Applying the conservation of resources theory and the self-efficacy theory, this study investigates the relationship between supervisor incivility, self-efficacy, cynicism and the job embeddedness of employees in the hotel industry. The role of self-efficacy, as an important variable that mediates the relationship between the predictor and the criterion variable, is significantly evaluated. A non-probability sampling technique was used to collect 245 questionnaires from frontline employees of five- and four-star hotels in Nigeria. The findings reveal that supervisor incivility has a negative effect on self-efficacy and a positive effect on cynicism, and that self-efficacy negatively affects cynicism. There was no significant relationship with job embeddedness in the study. Importantly, the investigation establishes that self-efficacy is a mediating variable between supervisor incivility and cynicism. The study noted the importance of adopting a policy that introduces periodic seminars and professional training for both employees and supervisors, as a means for curbing incivility and cynicism. The study concludes with theoretical and practical implications, leaving room for further investigation.

中文翻译：

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将主管的不灵活性与工作嵌入和犬儒主义联系起来：员工自我效能感的中介作用

本研究运用资源节约理论和自我效能感理论，研究了酒店业上司无行为能力，自我效能感，玩世不恭与员工工作嵌入度之间的关系。自我效能感作为调解预测变量和标准变量之间关系的重要变量，其作用得到了显着评估。使用非概率抽样技术从尼日利亚五星级和四星级酒店的一线员工那里收集了245个问卷。研究结果表明，监考人员的不行为行为会对自我效能感产生负面影响，对犬儒主义产生积极影响，而自我效能感则对犬儒主义产生负面影响。在研究中与工作嵌入没有显着关系。重要的，该调查确定，自我效能感是主管不文明和玩世不恭之间的中介变量。该研究指出，采取一项政策的重要性，该政策应引入针对员工和主管的定期研讨会和专业培训，以此作为抑制不活跃和玩世不恭的手段。该研究结论具有理论和实践意义，为进一步研究留下了空间。