Mustainah Mappatoba, Hillman Wirawan, Rudi Salam, Syahruddin Hattab, Daswati Daswati
Workplace incivility can cause adverse impacts on employees’ voices and performance in public service organisations. Drawing on social exchange and gender role theory, this study examined a moderated mediation model of the indirect effect of workplace incivility on performance via voice behaviour in which employees’ gender moderated the relationship. This study employed a quantitative method with a multi-wave data collection technique. Participants were recruited from various public service organisations in Indonesia. After removing participants who did not fully participate and failed the attention check item, 365 responses were retained for the data analysis. Data were analysed using Hayes’ moderated mediation regression technique with bootstrapping resampling of 5000. Results suggested that workplace incivility directly reduced employee performance. However, the indirect effect was not observed, as workplace incivility did not influence voice behaviour. The mediation model was moderated by gender in which female employees showed a positive impact of workplace incivility on performance via voice behaviour. Female employees were encouraged to speak up when they found incivility. This study can enrich scholars’ and practitioners’ understanding of workplace incivility across different contexts and cultures. Public service organisations can address workplace incivility by improving inclusive policies and procedures for all employees regardless of gender. © 2025 The University of Hong Kong.
Faculty of Social and Political Sciences, Universitas Tadulako, Indonesia; Department of Psychology, Faculty of Medicine, Universitas Hasanuddin, Indonesia; School of Psychology, Faculty of Health, Deakin University, Australia; Department of Public Administration Sciences, Faculty of Social Sciences, Universitas Negeri Makassar, Indonesia; Department of Administration Sciences, Faculty of Administrative Sciences, Universitas Brawijaya, Indonesia
