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People are more likely to participate in work-related events that might cause positive and negative affective reactions. Prior research linked coworker friendship with incivility; however, few studies investigated negative workplace gossip. Simultaneously, linking coworker friendship with incivility through positive/negative affective responses is lacking. As such, this paper aims to examine this relationship via the dual mediation effect of positive and negative workplace gossip.

A total of 398 subordinates at family restaurants in Greater Cairo were surveyed, and data was analyzed using SmartPLS4.

Coworker friendship significantly influences coworker incivility via positive and negative workplace gossip and other underlying mechanisms.

Managers should take the initiative to decrease gossip by sharing information promptly and thoroughly and establishing effective channels for information exchange. In the case of an informal plan, restaurant managers may seek to create a welcoming and motivating corporate atmosphere and cultivate social ties among subordinates to prevent the creation of negative gossip. Restaurant managers should give victims of negative gossip timely psychological counseling.

This paper contributes to the restaurant literature on affective emotional responses to coworkers’ judgment-driven behavior from new perspectives.

Underpinned by affective events theory (AET), this paper examines the effect of coworker friendship on coworker incivility in family-style restaurants. Furthermore, this paper seeks the mediation effect of positive workplace gossip.

Using a time-lagged approach, 83 headwaiters and 326 servers at family-style restaurants located in Port Said and Ismailia responded, and their responses were analyzed using AMOS v. 24.

Multigroup analysis findings proved that coworker friendship increased positive workplace gossip in favor of the server sample. At the same time, the latter decreased coworker incivility in favor of the headwaiter sample. Besides, positive workplace gossip partially mediated the coworker friendship–incivility association in favor of the server sample. Furthermore, incivility levels increase between married coworkers and their peers in favor of the server sample.

From the AET lens, this paper offers valuable insights into affective and emotional reactions to closest coworkers' judgmental behavior in the restaurant industry.

In this paper, the impact of customer incivility on work engagement was investigated. The authors also explored whether supervisor positive gossip and workplace friendship prevalence moderated the impact of customer incivility on work engagement in the Nigerian context.

The authors used a time-lagged design to collect data from 258 frontline casual dining restaurant employees across city centers in South-eastern Nigeria who completed Time 1 and Time 2 paper surveys after a one-month interval.

Structural equation modeling (SEM) revealed that while customer incivility was negatively lx`inked to work engagement, supervisor positive gossip and workplace friendship prevalence were positively linked to work engagement. It was also found that both supervisor positive gossip and workplace friendship prevalence moderated the negative connection between customer incivility and work engagement.

One proactive way to forestall the negative impact of customer incivility on work engagement is for managers to devise approaches to decrease the impact of uncivil customer behaviors, such as developing an atmosphere that engenders friendship and speaking positively to subordinates about other employees' work behaviors.

Although increased scholarly attention has been paid to workplace incivility, customer incivility has not been sufficiently addressed. Earlier research on workplace gossip is influenced by the widely-held belief that gossip is often negative, with far less attention given to the sunny side of gossip. This study is one of the earliest efforts to examine the moderating roles of supervisor positive gossip and workplace friendship prevalence in the negative link between customer incivility and work engagement in the hospitality industry.

This study aims to examine perceived organizational politics (POP) as an antecedent to workplace gossip. While the commonly held belief is that POP is consequential to the existence of negative workplace gossip, an alternate hypothesis can be that POP may predict positive workplace gossip as well. The study further explores the role of compassion as a boundary condition in the relationship of POP with negative and positive valences of workplace gossip.

Using purposive sampling technique, the data were collected through time-lagged (two-wave) surveys from employees working in private (Study 1, n = 366) and public (Study 2, n = 206) sector organizations across India, and analyzed using SPSS AMOS 27 and PROCESS Macro (Model 1).

The results of Study 1 and Study 2 revealed that POP correlated positively with negative as well as positive workplace gossip. Further, it was found that compassion moderated the relationship of POP with negative workplace gossip but failed to moderate in the case of positive workplace gossip in both the studies.

This study makes practitioners aware of the ubiquity of the phenomenon of workplace gossip and encourages them to embrace gossip in the workplace rather than banishing it altogether.

