Leader negative mood and employee-instigated incivility: the role of mood contagion

IF 1.6 Q2 Business, Management and Accounting
Sevgi Emirza, E. Öztürk
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引用次数: 2

Abstract

PurposeGiven the harmful effects of workplace incivility and the calls for revealing the antecedents of instigated incivility, this study examines how employee-instigated incivility unfolds as a result of negative mood contagion from leaders to employees.Design/methodology/approachDrawing upon affective events theory, the authors hypothesized that leader negative mood is contagious and has an indirect relationship with employee-instigated incivility through employee negative mood. For hypothesis testing, data were collected from 243 leader-employee dyads and tested using bootstrapped mediation analysis.FindingsAs hypothesized, leader negative mood was associated with employee-instigated incivility indirectly through employee negative mood. This finding supports that negative mood of the leader is contagious and might unintendedly trigger employee-instigated incivility toward other at work.Research limitations/implicationsGiven the cross-sectional design of this study, causal inferences could not be drawn. The direction of relationships between the variables is based on the theoretical assumptions, rather than a test of the causal ordering of the variables.Originality/valueThis study advances the limited literature on the antecedents of employee-instigated incivility by demonstrating the impact of negative mood experienced by leaders on uncivil behaviors of employees.
领导消极情绪与员工不文明行为:情绪传染的作用
鉴于工作场所不文明行为的有害影响以及揭示被教唆的不文明行为的前因的呼声,本研究探讨了员工教唆的不文明行为是如何作为领导者对员工的负面情绪传染的结果而展开的。设计/方法/途径根据情感事件理论,作者假设领导者的消极情绪具有传染性,并通过员工的消极情绪与员工引发的不文明行为存在间接关系。为了进行假设检验,我们收集了243对领导-员工组合的数据,并采用自举中介分析进行了检验。研究结果假设,领导消极情绪通过员工消极情绪与员工不文明行为间接相关。这一发现支持了领导者的消极情绪是具有传染性的,并且可能无意中引发员工在工作中对他人的不礼貌行为。研究局限性/意义考虑到本研究的横断面设计,无法得出因果推论。变量之间关系的方向是基于理论假设,而不是对变量因果顺序的检验。原创性/价值本研究通过展示领导者的消极情绪对员工不文明行为的影响,进一步完善了关于员工不文明行为前因的有限文献。
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
2.70
自引率
6.20%
发文量
39
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