Workplace Incivility and Conflict Management Styles: Predicting Job Performance, Organizational Commitment and Turnover Intent
Thomas Reio, College of Education, Florida International University, Miami, FL, United States ; Jeannie Trudel, School of Business, Southern Wesleyan University, Central, SC, United States
IJAVET Volume 4, Number 4, ISSN 1947-8607 Publisher: IGI Global
The purpose of this study was to examine the relations among conflict management styles and target and instigator incivility and job performance, organizational commitment, and turnover intent. Data from 270 employees suggested that experiencing and instigating uncivil behavior occurred frequently. Using an integrative conflict management style was positively associated with job performance and organizational commitment and negatively with turnover intent. Dominate conflict management style was negatively associated with organizational commitment and positively with turnover intent. Both types of incivility were negatively associated with job performance and organizational commitment, and positively with turnover intent. Target incivility was the most powerful predictor in the hierarchical regression models.
Reio, T. & Trudel, J. (2013). Workplace Incivility and Conflict Management Styles: Predicting Job Performance, Organizational Commitment and Turnover Intent. International Journal of Adult Vocational Education and Technology, 4(4), 15-37. IGI Global.