it with the evaluations of other organization members.Practical implicationsA clash of identities generated by value incongruence when externally hired managers experience incivility should be recognized and mitigated during socialization. More attention should be paid to managers with moral identities.Originality/valueThe study extends the organizational socialization literature in two ways. The first way is by elucidating how a negative organizational factor – workplace incivility – leads to socialization failures. The second way is by exploring the impacts of relatively new self-identity facets, including MBA graduates as externally hired managers and moral identity.
组织社会化过程中的职场不文明:不同道德认同的新管理者如何感知(不)契合
目的研究知觉个人-组织契合度在工作场所不文明行为与情感性组织承诺关系中的中介作用,以及道德认同的调节作用。本文的背景设定在外聘经理人的组织社会化过程中。设计/方法/途径基于社会认同理论建立了一个理论模型。在越南4个工商管理硕士(MBA)项目校友办公室的帮助下,461名最近被聘为管理人员的MBA毕业生被邀请参加了这项研究。进行了一项有时间滞后的调查,并获得了386名参与者的数据。采用潜在调节结构方程法(LMS)检验假设。发现工作场所不文明行为对管理者AOC的负向影响部分中介于P-O不匹配感知。道德认同的调节作用也被发现,当道德认同越高时,工作场所不文明行为与感知的P-O不匹配之间的正相关越强。研究的局限性/意义本研究的局限性有三个方面。首先,越南的MBA课程相对较新,这使得我们很难进行纵向研究。其次,本研究将MBA毕业生作为外部招聘的管理人员,如前所述,这一人群来自一个礼貌和尊重的环境。第三,本研究主要采用自我评价来衡量可能不完全客观和反映外聘管理者情况的因素。未来的研究可以加强这一方法,配备其他组织成员的评价。当外部聘用的管理者经历不文明行为时,价值不一致所产生的身份冲突应该在社会化过程中得到认识和缓解。应该更多地关注具有道德身份的管理者。本研究从两个方面扩展了组织社会化文献。第一种方法是阐明一个消极的组织因素——工作场所的不文明——是如何导致社会化失败的。第二种方式是探索相对较新的自我认同方面的影响,包括MBA毕业生作为外部聘用的管理者和道德认同。
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
CiteScore
5.50
自引率
6.20%
发文量
26
期刊介绍: ■Communication and its influence on action ■Developments in leadership styles ■How managers achieve success ■How work design affects job motivation ■Influences on managerial priorities and time allocation ■Managing conflicts ■The decision-making process in Eastern and Western business cultures
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