Interpersonal Mistreatments and Counterproductive Work Behaviors in Job Holders: A Mediation and Moderation Model in the Context of HeI's in Pakistan.

Abstract

Interpersonal mistreatments at workplace is a complex and multi-faceted phenomenon . This study used a four dimensions of interpersonal mistreatments i.e. ostracism, incivility, interpersonal conflicts and harassment. This study aims to investigate the relationship of interpersonal mistreatments and interpersonal counterproductive work behaviors in the workplace. Employees are frequently faced with interpersonal mistreatments at the workplace. Consequently, employees do not perform by utilizing their best potentials. The purpose of this study was to encompass the interpersonal mistreatments at workplace literature by proposing and hypothesizing a comprehensive model of outcomes associated with interpersonal mistreatments in the form of interpersonal counterproductive work behaviors under the theoretical lens of Social exchange theory. Moreover, this study investigates job burnout as mediator between interpersonal mistreatments and counterproductive work behaviors. Additionally, this study examines the role of emotional intelligence as a moderator among the interpersonal mistreatments, job burnout and counterproductive work under the affect theory of social exchange. This study has used self administered questionnaires to collect data from two employee groups, i.e. white collar and blue collar job holders from the higher educational institutions, Punjab, Pakistan. The stratified random sampling was used to collect the data from white collar and blue collar job holders. Moreover, both blue collar and white collar job holders face deviant behaviors of individuals at different levels and at different designations. Therefore, this study addresses the need for rigorous research on academic workplaces. On the basis of the conceptual model, hypotheses were developed and tested using multiple regression, mediation analysis, hierarchical regression analysis and mediation moderation analysis. The findings reveal that there is a significant and positive association between interpersonal mistreatments and job burnout in both white and blue collar job holders whereas interpersonal mistreatments counterproductive work behaviors shows insignificant relationship except ostracism and counterproductive work behaviors in the case of both white and blue collar job holders. Multiple Regression Analysis indicated that job burnout partially mediates the relationship between interpersonal mistreatment (ostracism, incivility, interpersonal conflicts, and harassment) and counterproductive work behaviors in the case of white and blue collar job holders and full mediation exists in case of incivility and xvii counterproductive work behaviors of white collar employees. Further, the results proved that emotional intelligence significantly moderates the relationship between interpersonal mistreatments and counterproductive work behaviors. Moreover, emotional intelligence indicates insignificant mediation moderating effect of job burnout and counterproductive work behavior in WCW and BCW. Besides, there exists a difference between white and blue collar job holders regarding interpersonal mistreatments and counterproductive work behaviors except harassment and job burnout. It is also shown to be more effective in the case of blue collar workers as compared to white collar job holders. This study makes a sound theoretical contribution to the literature with respect to the relationship between interpersonal mistreatment and counterproductive work behavior in the higher education sector of Pakistan. The study also provides the insight to HR professionals and managers working in the higher education sector of Pakistan that emotional intelligence can be used to reduce the employees‘ negative emotions that may result in damaging retaliatory behaviors.