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Workplace Incivility and Conflict Management Styles: Predicting Job Performance, Organizational Commitment, and Turnover Intent

Workplace Incivility and Conflict Management Styles: Predicting Job Performance, Organizational Commitment, and Turnover Intent

Thomas G. Reio, Jr., Jeannie Trudel
Copyright: © 2017 |Pages: 24
ISBN13: 9781522509295|ISBN10: 1522509291|EISBN13: 9781522509301
DOI: 10.4018/978-1-5225-0929-5.ch013
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MLA

Reio, Jr., Thomas G., and Jeannie Trudel. "Workplace Incivility and Conflict Management Styles: Predicting Job Performance, Organizational Commitment, and Turnover Intent." Adult Education and Vocational Training in the Digital Age, edited by Viktor Wang, IGI Global, 2017, pp. 217-240. https://doi.org/10.4018/978-1-5225-0929-5.ch013

APA

Reio, Jr., T. G. & Trudel, J. (2017). Workplace Incivility and Conflict Management Styles: Predicting Job Performance, Organizational Commitment, and Turnover Intent. In V. Wang (Ed.), Adult Education and Vocational Training in the Digital Age (pp. 217-240). IGI Global. https://doi.org/10.4018/978-1-5225-0929-5.ch013

Chicago

Reio, Jr., Thomas G., and Jeannie Trudel. "Workplace Incivility and Conflict Management Styles: Predicting Job Performance, Organizational Commitment, and Turnover Intent." In Adult Education and Vocational Training in the Digital Age, edited by Viktor Wang, 217-240. Hershey, PA: IGI Global, 2017. https://doi.org/10.4018/978-1-5225-0929-5.ch013

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Abstract

The purpose of this study was to examine the relations among conflict management styles and target and instigator incivility and job performance, organizational commitment, and turnover intent. Data from 270 employees suggested that experiencing and instigating uncivil behavior occurred frequently. Using an integrative conflict management style was positively associated with job performance and organizational commitment and negatively with turnover intent. Dominant conflict management style was negatively associated with organizational commitment and positively with turnover intent. Both types of incivility were negatively associated with job performance and organizational commitment, and positively with turnover intent. Target incivility was the most powerful predictor in the hierarchical regression models.

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