Back to Journals » Nursing: Research and Reviews » Volume 12
![Highly-accessed](assets/img/article_icons/highly-accessed.png)
Relation of Workplace Incivility, Prosocial Motivation and Emotional Exhaustion to Thriving of Nurses
Authors Nawaz M , Abid G, Quartey-Papafio TK
Received 25 May 2022
Accepted for publication 23 September 2022
Published 17 October 2022 Volume 2022:12 Pages 207—222
DOI https://doi.org/10.2147/NRR.S373694
Checked for plagiarism Yes
Review by Single anonymous peer review
Peer reviewer comments 2
Editor who approved publication: Dr Natasha Hodgkinson
Muhammad Nawaz,1 Ghulam Abid,2 Tawiah Kwatekwei Quartey-Papafio3
1National College of Business Administration and Economics, Lahore and Institute for Grey Systems and Decision Sciences, GreySys Foundation, Lahore, Pakistan; 2Kinnaird College for Women, Lahore, Pakistan; 3College of Economics and Management, Nanjing University of Aeronautics and Astronautics, Nanjing, People’s Republic of China
Background: The study attempt to investigate the impact of individual-level factor (prosocial motivation), negative contextual factor (workplace incivility), and personal resource (emotional exhaustion) on the thriving of nurses.
Methods: Primary data from 215 Pakistani nurses were collected and analyzed. Data were analyzed through the Second Synthetic Grey Relational Analysis (SSGRA) and the Regression Analysis.
Results: We found that workplace incivility and thriving are negatively associated, whereas prosocial motivation positively influenced thriving. We also found the moderating impact of emotional exhaustion on the associations of workplace incivility-thriving and prosocial motivation-thriving. Both SSGRA and Regression Analysis revealed that the impact of prosocial motivation on thriving is more significant than that of workplace incivility, and moderation can also be found significant.
Conclusion: The study suggests that a suitable work environment, appropriate training, and guidance encourage emotional stability and improve prosocial motivation. Similarly, mentoring, socializing, and acknowledging the efforts of nurses’ faculty are likely to cope with workplace incivility and promote their thriving.
Keywords: workplace incivility, prosocial motivation, emotional exhaustion, thriving, grey relational analysis
Introduction
Finding the best-fit employees and how organizations can identify the capabilities and real potential of employees are the most critical dilemmas of discussion among academicians and practitioners in today’s challenging work environment. However, literature shows that it is probable that an employee with a high level of thriving could be the best-fit person.1 Organizations strive to seek the best-fit employees and enhance existing employees’ performance.2,3 Therefore, researchers have examined various attitudes, behaviours, competencies, and perspectives that verify whether an individual can thrive.4 Nurses are the essential workforce responsible for quality health services.5 The nursing faculty teaches the newly appointed nurses’ ethics, code of conduct and ways to positively deal with patients.6 Given that, considering the importance of the nursing workforce, the thriving of nurses is plausible to discuss. Thriving implies both growth and positive development, and a combination of learning and vitality elucidates the thriving,7 where vitality is expressed as a feeling of aliveness. Thriving is a positive self-construct and is associated with many positive attributes. Such as, an individual can be healthier, happier, confident, job-oriented, and resilient if s/he intends to learn with vitality.8
On the other hand, workplace incivility has been found to be harmful to employee thriving.9,10 In line with this, workplace incivility has been defined as
low-intensity deviant behavior with ambiguous intent to harm the target where uncivil behaviors are characteristically rude and discourteous, displaying a lack of regard for others.11
According to Batson (1987)12, prosocial motivation is conceptualized as volunteering to help others. An employee who does not worry about others disrupting synergy and lacks the ability to redress one’s bad experiences would have low prosocial motivation. Whereas individuals helping co-workers are crammed with prosocial motivation. This phenomenon is significant for providing an understanding of the given relationships (see the conceptual framework in Figure 1). Emotional exhaustion, in contrast, is defined as a “prolonged state of materialistic and emotional decrease that results from an enormous job or personal claims and constant stress”.13 Since employees with high emotional exhaustion interpret events and people, it is most probable that emotional exhaustion weakens the prosocial motivation-thriving association, while its effect on workplace incivility-thriving may also be negatively influenced.
![]() |
Figure 1 Conceptual Framework. |
The application of novel methodologies to solving new problems is gaining attention in engineering and the humanities and social sciences. Soft computing techniques, such as Artificial Neural Networks, Fuzzy Set Theory, Grey System Theory (GST), and Rough Set Theory, are becoming increasingly popular. Also, even though the Smart-PLS SEM is a popular choice among social scientists, other alternatives have rarely seen application in the social science literature but have demonstrated their validity in other disciplines. For instance, the GST’s Grey Relational Analysis (GRA) is an influential mathematical technique that can serve as a non-parametric alternative to statistical techniques. It has seen widespread applications in engineering and technical problems.14–16 Shahzad et al (2020)17 used the GRA model and compared the results with those of the Smart-PLS SEM and confirmed the suitability of the GRA for the problems that the conventional statistical methods can solve. Javed et al (2018)18, reached a similar conclusion. The GRA has been well recognized for its ability to handle systems characterized by uncertainty or in the situation where data is recorded using real numbers (e.g., 5 = strongly agree), but it is assumed that data might contain uncertainty (i.e., 5 may be slightly less or more than strongly agree).
This study applies Grey Relational Analysis [GRA), a fundamental model of GST, to draw the correlation between prosocial motivation, workplace incivility, emotional exhaustion, and thriving and their direct impact on employees thriving under the moderating effect of emotional exhaustion also investigated. Furthermore, this study contributes in several ways from a theoretical point of view; first of all, this study explores the impact of incivility on the thriving of nursing faculty staff working in Pakistani public and private hospitals. Secondly, this study investigates the relationship of prosocial motivation with employee thriving, and finally, the moderating role of emotional exhaustion on incivility-thriving and prosocial motivation-thriving relationships by surveying nursing faculty staff of hospitals. Nawaz et al (2020)1 suggested this moderating influence on concerning relationships, and the targeted population brings the novelty in this regard. The sample, consisting of nursing faculty staff working in Pakistani public and private hospitals, being targeted in this study is a contribution because, to the best of our knowledge, no study exists that explains the above-stated associations by considering nursing faculty staff of hospitals.
The study is organized as follows. Section one describes the introductory stage about the importance and purpose of the study. Section two reviews the variables in question, hypotheses development and the GRA model. The third section presents the methodology, and section four discusses the analysis and results, whereas section five discusses the conclusion with research implications. Further, a table defining the variables of the study is given below.
