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Çevrim içi çalışmada nezaketsizliği yeniden tanımlamak
Workplace incivility is defined as rude behaviors at work with low intensity and ambiguous intent to harm. Following the COVID-19 pandemic and rapid technological advancements, workplace interactions have increasingly shifted to digital platforms. This digitalization has not only reshaped how employees collaborate but also how incivility is enacted, giving rise to new forms of online workplace incivility. The purpose of the present study was threefold. The first was to develop a checklist to measure online workplace incivility experiences using a qualitative methodology (Study 1). The second purpose was to explore the relationships between online workplace incivility experiences and the key organizational performance outcomes (i.e., counterproductive work behaviors, task performance, and contextual performance), drawing on Conservation of Resources Theory (Study 2). Finally, the study aimed to compare experiences of online workplace incivility with face-to-face workplace incivility on the performance outcome measures (Study 2). The first study demonstrated that experiences of online workplace incivility extended beyond email-based interactions. The second study showed that online workplace incivility experiences negatively predicted contextual performance, and that the predictive ability of face-to-face workplace incivility experiences was slightly stronger than that of online incivility experiences. However, both experiences of online workplace incivility and face-to-face workplace incivility failed to predict counterproductive work behaviors and task performance.
İş yerinde gelişmeleri kaçırma korkusunun eğilimsel ve durumsal ilişkileri
Fear of missing out (FOMO) has become a phenomenon studied in different disciplines, with increasing numbers of studies in recent years. Although this phenomenon is often paired with social media and internet use, current studies show that it is not only related to these concepts. With recent research, FOMO studies in business life have begun to appear in the literature, and since FOMO is a new concept, there are various conceptual gaps. We define workplace FOMO (wFOMO) as the fear of missing out on valuable work opportunities, developments, and relationships in the workplace context. Using the decision tree methodology, we measured its relationship with various related dispositional and situational concepts. We also included job search behavior in our study to demonstrate the effect of wFOMO. As a result of the analysis, the wFOMO level was also high in cases where people's social comparison orientation was high, and the perception of uncertainty conditions in the workplace was high. By finding that if wFOMO is high, job search behavior is also high, we underline that wFOMO is an essential concept for individuals and organizations. Keywords: Fear of missing out, workplace FOMO, dispositional variables, situational variables, job search behavior
İş hayatında çalışma biçimleri, kişisel tercihler ve öznel iyilik hali
Telework is a work arrangement that uses technology to work from home or any other location other than the office (Spreitzer et al., 2017). Many pieces of the literature showed that those who are more sociable and attracted to developing relationships with others (i.e., higher on sociability) tended to report lower ratings on indices of telework performance (O'Neill et al., 2009). In this study, we focused on the relationship between individual needs and subjective well-being and aimed to see if work arrangements play a moderator role. Also, with this study, we further explored how commuting convenience and commuting time affect subjective well-being in a big metropolitan city such as Istanbul. Data for the current study were collected from 203 (123 Females, 80 Males) white collar employees who work for several companies in Istanbul by Qualtrics. Employees' current work arrangements (Hybrid, face-to-face and remote), their number of remote working days, commuting time, their individual needs (the need for affiliation, the need for status and the need for achievement) and subjective well-being are measured. Bivariate correlations and hierarchical regression models were conducted to test the hypotheses. Results showed that work arrangements don't play a role as a moderator and there isn't any significant relationship between individual needs and subjective well-being. However, we found that commuting convenience predicts subjective well-being and higher commuting times decrease subjective well-being. The findings are discussed based on the previous literature, future directions and implications.
İş yeri nezaketsizliğinin öncüllerini ve günlük sonuçlarını keşfetmek: Bir deneyim örnekleme çalışması
This 5-day experience sampling study aims to investigate the antecedents and short-term consequences of workplace incivility (WPI) coming from two different sources: supervisors and co-workers. Using the victim precipitation and perpetrator predation framework as a conceptual basis, this study examined attachment orientation as a relatively stable individual difference antecedent of WPI experience/perception, and morning (before-work) negative affect as a situational individual difference antecedent of daily WPI. End-of-work burnout and job satisfaction were the outcome variables examined in the study. Finally, the moderating effects of attachment orientation on the WPI-burnout and WPI-job satisfaction within-person relationships were investigated. The sample consisted of 190 full-time employees from a wide range of occupations who interacted face-to-face with supervisors and co-workers on a daily basis. Participants completed before and end-of-work surveys during five consecutive days. Random coefficient modeling with a multilevel path analysis was conducted to test hypotheses. As expected, attachment anxiety was positively related to WPI experience at the between-person level whereas negative affect was positively related to WPI at the within-person level. Daily WPI predicted end-of-work burnout and job satisfaction. Attachment anxiety exacerbated the negative effects of supervisor incivility on both burnout and job satisfaction whereas attachment avoidance amplified the negative effects of supervisor incivility on burnout only. A number of exploratory analyses were also conducted. Findings highlight the importance of treating this seemingly minor deviant workplace mistreatment not only as a chronic phenomenon but also as an episodic one.
Toparlanma aktivitesi profillerine ilişkin keşifsel bir çalışma: İşe bağlılık ve tükenmişlikle bağlantıları
This study explores the recovery process, which involves replenishing energy and renewing resources drained by the demands of work. It takes a person-centered approach, emphasizing the specific characteristics of activities that contribute to this recovery. The research seeks to uncover how different dimensions (physical, social, creative, mental, spiritual, virtual, and outdoor) interact and combine. By examining these various aspects, the study aims to identify distinct patterns in how employees experience recovery. The study further investigated how job demands predict these profiles and whether they differ in terms of well-being outcomes, namely work engagement and burnout. The sample consisted of 860 employees working in distinct positions. Latent profile analysis was used to derive profiles with a person-centered approach. Four recovery profiles were identified: "Comprehensive Activity Engagement," "Mental–Virtual Activity Engagement," "Low to Moderate Activity Engagement," and "Low Activity Engagement." Job demands and demographic variables were tested as predictors. Job demands significantly influenced profile membership, with higher demands increasing the likelihood of belonging to the "Comprehensive Activity Engagement" profile. In terms of outcomes, burnout did not differ significantly among profiles; however, work engagement was highest among employees in the "Comprehensive Activity Engagement" group. These findings suggest that high job demands may drive employees toward engaging in more comprehensive recovery behaviors, highlighting that recovery is more than just passive resting; it is an active process that supports work engagement.