Workplace incivility is a common issue experienced by employees around the globe. However, research has found cultural variability in how workplace incivility is perceived and interpreted. Studies have shown that employees from high power distance societies tend to be more accepting of workplace mistreatment than employees from low power distance societies. Adopting Conservation of Resources (COR) theory and national culture as theoretical frameworks, we tested a moderated mediation model that linked the experience of workplace incivility, burnout/exhaustion, job satisfaction and work withdrawal between Australian and Singaporean white‐collar employees. Data were collected through an online survey of 301 Australian and 303 Singaporean employees. Results indicated that workplace incivility contributed to burnout/exhaustion, which in turn predicted employees’ job dissatisfaction and work withdrawal. Specifically, Australians were more negatively affected by workplace incivility than Singaporeans. The findings suggest the need to consider employees’ national culture/ethnicity when examining relationships between mistreatment in different workplaces and the outcomes.

中文翻译：

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工作场所的不活跃度和工作成果：澳大利亚和新加坡员工之间的跨文化比较

工作场所不活跃是全球员工普遍遇到的问题。但是，研究发现，在如何感知和解释工作场所的不习惯行为方面，文化存在差异。研究表明，高功率距离社会的雇员比低功率距离社会的雇员更容易接受工作场所的虐待。我们采用资源保护（COR）理论和民族文化作为理论框架，我们测试了一个调解的调解模型，该模型将澳大利亚和新加坡白领雇员之间的工作场所不活跃，倦怠/疲惫，工作满意度和工作退回的经验联系在一起。通过对301名澳大利亚雇员和303名新加坡雇员的在线调查收集了数据。结果表明，工作场所的不文明行为会导致倦怠/疲惫，进而预测员工的工作不满和退工。具体而言，与新加坡人相比，澳大利亚人受到工作场所不活跃度的负面影响更大。研究结果表明，在检查不同工作场所的虐待与结果之间的关系时，有必要考虑员工的民族文化/民族。