Literature Review and Hypotheses Development
Workplace Incivility and Thriving
Workplace incivility has been under debate for a long.19 Incivility is
low-intensity deviant behavior with ambiguous intent to harm the target. Uncivil behaviors are characteristically rude and discourteous, displaying a lack of regard for others.11
It has become an increasingly unavoidable behavior20 that subordinates must tackle at work.21 A plethora of empirical studies revealed that incivility produces unfavorable consequences for subordinates and organizations.22 For instance, incivility minimizes productivity,23 lowers job satisfaction,20 creativity,24 organizational commitment,25 job performance,26 organizational citizenship behavior,23 and quality of life.25 Moreover, incivility promotes negative workplace attributes such as it maximizes employees’ work-family conflict,27 cognitive distraction,20 and anxiety.28
The literature reveals that scholars have utilized appraisal theory to better understand the workplace incivility,29,30 which may influence employee thriving. Understanding the cause of the stressors’ appraisal20 is essential. Given that, we suspect that encountering incivility discourages negative emotions such as sadness, anger, and fear due to negative appraisals.1 Individuals experiencing uncivil behaviors are likely to feel no charm and flourishing at the workplace, while such an environment also creates social discouragement (Duffy et al, 2002).93 Therefore, employees are less likely to experience a sense of vitality, reducing their ability to thrive. Consequently, it is difficult for an individual to learn actively (thrive) in such an uncivil environment. Based on the above arguments,
Hypothesis 1: Workplace incivility negatively affects employees thriving at work.
Prosocial Motivation and Thriving
Prosocial motivation is a cognitive state where an individual feels happy to work for others’ benefit without any personal interest.12 This motivation and support do not demand any reward for their efforts.31 The motivation to collaborate with employees to help and expand new relationships is conceptualized as prosocial motivation.31 Employees with prosocial motivation are collaborative, empathetic, agreeable, and more concerned for others.32 Such a concern is mandatory for skippers to help their followers. Similarly, nursing faculty should have prosocial motivation so that the follower student nurses can learn actively. Furthermore, prosocial motivation is constructed with three dimensions (i) global, (ii) contextual, (iii) and situational prosocial motivation.33
In the description of these dimensions, global prosocial motivation focuses on the employees who work for the benefit and good reputation of the whole organization. For example, an employee can assist other members (co-workers) of the organization without considering any prejudice to boost the morale and reputation of the organization. While, contextual prosocial motivation occurs when employees assist some specific group of persons in the organization because of good relationships. For example, a supervisor provides guidelines to their concerned subordinates. On the other hand, situational prosocial motivation arises when an employee gets help with a routine task. For example, a boss directs employees to complete their daily routine tasks.
A plethora of literature revealed that workers with a high level of prosocial motivation take more initiatives,34 help colleagues,35 maximize task efficiency, and enhance their job performance.31 Prosocially motivated employees give the impression of more attentiveness.36 As a result, such employees undergo their daily routines with high energy levels.1 Hence, knowledge does not arise in isolation;37 when workers talk to each other, they exchange ideas that can improve their ancient knowledge and make them better, although they can develop their expertise and aptitude.38 Due to the positive consequences, prosocial motivation is observed as one of the spreading phenomena.39 It is mainly observed that when employees works positively for the benefit of others, then in exchange (social exchange theory), their helping nature resounds in the mind of other colleagues, and hence they react accordingly. They are also expected to be energized and focused on learning and be more task-oriented, promoting an organisation’s thriving environment.40 Since it is found that subjective vitality is derived from the prosocial motivation,41 which is what encourages to help others enthusiastically.1 Therefore, on the bases of the above arguments,
Hypothesis 2: Prosocial motivation has a positive association with employee thriving.
Emotional Exhaustion and Its Dimensions
Emotional exhaustion has been conceptualized as too many intellectual demands in the workplace that results in stress on the employee’s mind, and waste their power or potential and emotional resources. Regarding history, research on emotional exhaustion, rooted in the past, as introduced by Maslach (1982)42, revealed a significant model of burnout. This model represents the three basics of emotional exhaustion. (1) The chronic state of emotional and physical depletion,43 (2) Depersonalization, and (3) Diminished personal accomplishment. The first chronic state of physical depletion and emotion expressed as stress, which is established for the long term, such as extreme tiredness, is studied in professional stress, the mental disorder may cause physical symptoms (chest pain), constantly depressed about career, and fatigue. Secondly, depersonalization is defined as a lack of tactics to extend the organization’s relationship with colleagues. Also, as a worker in an organization with the wrong assessment of personal qualities, these three basics are suitable for understanding the emotional exhaustion model of burnout. Some studies on the employees thriving at work arouses the need for a new variable because emotional exhaustion also affects workplace behavior, the motivation of employees, job performance, and confidence about completing tasks and challenges.
Emotional Exhaustion and Thriving
Researchers have revealed how emotional exhaustion affects thriving.44,45 In comparison, this study examines the association between incivility at work and employee thriving by considering the moderating effect of emotional exhaustion. Various kinds of behaviors of individuals are experienced in the workplace environment94 Usually, two types of behaviors may fall into two categories, 1) Negative and 2) Positive. A hostile environment occurs due to job, mental stress and high work demand, usually because of emotional exhaustion.
The organization is intimidated by negative behavior through organizational prosperity.46 Thus, dismissive behavior (negative behavior) may occur due to emotional exhaustion. Inline, Appelbaum et al (2007)47 argued that a persuasive form of behavior is dismissive behavior (negative behavior) at the workplace. If the individual is emotionally exhausted, they may go through different behaviors such as absenteeism, withdrawal, harassment, unethical decision making, laziness, and not interacting with employees, which affects the organization, and an individual in such an environment cannot flourish. Their level of thriving may go down. Consequently, due to emotional exhaustion, employee thriving may be influenced (see Figure 1), as shown in the conceptual framework. Thus, we hypothesized that:
Hypothesis 3: Emotional exhaustion has a negative association with employee thriving.
Emotional Exhaustion as a Moderator
In real life, materialistic assumptions are unavoidable in physical investigations. A prolonged state of materialistic and emotional decrease results from a hectic job, personal claims, and constant emotional exhaustion.13 It is expected that emotional exhaustion can harm employees’ thriving. When employees with emotional exhaustion cannot accomplish their work role and mainly promote unfavorable behavior towards their organizations, they become upset.48 It is most probable that incivility lowers the level of thriving, as discussed above, but in the presence of other factors, eg emotional exhaustion, the results might be different. For instance, the influencing intensity of thriving due to incivility may increase. It is difficult for emotionally exhausted employees to overcome incivility at the workplace because they are not energized to learn.1 Thus,
Hypothesis 4a: Emotional exhaustion moderates the association between incivility and thriving, whereby emotional exhaustion at any level negatively affects the association.
Based on the above arguments, emotional exhaustion can weaken the prosocial motivation-thriving association because it is observed that the workforce’s greater emotional exhaustion interprets events and people more negatively. The existing research revealed that emotional exhaustion could moderate the association of prosocial motivation and thriving, whereby emotional exhaustion at any level negatively affects this association. Thus we hypothesize that,
Hypothesis 4b: Emotional exhaustion moderates the association between prosocial motivation and thriving, whereby emotional exhaustion at any level negatively affects the association.
