@article{21db1cfa7b8940b7906c140a1c92d00b,
title = "Workplace Incivility and Employee Sleep: The Role of Rumination and Recovery Experiences",
abstract = "This study examines the role of negative work rumination and recovery experiences in explaining the association between workplace incivility and employee insomnia symptoms. Drawing on the perseverative cognition model of stress and the effort-recovery model, we hypothesize a moderated mediation model in which workplace incivility is associated with insomnia symptoms via negative work rumination. This indirect effect is proposed to be conditional on employees' reported level of recovery experiences (i.e., psychological detachment from work and relaxation during nonwork time). In examining this model, we further establish a link between workplace incivility and sleep and identify one pathway to explain this relationship, as well as resources that may be used to halt the negative spillover of workplace incivility on sleep. Based on a sample of 699 U.S. Forest Service employees, we find support for a moderated mediation model in which the association between workplace incivility and increased insomnia symptoms via increased negative work rumination was weakest for employees reporting high levels of recovery experiences during nonwork time. Findings from the current study contribute to our understanding of why workplace incivility is associated with nonwork outcomes, as well as point to implications for interventions aimed at promoting employees' recovery from work.",
keywords = "Negative work rumination, Psychological detachment, Relaxation, Sleep quality, Workplace incivility",
author = "Demsky, {Caitlin A.} and Charlotte Fritz and Hammer, {Leslie B.} and Black, {Anne E.}",
note = "Funding Information: The authors thank Dana Auten for her assistance with proofreading and editing. The research, analysis, and other work documented in this publication were funded by the USDA Forest Service through Agreement #14-JV-11221611-109; however, the findings, conclusions, and views expressed are those of the authors and do not necessarily represent the views of the USDA Forest Service. Caitlin A. Demsky was also supported during the course of this work by an Oakland University School of Business Administration Spring-Summer Research Fellowship and a National Science Foundation Graduate Research Fellowship under Grant DGE-1057604. Any opinions, findings, conclusions, or recommendations expressed in this material are those of the authors and do not necessarily reflect the views of the National Science Foundation. An earlier version of this article was presented at the 2017 Annual Society for Industrial & Organizational Psychology Conference in Orlando, Florida. Funding Information: The research, analysis, and other work documented in this publication were funded by the USDA Forest Service through Agreement #14-JV-11221611-109; however, the findings, conclusions, and views expressed are those of the authors and do not necessarily represent the views of the USDA Forest Service. Caitlin A. Demsky was also supported during the course of this work by an Oakland University School of Business Administration Spring-Summer Research Fellowship and a National Science Foundation Graduate Research Fellowship under Grant DGE-1057604. Publisher Copyright: {\textcopyright} 2018 American Psychological Association.",
year = "2019",
month = apr,
doi = "10.1037/ocp0000116",
language = "English (US)",
volume = "24",
pages = "228--240",
journal = "Journal of Occupational Health Psychology",
issn = "1076-8998",
publisher = "Educational Publishing Foundation",
number = "2",
}