Impact of Leadership Incivility on Employee Leaving Intention and Job Insecurity: Mediating role of Workplace Ostracism

• Published in: Reviews of management sciences Vol. 4; no. 1; pp. 139 - 154
• Main Authors: Shahid Raza, Sania Usmani, Asif Kazmi
• Format: Journal Article
• Language: English
• Published: BMER Consultancy 08-06-2022
• ISSN: 2709-9601; 2709-961X
• DOI: 10.53909/rms.04.01.0135

Purpose:
Supervisors' Incivility is considered a key antecedent of workplace ostracism and it is one of the burning issues and has a direct relationship with Job Insecurity, similarly, Job Insecurity generates the intention to leave the organization among employees.
Methodology:
The targeted population was the employee of healthcare institutions working in Pakistan. The sample of 336 was collected using the purposive sampling technique and the quantitative approach was applied due to the explanatory nature of the study. A five-level Likert scale questionnaire was employed to collect the data from the employees of the healthcare institutions regardless of their role and designation. Data analysis was run in twos steps, first demographic & descriptive by using Statistical Package for social science (SPSS 25.0), and in the second stage we used structural equation modeling to test the hypotheses, and confirmatory factor analysis (CFA) was used for convergent & discriminant validities the Partial least squares (PLS) approach was adopted by using the smart PLS software for the analysis of data.
Findings:
The results revealed that there is a direct positive relationship between leadership incivility and employee leaving intention and job security. The mediating role of workplace ostracism is not established among the dependent and independent variables however job insecurity ignites and mediates the employee leaving intentions.
Conclusion:
The study in Pakistan revealed that the workplace environment contributes 32% to job performance and 23% to Employee Leaving Intention. The study aims to evaluate leadership incivility and its effects on employee leaving intention and job insecurity, and also moderate the relationship between workplace ostracism with job insecurity and employee leaving intentions.