The definitions of all variables are provided in Table 1. The literature gaps leading to the current study have been identified and provided in Table 2.
![]() |
Table 1 Definitions of the Variables |
![]() |
Table 2 A Quick Overview of the Existing Literature |
Methodology
Participants and Procedures
Collecting reliable and relevant data is the foremost concern of any scientific study.49 Primary information is essential to analyze the relationships defined by subjective variables or criteria.50,51 Our data analysis is based on primary data collection via an on-site survey of nursing faculty staff in public and private hospitals in Lahore, Pakistan, by the first two authors. The respondents of private hospitals were 60% more than public hospitals, and the targeted population were mainly comprised of female genders. Data at each stage were collected by physical visit based on the convenience sampling technique, and the data collection procedure was identical for each hospital. For half an hour, 6–8 members of staff were arranged. Responses of survey respondents were ensured to keep their data completely confidential. To minimize the common method biases, a suggested method of two-wave time-lagged was used52 with a difference of almost thirty days. At time 1, demographic variables and the predictors (prosocial motivation and workplace incivility) were computed. While at time 2, the outcome variable (thriving) and moderator (emotional exhaustion) were measured. The staff names were included to easily target the same respondent to ease the data collection process at time 2. A total of 240 respondents were targeted, while 215 responded appropriately; thereby, the response rate was stretched to 89.58% due to continuous follow-ups. As a result, there were no differences between times 1 and 2 in key and demographic variables. The design of the study was inspired by Nawaz et al (2020)1, and the computational methodology was inspired by Javed and Liu (2018)53 and Shahzad et al (2020)17.
Measures
Survey questionnaire scales were used to measure the variables whereby thriving and prosocial motivation are classified as positive, while workplace incivility and emotional exhaustion are negative phenomena.
- Thriving: A ten items scale developed by Porath et al (2012)24 has been used to measure the employees thriving. Both dimensions of thriving (learning and vitality) have five items each. There was a sample item for learning “gradually, as time goes, I learn more” and for vitality, “I feel conscious and growing”.5-Point Likert Scale was deployed in this regard, where 1 showed “not at all” and 5 showed “very much.” The higher score revealed that employee thriving is high.
- Prosocial Motivation: Grant and Sumanth (2009)54 developed the five items scale to measure prosocial motivation. The sample of an item includes “I get energized by working on tasks that have the potential to benefit others”. 5-Point Likert Scale was deployed to measure prosocial motivation, where 1 expressed “strongly disagree” and 5 expressed “strongly agree”. The higher score revealed that employee thriving is high.
- Workplace Incivility: Cortina et al (2001)55 designed the workplace incivility scale consisting of seven items. From these seven items, four items were used on neglecting and three items on perceiving individuals. A sample item for neglecting incivility includes, “you were ignored or deleted from a professional camaraderie”. On the other hand, a sample item on the perceiving individuals’ decision is “your decision on the issue you are responsible for”. A 5-Point Likert Scale where 1 for “Never” and 5 for “often” was used.
- Emotional Exhaustion: To assess emotional exhaustion, a scale of four items by Maslach and Jackson (1982)56 was utilized. A 7-Point Likert Scale where 1 revealed “strongly disagree” and 5 revealed “strongly agree” was used. Further, the reliability of the questionnaire is reported in Table 3.
![]() |
Table 3 The Reliability of the Constructs |
The Cronbach’s α values for all the concerned variables are above 0.70, but the Cronbach’s α for emotional exhaustion is just below the generally acceptable range, but still, it is acceptable in the social science domain.57,58 According to Di Iorio (2005)57 0.70 should not be the only standard used to assess reliability, whereby the shorter scale, with the lower alpha value, actually demonstrates higher interrelatedness among items. Inspired by the literature, these four measures founded the framework of the current study and are shown in Figure 1.
Grey Relational Analysis
In the 1980s, a Chinese Professor at Huazhong University of Science and Technology, Deng (1982)59 proposed Grey System Theory to capture the trend of systems development while focusing on insufficient knowledge and uncertainty.60–62 Later, Professors Sifeng Liu, S. A. Javed, and others helped it popularize in the world, and today it has become one of the fastest-growing research fields. Javed introduced the grey system theory to Pakistan which was successfully applied in healthcare,63 project management64 and manufacturing.17 He is mainly known for his works on Grey Decision Making,65 Grey Ordinal Priority Approach,66 Grey Forecasting,67 and Grey Relational Analysis (GRA), such as a Bidirectional GRA68 and the Second Synthetic GRA.53 Javed’s Second Synthetic GRA model is a new technology of decision-making developed to resolve a significant problem resulting from Julong Deng’s GRA model and Sifeng Liu’s Absolute GRA model. These two models may not necessarily reveal the same rank, and thus a decision-maker may leave perplexed if he used both models. However, using the Second Synthetic GRA, this problem has been effectively solved as it allows us to achieve consensus when both models contradict each other.69 To date, the GRA models have seen many exciting applications in different fields, eg, decision-making during product development,70 predicting financial crises,71 tourism sector,72 healthcare service quality,73 carbon emissions,74 risk management,75 hospitality industry,76 economics,77 customer satisfaction research,78 supply chain management,79,80 among others.
Deng’s Grey Relational Analysis
Deng’s GRA model is the most fundamental model of the grey relational theory. If Yi = (yi(1), yi(2), …, yi(n)) and Yj = (yj(1), yj(2), …, yj(n)) are two data sequences representing two variables associated with a system, then the Grey Relational Grade (GRG) is given by,81,82
where ξis the distinguishing coefficient. In the current study, its value is set to be 0.5.
Absolute Grey Relational Analysis
The Absolute Grey Relational Analysis (AGRA) model is one of the popular GRA models to measure the correlation between different uncertain data sequences.83 If and
are two variables then the Absolute Grey Relational Grade (AGRG) is given by,68,84
Second Synthetic Grey Relational Analysis
The Second Synthetic Grey Relational Analysis (SSGRA) model is a mathematical function for comprehensively evaluating a complex system through the two afore-discussed GRA models.53,63,69 If Yi = (yi (1), yi(2), …, yi(n)) and Yj = (yj(1), yj(2), …, yj(n)) are two variables then the Second Synthetic Grey Relational Grade (SSGRG) is given by,
where ε represents the Absolute GRG, γ represents the GRG, and ρ represents the Second Synthetic GRG. In the current study, the value of θ is set to be 0.5.
Results and Discussion
In this section, first of all, the results obtained through the Grey Relational Analysis will be presented, and in the succeeding sections, the regression analysis will be executed. The Graphic Analysis will be presented in the next section, followed by a discussion on the results and findings.
