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 perceived
organizational support (POS) on organizational citizenship behaviour (OCB) among nurses at the
University of Uyo Teaching Hospital (UUTH). A cross-sectional survey design was adopted, and
120 nurses were randomly selected from different wards and units. Data were collected using
standardized measures of workplace incivility, perceived organizational support, and organizational
citizenship behaviour. Findings from simple linear regression analysis revealed that workplace
incivility 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 support
also 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 analysis
showed 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 organizational
support remained a significant predictor (β = .280, t = 3.124, p < .01), while workplace incivility
was not statistically significant (β = −.125, t = −1.658, p = .100). The findings suggest that although
workplace incivility significantly reduces organizational citizenship behaviour, perceived
organizational support plays a more dominant role in promoting positive discretionary behaviours
and may help mitigate the negative effects of incivility. It is recommended that hospital
management implement policies that reduce workplace incivility and strengthen support systems to
encourage citizenship behaviours that improve healthcare delivery.