Workplace cyber incivility: The spillover and anti-spillover mechanisms between the reality and the virtual world

doi:10.3724/SP.J.1042.2018.02204

Abstract

Abstract:

Previous research on workplace incivility has primarily focused on those occurring face-to-face, and demonstrated that it has spillover and crossover effects between the work domain and family domain. However, recent studies suggested that workplace cyber incivility, the virtual form of workplace incivility, has its own unique features and has worse consequences. Based on the review of existing literature on workplace cyber incivility, we introduce the concept of social presence, and summarize potential spillover and anti-spillover mechanisms between the reality and the virtual world for workplace incivility. In addition, we propose several research propositions, and encourage future research to uses these propositions to examine different forms of workplace cyber incivility.

Key words: cyber incivility, spillover effects, anti-spillover effects, social presence

CLC Number:

B849:C93

YAN Yu, ZHONG Jinghong. Workplace cyber incivility: The spillover and anti-spillover mechanisms between the reality and the virtual world[J]. Advances in Psychological Science, 2018, 26(12): 2204-2215.

Figures/Tables 2

References 62

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研究	前因变量	结果变量	中介/调节变量	主要发现
Lim & Chin, 2006	网络不文明行为	领导满意度、离职意图、组织承诺	调节: 领导性别	男性领导的网络不文明行为明显、直接; 女性领导则隐蔽、间接; 网络不文明行为与领导满意度负相关, 与离职意图正相关, 与组织承诺负相关
Yuin, 2006	网络不文明行为	愤怒、挫折	中介: 互动不公正调节: 领导性别	明显的和隐蔽的网络不文明行为均会导致员工的愤怒和挫折情绪, 互动不公正中介这一过程, 领导性别调节受害者对网络不文明行为的应对方式
Lim & Teo, 2008	网络不文明行为	工作满意度	调节: 领导性别	网络不文明行为会降低员工对领导的满意度, 领导性别调节这一过程
Byron, 2008	发送者性别、相对地位、联系时间; 接收者年龄、消极情绪	对邮件的情绪误判	调节: 社会背景、消息内容 (情绪线索)	工作邮件接收者更易将邮件内容中的情绪性信息误解为消极的, 以此造成不必要的冲突
Lim & Teo, 2009	网络不文明行为	工作满意度、组织承诺、离职意图、职场偏离行为		网络不文明行为与员工的工作满意度和组织承诺负相关; 与离职意图和职场偏离行为正相关
Giumetti et al., 2012	网络不文明行为	倦怠、旷工、离职意图	调节: 神经质	领导网络不文明行为与员工的倦怠、旷工和离职意图正相关, 神经质调节这一过程
Giumetti et al., 2013	领导网络行为 (不文明/支持)	情绪、工作投入度、工作绩效	中介: 精力水平	领导网络不文明行为与工作投入度、工作绩效负相关; 精力水平中介领导网络不文明行为与消极情绪之间的正相关关系
Song, 2013	-	-	-	探讨了职场网络不文明行为的煽动者、消极后果、干预措施
Ophoff et al., 2015	网络不文明行为	工作绩效、工作环境氛围		对比了网络不文明行为、网络欺凌、网络骚扰三者之间的区别和概念重叠; 网络不文明行为会降低工作绩效, 污染工作环境
Francis et al., 2015	网络行为的文明度	规则违反行为	调节: 工作负荷	高工作负荷的员工更易被网络不文明行为激惹, 进而表现出不文明行为
Park et al., 2015	网络不文明行为	情绪痛苦、身体痛苦	调节: 工作控制感、与工作的心理分离	网络不文明行为造成的情绪和身体痛苦具有延续效应, 工作控制感和与工作的心理分离可以缓冲网络不文明行为的消极效应
Krishnan, 2016	外向性、情绪稳定性	网络不文明行为	调节: 责任心	网络不文明行为与外向性正相关, 与情绪稳定性负相关; 责任心负向调节外向性和情绪稳定性与网络不文明行为的关系
Giumetti et al., 2016	网络不文明行为	工作绩效	中介: 工作满意度调节: 积极情绪	工作满意度中介网络不文明行为与工作绩效之间的负相关关系; 积极情绪调节网络不文明行为与工作绩效之间的负相关关系
Kim & Carthy, 2016	感知的不文明行为的普遍性	职场人际关系、工作绩效		面对面不文明行为和网络不文明行为之间的潜在差异; 不文明行为对职场人际关系具有消极影响
Kowalski et al., 2017	Study1: 网络欺凌、传统欺凌 Study2: 面对面欺凌、面对面不文明行为、网络欺凌、网络不文明行为	Study1: 抑郁、社会焦虑、自尊 Study2: 旷工、离职、工作满意度、CWB	调节: 行为的来源	四种类型的职场不当行为均会产生与心理和工作相关的消极后果; 职场网络不文明行为具有更高的发生率, 但其消极效应小于网络欺凌。