This study delineates the link between POP and the valences of workplace gossip that remains unexplored in the literature. The study also takes into account the intervening role of compassion in the aforementioned relationships. The striking results of the study open new realms of research possibilities not only in the field of workplace gossip, but POP and compassion as well.

Despite the recent extending research on knowledge hiding, there is still scant research on social stressor phenomena-related contextual antecedent factors and new cognitive mechanisms of knowledge hiding behaviors. To shed new light on this unexplored gap, this research explores the multi-level moderated mediation model that examines how and when negative gossip experienced by targets in the workplace induces their knowledge hiding from coworkers drawing from the lens of social learning and cognitive theories. More specifically, this study aims to evaluate the relationship between negative workplace gossip and knowledge hiding via moral disengagement, and this mediation effect is also moderated by team relational conflict as a novel boundary condition.

This study collected multi-wave 338 employees’ data from 68 teams of cross-sectional industries in China, which were nested within teams. The collected nested nature data were analyzed by employing multi-level analysis based on hierarchical linear modeling.

The results suggested that negative workplace gossip first triggers moral disengagement and thereby, leads to knowledge hiding. Furthermore, the direct positive association between negative workplace gossip and moral disengagement was strengthened by increasing intra-team relational conflict. In addition, the mediation effect of moral disengagement between negative workplace gossip and knowledge hiding was also strengthened through increasing intra-team relational conflict.

This study first empirically examines the multi-level model using a new underlying mechanism (moral disengagement) and team-level boundary condition (relational conflict) and enriches the current literature on knowledge management and workplace gossip. Theoretical and practical implications of these findings and future research lines are also discussed, which will facilitate practitioners and academicians to curb counterproductive knowledge behavior.

Although many probable consequences of workplace gossip have been featured prominently in the organizational behavior literature, existing research lags in identifying the possible causes behind it. In the present research, the authors aim to examine self-focused personality traits such as narcissism and core self-evaluation (CSE) as predictors of negative (NWG) and positive workplace gossip (PWG). In addition, the study tests the moderating influence of perceived organizational politics (POP) on the aforementioned relationships.

The authors conducted a time lagged field study on a sample of 616 employees from various organizations across India. The proposed theoretical model was tested using structural equation modeling procedures in AMOS.

Narcissism was found to relate significantly with NWG as well as PWG. CSE, on the other hand, showed significant association with NWG only. Further, POP was found to moderate the relationship between narcissism and PWG.

Present study makes practitioners aware of the ubiquity of the phenomenon of gossip and encourages them to design and implement policies that cater to the needs of communication of employees. It also advises managers to carefully examine political scenario in the organization, and understand how it can be moulded for the betterment of employees as well as the organization.

First, using social comparison theory, the authors introduce personality traits as predictors of NWG and PWG. Second, by exploring POP as the boundary condition, the authors take into account the most common yet unexplored factor that affects gossip behavior in the organizations.

Extant scholars identified negative workplace gossip as a social stressor that negatively influences employees’ behavior and attitude. Despite the burgeoning interest in workplace stressors, limited studies have explored how the detrimental consequences of targets’ perceived negative workplace gossip spur their emotions and behaviors. Grounding on conservation of resources and ego depletion theories, this study aims to investigate why and how targets’ negative workplace gossip may contribute to trigger knowledge hiding. Specifically, the authors explore the underlying mechanism of personal ego depletion and boundary conditions of organizational justice to shed new light on the above process.

Using two time-wave survey, the authors collected 340 sample data from employees working in high-tech companies of China. Hierarchical regression analysis was used to examine hypothesized relationships of moderated mediation model.

The empirical results revealed that negative workplace gossip exacerbates knowledge hiding by increasing personal ego depletion. Furthermore, through testing moderated mediation model, the results showed that organizational justice (i.e. distributive and procedural justice) with the low presence moderates the stronger strength of the linkage between negative workplace gossip and personal ego depletion, and likewise, it also moderates the stronger effect of negative workplace gossip on knowledge hiding via personal ego depletion.

This study recommends several guidelines for managers and practitioners to mitigate negative gossip by strengthening organizational justice.

