Search results

1 – 4 of 4
Article
Publication date: 15 June 2021

Yariv Itzkovich, Sibylle Heilbrunn and Niva Dolev

In the current study framework, the authors test the underlying assumptions of affective events theory concerning the impact of job satisfaction and job insecurity driven…

Abstract

Purpose

In the current study framework, the authors test the underlying assumptions of affective events theory concerning the impact of job satisfaction and job insecurity driven by incivility on intrapreneurial behaviour.

Design/methodology/approach

Data were collected with a sample of 510 employees from five organisations. All hypotheses were tested via SmartPLS3. Additionally, a distinction between formative and reflective measures was performed.

Findings

Findings revealed that incivility decreases intrapreneurial behaviour, mediated by job satisfaction and job insecurity. Additionally, this study’s results show that the relationship between job satisfaction and job insecurity and intrapreneurial behaviour distinguishes unionised employees from employees who are not unionised.

Research limitations/implications

The cross-sectional nature of the present data precluded definitive statements about causality. Additionally, further studies should increase the sample size and include an international perspective to ensure the overall generalisability of the results.

Practical implications

Practically, this study’s findings point to the need for organisational management to understand better underlying employees' perceptions and their antecedents and consequences.

Originality/value

The study results contribute to the literature by testing the core assumptions of affective events theory and by extending the affective events theory model, incorporating contextual influences on the relationship between attitudes and behaviours. The authors also show for the first time that incivility can be directly (compared to indirectly) linked to emotional-based responses, but not to those responses driven by cognitive appraisals. Thus, the study also contributes to the incivility literature and the understanding of various antecedents and consequences of incivility. Additionally, this study addressed the notion of formative versus reflective measurement models for the first time relating to incivility and intrapreneurial behaviour, allowing for more sensitive and less biased results. Herein lies an additional methodological contribution.

Details

Personnel Review, vol. 51 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 2 April 2020

Yariv Itzkovich, Niva Dolev and Moran Shnapper-Cohen

The purpose of this study is to assess the relationship between incivility and two organizational and personal attitudes, namely, perceived ethical climate and perceived…

Abstract

Purpose

The purpose of this study is to assess the relationship between incivility and two organizational and personal attitudes, namely, perceived ethical climate and perceived quality of work-life of nurses, in the framework of organizational climate.

Design/methodology/approach

Quantitative data of 148 nurses working in a medium-sized hospital in Israel were collected. Furthermore, qualitative data were collected through semi-structured interviews with 12 nurses and 14 doctors from the same hospital, constructing a mixed-method approach.

Findings

Findings revealed that witnessing or experiencing incivility affected the nurses' perception of the ethical climate of their work unit and their perceived quality of their work-life. Additionally, we found that the relationship between incivility and nurses' perceived quality of work-life was partially mediated through their perceived ethical climate. The qualitative data supported some of the findings.

Originality/value

The article stretches the incivility theory beyond its dyadic boundaries, prominently showing the spillover effect of incivility as an organizational problem. Additionally, it offers some evidence-based support for the multidimensionality of incivility, strengthening the need for a construct cleanup.

Details

International Journal of Workplace Health Management, vol. 13 no. 3
Type: Research Article
ISSN: 1753-8351

Keywords

Article
Publication date: 2 June 2020

Yariv Itzkovich, Sibylle Heilbrunn and Ana Aleksic

The full-range leadership theory, and the distinction between transformational, transactional and laissez-faire leadership behaviour has strongly influenced leadership…

1874

Abstract

Purpose

The full-range leadership theory, and the distinction between transformational, transactional and laissez-faire leadership behaviour has strongly influenced leadership theory and research in the last several decades. However, in spite of its impact on theory and practice, it has a few shortcomings, as, in its essence, it disregards several essential aspects of a leader’s behaviour, such as the dark side of leadership behaviour. Therefore, to capture various leader behaviours, we provide a more comprehensive leadership model named the “complete full range of leadership”.

Design/methodology/approach

Based on reviewing the relevant theoretical and empirical literature, we propose an extended theoretical model, which addresses the existing shortcomings of the full range leadership model.

Findings

First, we added a new active and more destructive facet of leadership style named active, destructive leadership style. Second, based on existing empirical findings, we restructured the transactional facet of full-range leadership by collapsing its components into two new distinct facets representing active constructive leadership style and passive destructive leadership style. Finally, drawing on Hersey and Blanchard’s model, we add a new passive and constructive facet named passive constructive leadership.

Originality/value

Our suggested “complete full range of leadership” contributes to leadership theory by addressing the gap between existing theory and empirical findings, making a clear distinction between lack of leadership and delegation and by comprising the dark side of leadership with its bright side into one comprehensive leadership model.

Details

Journal of Management Development, vol. 39 no. 7/8
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 4 July 2016

Yariv Itzkovich

Drawing on the exchange model and the multidimensional approach to job insecurity, the purpose of this paper is to assess the relationship between perceived incivility and…

1119

Abstract

Purpose

Drawing on the exchange model and the multidimensional approach to job insecurity, the purpose of this paper is to assess the relationship between perceived incivility and two possible outcomes: job insecurity and employee deviance, while differentiating between two separate groups of targets, namely targets who possess high employment status and targets with low employment status.

Design/methodology/approach

Data were collected in 2014 in Israel. An on-line questionnaire method was used, through which 648 valid responses were collected and analyzed using structural equational modeling.

Findings

H1 and H2 maintained that incivility would have a positive impact on job insecurity and employee deviance. The other three hypotheses maintained that the perception of incivility, as well as the relationship between incivility and both job insecurity and employee deviance, would be stronger for employees working under less favorable employment conditions. The model’s fit indices indicated a good fit, suggesting that all five hypotheses were accepted.

Originality/value

This study elaborates on previous studies by showing that incivility can predict job insecurity and employee deviance. Data related to the potential deviant outcomes of incivility are relatively rare. Additionally, the current research framed incivility, which is a micro-level behavior, in a wider context of employment relations. As precarious employment arrangements are on the rise, it is necessary to understand its hidden implications and threats to both employees and organizations. From a methodological point of view, this study introduced a shorter version of Robinson and Bennett’s (1995) workplace deviance scale, which pertains to the authors’ theoretical model.

Details

EuroMed Journal of Business, vol. 11 no. 2
Type: Research Article
ISSN: 1450-2194

Keywords

1 – 4 of 4