WORKPLACE INCIVILITY AND PERCEIVED ORGANIZATIONAL SUPPORT AS PREDICTORS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AMONG NURSES AT THE UNIVERSITY OF UYO TEACHING HOSPITAL

Abstract

This study examined the influence of workplace incivility and perceivedorganizational support (POS) on organizational citizenship behaviour (OCB) among nurses at theUniversity of Uyo Teaching Hospital (UUTH). A cross-sectional survey design was adopted, and120 nurses were randomly selected from different wards and units. Data were collected usingstandardized measures of workplace incivility, perceived organizational support, and organizationalcitizenship behaviour. Findings from simple linear regression analysis revealed that workplaceincivility had a significant negative effect on organizational citizenship behaviour (β = −.142, t =−1.889, p < .05), accounting for 2% of the variance (R² = .020). Perceived organizational supportalso had a significant positive influence on organizational citizenship behaviour (β = .295, t = 3.347,p < .01), explaining 8.7% of the variance (R² = .087). Furthermore, multiple regression analysisshowed that the joint model was statistically significant (F(2, 117) = 6.25, R = .320, R² = .102, p <.01). However, when both variables were entered simultaneously, only perceived organizationalsupport remained a significant predictor (β = .280, t = 3.124, p < .01), while workplace incivilitywas not statistically significant (β = −.125, t = −1.658, p = .100). The findings suggest that althoughworkplace incivility significantly reduces organizational citizenship behaviour, perceivedorganizational support plays a more dominant role in promoting positive discretionary behavioursand may help mitigate the negative effects of incivility. It is recommended that hospitalmanagement implement policies that reduce workplace incivility and strengthen support systems toencourage citizenship behaviours that improve healthcare delivery.