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Does gender moderates the relationship between favoritism/nepotism, supervisor incivility, cynicism and workplace withdrawal: A neural network and SEM approach
(Elsevier, 2017) Abubakar, A. Mohammed; Namin, Boshra Hejraty; Harazneh, Ibrahim; Araslı, Hüseyin; Tunç, Tuğba
Organizational politics and workplace victimization are social stressors with significant implications on the wellbeing of employees. Applying Job Demand Resources framework, this study examines the impact of favoritism/nepotism, supervisor incivility on employee cynicism, and work withdrawal, and the moderating role of gender. Utilizing a cross-sectional design, data were gathered from frontline employees working in 3-star hotels in Northern Cyprus. Results from structural equation modeling and artificial neural network revealed that: (1) favoritism/nepotism has a positive impact on employee cynicism and work withdrawal; (2) employee cynicism has a positive impact on work withdrawal; (3) employee cynicism mediates the relationship between favoritism/nepotism, and work withdrawal; (4) the impact of employee cynicism on work withdrawal was about 6.7 times stronger for women; (5) the impact of favoritism/nepotism on work withdrawal was about 2.1 times stronger for men. Strategies to reduce this unwanted practices and how to keep employees productive are discussed.