scholarly journals The Effects of Workplace Incivility on Job Satisfaction: Mediating Role of Organizational Citizenship Behavior, Intrinsic and Extrinsic Motivation, Emotional Exhaustion

2020 ◽  
Author(s):  
Rabbia Jamal ◽  
Danish Ahmed Siddiqui
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Emotional Exhaustion ◽  
Organizational Citizenship Behavior ◽  
Extrinsic Motivation ◽  
Workplace Incivility ◽  
Citizenship Behavior ◽  
Mediating Role ◽  
Intrinsic And Extrinsic Motivation

scholarly journals The Effects of Workplace Incivility on Job Satisfaction: Mediating Role of Organizational Citizenship Behavior, Intrinsic and Extrinsic Motivation, Emotional Exhaustion

2020 ◽  
Vol 10 (2) ◽  
pp. 56
Author(s):  
Rabbia Jamal ◽  
Danish Ahmed Siddiqui
Keyword(s):  
Job Satisfaction ◽  
Intrinsic Motivation ◽  
Organizational Citizenship ◽  
Emotional Exhaustion ◽  
Organizational Citizenship Behavior ◽  
Extrinsic Motivation ◽  
Workplace Incivility ◽  
Citizenship Behavior ◽  
Mediating Role ◽  
And Gender

Scholars have baptized for investigation relating to the antecedents and sways of workplace incivility and means to condense it. To address this concern, this study proposes a theoretical framework that explains the linkages of workplace incivility (WI) with Job satisfaction (JS). We theorized that incivility decreases employees’ motivation, increases emotional exhaustion and further leads to restricted OCB. These factors, in response, confine employees’ job satisfaction. Further ahead, age, and gender moderates the effect of incivility on job satisfaction. Hence, OCB, exhaustion, and motivation mediate incivility and job satisfaction nexus. These relationships were theorized in a singular model to portray the overall impact of the variables occurring at once. Empirical validity was established through a survey conducted through close-ended questionnaire from 272 employees working in Karachi. Results proposed that there is a negative mediatory impact of emotional exhaustion, whereas, OCB, extrinsic and intrinsic motivation had no mediatory effect on experienced incivility and job satisfaction. With regards to instigated incivility, it doesn’t cause any significant or material job dissatisfaction, however, intrinsic motivation and emotional exhaustion play a negative mediatory role. Witnessed incivility directly affect JS as its coefficient was negative and significant, however, no mediatory role was found.

scholarly journals Motivation and Job Burnout: The Mediating Role of Organizational Citizenship Behavior

2019 ◽  
Vol 5 (4) ◽  
pp. 27-33
Author(s):  
Meily Margaretha
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Extrinsic Motivation ◽  
Job Burnout ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Mediating Role ◽  
The Relationship ◽  
Intrinsic And Extrinsic Motivations

The occurrence of a change in work motivation and loss of enthusiasm was experienced by workers associated with excessive stress or disappointment experienced in work situations. Workers with more intrinsic and extrinsic motivations are likely to experience less burnout. This study aimed to examine and analyze whether intrinsic and extrinsic motivations significantly influence job burnout. Additionally, this research investigated the individual factors associated with the effects of intrinsic/extrinsic motivation on burnout; specifically, it explored the mediating role of organizational citizenship behavior (OCB) in the relationship of employees’ job motivation with burnout. Data were collected from 97 employees from several private clinics in Jakarta, Indonesia, through questionnaires. The result of the study found that motivation (intrinsic and extrinsic) has a significant effect on job burnout. Lastly, OCB had a mediating effect on the relationship between intrinsic motivation and job burnout. The results of the study provide valuable insights into the effects of motivation on job burnout. Managerial implications exist, as managers could balance the fulfillment of employee needs that would trigger the emergence of intrinsic and extrinsic motivation; hence, it is expected to prevent the occurrence of the desire of job burnout on employees.

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