Differences among women in response to workplace incivility: Perceived dissimilarity as a boundary condition
Purpose: The purpose of this paper is to explore the consequences of experienced workplace incivility when female employees perceive that they are different from their workgroup. The authors examine how women’s perceptions of demographic dissimilarity from their workgroup moderate the relationships between incivility and psychological wellbeing, and between incivility and turnover intentions. Design/methodology/approach: A total of 125 female employees of a post-secondary institution participated in this study. Participants were recruited through an electronic mailing list over the course of one month and completed an online survey. Findings: Experienced workplace incivility among females is related to poorer psychological wellbeing and higher turnover intentions. Controlling for actual age and gender dissimilarity at the department level, perceived gender dissimilarity from one’s workgroup moderated the workplace incivility-turnover intentions relationship, whereby the relationship was strengthened at low, but not high levels of experienced incivility. Perceived gender dissimilarity did not moderate the incivility–psychological wellbeing relationship. Perceived age dissimilarity was not a significant moderator. Research limitations/implications: The role of perceived dissimilarity and other personal contextual variables should be considered in future work on selective incivility. Perceived dissimilarity can influence some of the negative outcomes associated with incivility, particularly at low levels. Originality/value: This research extends the selective incivility literature by incorporating a relational demography perspective to the study of female targets’ experience of workplace incivility. Findings suggest that perceptions of difference may affect the interpretation and outcomes associated with females’ experience of incivility.
|Demographic dissimilarity, Psychological wellbeing, Selective incivility, Turnover intentions|
|Equality, Diversity and Inclusion|
|Organisation||Department of Psychology|
Oyet, M.C. (Mercy C.), Arnold, K.A. (Kara A.), & Dupre, K. (2019). Differences among women in response to workplace incivility: Perceived dissimilarity as a boundary condition. Equality, Diversity and Inclusion. doi:10.1108/EDI-06-2018-0108