Anmerkungen:
Nach Informationen von SSRN wurde die ursprüngliche Fassung des Dokuments August 30, 2020 erstellt
Beschreibung:
This study investigated what leadership traits affect workplace incivility and how they affect them. Drawing on Bandura's theory of social learning, we proposed a theoretical framework explaining leadership and incivility nexus by modifying Walsh et. al. (2017) model, as well as adding culture and more leadership traits. We also classified incivility into Experienced and Behavioral in line with Harold and Holtz (2014) model. We proposed that leadership styles as well as a collective culture, affect workplace Norms to Respect as well as organizational justice perception. And these two would lead towards incivility. Leadership styles included Passive, Charismatic, and Ethical Leadership. Hence, norms for respect and organizational justice has been tested as a mediator between culture, leadership, and civil work. To establish its empirical validity, the survey was conducted from 400 employees working in Pakistan's private sector organizations by means of a close-ended questionnaire. Data were analyzed using Structured Equation Modeling and Confirmatory factor analysis. The findings indicate that culture and leadership strongly predict incivility in the workplace. Collectivism has a significant positive relationship with Norms, whereas, Charismatic, and Ethical Leadership has a significant positive relationship. Passive leadership seems to have a significant negative effect on both Norms and Organization Justice. Organization Justice negatively and significantly affects both Behavioral and experienced incivility. Hence, the results demonstrated that as compared to norms, Organizational justice mediates the relationship between culture, leadership, and incivility in the workplace