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<p>Workplace incivility, everyday violations of mutual respect, threaten dignity, strain well- being, and undermine collaboration in higher education. Grounded in Affective Events Theory (AET), this study examines how work environment, work events, cognitive appraisal, and affect (positive/negative) relate to workplace incivility and whether ethical leadership mediates these links. We surveyed employees from 20 Iraqi public universities (<i>N</i> = 584) and analyzed the model using PLS-SEM (net effects) and fsQCA (configurational pathways). PLS-SEM results showed that all AET factors significantly predicted ethical leadership; work environment, work events, cognitive appraisal, and positive affect had significant direct associations with incivility, whereas negative affect did not. Ethical leadership was negatively related to incivility and significantly mediated the effects of work environment, work events, cognitive appraisal, and negative affect on incivility (but not positive affect). fsQCA identified five sufficient configurations for high incivility, most commonly combinations featuring salient work events with strong negative affect, or low cognitive appraisal coupled with negative affect, highlighting equifinality in how uncivil climates emerge. Taken together, findings position ethical leadership as a practical lever for HEIs: clarifying norms, modeling respect, and supporting voice can interrupt event-emotion trajectories that escalate into incivility. We discuss implications for leader development and climate design and note cross-sectional limits.</p>

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The nexus of affective events theory and workplace incivility: the mediating role of ethical leadership in Iraqi higher education

  • 期刊论文

  • 出版模式：

    开放获取

  • 发表日期：

    2025年12月30日

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  • Abdullah Mohammed Sadaa,
  • Alhamzah Al noor,
  • Mohammed Salah,
  • Sammar Abbas,
  • Mushtaq Yousif Alhasnawi,
  • Yuvaraj Ganesan,
  • Khalid Dahleez

摘要

Workplace incivility, everyday violations of mutual respect, threaten dignity, strain well- being, and undermine collaboration in higher education. Grounded in Affective Events Theory (AET), this study examines how work environment, work events, cognitive appraisal, and affect (positive/negative) relate to workplace incivility and whether ethical leadership mediates these links. We surveyed employees from 20 Iraqi public universities (N = 584) and analyzed the model using PLS-SEM (net effects) and fsQCA (configurational pathways). PLS-SEM results showed that all AET factors significantly predicted ethical leadership; work environment, work events, cognitive appraisal, and positive affect had significant direct associations with incivility, whereas negative affect did not. Ethical leadership was negatively related to incivility and significantly mediated the effects of work environment, work events, cognitive appraisal, and negative affect on incivility (but not positive affect). fsQCA identified five sufficient configurations for high incivility, most commonly combinations featuring salient work events with strong negative affect, or low cognitive appraisal coupled with negative affect, highlighting equifinality in how uncivil climates emerge. Taken together, findings position ethical leadership as a practical lever for HEIs: clarifying norms, modeling respect, and supporting voice can interrupt event-emotion trajectories that escalate into incivility. We discuss implications for leader development and climate design and note cross-sectional limits.