Incivility experienced by immigrants struggling with acculturation: exploring buffering effects of holding behaviors by mentors

IF 3.4 3区 管理学 Q2 MANAGEMENT
Rajashi Ghosh, Thomas G. Reio, Jr., A. M. Manongsong
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引用次数: 0

Abstract

PurposeChallenges with acculturation in organizations may make employees an easy target of workplace incivility and awareness of what constitutes uncivil behaviors at work can influence the association between acculturation and incivility. The current study examined the links between acculturation, incivility and tested mentor holding behavior as a moderator.Design/methodology/approachSurvey data including responses to incivility vignettes were collected from 163 full-time first- and second-generation immigrant employees in the southeastern United States. The data were analyzed through moderated hierarchical regression analysis.FindingsThe results indicated that those experiencing separation or marginalization in trying to acculturate into the dominant culture reported experiencing uncivil behaviors from supervisors and coworkers. Also, one's awareness of incivility moderated the positive relationship between experience of separation and experiences of incivility, such that this relationship was stronger for those who had higher awareness of what constitutes uncivil behavior. Additionally, the effect of marginalization on reported incivility was dampened with higher levels of mentor holding behavior.Originality/valueThis study’s findings extend the application of the selective incivility theory beyond the minoritized categories of race and gender to the immigrants struggling with acculturation in organizations. Also, our study lends support to widening the theoretical lens for mentoring to include relational systems theory.
在文化适应中挣扎的移民所经历的不文明:探讨导师持有行为的缓冲作用
目的组织中的文化适应挑战可能会使员工容易成为工作场所不文明的目标,而对工作中不文明行为的认识可能会影响文化适应和不文明之间的联系。目前的研究考察了文化适应、不文明和测试导师作为调节者的行为之间的联系。设计/方法/方法从美国东南部163名全职第一代和第二代移民员工那里收集了包括对无礼小插曲的回应在内的调查数据。数据通过适度分层回归分析进行分析。研究结果表明,那些在试图融入主流文化时经历分离或边缘化的人报告说,他们经历了主管和同事的不文明行为。此外,一个人的不文明意识调节了分离经历和不文明经历之间的积极关系,因此,对于那些对什么是不文明行为有更高认识的人来说,这种关系更强。此外,边缘化对所报道的不文明行为的影响因导师持有行为水平较高而减弱。独创性/价值这项研究的发现将选择性不文明理论的应用扩展到了种族和性别的少数族裔类别之外,也扩展到了在组织中努力适应文化的移民身上。此外,我们的研究支持拓宽指导的理论视角,将关系系统理论纳入其中。
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来源期刊
CiteScore
5.40
自引率
10.00%
发文量
25
期刊介绍: Careers and Development are inter-related fields of study with connections to many academic disciplines, organizational practices and policy developments in the emerging knowledge economies and learning societies of the modern world. Career Development International provides a platform for research in these areas that deals with questions of theories and theory development, as well as with organizational career strategy, policy and practice. Issues of theory and of practice may be dealt with at individual, organizational and society levels. The international character of submissions may have two aspects. Submissions may be international in their scope, dealing with a topic that is of concern to researchers throughout the world rather than of sole interest to a national audience. Alternatively, submissions may be international in content, relating, for example, to comparative analyses of careers and development across national boundaries, or dealing with inherently ''international'' issues such as expatriation. Coverage: -Individual careers - psychological and developmental perspectives -Career interventions (systems and tools, mentoring, etc) -Government policy and practices -HR planning and recruitment -International themes and issues (MNCs, expatriation, etc) -Organizational strategies and systems -Performance management -Work and occupational contexts
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