Workplace Perceptions and Workplace Incivility in Egypt: The Mediating Role of Organizational Cynicism

Workplace Perceptions and Workplace Incivility in Egypt: The Mediating Role of Organizational Cynicism

Mamdouh Zaky Ewis
DOI: 10.4018/ijcrmm.2014100104
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Using a sample of two hundred and ninety two administrative employees from five universities in Egypt completed the survey, the survey response rate was 58.4%, this study examined whether organizational cynicism mediated the effects of workplace perceptions represented in distributive, procedural, interactional justice (DJ, PJ and IJ), perceived organizational support (POS), and Perceived of Psychological Contract Breach (PPCB) on workplace incivility. DJ, PJ, IJ and POS were found to significantly and negatively influence both organization cynicism and workplace incivility. PPCB was found to significantly and positively influence both organization cynicism and workplace incivility. Results from Structural Equation Modeling (SEM) also showed that organizational cynicism partially mediates the relationship among DJ, PJ, IJ, POS, and PPCB and workplace incivility. Implications for research and practice of our findings are discussed.
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In general, individuals want to be treated with respect, a basic level of civility and respect is expected in any kind of relationship. In the workplace especially, employee would like to work in an environment where he or she is treated with respect and professionalism (Tarraf, 2012). As interest in deviant workplace behavior has grown, a distinct stream of research focused specifically on lesser forms of interpersonal mistreatment in organizations is emerging (Blau & Andersson, 2005). So, rude and discourteous treatment may be lead to cynical employees, strained relationships, and an unpleasant work environment (Tarraf, 2012).

Cortina et al. (2001) explain that organizational researchers and practitioners have paid increasing interest to interpersonal mistreatment at workplace such as violence, aggression, bullying, tyranny, harassment and deviance. One form of mistreatment, workplace incivility has attracted research attention as a milder type of behavior, it is more widespread in organizations and may result in many negative effects.

Organizational cynicism has been theorized to have a number of negative consequences, including reduced levels of performance, job satisfaction, organizational commitment, organizational citizenship, ethical intentions, prosocial behaviors, increased levels of intention to quit, alienation, burnout, antisocial behaviors and workplace deviance (Nafei, 2013; Özler & Atalay, 2011; Nair & Kamalanabhan, 2010; Arabac, 2010; James, 2005; Abraham, 2000; Dean et al., 1998). However, there is a lack of empirical studies measuring the impact of organizational cynicism on workplace incivility.

Many reasons may explain this rise of workplace incivility and organizational cynicism including workers’ diversity causing more misunderstanding; perceived job insecurity; stress on employees; and lower job satisfaction, perceptions of politics, organizational of justice, psychological contract breach or violations, and perceived organizational support (James, 2005; Johnson & Indvik, 2001).

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