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PurposeAcademia is known for its high competitiveness, with prestige and diverse responsibilities and achievements being decisive determinants of success resulting in academic incivility. This paper extends Lazarus and Folkman's theory of stress by examining the moderating role of interpersonal justice (IJ) , as supervisory support, on academics' job satisfaction and depressivity.Design/methodology/approachThe study recruited 185 academics from a public university in Malaysia to participate in a survey. Using the partial least squares- structural equation modeling (PLS-SEM) analysis, academic incivility was negatively related to job satisfaction, whilst positively related to depressivity.FindingsAs hypothesized, it was found that the predicted detrimental effect of academic incivility on job satisfaction was buffered by perceiving high IJ from their immediate supervisors, i.e. deans or heads of department. An unanticipated finding was that there was a stronger relationship between academic incivility and depressivity for those academics who perceived high supervisory IJ.Practical implicationsFurther, academic management can formulate and revise zero-incivility policies and promote awareness explaining the detrimental impacts of incivility, despite support systems in academia.Originality/valueThis study provides the first empirical evidence showing the differential impact of supervisory IJ on two conditions of incivility–well-being relationships. Work culture and various sources of incivility should be considered for future research.

A growing scientific literature has examined the predictors of workplace deviance, with much of this research focusing on job attitudes—particularly job satisfaction and organizational commitment—as antecedent variables. Because this research has primarily been conducted within North America, little is known about whether or not the relationships between attitudes and deviance vary across cultures. Thus, in the current research we examined the job attitude-workplace deviance relationship using data collected from workers in four different countries (i.e., China, India, Malaysia, and New Zealand) and meta-analysis. Results for the Malaysian and New Zealand samples indicated that job attitudes were negatively associated with all three measures of workplace deviance. Within the Chinese sample, job satisfaction and organizational commitment were only modestly related to three and two measures of workplace deviance, respectively. Moreover, within the Indian sample, job attitudes were not significantly related to any form of workplace deviance. Finally, the meta-analytic comparisons lent further support to the variability in the job attitude-workplace deviance relationship across cultures.

Research works on TAM, TAM2, TAM3 and UTAUT has always focused on cognitive aspect of technology acceptance in the past two decades. Acceptance of technologies such as eCommerce, Mobile and ERP that considered emotion and affect are still less. This creates a gap in the technology acceptance research, which consider the role of affect into technology acceptance model. This study considers the role of affect of a knowledge worker that work in Multimedia Super Corridor (MSC)-status organizations in Malaysia on their behavioural intention to use knowledge sharing tools (KS tools) in their day-to-day tasks. Hence,Affective Technology Acceptance (A.T.A) model has been proposed. The behavioural intention on the acceptance of KS tools will be hypothesize in the Affective Technology Acceptance (A.T.A) model. Positive (PA) and Negative (NA) affect as the role of affect construct were introduce in this model to investigate its influence on KS tools usefulness and ease of use among employees in Multimedia Super Corridor organizations. The findings of this study highlighted that NA has no impact on perceive usefulness. The findings also showed that PA has very significant positive influence on PU, PEOU and BI with impact on PEOU being the greatest.

Objective: We examined preferences for different forms of causal explanations for indeterminate situations. Background: Klein and Hoffman distinguished several forms of causal explanations for indeterminate, complex situations: single-cause explanations, lists of causes, and explanations that interrelate several causes. What governs our preferences for single-cause (simple) versus multiple-cause (complex) explanations? Method: In three experiments, we examined the effect of target audience, explanatory context, participant nationality, and explanation type. All participants were college students. Participants were given two scenarios, one regarding the U.S. economic collapse in 2007 to 2008 and the other about the sudden success of the U.S. military in Iraq in 2007. The participants were asked to assess various types of causal explanations for each of the scenarios, with reference to one or more purposes or audience for the explanations. Results: Participants preferred simple explanations for presentation to less sophisticated audiences. Malaysian students of Chinese ethnicity preferred complex explanations more than did American students. The form of presentation made a difference: Participants preferred complex to simple explanations when given a chance to compare the two, but the preference for simple explanations increased when there was no chance for comparison, and the difference between Americans and Malaysians disappeared. Conclusions: Preferences for explanation forms can vary with the context and with the audience, and they depend on the nature of the alternatives that are provided. Application: Guidance for decision-aiding technology and training systems that provide explanations need to involve consideration of the form and depth of the accounts provided as well as the intended audience.

Violation of workplace norms is perceived as incivility and could potentially bring negative consequences to psychological health and organizational attitudes. Given this, abundant research on incivility is conducted to look at the dynamics, causes, and outcomes of incivility and its negative impacts on employees’ well-being. Up until this date, no work of bibliometric study has been carried out and published. Therefore, this paper aims to analyze, and reports published works related to incivility based on the data obtained from the Scopus online database. Using standard bibliometric indicators, this article reports the growth rate of publications, analysis of the citation, global trends and research productivity. A total of 594 valid published documents is retrieved and finalized based on selected keywords search results. The results show that there is an increased growth rate of incivility literature, particularly in nursing and health-related area. The plausible reason for this is the high attention given to organizational change derived from cultural differences, as can be seen from the cluster of countries with high and low interests in incivility research.

Trust is a critical variable in military operations, be it trust in leadership and trust among team members. Trust can become complicated as operations cross-national borders. The purpose of this series of studies is to examine the trust process across cultures comparing the United States, Malaysia, and Australia. The study found country differences in Analytic-Holistic thinking, preference for Power Distance, Need for Cognition (NFC) and trust propensity. Firstly, in terms of race differences within Malaysia, there were only differences in terms of openness and power distance, suggesting similar patterns in most of the variables of interest in the study. In terms of analytic-holistic thinking, it was found that Malaysia was more holistic followed by Australia and US whereas for Power Distance, Malaysia was the lowest followed by Australia and then US. Need for cognition was such that Australia was higher than the US, while US had higher trust propensity scores when compared to Malaysia and Australia. For countries higher in analytic thinking, there was a higher tendency to rate applicants with higher ability as more trustworthy; however, US rated applicants with higher benevolence as more trustworthy when compared to Malaysia, contradictory to present review of literature. On a whole, Malaysia was observed to be generally low on trust. Power Distance was the main contributor for higher trust in ability and cultural dimensions were found to predict integrity significantly whereby higher NFC and Power Distance were associated with higher trust in integrity. Power distance seemed to be the stronger predictor for trust in this study. Findings were discussed in terms of in-group and out-group differences, attributes of Generation Y, and trust climate.

The grantee evaluated the relative strength of Mayer's trustworthiness indicators in both a collectivistic and individualistic culture. The research proposed will examine influences of analytic-holistic thinking and power distance on trust, as characterized by the trustworthiness indicators, and the influence of personality variables on the relationship between cognitive load and trust.