Supervisor and Coworker Incivility: Testing the Work Frustration-Aggression] Model

摘要

The purpose of this study was to test the association among situational constraints, emotional reactions, behavioral responses, and their distal outcomes in the workplace through two modified versions of the Fox-Spector (1999) work frustration-aggression model. Demographics (age, gender) and personality traits (emotional stability, thrill seeking), incivility, and two organizational outcomes (organizational commitment and employee satisfaction) were added to the original model.The paper-and-pencil survey battery, consisting of eight scales, was completed by 507 participants. Models were tested with path-analytic procedures. After controlling for the demographic and personality variables, situational constraints, frustration, and supervisor and coworker incivility predicted less organizational commitment and employee satisfaction. The frustration and incivility variables served as mediators between situational constraints and the dependent variables in the models. Human Resource Development (HRD) researchers and practitioners are provided with insights into incivility behavior where HRD leveraging can make a difference in organizational commitment and workplace satisfaction.