The moderating role of experienced workplace incivility on employee engagement and job performance in a facilities management company

• Main Authors: Gutierrez, Angela Margaret G., Laysico, Johncary Angelo N., Manalo, Francisco M., Guiang, Erwin Jordan G.
• Format: text
• Language: English
• Published: Animo Repository 2018
• Subjects: Courtesy in the workplace; Work environment; Deviant behavior; Psychology
• Online Access: https://animorepository.dlsu.edu.ph/etd_bachelors/6838
• Institution: De La Salle University

In line with the Affective Events Theory (AET), this study examined how experienced work incivility significantly moderates the relationship between employee engagement and job performance. Past research on employee engagement and job performance focused primarily on self-report methods, which could have resulted in biased results (Christian, Garza & Slaughter, 2011 Rich, Lepine & Crawford, 2010 Dalal, Baysinger, Brummel & LeBreton, 2012). Additionally, research on incivility demonstrated the absence of a unified theory on workplace incivility (Schilpzand, De Pater, & Erez, 2016). Through convenience sampling, the researchers were able to gather 387 Filipino-citizen security personnel from the population of the subject company. The respondents were asked to answer the Employee Engagement Scale (EES) and Workplace Incivility Scale (WIS) which were provided during the process of data gathering. The study followed a cross-sectional research design. The results of the linear regression analysis were indicative of significant relationship whereas the moderation analysis were of mixed results. Organizations can use the findings of this study as a guide to cultivate engaged employees, effectively maximizing job performance. Such findings may also be used as a basis for incorporating preventive measures against workplace incivility in the subject company.