Grey Relational Analysis
Since the reliability of one of the variables (Emotional Exhaustion) was below 0.7, it can thus be argued that data contains a level of uncertainty. When data contains uncertainty, scholars have suggested using Grey Relational Analysis (GRA) and appropriate statistical methods. For example, Shahzad et al (2020)18 used statistical regression methods with GRA. Javed et al (2018)17 used the statistical structural equation modelling with the second synthetic GRA. First, the reciprocating operator83 was used to reverse the negative direction of workplace incivility (WI). Then prosocial motivation (PM) and thriving (THR) are normalized to make their values comparable to WI. Later, based on EE intensity, the sample was distributed in three classes, ie, as the value increased, we moved from class I to III. More classes can also be created. The purpose is to observe the relationships between PM and WI as EE increases. For instance, this classification made it possible for us to observe an interesting fact, ie, as EE increases, the absolute gap (∆) between SSGRG values of PM and WI tends to increase. The results of the execution of the three grey relation analysis models are shown in Table 4. It can be observed that the grey relational degree of Deng’s GRA and AGRA produced different outcomes. Considering GRA for classes I, II, and III, apart from class II with the highest number of responses, the positive impact PM under EE has on THR is greater than the negative impact WI under EE has on THR in classes I, III and an overall perspective.
![]() |
Table 4 Grey Relational Analysis of the Impact of the Variable on Thriving |
The difference can be noticed in class I from the analysis of the AGRA model, where the relationship of WI-THR under the moderation effect of emotional exhaustion is greater than the positive impact PM has on THR under the effect of EE. This difference draws the need to stabilize the result of the analysis. We lean on the opinion of SSGRA (inclusive proximity) as its development is established to resolve the dilemma between Deng’s GRA (partial proximity) and AGRA (integral proximity) and integrate their similarities and closeness.85
The SSGRA model reveals that EE does play a moderation role in PM and WI’s relationships with THR, but the role is not equally prominent. The moderation effect of EE is more evident in WI - THR relationship than in the PM - THR relationship. For instance, as the role of EE increases, the influence of WI on THR decreases. However, this decrease is not consistent with the influence of PM on THR. Overall, the influence of PM on THR is greater than the influence of WI on THR. This can be seen in Figure 2 as well. The results revealed that emotional exhaustion would hinder or inhibit the development of a thriving, significantly reducing the ability to thrive compared to an employee of prosocial motivation characteristics.
![]() |
Figure 2 Graphical Representation of the Three Grades in the Four Classes. |
Regression Analysis
The comparative analysis provides a valuable means to have confidence in results. Thus, along with grey relational analysis, statistical analysis was also performed, and the results are shown below: Table 5 shows the mean, standard deviation, and correlation among study variables. The low mean emotional exhaustion score revealed that the Pakistani hospital’s nursing faculty staff are emotionally stable, and the higher mean score of thriving revealed that the thriving of Pakistani hospital’s nursing faculty staff is high. The standard deviation of workplace incivility data increases while the data on other variables has moderately deviated. Furthermore, as far as linkages are concerned (see Figure 1), the correlation is negative and significant between the independent variable (workplace incivility) and dependent variable (thriving) such that (r = −0.163, p<0.05), conversely, the correlation is positive and significant between the independent variable (prosocial motivation) and dependent variable (thriving) such that (r = 0.408, p<0.01). Similarly, the correlation between moderator (emotional exhaustion) and dependent variable (thriving) is negative and significant such that (r = −0.013, p<0.05). Therefore, our first, second, and third hypotheses (H1, H2 & H3) are accepted. Table 6 shows the moderation analysis to test the H4a and H4b hypotheses. Since the interaction term workplace incivility × emotional exhaustion is significant (β= −0.132, p<0.01) thus, emotional exhaustion has a moderating influence on workplace incivility and thriving. Similarly, since the interaction term prosocial motivation × emotional exhaustion is significant (β= 0.250, p<0.01) thus, emotional exhaustion also moderates the association between prosocial motivation and thriving. While hypothesis H4b is rejected as the β value is positive. Consequently, all the hypotheses are accepted except one hypothesis that H4b, the status of hypotheses testing is given below in Table 7. To test the intensity of moderation, the graphical representation by moderation line graph is provided below in Figure 3.
![]() |
Table 5 Means, Standard Deviations, and Interco Relations Among the Study Variables |
![]() |
Table 6 Moderation Analysis |
![]() |
Table 7 The Status of Hypotheses Testing |
![]() |
Figure 3 Moderation Effect of Emotional Exhaustion on (A) The Workplace Incivility and Thriving Relationship, and (B) The Prosocial Motivation and Thriving Relationship. |
Both the SSGRA and Regression Analysis revealed that the influence of prosocial motivation on thriving is more significant than that of workplace incivility, as seen in Tables 4 and 5. These insights are beneficial and demonstrate the effectiveness of the SSGRA model in observing the relationship between these variables.
Graphical Analysis
To clarify the intensity of moderation of emotional exhaustion, the interaction between workplace incivility and thriving is illustrated by slop analysis in Figure 3A, which shows that emotional exhaustion hinders the relationship between workplace incivility and thriving. Both slopes are negative, indicating that either high or low emotional exhaustion causes an increase in incivility and minimizes the thriving level, but the thriving rate is a little higher when the emotional exhaustion rate is low. Hence, our result supports hypothesis 4a, and the hospital’s higher authorities should try to minimize emotional exhaustion and workplace incivility to ensure the high level of thriving of the hospital’s nursing faculty staff.
Figure 3B shows that emotional exhaustion enforces the association between prosocial motivation and thriving. Both slopes are positive, these lines also show that the thriving rate becomes high by increasing the prosocial motivation, but the thriving rate does not increase with the intensity when the emotional exhaustion rate is high. Therefore, the hospital’s higher authorities should try to minimize the emotional exhaustion of nursing faculty staff to maximize their thriving.
Discussion
This study focused on the impact of workplace incivility (a negative contextual factor), prosocial motivation (individual level factor) and emotional exhaustion (a chronic state of physical and emotional depletion) on the thriving of nursing faculty. We examined the moderating role of emotional exhaustion on the associations of 1) workplace incivility and thriving, and 2) prosocial motivation and thriving. A cross-level interaction of workplace incivility and emotional exhaustion on thriving, and similarly, the cross-level interaction of prosocial motivation and thriving was conducted empirically. Discussed below findings provides support to the hypothesized model.
First, we found that workplace incivility negatively impacts the thriving of nursing faculty. When the nursing faculty face poor communication, and impolite behavior, it is most probable that they would be exhausted and less likely to absorb and retain the new skills, knowledge and capabilities. Second, we found that prosocial motivation positively impacts the thriving of nursing faculty. Individuals with prosocial motivation actively learn new skills and knowledge by helping their colleagues; hence, a cooperative work environment is generated in this way. Actively learning is a key requirement of nursing faculty as they have to convey and deliver to new as well as practising nurses.
