Main Article Content
Abstract
Workplace incivility is low deviant in nature, and organisations are not spending more time to identify and solve uncivil incidents which will ultimately harm the employees and organisation. This article focused on workplace incivility to identify its various types that had covered in the existing literature and proposes a model that conceptualises the buffering role of psychological capital on the outcomes of workplace incivility. Studies on workplace incivility have categorised into experienced, instigated and witnessed workplace incivility. The present review thoroughly investigated various individual and organisational level antecedents and outcomes of workplace incivility that has covered in the articles. Conservation of Resource Theory has used to analyse the moderating role of psychological capital in the relationship between workplace incivility and its consequences. This article calls for the attention towards workplace mistreatment and also aid the scholars to make empirically testing the role of psychological capital on the unexplored areas in this field. This study further provides guidelines to Human Resource Development professionals to know the various antecedents of workplace incivility to take corrective measures for reducing the occurrence of workplace incivility. Intensity and adverse effect of uncivil behaviour is determined by the perception of targets or witness, so that organisation can provide psychological capital training to its employees which will helps to reduce the negative consequences of workplace incivility. The article concludes with a brief suggestion and future improvement of the study.