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Hostile attribution bias and negative reciprocity beliefs exacerbate incivility’s effects on interpersonal deviance

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Hostile attribution bias and negative reciprocity beliefs exacerbate incivility’s effects on interpersonal deviance. / Wu, Long-zeng; Zhang, Haina; Chiu, Randy K. et al.
In: Journal of Business Ethics, Vol. 120, No. 2, 03.2014, p. 189-199.

Research output: Contribution to Journal/MagazineJournal articlepeer-review

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Wu L, Zhang H, Chiu RK, Kwan HK, He X. Hostile attribution bias and negative reciprocity beliefs exacerbate incivility’s effects on interpersonal deviance. Journal of Business Ethics. 2014 Mar;120(2):189-199. Epub 2013 Feb 26. doi: 10.1007/s10551-013-1658-6

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Wu, Long-zeng ; Zhang, Haina ; Chiu, Randy K. et al. / Hostile attribution bias and negative reciprocity beliefs exacerbate incivility’s effects on interpersonal deviance. In: Journal of Business Ethics. 2014 ; Vol. 120, No. 2. pp. 189-199.

Bibtex

@article{fdd1f07b3d664038b912f167064e288f,
title = "Hostile attribution bias and negative reciprocity beliefs exacerbate incivility{\textquoteright}s effects on interpersonal deviance",
abstract = "The purpose of this study was to examine the moderating roles of hostile attribution bias and negative reciprocity beliefs in the relationship between workplace incivility, as perceived by employees, and their interpersonal deviance. Data were collected using a three-wave survey research design. Participants included 233 employees from a large manufacturing company in China. Hierarchical regression analyses were used to test the hypothesized relationships. Our study revealed that hostile attribution bias and negative reciprocity beliefs strengthened the positive relationship between workplace incivility and interpersonal deviance. This relationship was the most positive when both hostile attribution bias and negative reciprocity beliefs were high. The findings provided evidence that directing employees to depress hostile attribution bias and negative reciprocity beliefs may attenuate the effects of workplace incivility on interpersonal deviance. Implications for theory, research, and management practice are discussed.",
keywords = "Deviance, Hostile attribution bias, Incivility, Negative reciprocity beliefs",
author = "Long-zeng Wu and Haina Zhang and Chiu, {Randy K.} and Kwan, {Ho Kwong} and Xiaogang He",
year = "2014",
month = mar,
doi = "10.1007/s10551-013-1658-6",
language = "English",
volume = "120",
pages = "189--199",
journal = "Journal of Business Ethics",
issn = "0167-4544",
publisher = "Springer Netherlands",
number = "2",

}

RIS

TY - JOUR

T1 - Hostile attribution bias and negative reciprocity beliefs exacerbate incivility’s effects on interpersonal deviance

AU - Wu, Long-zeng

AU - Zhang, Haina

AU - Chiu, Randy K.

AU - Kwan, Ho Kwong

AU - He, Xiaogang

PY - 2014/3

Y1 - 2014/3

N2 - The purpose of this study was to examine the moderating roles of hostile attribution bias and negative reciprocity beliefs in the relationship between workplace incivility, as perceived by employees, and their interpersonal deviance. Data were collected using a three-wave survey research design. Participants included 233 employees from a large manufacturing company in China. Hierarchical regression analyses were used to test the hypothesized relationships. Our study revealed that hostile attribution bias and negative reciprocity beliefs strengthened the positive relationship between workplace incivility and interpersonal deviance. This relationship was the most positive when both hostile attribution bias and negative reciprocity beliefs were high. The findings provided evidence that directing employees to depress hostile attribution bias and negative reciprocity beliefs may attenuate the effects of workplace incivility on interpersonal deviance. Implications for theory, research, and management practice are discussed.

AB - The purpose of this study was to examine the moderating roles of hostile attribution bias and negative reciprocity beliefs in the relationship between workplace incivility, as perceived by employees, and their interpersonal deviance. Data were collected using a three-wave survey research design. Participants included 233 employees from a large manufacturing company in China. Hierarchical regression analyses were used to test the hypothesized relationships. Our study revealed that hostile attribution bias and negative reciprocity beliefs strengthened the positive relationship between workplace incivility and interpersonal deviance. This relationship was the most positive when both hostile attribution bias and negative reciprocity beliefs were high. The findings provided evidence that directing employees to depress hostile attribution bias and negative reciprocity beliefs may attenuate the effects of workplace incivility on interpersonal deviance. Implications for theory, research, and management practice are discussed.

KW - Deviance

KW - Hostile attribution bias

KW - Incivility

KW - Negative reciprocity beliefs

U2 - 10.1007/s10551-013-1658-6

DO - 10.1007/s10551-013-1658-6

M3 - Journal article

VL - 120

SP - 189

EP - 199

JO - Journal of Business Ethics

JF - Journal of Business Ethics

SN - 0167-4544

IS - 2

ER -