Third, we also found that emotional exhaustion stimulates thriving at work. Individuals in the state of emotional depletion might not thrive due to being worn out and have no control over emotions. Finally, the results of the moderation analyses revealed that emotional exhaustion in both cases (high or low) negatively influences thriving at work. Emotional exhaustion weakens the positive association between prosocial motivation and thriving while strengthening the negative association between workplace incivility and thriving. A point occurs when emotionally exhausted individuals are less bothered by the high workplace incivility. At this stage, thriving reduces but with a low decreasing rate. Consequently, the optimal point for promoting a high level of thriving of nursing faculty would be when there is a low level of both workplace incivility and emotional exhaustion and a high level of prosocial motivation. Next, the conclusion, implications, recommendations, limitations and future suggestions are presented.
Conclusion, Implications, and Recommendations
The factors influencing a person’s ability to thrive at a given task to attain desirable results are relevant for the investigation. The study aims to evaluate the impact of individual-level factors (prosocial motivation), negative contextual factors (workplace incivility), and personal resources (emotional exhaustion) on thriving through a time-lagged study. Furthermore, we explored the moderating role of emotional exhaustion on prosocial motivation-thriving and workplace incivility-thriving relationships. Incorporating the Second Synthetic Grey Relational Analysis (SSGRA) as the backbone tool to measure the relationship within the factors reflected success with extensive insight into the study. The analytical results derived from the data collected from hospital staff members are indicated as follows. A satisfactory hypothesis was attained as SSGRA proved that workplace incivility has a negative relationship with thriving, and prosocial motivation has a positive influence on thriving. The same results were deduced from regression analysis by using SPSS. The effect of incivility on thriving is intensified when one is found under emotional exhaustion, which is very evident, as revealed by GRA. Therefore, rejuvenation should be encouraged much more often.
Additionally, the moderating effect of emotional exhaustion, whether high or low, on employees causes an increase in incivility and creates a decrease in thriving. This means that emotional exhaustion is a factor that eliminates thriving at work. The staff is, therefore, less able to thrive under such conditions.
Theoretical Implications
The study is important for understanding the thriving in several ways. Firstly, it is reported that when incivility exists at a job, an employee’s capacity to thrive is minimized. It emphasizes the significant role of a supportive work environment in fostering employee knowledge and activeness. Secondly, the study also analyzes the role of prosocial motivation as an enabler as it enhances the employee’s thriving. Thirdly, we observed that employees with emotional exhaustion attributes could not thrive also, emotional exhaustion moderates the associations between incivility-thriving and prosocial motivation-thriving. Consequently, the study enriches organizational behavior and positive psychology with new evidence.
Managerial Implications
This study offers several managerial implications for the nursing faculty staff of Pakistani hospitals. First, although a plethora of literature highlighted the negative impact of workplace incivility on thriving (eg, Pearson et al 2001;1 Porath & Pearson, 2013;86 Nawaz et al 202025), the examination of this association is in the nascent stage in the health sector (see Table 2), considering this fact, this study examined and found the significant association between workplace incivility and thriving. Hence, hospital’ policymakers should not tolerate uncivil behavior to promote an active learning environment. Secondly, administrators must revise their roles and nourish a productive job environment to maximise prosocial motivation. Change begins from the top level; thus, higher authorities should support the conducive job environment in a way that results in employees thriving. Also, at the individual level, emotional exhaustion decreases self-improvement, worsens the organisation’s and employees’ work in any organization, demotivates the employees to get a competitive edge, and creates a hostile learning environment. Thus, the study recommends that the heads of the departments of health educational intuitions should consider decreasing the emotional exhaustion of nursing faculty staff by minimizing their stress through proper training, real support, and providing an environment that encourages emotional stability. The workforce should be seen as an organization’s family, not a machine’s parts. In hiring employees, efforts should be aimed at those who look less depressed, and it can be judged with the aid of psychological experts on the panel.
Further, the respondents reported a problem during the survey, ie, top management usually turns a deaf ear to the staff’s opinions aimed at improving organizational culture and thriving in the workplace. It was reported that thriving and other such concepts rarely see their application outside textbooks and training halls, and the main obstacle in their organization-wide practice is a lack of support from the top management. It was also found that the younger staff was more enthusiastic in communicating their grievances. Furthermore, it is not easy to judge the extent of employee prosocial motivation for the management while listening to the staff’s opinion. Therefore, it is suggested that the organizational leaders improve their listening and communication skills and provide an environment where emotional exhaustion minimizes and prosocial motivation increases. The respondents at a higher hierarchy level argued that decision-making in a workplace where everyone has a distinct perspective complicates the action-oriented communication process with the staff working at a low level of the hierarchy. Thus there is a lack of consensus and uncertainty surrounding the importance of the criteria, which should be considered to improve thriving in the organization. The study recognizes top management’s importance in understanding the consequences of thriving and therefore suggests that by utilizing advanced decision-making (eg, uncertainty techniques like Grey Relational Analysis), the literature on thriving is vastly expanded. With staff input, a decision support system can also be built where technology can be added to create a thriving environment. Also, hiring employees with a civil and humanistic track record and punishing uncivil employees can further boost thriving in the workplace. The role of a human resource department, free from political influences, is crucial. The hospitals may design and implement employee mentorship programs, training, and stress relief activities to equip hospital staff with the ability to shape and support a positive attitude, ensure low mental stress and provide the proper guidance, which would facilitate learning on how they can protect themselves from such depressing stages.
Limitations and Future Research Directions
For future research, this study puts forward the following limitations. To begin with, the respondents were primarily male and from a hospital in Lahore. Therefore, the findings should be generalized cautiously. Thirdly, in our study, the job climate of respondents was civil; future research might attempt other hospitals where the climate could be less civil. Besides, demographic variables like age, gender, education, and marital status (such as job experience and designation) can influence emotional exhaustion; therefore, future studies can incorporate more variables. Also, the sample size can be increased in future studies by improving the diversity of respondents. The cross-sectional time-lagged design was based on emotional exhaustion, prosocial motivation, and incivility. Thus, future research may test causality among variables using longitudinal and experimental designs. We considered one moderator (emotional exhaustion), while future studies can consider the new best fit moderators such as political skills, forgiveness, curiosity and self-efficacy. We analyzed the negative moderation effect of emotional exhaustion on given linkages. The possibility of a positive moderation effect can also be explored in the future. Other techniques like the Smart PLS may also be used in the future.
Disclosure
The authors report no conflicts of interest in this work.
References
1. Nawaz M, Abid G, Arya B, Bhatti GA, Farooqi S. Understanding employee thriving: the role of workplace context, personality and individual resources. Total Qual Manag Bus Excell. 2020;31(11–12):1345–1362. doi:10.1080/14783363.2018.1482209
2. Dehaghani AR, Nawaz M, Sultanie R, Quartey-Papafio TK. Mathematical modeling for optimizing the blood supply chain network. In: Modern Supply Chain Research and Applications; Vol. 3, 2021: 174–190.
