Relation of Workplace Incivility, Prosocial Motivation and Emotional Exhaustion to Thriving of Nurses

Figures & data

Figure 1 Conceptual Framework.

Table 1 Definitions of the Variables

#	Variable	Definition
1	Workplace Incivility	Workplace incivility has been defined as low-intensity deviant behavior with ambiguous intent to harm the target, uncivil behaviors are characteristically rude and discourteous, displaying a lack of regard for others^Citation11
2	Prosocial Motivation	Prosocial motivation is defined as the individual’s desire to benefit other people^Citation12
3	Emotional Exhaustion	Emotional exhaustion is a chronic state of physical and emotional depletion that results from an excessive job, personal demands, and/or continuous stress^Citation13
4	Thriving	Thriving is a psychological state in which individuals jointly experience a sense of learning and vitality at work^Citation37

Table 2 A Quick Overview of the Existing Literature

Literature	Sample	Workplace Incivility	Prosocial Motivation	Emotional Exhaustion	Thriving	Statistical Analysis	Grey Relational Analysis
Khan et al, (2020)^Citation44	Hotel industry			√	√	√
Abid et al, (2018)^Citation9	Different sectors		√		√	√
Tong et al, (2019)^Citation87	Police officers	√		√		√
Gkorezis et al, (2013)^Citation88	Private employees	√			√	√
Rukh et al, (2018)^Citation95	Services sectors	√			√	√
Ayaz et al, (2021)^Citation89	Hotel employee	√		√		√
Moon & Gupta (2014)^Citation90	South Korean employees	√		√		√
Hur et al, (2016)^Citation91	Qualitative study		√		√
Moon & Moraise (2022)^Citation92	Bank employee		√	√		√
The current study	Nurses	√	√	√	√	√	√

Table 3 The Reliability of the Constructs

Construct	No. of Items	Source of Items	Cronbach’s α
Emotional Exhaustion [EE]	4	Maslach and Jackson (1982)^Citation56	0.607
Workplace Incivility [WI]	7	Cortina et al (2001)^Citation55	0.827
Prosocial motivation [PM]	5	Grant and Sumanth (2009)^Citation54	0.816
Thriving [THR]	10	Porath et al (2012)^Citation24	0.813

Note: Sample Size = 215; Response Rate: 89.5%.

Table 4 Grey Relational Analysis of the Impact of the Variable on Thriving

EE		γ	ε	ϼ		Inference
Class I (N = 27]	WI	0.5687	0.9264	0.7476	0.015	PM > WI
	PM	0.7311	0.7935	0.7623
Class II (N = 152)	WI	0.6648	0.705	0.6849	0.074	WI > PM
	PM	0.5974	0.6248	0.6111
Class III (N = 36)	WI	0.5451	0.5601	0.5526	0.330	PM > WI
	PM	0.7712	0.9948	0.8830
Overall (N = 215)	WI	0.5929	0.7305	0.6617	0.090	PM > WI
	PM	0.6999	0.8044	0.7521

Abbreviations: WI, workplace incivility; PM, prosocial motivation; EE, emotional exhaustion.

Figure 2 Graphical Representation of the Three Grades in the Four Classes.

Table 5 Means, Standard Deviations, and Interco Relations Among the Study Variables

#	Variables	M (SD)	1	2	3	4
1	Workplace Incivility	2.77 (0.93)	1
2	Prosocial Motivation	4.00 (0.74)	0.007	1
3	Emotional Exhaustion	2.38 (0.53)	−0.071	−0.108	1
4	Thriving	4.14 (0.62)	−0.163*	0.408**	−0.013*	1

Note: *p<0.05, **p<0.01.

Abbreviations: M, mean; SD, standard deviation.

Table 6 Moderation Analysis

#	Variables	T	β	P-sig.
1	Emotional Exhaustion × Workplace Incivility	−1.936	−0.132	0.054*
2	Emotional Exhaustion × Prosocial Motivation	3.765	0.250	0.000**

Notes: *p<0.10, **p<0.01. Dependent variable = Thriving.

Table 7 The Status of Hypotheses Testing

Hypotheses	Accepted/Rejected
H1	Accepted**
H2	Accepted**
H3	Accepted**
H4a	Accepted*
H4b	Rejected

Notes: *This hypothesis can be accepted only at 90% (p<0.01) confidence of interval. **These hypotheses can be accepted at 95% (p<0.05) confidence of interval.

Figure 3 Moderation Effect of Emotional Exhaustion on (A) The Workplace Incivility and Thriving Relationship, and (B) The Prosocial Motivation and Thriving Relationship.

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