Does gender moderates the relationship between favoritism/nepotism, supervisor incivility, cynicism and workplace withdrawal: A neural network and SEM approach
| dc.contributor.author | Abubakar, A. Mohammed | |
| dc.contributor.author | Namin, Boshra Hejraty | |
| dc.contributor.author | Harazneh, Ibrahim | |
| dc.contributor.author | Araslı, Hüseyin | |
| dc.contributor.author | Tunç, Tuğba | |
| dc.date.accessioned | 2019-07-09T11:00:10Z | |
| dc.date.available | 2019-07-09T11:00:10Z | |
| dc.date.issued | 2017 | |
| dc.department | İktisadi ve İdari Bilimler Fakültesi | |
| dc.description | Abubakar A. Mohammed (Aksaray, Yazar) | |
| dc.description.abstract | 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. | |
| dc.identifier.doi | 10.1016/j.tmp.2017.06.001 | |
| dc.identifier.endpage | 139 | en_US |
| dc.identifier.scopusquality | Q1 | |
| dc.identifier.startpage | 129 | en_US |
| dc.identifier.uri | https://dx.doi.org/ 10.1016/j.tmp.2017.06.001 | |
| dc.identifier.uri | https://hdl.handle.net/20.500.12451/2032 | |
| dc.identifier.volume | 23 | en_US |
| dc.identifier.wosquality | N/A | |
| dc.indekslendigikaynak | Web of Science | |
| dc.indekslendigikaynak | Scopus | |
| dc.language.iso | en | |
| dc.publisher | Elsevier | |
| dc.relation.ispartof | Tourism Management Perspectives | |
| dc.relation.publicationcategory | Makale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanı | |
| dc.rights | info:eu-repo/semantics/embargoedAccess | |
| dc.subject | Favoritism/Nepotism | |
| dc.subject | Employee Cynicism | |
| dc.subject | Supervisor Incivility | |
| dc.subject | Gender | |
| dc.subject | Work Withdrawal | |
| dc.subject | Northern Cyprus | |
| dc.title | Does gender moderates the relationship between favoritism/nepotism, supervisor incivility, cynicism and workplace withdrawal: A neural network and SEM approach | |
| dc.type | Article |
