Although incivility has been identified as an important issue in workplaces, little research has focused on tolerance to workplace incivility. Drawing on conservation of resources and psychological ownership theory, this article investigates the mediating role of employee cynicism on the relationship between tolerance to workplace incivility and outcome variables (i.e., service innovative behavior, knowledge hiding behavior, and job search behavior) in the hospitality industry. Structural equation modeling and artificial neural network were applied on survey data obtained from five‐star hotels in Jordan. Building on the proposed theories, we show that employee cynicism mediates the link between tolerance to workplace incivility and knowledge hiding behavior, and job search behavior. Implications for theory and practice are discussed.

中文翻译：

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将宽容与工作场所的不灵活性，服务创新，知识隐藏和求职行为联系起来：员工犬儒主义的中介作用

尽管人们已将不文明行为视为工作场所中的重要问题，但很少有研究集中于对工作场所不文明行为的容忍度。借助资源节约和心理所有权理论，本文研究了员工愤世嫉俗在酒店业对工作场所不容忍能力与结果变量（即服务创新行为，知识隐藏行为和求职行为）之间的关系的中介作用。 。结构方程模型和人工神经网络被应用于从约旦五星级酒店获得的调查数据。在提出的理论基础上，我们表明员工的愤世嫉俗介导了对工作场所不适应行为的忍耐力，知识隐藏行为和求职行为之间的联系。讨论了对理论和实践的影响。