A meta-analysis of experienced incivility and its correlates: Exploring the dual path model of experienced workplace incivility.
verifiedrich profile · Journal of Occupational Health Psychology · 2022
Chris, Alexandra C.; Provencher, Yannick; Fogg, Cody; Thompson, Serena C.; Cole, Ashley L.; Okaka, Obehi; Bosco, Frank A.; González-Morales, M. Gloria
How this was studied
A meta-analytic synthesis — it pools many primary studies rather than running a single design, so there is no single-study diagram.
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
workplace incivility → turnover intention
workplace incivility → job satisfaction
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
workplace incivility predicts burnout
workplace incivility predicts job satisfaction
workplace incivility predicts turnover intention
In the authors’ words
The article’s own abstract.
The present study proposes and examines a theoretical Dual Path Model of Experienced Workplace Incivility using meta-analytic relationships (k = 246; N = 145, 008) between experienced incivility and frequent correlates. The stress-induced mechanism was supported with perceived stress mediating the meta-analytical relationship between experienced incivility and occupational health (i.e., emotional exhaustion and somatic complaints). The commitment-induced mechanism was also supported with affective commitment to the organization mediating the relationship between experienced incivility and organizational correlates (i.e., job satisfaction and turnover intentions). However, these paths were not able to explain the strong relationship between experienced and enacted workplace incivility. Moderating analysis revealed that the experienced-enactment link is stronger between coworkers, in comparison to incivility experienced from supervisors; experienced incivility is more strongly related to organizational correlates, when incivility is enacted by supervisors in comparison to coworkers, and in human service samples when compared to samples comprised of mixed occupations. We discuss theoretical and practical implications as well as directions for future research. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
What the literature says about it
Attributed, open-access quotes from other works that cite this article, plus the citation-graph verdict tally. Corroborations and disputes, in one place — the honest-broker view.
supports “These findings replicate the work on incivility experiences by identifying significant relationships between incivility and affective commitment, intentions to leave the organization, and job satisfaction (Chris et al., 2022).”
supports “These findings replicate the work on incivility experiences by identifying significant relationships between incivility and affective commitment, intentions to leave the organization, and job satisfaction (Chris et al., 2022).”
supports “First, workplace incivility has meta-analytic evidence to support its effect on affective commitment, intentions to leave the organization, and job satisfaction (Chris et al., 2022).”
supports “First, workplace incivility has meta-analytic evidence to support its effect on affective commitment, intentions to leave the organization, and job satisfaction (Chris et al., 2022).”
Ancillary research
Neighbouring works in the citation graph around this article.
Assembled from Principia’s registry — bibliographic record, extracted effect sizes, the models they inform, and open-access citing literature.