When and how experienced incivility dissuades proactive performance: An integration of sociometer and self-identity orientation perspectives.

Pauline Schilpzand · Lei Vincent Huang

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Job Satisfaction and Organizational Behavior Workplace Violence and Bullying Death Anxiety and Social Exclusion

Abstract

In this article we build on relational Sociometer Theory (Leary, 2005; Leary & Baumeister, 2000) to posit the impact of the belongingness threat of experienced incivility in one's work team on employee feelings of ostracism and subsequent engagement in proactive performance. Integrating the social-relational framework of Self-Identity Orientation Theory (Brewer & Gardner, 1996; Cooper & Thatcher, 2010), we nuance our predictions by hypothesizing that chronic self-identification orientations influence both the effect that experiencing incivility in one's work team exerts on feeling ostracized, and the impact that feeling ostracized has on subsequent employee proactive performance. Using a sample of 212 employees and their 51 supervising managers employed in an Internet service and solution company in China, we found support for our hypothesized model. Implications for theory and practice are discussed. (PsycINFO Database Record

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References

1999Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives 1995The need to belong: Desire for interpersonal attachments as a fundamental human motivation.2002Culture's Consequences: Comparing Values, Behaviors, Institutions, and Organizations across Nations 2005Social Exchange Theory: An Interdisciplinary Review 2000Social Identity and Self-Categorization Processes in Organizational Contexts 2000Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis.1999Tit for Tat? The Spiraling Effect of Incivility in the Workplace 2000Proactive Behavior in Organizations

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