3. Nawaz M, Javed S, Shah SMH, Mustafa M, Namatullah A. Conceptualizing supplier work passion in light of the Zigarmi’s Framework. Manag Sci Bus Decis. 2021;1(1):44–51. doi:10.52812/msbd.7
4. Mushtaq M, Abid G, Sarwar K, Ahmed S. Forging ahead: how to thrive at the modern workplace. Iran J Manag Stud. 2017;10(4):783–818. doi:10.22059/IJMS.2017.235409.672704
5. Yilak G, Getie A, Fitwi A, Wondmieneh A, Gebremeskel T. Implementation of nursing process and its associated factor among nurses at woldia comprehensive specialized hospital, Northern Ethiopia: an institution-based cross-sectional study. Nursing. 2022;12:111–119.
6. Castro GMT, Taala WD, Guerrero JG, et al. Nursing educators’ and students’ perspectives regarding online learning during the pandemic in Saudi Arabia. Nursing. 2022;12:77–84.
7. Elahi NS, Abid G, Arya B, Farooqi S. Workplace behavioral antecedents of job performance: mediating role of thriving. Serv Indus J. 2020;40(11–12):755–776. doi:10.1080/02642069.2019.1638369
8. Shahid S, Muchiri MK, Walumbwa FO. Mapping the antecedents and consequences of thriving at work. Int J Organ Anal. 2020;29(1):78–103. doi:10.1108/IJOA-09-2019-1881
9. Abid G, Sajjad I, Elahi NS, Farooqi S, Nisar A. The influence of prosocial motivation and civility on work engagement: the mediating role of thriving at work. Cogent Bus Manag. 2018;5(1):1493712. doi:10.1080/23311975.2018.1493712
10. Kleine AK, Rudolph CW, Zacher H. Thriving at work: a meta‐analysis. J Organ Behav. 2019;40(9–10):973–999. doi:10.1002/job.2375
11. Andersson LM, Pearson CM. Effect of tit for tat? The spiraling in the workplace incivility. Acad Manag Rev. 1999;24(3):452–471. doi:10.2307/259136
12. Batson CD. Prosocial motivation: is it ever truly altruistic? Adv Exp Soc Psychol. 1987;20:65–122.
13. Wright TA, Cropanzano R. Emotional exhaustion as a predictor of job performance and voluntary turnover. J Appl Psychol. 1998;83(3):486–493. doi:10.1037/0021-9010.83.3.486
14. Abifarin JK, Obada DO, Dauda ET, Oyedeji EO. Taguchi grey relational optimization of the multi-mechanical characteristics of Kaolin reinforced hydroxyapatite: effect of fabrication parameters. Int J Grey Syst. 2021;1(2):20–32. doi:10.52812/ijgs.30
15. Oyedeji EO, Dauda M, Yaro SA, Abdulwahab M. Mechanical properties optimization and modeling of palm Kernel Shell Ash reinforced Al-Mg-Si composite using grey relational analysis. Int J Grey Syst. 2022;2(1):27–37. doi:10.52812/ijgs.44
16. Sheikh AHA, Quartey-Papafio TK, Ikram M, Ahmad RM. Critical factors in process quality of engineering construction projects during building design phase. Int J Grey Syst. 2021;1(2):55–68.
17. Shahzad M, Qu Y, Javed SA, Zafar AU, Rehman SU. Relation of environment sustainability to CSR and green innovation: a case of Pakistani manufacturing industry. J Clean Prod. 2020;253:119938. doi:10.1016/j.jclepro.2019.119938
18. Javed SA, Syed AM, Javed S. Perceived organizational performance and trust in project manager and top management in project-based organizations: comparative analysis using statistical and grey systems methods. In: Grey Systems: Theory and Application; Vol 8, 2018: 230–245.
19. Abid G, Khan B, Rafiq Z, Ahmed A. Workplace incivility: uncivil activities, antecedents, consequences; and level of incivility. Sci Int. 2015;27(6):6361–6366.
20. Cortina LM, Magley VJ. Patterns and profiles of response to incivility in the workplace. J Occup Health Psychol. 2009;14(3):272–288. doi:10.1037/a0014934
21. Pearson CM, Porath CL. On the nature, consequences, and remedies of workplace incivility: no time for “nice”? Think again. Acad Manag Perspect. 2005;19(1):7–18. doi:10.5465/ame.2005.15841946
22. Leiter MP, Laschinger HKS, Day A, Oore DG. The impact of civility interventions on employee social behavior, distress, and attitudes. J Appl Psychol. 2011;96(6):1258–1274. doi:10.1037/a0024442
23. Porath CL, Erez A. Does rudeness really matter? The effects of rudeness on task performance and helpfulness. Acad Manag J. 2006;50(5):1181–1197. doi:10.2307/AMJ.2007.20159919
24. Porath C, Spreitzer G, Gibson C, Garnett FG. Thriving at work: toward its measurement, construct validation, and theoretical refinement. J Organ Behav. 2012;33(2):250–275. doi:10.1002/job.756
25. Porath C, Pearson C. The price of incivility. Harv Bus Rev. 2013;91(1–2):115–121.
26. Porath CL, Pearson CM. The cost of bad behavior. Organ Dyn. 2010;39(1):64–71. doi:10.1016/j.orgdyn.2009.10.006
27. Lim S, Lee A. Work and nonwork outcomes of workplace incivility: does family support help? J Occup Health Psychol. 2011;16(1):95–111. doi:10.1037/a0021726
28. Yamada DC. The phenomenon of “workplace bullying” and the need for status blind hostile work environment protection. Georget Law J. 2000;88:475–537.
29. Porath C, MacInnis D, Folkes V. Witnessing incivility among employees: effects on consumer anger and negative inferences about companies. J Consum Res. 2010;37(2):292–303. doi:10.1086/651565
30. Sinclair RR, Martin JE, Croll LW. A threat-appraisal perspective on employees’ fears about antisocial workplace behavior. J Occup Health Psychol. 2002;7(1):37–56. doi:10.1037/1076-8998.7.1.37
31. Grant AM. The significance of task significance: job performance effects, relational mechanisms, and boundary conditions. J Appl Psychol. 2008;93(1):108–124. doi:10.1037/0021-9010.93.1.108
32. Grant AM, Berg JM. Prosocial motivation at work: when, why, and how making a difference makes a difference. In: Cameron K, Spreitzer G, editors. Oxford Handbook of Positive Organizational Scholarship. New York: Oxford University Press; 2011:28–44.
33. Vallerand RJ. Toward a hierarchical model of intrinsic and extrinsic motivation. In: Advances in Experimental Social Psychology. Vol. 29. Academic Press; 1997:271–360.
