The Relationship between perceived workplace exclusion with workplace Incivility in the medical staff of Rafsanjan University of Medical Sciences

Authors

1 MA.of public Management, Dept. of management, Rafsanjan Branch, Islamic Azad university, Rafsanjan, Iran

2 Academic member, Dept. of management, Rafsanjan Branch, Islamic Azad university, Rafsanjan, Iran

3 Assistant prof., Dept. of Psychiatry, Rafsanjan university of medical sciences, Rafsanjan, Iran

4 MSc Student in Statistics and mathematics , Shiraz University, shiraz, Iran

Abstract

Introduction: Perceived workplace exclusion and workplace indecency are among the problems of organizations which lead to Corruption, reduction in Organizational efficiency and Job Satisfaction. Thus, the present study examined the relationship between perceived workplace exclusion with workplace indecency in the medical staff of Rafsanjan University of Medical Sciences.

Material and Methods: The population for this descriptive research included all of medical staff in Rafsanjan University of medical sciences in 2013. By Cochran’s formula and categorical random sampling method, 248 subjects were selected and responded to workplace exclusion scale (WES) and workplace Incivility scale questioners. Data were analyzed with Kendall and Spearman test and multivariable regression.

Results: The Results showed that exclusion by the teammate and exclusion with colloquy language have the most correlation with workplace indecency and exclusion by the head of the department had the lowest correlation.

Conclusion: It is proposed that with respect to the positive relation between perceived exclusion and indecency in the workplace, the managers use the most effort for creating an intimate and empathic atmosphere between the personnel in order to reduce the indecency and perceived exclusion between the personnel and its consequences in the workplace.

Keywords

References

  1. Rezaei BF, Nouri A, Oreyzi HR. Workplace Incivility and Turnover Intention: The Mediating Role of Organizational Justice. Knowledge & Research in Applied Psychology 2012; 12(4):40-50. [Persian]
  2. Stifen PR, Timouti EJ. Fundamental of organization behavior. [Translate by A-arabi & taghizadeh]. 3nd ed.Tehran: Cultural research office; 2009: 230-31. [Persian]
  3. Pearson CM, Andersson LM, Wegner JW. When workers flout convention: A study of workplace incivility. Human Relations 2001; 54(11): 1387-419.
  4. Taylor SG. (Dissertation). Cold Looks and Hot Tempers:  Individual-Level Effects of Incivility in the Workplace. Baton Rouge United States: Louisiana State University; 2010:116.
  5. Pearson CM, Andersson LM, Porath CL. Assessing and attacking workplace incivility. Organizational Dynamics 2000;29(2):123-37.
  6. Andersson LM, Pearson CM. Tit for tat? The spiraling effect of incivility in the workplace. Academy of management review 1999;24(3):452-71.
  7. Zoghbi-Manrique-de-Lara P. Predicting nonlinear effects of monitoring and punishment on employee deviance: The role of procedural justice. European Management Journal 2011;29(4):272-82.
  8. Vickers MH. Writing what's relevant: Workplace incivility in public administration-A wolf in sheep's clothing. Administrative Theory & Praxis 2006;28(1):69-88.
  9. Gardner S, Johnson PR. The leaner, meaner workplace: Strategies for handling bullies at work. Employment Relations Today2001; 28(2):23-36.
  10. Bartlett M. (Dissertation) workplace Incivility and conflict management styles of community college leader in the nine mega state. South Carolina USA: Clemson University; 2009:266.
  11. Ferris DL, Brown DJ, Berry JW, Lian H. The development and validation of the Workplace Ostracism Scale. Journal of Applied Psychology 2008;93(6):1348-66.
  12. Arshadi N, Piriaei S, Zare R. The moderating role of personality traits on the relationship between perceived workplace exclusion and workplace deviance. International Journal of Behavioral Sciences 2012;6(3):221-30.[Persian]
  13. Bennett RJ, Robinson SL. Development of a measure of workplace deviance. Journal of Applied Psychology 2000; 85 (3): 349-60.
  14. Arab N, Sheykhahabani EH, Beshlideh K. Antecedents of workplace incivility: investigating some personal and organizational variables. Journal of psychology 2013; 17(3):294-309.
  15. Arshadi N, zare R, Piriaei S. Mediating role of workplace exclusion in the relationship of leader-member exchange (LMX) with workplace deviance and psychological well-being. Social psychology researches 2011; 1(3): 90-102.[Persian]
  16. Hitlan RT, Noel J. The influence of workplace exclusion and personality on counterproductive work behaviours: An interactionist perspective. European Journal of Work and Organizational Psychology 2009;18(4):477-502.
  17. Hasani S. (Dissertation).The relationship between workplace indecency, perceived organizational justice and organizational commitment in Rafsanjan city executive offices. Rfsanjan :Islamic Azad university ; 2013:136. [Persian]
  18. Baumeister RF, DeWall CN, Ciarocco NJ, Twenge JM. Social exclusion impairs self-regulation. Journal of personality and social psychology 2005;88(4):589-604.
  19. Hobfoll SE. Conservation of resources: A new attempt at conceptualizing stress. American psychologist 1989;44(3):513-24.
  20. Zadro L, Boland C, Richardson R. How long does it last? The persistence of the effects of ostracism in the socially anxious. Journal of Experimental Social Psychology 2006;42(5):692-7.
  21. Appelbaum SH, Deguire KJ, Lay M. The relationship of ethical climate to deviant workplace behaviour. Corporate Governance: The international journal of business in society 2005;5(4):43-55.
  22. Salmani D, Radmand M. Evaluating the Role of Organization and Management in Appearing Deviant Workplace Behaviors. Journal of public administration 2009; 1(3):51-68. [Persian]  

Files

Share

How to cite

Statistics