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Assessing ethical efficacy, workplace incivility, and turnover intention: a moderated-mediation model

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Abstract

Drawing upon the social cognitive theory and social identity theory, this study hypothesizes that ethical efficacy and perceived workplace incivility affect turnover intention via the full mediation of emotional exhaustion. At the same time, organizational identification is a moderator in the development of turnover intention. A field survey on 512 employees from high-tech and banking industries was conducted for empirical testing. Test results using structural equation modeling and hierarchical regression analyses reveal that emotional exhaustion fully mediates the relationship between workplace incivility and turnover intention, as well as between ethical efficacy and turnover intention. Organizational identification positively moderates the effect of workplace incivility on emotional exhaustion. Theoretical and practical implications are discussed based on the empirical findings.

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Authors and Affiliations

  1. Institute of Business and Management, National Chiao Tung University, 118, Sec. 1, Jhongsiao W. Rd., Taipei, Taiwan

    Her-Ting Huang & Chieh-Peng Lin

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  1. Her-Ting Huang
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Correspondence to Chieh-Peng Lin.

Appendices

Appendix 1

1.1 Measurement items

Workplace incivility (Source: Cortina et al. 2001)

  1. 1.

    Senior employees seldom condescend to others.

  2. 2.

    Senior employees paid little attention to the statement or opinions of others.

  3. 3.

    Senior employees like to make demeaning or derogatory remarks about people.

  4. 4.

    Senior employees address people without respect.

  5. 5.

    Senior employees like to form small cliques against others.

  6. 6.

    Senior employees often doubt people’s judgment on a matter over which they have responsibility.

Ethical efficacy (Modified from: Chen and Lin 2014)

  1. 1.

    I am confident in solving the ethical problems in my work.

  2. 2.

    I am confident in following all of the ethical conduct on the job.

  3. 3.

    I am confident in maintaining workplace ethics.

  4. 4.

    I am confident in keeping up with ethical trends in business practices.

Emotional exhaustion (Source: Maslach et al. 1996)

  1. 1.

    I feel emotionally drained from my work.

  2. 2.

    I feel used up at the end of the workday.

  3. 3.

    I feel tired when I get up in the morning and have to face another day on the job.

  4. 4.

    Working all day is really a strain for me.

  5. 5.

    I feel burned out from my work.

Turnover intention (Source: Dysvik and Kuvaas 2013)

  1. 1.

    I will probably look for a new job in the next year.

  2. 2.

    I will likely actively look for a new job in the near future.

  3. 3.

    I often think about quitting my present job.

  4. 4.

    I am likely to quit my present job during next twelve months.

  5. 5.

    I do not see many prospects for the future in my firm.

Organizational identification (Source: Mael and Ashforth 1992)

  1. 1.

    When someone criticizes my company, it feels like a personal insult.

  2. 2.

    I am very interested in what others think about my company.

  3. 3.

    When I talk about my company, I usually say ‘we’ rather than ‘they’.

  4. 4.

    My company’s successes are my successes.

  5. 5.

    When someone praises my company, it feels like a personal compliment.

  6. 6.

    If a story in the media criticized my company, I would feel embarrassed.

Appendix 2

See Tables 1, 2, 3, 4, 5 and 6.

Table 1 Descriptive statistics, alpha coefficients, and correlations
Full size table
Table 2 Standardized loadings and reliabilities
Full size table
Table 3 Chi square difference tests for examining discriminant validity
Full size table
Table 4 Path coefficients and t value
Full size table
Table 5 The test results of the mediation using bootstrapping with 5000 subsamples
Full size table
Table 6 Regression analysis
Full size table

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Huang, HT., Lin, CP. Assessing ethical efficacy, workplace incivility, and turnover intention: a moderated-mediation model. Rev Manag Sci 13, 33–56 (2019). https://doi.org/10.1007/s11846-017-0240-5

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