34. De Dreu CKW, Nauta A. Self-interest and other-orientation in organizational behavior: implications for job performance, prosocial behavior, and personal initiative. J Appl Psychol. 2009;94(4):913–926. doi:10.1037/a0014494
35. Rioux SM, Penner LA. The causes of organizational citizenship behavior: a motivational analysis. J Appl Psychol. 2001;86(6):1306–1314. doi:10.1037/0021-9010.86.6.1306
36. Meglino BM, Korsgaard A. Considering rational self-interest as a disposition: organizational implications of other orientation. J Appl Psychol. 2004;89(6):946–959. doi:10.1037/0021-9010.89.6.946
37. Spreitzer G, Sutcliffe K, Dutton J, Sonenshein S, Grant AM. A socially embedded model of thriving at work. Organ Sci. 2005;16(5):537–549. doi:10.1287/orsc.1050.0153
38. Paterson TA, Luthans F, Jeung W. Thriving at work: impact of psychological capital and supervisor support. J Organ Behav. 2014;35(3):434–446. doi:10.1002/job.1907
39. Hu J, Liden R. Making the difference in the teamwork: linking team prosocial motivation to team processes and effectiveness. Acad Manag J. 2015;58(4):1102–1127. doi:10.5465/amj.2012.1142
40. Tella A. The impact of motivation on student’s academic achievement and learning outcomes in mathematics among secondary school students in Nigeria. Eurasia J Math Sci Technol Educ. 2007;3(2):149–156. doi:10.12973/ejmste/75390
41. Nix GA, Ryan RM, Manly JB, Deci EL. Revitalization through self-regulation: the effects of autonomous and controlled motivation on happiness and vitality. J Exp Soc Psychol. 1999;35(3):266–284. doi:10.1006/jes1382.p.1999
42. Maslach C. Burnout: The Cost of Caring. Englewood Cliffs, NJ: Prentice-Hall; 1982.
43. Demerouti E, Bakker AB, Nachreiner F, Schaufeli WB. The job demands-resources model of burnout. J Appl Psychol. 2001;86(3):499–512. doi:10.1037/0021-9010.86.3.499
44. Khan NA, Khan AN, Soomro MA, Khan SK. Transformational leadership and civic virtue behavior: valuing act of thriving and emotional exhaustion in the hotel industry. Asia Pac Manag Perspect. 2020;25(4):216–225. doi:10.1016/j.apmrv.2020.05.001
45. Niessen C, Mäder I, Stride C, Jimmieson NL. Thriving when exhausted: the role of perceived transformational leadership. J Vocat Behav. 2017;103:41–51. doi:10.1016/j.jvb.2017.07.012
46. Golparvar M, Safari S. The buffering role of affective-collective investment in the relationship between job stress and emotional exhaustion. Contemp Psychol Biannual J Iran Psychol Assoc. 2018;13(1):2–13.
47. Appelbaum SH, Iaconi GD, Matousek A. Positive and negative deviant workplace behaviors: causes, impacts, and solutions. Corp Gov. 2007;7(5):586–598. doi:10.1108/14720700710827176
48. Mulki JP, Jaramillo F, Locander WB. Emotional exhaustion and organizational deviance: can the right job and a leader’s style make a difference? J Bus Res. 2006;59(12):1222–1230. doi:10.1016/j.jbusres.2006.09.001
49. Shah SMH, Nawaz M, Batool A. Effect of manpower and resource factors on labor productivity at house building projects in DHA Lahore. Manag Sci Bus Decis. 2021;1(1):12–20. doi:10.52812/msbd.14
50. Quartey-Papafio TK, Shajedul I, Dehaghani AR. Evaluating suppliers for healthcare centre using ordinal priority approach. Manag Sci Bus Decis. 2021;1(1):5–11. doi:10.52812/msbd.12
51. Strickland LH, Trusov VP, Lockwood E. Research in Soviet Social Psychology. Berlin: Springer-Verlag; 1986.
52. Podsakoff PM, MacKenzie SB, Lee J-Y, Podsakoff NP. Common method biases in behavioral research: a critical review of the literature and recommended remedies. J Appl Psychol. 2003;88(5):879–903. doi:10.1037/0021-9010.88.5.879
53. Javed SA, Liu S. Evaluation of outpatient satisfaction and service quality of Pakistani healthcare projects: application of a novel synthetic grey incidence analysis model. In: Grey Systems: Theory and Application; Vol 8, 2018: 462–480.
54. Grant AM, Sumanth JJ. Mission Possible? The performance of prosocial motivated employees depends on manager trustworthiness. J Appl Psychol. 2009;94(4):927–944. doi:10.1037/a0014391
55. Cortina LM, Magley VJ, Williams JH, Langhout RD. Incivility in the workplace: incidence and impact. J Occup Health Psychol. 2001;6(1):64–80. doi:10.1037/1076-8998.6.1.64
56. Maslach CA, Jackson SE. The measurement of experienced burnout. J Occup Behav. 1981;2(2):99–113. doi:10.1002/job.4030020205
57. Di Iorio CK. Measurement in Health Behaviour: Methods for Research Evaluation. Chapter 10. San Francisco, USA: Jossey-Bass; 2005:176–210.
58. Zalma AR, Safiah MY, Ajau D, Khairil Anuar MI. Reliability and validity of television food advertising questionnaire in Malaysia. Health Promot Int. 2015;30(3):523–530. doi:10.1093/heapro/dat072
59. Deng J. Control problems of grey systems. Syst Control Lett. 1982;1(5):288–294. doi:10.1016/S0167-6911(82)80025-X
60. Arsy FA. Demand forecasting of toyota avanza cars in Indonesia: grey systems approach. Int J Grey Syst. 2021;1(1):38–47. doi:10.52812/ijgs.24
61. Candra CS. Evaluation of barriers to electric vehicle adoption in Indonesia through grey ordinal priority approach. Int J Grey Syst. 2022;2(1):38–56. doi:10.52812/ijgs.46
62. Wu W, Ma X, Zhang H, Tian X, Zhang G, Zhang P. A conformable fractional discrete grey model CFDGM (1,1) and its application. Int J Grey Syst. 2022;2(1):5–15. doi:10.52812/ijgs.36
63. Javed SA, Liu S, Mahmoudi A, Nawaz M. Patients’ satisfaction and public and private sectors’ healthcare service quality in Pakistan: application of grey decision analysis approach. Int J Health Plann Manage. 2019;34(1):e168–e182. doi:10.1002/hpm.2629
64. Mahmoudi A, Javed SA, Liu S, Deng X. Distinguishing coefficient driven sensitivity analysis of GRA model for intelligent decisions: application in project management. Technol Econ Dev Econ. 2020a;26(3):621–641. doi:10.3846/tede.2020.11890
65. Javed SA, Mahmoudi A, Liu S. Grey Absolute Decision Analysis (GADA) method for multiple criteria group decision making under uncertainty. Int J Fuzzy Syst. 2020;22(4):1073–1090. doi:10.1007/s40815-020-00827-8
66. Mahmoudi A, Deng X, Javed SA, Zhang N. Sustainable supplier selection in megaprojects through grey ordinal priority approach. Bus Strategy Environ. 2020b;30(1):318–339. doi:10.1002/bse.2623
67. Javed SA, Cudjoe D. A novel grey forecasting of greenhouse gas emissions from four industries of China and India. Sustain Prod Consum. 2022;29:777–790. doi:10.1016/j.spc.2021.11.017
68. Javed SA, Liu S. Bidirectional Absolute GRA/GIA model for Uncertain systems: application in project management. IEEE Access. 2019;7(1):60885–60896. doi:10.1109/ACCESS.2019.2904632
69. Liu S, Lin C, Tao L, Javed SA, Fang Z, Yang Y. On spectral analysis and new research directions in grey system theory. J Grey Syst. 2020;32(1):108–117.
