Suchergebnisse

This study extents the literature on workplace incivility by investigating the extent to which perception of organizational politics and job-related negative emotions predicted workplace incivility. Participants were 248 employees (121 males; 127 females) of distressed commercial banks, whose ages averaged 27.43 years (SD=9.58). Results indicated that marital status predicted workplace incivility such that employees that were single tended to be less civil than those that were married. Academic qualification also exerted influence on workplace incivility such that workplace incivility reduced as employees' level of education increased. Employees who perceived organizational politics also tended to engage in workplace incivility. Job-related negative emotions significantly predicted workplace incivility in such a way that employees who felt bad about their jobs tended to exhibit workplace incivility. Workplace violence might be employees' negative way of coping with self-serving behaviors and other negative work situations.

This study investigated the influence of production team size (small vs. large) and employees' perceptions of their production work teams (negative, neutral, and positive) on their level of workplace commitment.Twenty-three production work teams composed of 205 employees (105 males, 100 females), drawn from two team-based private manufacturing organizations, participated in the study. They responded to the workgroup functioning scale and Buchanan's organizational commitment scale. Team size had no significant correlation with how employees perceived their production work team and their levels of workplace commitment. The results of the 2 × 3 analysis of variance indicated that production team size had no significant influence on workplace commitment. However, employees who had positive perceptions of their production work teams were significantly more committed to the workplace than were those who held either neutral or negative perceptions.