Fr-OR-S73-1 - Impacts Of Workplace Incivility And Ostracism Experiences On Employee And Intimacy Partner.

Track:
Emotions and organizational contexts
What:
Oral Presentation
Part of:
When:
Friday May 19   10:15 AM to 10:30 AM (15 minutes)
Where:
E0.01
Discussion:
0
 
Emotion in the workplace
Emotions and organizational contexts
Fr-OR-S73-1
Impacts of Workplace Incivility and Ostracism Experiences on Employee and Intimacy Partner.
C. H. Lee 1,*, P. S. Chen 2, M. L. Wang 3, H.-W. Lin 1, C. M. Chiu 4
1Graduate Institute of Human Resource & Knowledge Management , National Kaohsiung Normal University , 2Department of Human Resource Development, National Kaohsiung University of Applied Sciences, Kaohsiung, 3Department of Business Administration, Tamkang University, Taipei, 4Chimei Medical Center, Liouying, Tainan, Taiwan, Province of China
 
Content: Workplace incivility and ostracism both are negative interpersonal mistreatment experiences within the context of the work environment and are harmful to the well-being; however, incivility predominantly include behaviors the actually intensify social interaction, but ostracism is the acts of omission rather than commission. We adopted goal progress theory perspective that goal failure is associated with rumination to argue that employees’ workplace incivility and ostracism experiences induce social sharing of negative events and cognitive rumination separately; furthermore, cross over to impact their intimacy partners’ well- being. Matched data from a survey of 512 participants of full-time working status and their self-selected one intimacy partner from boyfriend or girlfriend, best friend, spouse, and one of the family member. Participant and intimacy partner data collected individually and separately. Results revealed that workplace incivility and ostracism both positively associated with social sharing of negative events and cognitive rumination. Cognitive rumination mediated the relationship between workplace ostracism and intimacy’s well-being, but social sharing of negative events did not mediate the impact of workplace incivility on intimacy’s well-being. As expected, incivility experiences from the acts of behaviors result in increased negative attention; and one of the most common ways individuals engage in copying is the use of social support on the process of social sharing of workplace mistreatment. Unlike the incivility, ostracism is the omission of positive attention from others rather than the commission of negative attention; that is, the ostracism experiences would elicit cognitive rumination and crossover to harm intimacy well-being, furthermore.
 
 

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