Research On The Relationship Between Workplace Incivility Behavior And Withdrawal Behavior

For an organization,any behavior that may have adverse effects on the organization needs to be taken seriously.Since 1990 s,workplace incivility behavior,as a bad behavior in the organization,has attracted the attention of scholars both at home and abroad.Studies have found that the majority of organizations have workplace incivility behaviors,and these behaviors have an impact on employees in the organization,such as reducing the sense of organizational identification,producing an idea of leaving the current organization.All of these will cut down the operational efficiency of organizational growth.Therefore,it is necessary to increase the study on the workplace incivility behavior,finding what kind of consequence this behavior will take place,and exploring the reasons of the staff's poor performance,absence from duty,come to work late and leave early.And this research is helpful to provide the corresponding management suggestions and countermeasures for the management practice of the organization,enrich the theoretical results of the research on the existing organizational behavior.Based on the theory of organizational identification and work requirements-resource model,this paper researches the influence path of workplace incivility behavior on withdrawal behavior of employees' work,the mediating effect of organizational identification,and the moderating effect of social supports.The data of this study came from a questionnaire survey of enterprise staff in Nanjing,Yancheng,Nantong,Shanghai,Qingdao and Wuhu.With the help of SPSS 19.0 and LISREL 8.7,we do the analysis of the reliability and validity,the analysis of correlation,and the analysis of regression,results showed that(1)employees' experience on workplace incivility behavior has a significant positive impact on the withdrawal behavior;(2)organizational identification emerges as a significant mediator in the relation between workplace incivility behavior and withdrawal behavior;(3)social support moderates the relation between employees' experience on workplace incivility behavior and organizational identification,and it also moderates the mediation of organizational identification between the relation of employees' experience on workplace incivility behavior and withdrawal behavior,namely with higher social support,the mediation of organizational identification will be weaker.The conclusions of this study have some guiding significance for the practice of business management.Employees in the organization will reduce their sense of organizational identification for their experience of workplace incivility behavior,and then this will make employees show withdrawal behavior in the organization.Therefore,organizations should reduce the occurrence of workplace incivility behavior as much as possible.For example,organization can start from the source of recruitment,selecting the employee who can consciously abide the civilized norms within the organization as far as possible.At the same time,organization can also increase the awareness of civilized behavior by increasing the training of civilized norms and so on,which can make the organization keep a harmonious atmosphere.What's more,building a perfect social support system is also helpful to reduce the adverse effect of workplace incivility behavior.There are also some shortcomings in this study.For example,we do not consider the problem of timeliness of workplace incivility when we do the questionnaire,and this may lead to the results of this study is not accurate.Therefore,in the future,we may enrich our research results through improving our research methods such as qualitative research and diary research to explore the influence of time on workplace incivility behavior and its results.