研究	前因变量	结果变量	中介/调节变量	主要发现
Lim & Chin, 2006	网络不文明行为	领导满意度、离职意图、组织承诺	调节: 领导性别	男性领导的网络不文明行为明显、直接; 女性领导则隐蔽、间接; 网络不文明行为与领导满意度负相关, 与离职意图正相关, 与组织承诺负相关
Yuin, 2006	网络不文明行为	愤怒、挫折	中介: 互动不公正调节: 领导性别	明显的和隐蔽的网络不文明行为均会导致员工的愤怒和挫折情绪, 互动不公正中介这一过程, 领导性别调节受害者对网络不文明行为的应对方式
Lim & Teo, 2008	网络不文明行为	工作满意度	调节: 领导性别	网络不文明行为会降低员工对领导的满意度, 领导性别调节这一过程
Byron, 2008	发送者性别、相对地位、联系时间; 接收者年龄、消极情绪	对邮件的情绪误判	调节: 社会背景、消息内容 (情绪线索)	工作邮件接收者更易将邮件内容中的情绪性信息误解为消极的, 以此造成不必要的冲突
Lim & Teo, 2009	网络不文明行为	工作满意度、组织承诺、离职意图、职场偏离行为		网络不文明行为与员工的工作满意度和组织承诺负相关; 与离职意图和职场偏离行为正相关
Giumetti et al., 2012	网络不文明行为	倦怠、旷工、离职意图	调节: 神经质	领导网络不文明行为与员工的倦怠、旷工和离职意图正相关, 神经质调节这一过程
Giumetti et al., 2013	领导网络行为 (不文明/支持)	情绪、工作投入度、工作绩效	中介: 精力水平	领导网络不文明行为与工作投入度、工作绩效负相关; 精力水平中介领导网络不文明行为与消极情绪之间的正相关关系
Song, 2013	-	-	-	探讨了职场网络不文明行为的煽动者、消极后果、干预措施
Ophoff et al., 2015	网络不文明行为	工作绩效、工作环境氛围		对比了网络不文明行为、网络欺凌、网络骚扰三者之间的区别和概念重叠; 网络不文明行为会降低工作绩效, 污染工作环境
Francis et al., 2015	网络行为的文明度	规则违反行为	调节: 工作负荷	高工作负荷的员工更易被网络不文明行为激惹, 进而表现出不文明行为
Park et al., 2015	网络不文明行为	情绪痛苦、身体痛苦	调节: 工作控制感、与工作的心理分离	网络不文明行为造成的情绪和身体痛苦具有延续效应, 工作控制感和与工作的心理分离可以缓冲网络不文明行为的消极效应
Krishnan, 2016	外向性、情绪稳定性	网络不文明行为	调节: 责任心	网络不文明行为与外向性正相关, 与情绪稳定性负相关; 责任心负向调节外向性和情绪稳定性与网络不文明行为的关系
Giumetti et al., 2016	网络不文明行为	工作绩效	中介: 工作满意度调节: 积极情绪	工作满意度中介网络不文明行为与工作绩效之间的负相关关系; 积极情绪调节网络不文明行为与工作绩效之间的负相关关系
Kim & Carthy, 2016	感知的不文明行为的普遍性	职场人际关系、工作绩效		面对面不文明行为和网络不文明行为之间的潜在差异; 不文明行为对职场人际关系具有消极影响
Kowalski et al., 2017	Study1: 网络欺凌、传统欺凌 Study2: 面对面欺凌、面对面不文明行为、网络欺凌、网络不文明行为	Study1: 抑郁、社会焦虑、自尊 Study2: 旷工、离职、工作满意度、CWB	调节: 行为的来源	四种类型的职场不当行为均会产生与心理和工作相关的消极后果; 职场网络不文明行为具有更高的发生率, 但其消极效应小于网络欺凌。

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