This study first enriches novel understanding in the literature between negative workplace gossip and knowledge hiding by using a new emotional mechanism (i.e. personal ego depletion). This research also contributes new insights by incorporating contextual boundary conditions (i.e. organizational justice) that have not been yet researched on negative gossip and knowledge hiding linkage.

The purpose of this paper is to examine the relationship between toxic workplace environments, negative workplace gossip and knowledge hiding, by exploring workplace spirituality as a moderating variable in this relationship.

This study focusses on private university lecturer in West Java, Indonesia. Data collection was carried out by distributing questionnaires to respondents offline and online via Google Forms. Data analysis was done by structural equation modeling (SEM).

The findings reveal that a toxic workplace environment and negative workplace gossip are positively related to knowledge hiding. In addition, it was found that workplace spirituality moderates the relationship between a toxic workplace environment and negative workplace gossip with knowledge hiding.

This study extends the research model and research context of knowledge hiding in private universities. This research contributes to the social exchange theory literature by proving empirical support to confirm that there is a social exchange in interpersonal relations between academics.

This study extends the research model and research context of knowledge hiding in private universities, linking it to the conservation of resources theory. This research contributes to the social exchange theory literature by proving empirical support to confirm that there is a social exchange in interpersonal relations between lecturers.

Leaders need to instill spirituality in lecturer so that they feel comfortable when working, and it indirectly reduces the effects of negative behavior such as negative gossip and a toxic environment that makes them willing to share knowledge.

To the authors’ understanding, this is the first study to examine workplace spirituality as a variable moderating the relationship between toxic workplace environment and negative workplace gossip with knowledge hiding in the college context.

Remote work has allowed IT professionals to engage in “side hustles”, which is against the law in the Indian labour market. Professionals in the IT industry are constantly being scrutinized due to the emerging “side hustling” culture, and as a result, they are frequently subjected to rude and uncivil behaviour by others. This study aims to examine the outcome of workplace incivility on the employee’s job search behaviour and their silence. Along with this, it examines the intervening effect of organizational cynicism on the interrelation of workplace incivility with job search behaviour and employee silence. It further investigates the buffering role of workplace friendship in the link between workplace incivility and organizational cynicism.

In this study, a mixed-methods approach was used, which included testing the structural model followed by a qualitative study. In Study 1, the structural model testing of time-lagged primary data from 252 respondents who worked in information technology (IT) or information technology-enabled services was done, whereas Study 2 included a qualitative analysis.

The findings disclose that workplace incivility is positively connected to job search behaviour and employee silence. Organizational cynicism significantly intervenes in the link between workplace incivility and job search behaviour, and between workplace incivility and employee silence, whereas workplace friendship functions as a moderator in the link between workplace incivility and organizational cynicism. The findings indicate that if an employee experiences incivility at work, then workplace friendship plays an active role in encouraging the cynical behaviour of targeted employees towards their organisation.

In the past, investigators have investigated the concept of workplace incivility; however, to the best of the authors’ knowledge, its impact on job search behaviour is studied for the first time ever, whereas its impact on employee silence is studied for the first time in a moonlighting context in Indian industry. In light of the massive layoffs in India's IT industry because of employees' pursuit of side hustles, the results of this study will help firms better comprehend the negative repercussions of workplace incivility. These effects include employees' reluctance to speak up about problems at work and an increase in their frequency of actively seeking other employment.

This study aims to understand the relationship between family incivility and employees' organisational citizenship behaviour. It also explores the mediating role of negative rumination and the moderating roles of workplace friendship and optimism.

To test the hypothesised relationships, 381 responses were collected from employees at two-time points. The hypothesised relationships were tested using process macros.

The results indicated that family incivility is negatively related to organisational citizenship behaviour and increases negative rumination. The study also established the mediating role of negative rumination in the relationship between family incivility and organisational citizenship behaviour. The study also supported the buffering role of workplace friendship and optimism in the relationship between family incivility and negative rumination.

The study findings extend the understanding of how a non-work stressor can influence employee behaviour in the organisation. The study findings provide valuable directions to mitigate family incivility's adverse effects and extend the existing body of knowledge.

The study is unique as it links family events to work outcomes. Only a few scholarly attempts were undertaken to understand the effect of family incivility on employees' work behaviours. By explaining the mechanism and conditions, the study has a unique value to the scholarship.