The purpose of this study was to investigate group identification and group cohesion as moderators of the relationship between observed incivility and job outcomes. Participants included 36 men and 54 women from a property management company who completed scales assessing observed incivility in their workgroup, feelings of workgroup cohesion and identification, and job related outcomes (e.g., job satisfaction, burnout, turnover intentions, and affective organizational commitment). Results showed that observing incivility at work was directly related to turnover intentions for employees. Results also showed that employees who perceived their workgroup as highly cohesive reported being less committed to the organization. Additionally, results showed that employees who were low on group identification and perceived their workgroup as cohesive reported the lowest levels of job satisfaction. These results held even after controlling for personally experienced incivility and negative affectivity. The present study is an important expansion to existing incivility research and suggests that incivility is an important organizational issue.
| Identifer | oai:union.ndltd.org:WKU/oai:digitalcommons.wku.edu:theses-1486 |
| Date | 01 April 2005 |
| Creators | Tate, Catharine |
| Publisher | TopSCHOLAR® |
| Source Sets | Western Kentucky University Theses |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | Masters Theses & Specialist Projects |
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