70. Hsiao SW, Lin HH, Ko YC. Application of grey relational analysis to decision-making during product development. Eurasia J Math Sci Technol Educ. 2017;13(6):2581–2600. doi:10.12973/eurasia.2017.01242a
71. Lin SL, Wu S-J. Is grey relational analysis superior to the conventional techniques in predicting financial crises? Expert Syst Appl. 2011;38(5):5119–5124. doi:10.1016/j.eswa.2010.09.139
72. Kharipzhanova A, Irfan M. Evaluation of Barriers to Gilgit Baltistan’s Travel & Tourism Industry: Pakistani Youth’s Perception. Manag Sci Bus Decis. 2022;2(1):31–39. doi:10.52812/msbd.39
73. Aydemir E, Sahin Y. Evaluation of healthcare service quality factors using grey relational analysis in a dialysis center. Grey Systems: Theory and Application. 2018;9(4):432–448. doi:10.1108/GS-01-2019-0001
74. Rehman E, Ikram M, Feng MT, Rehman S. Sectoral-based CO2 emissions of Pakistan: a novel Grey Relation Analysis (GRA) approach. Environ Sci Pollut Res Int. 2020;27(23):29118–29129. doi:10.1007/s11356-020-09237-7
75. Nie X, Fan T, Wang B, Wu H. Optimization of operation safety risk indicator based on grey relational and sensitivity analysis of the south-to-north water diversion project. J Intell Fuzzy Syst. 2020;38(6):7787–7793. doi:10.3233/JIFS-179848
76. Angela F, Angelina A. Grey relational evaluation of the supplier selection criteria in the Indonesian hospitality industry. Int J Grey Syst. 2021;1(2):42–54. doi:10.52812/ijgs.19
77. Tsoy K. Nord Stream 2: the expectations of Russian citizens from increasing gas exports to Europe. Manag Sci Bus Decis. 2022;2(1):48–60. doi:10.52812/msbd.38
78. Cenglin Y. Application of gray relational analysis method in comprehensive evaluation on the customer satisfaction of automobile 4S enterprises. Phys Procedia. 2012;33:1184–1189. doi:10.1016/j.phpro.2012.05.194
79. Du J, Liu S, Liu Y. A novel grey multi-criteria three-way decisions model and its application. Comput Ind Eng. 2021;158:107405. doi:10.1016/j.cie.2021.107405
80. Haeri SAS, Rezaei J. A grey-based green supplier selection model for uncertain environments. J Clean Prod. 2019;221:768–784. doi:10.1016/j.jclepro.2019.02.193
81. Abifarin JK, Ofodu JC. Modeling and grey relational multi-response optimization of chemical additives and engine parameters on performance efficiency of diesel engine. Int J Grey Syst. 2022;2(1):16–26. doi:10.52812/ijgs.33
82. Ivanova M. Evaluation of risks to the Russian food supply chains during the COVID-19. Manag Sci Bus Decis. 2022;2(1):40–47. doi:10.52812/msbd.42
83. Liu S, Yang Y, Forrest J. Grey Data Analysis. Singapore: Springer; 2017. doi:10.1007/978-981-10-1841-1
84. Thio E. Evaluating Site selection criteria for marine cultivation in North Lombok Regency of Indonesia through GADA model. Int J Grey Syst. 2021;1(1):27–37. doi:10.52812/ijgs.13
85. Quartey-Papafio TK, Liu S, Javed S. Grey relational evaluation of impact and control of malaria in Sub-Saharan Africa. In: Grey Systems: Theory and Application. Vol. 9. 2019:415–431.
86. Pearson CM, Andersson LM, Wegner JW. When workers flout convention: a study of workplace incivility. Hum Relat. 2001;54(11):1387–1419. doi:10.1177/00187267015411001
87. Tong J, Chong S, Johnson RE. The indirect relations of workplace incivility with emotional exhaustion and supportive behaviors via self‐blame: the moderating roles of observed incivility and trait emotional control. J Organ Behav. 2019;40(8):931–946. doi:10.1002/job.2399
88. Gkorezis P, Kalampouka P, Petridou E. The mediating role of belongingness in the relationship between workplace incivility and thriving. Int J Employ Stud. 2013;21(2):63–78.
89. Ayaz Z, Javed S, Wali SS. Impact of visionary leadership on pro-social motivation and emotional exhaustion. UW J Manag Sci. 2021;5(1):86–103.
90. Gupta RK. Innovative Work Behaviour (IWB) of Employees: exploring the role of thriving and pro-social motivation in the relationship between LMX and IWB. Australian & New Zealand Academy of Management (ANZAM); 2014.
91. Hur WM, Moon T, Jun JK. The effect of workplace incivility on service employee creativity: the mediating role of emotional exhaustion and intrinsic motivation. J Serv Mark. 2016;30(3):302–315. doi:10.1108/JSM-10-2014-0342
92. Moon C, Morais C. Understanding the consequences of workplace incivility: the roles of emotional exhaustion, acceptability and political skill. Int J Confl Manag. 2022;33(3):425–447. doi:10.1108/IJCMA-09-2021-0147
93. Duffy MK, Ganster DC, Pagon M. Social undermining in the workplace. Academy of management Journal. 2002; 45(2): 331351.; 45(2): 331351.
94. Spector PE. Method variance in organizational research: truth or urban legend? Organizational Research Methods. 2006; 9(2): 221232.; 9(2): 221232.
95. Rukh L, Hassan Q, Babar S, Iftikhar A. Impact of Perceived organizational support and organizational reward on Thriving at work: Mediating role of civility at workplace. International Journal of Management Excellence. 2018; 12(1): 16881699.; 12(1): 16881699.
© 2022 The Author(s). This work is published and licensed by Dove Medical Press Limited. The
full terms of this license are available at https://www.dovepress.com/terms.php
and incorporate the Creative Commons Attribution
- Non Commercial (unported, v3.0) License.
By accessing the work you hereby accept the Terms. Non-commercial uses of the work are permitted
without any further permission from Dove Medical Press Limited, provided the work is properly
attributed. For permission for commercial use of this work, please see paragraphs 4.2 and 5 of our Terms.