UPSI Digital Repository (UDRep)
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Abstract : Universiti Pendidikan Sultan Idris |
Research into workplace incivility has received little attention in Indonesia, especially
in identifying the cause and implication of experienced workplace incivility among
millennial employees. In the future, millennial employees will take up the highest
proportion of employees in Indonesia. Therefore, this study aimed to identify the
antecedents and the consequences of experienced workplace incivility using Affective
Events Theory (AET), Conservation of Resources Theory (COR), Theory of Social
Power, and Social Exchange Theory. Data were collected via online questionnaires
from employees of two private organizations (n = 230) through a purposive sampling
technique. The questionnaires consist of demographic data questions and five
measurements, namely Workplace Incivility Scale, Emotional Exhaustion,
Psychological Well-being, Culture Values, and Turnover Intention. Analysis of the
research using PLS-SEM showed the presence of experienced workplace incivility
among millennial employees due to types of employees (β = -0.161, p< 0.05), age
(β = 0.153, p< 0.05) and collectivism dimension of cultural values (β = -0.415,
p< 0.05). Analysis showed that emotional exhaustion mediates experienced workplace
incivility, psychological well-being (β = -0.365, p0.05), and the dimension of cultural values of
individualism (β = 0.006, p> 0.05) are not significant factors in the experience of
uncivil behavior from supervisors or co-workers. This research showed that
psychological well-being is not significantly correlated with turnover intention
(β = 0.125, p>0.05) among the millennial generation. In practice, this study can shape
workplace policies by designing an intervention to create a civil environment, manage
emotional exhaustion, enhance psychological well-being, and reduce turnover
intention. This research will inspire future research in the 4.0 Industrial Revolution
Era to explore the possibility of online incivility toward millennial employees rather
than in-person incivility. |
References |
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