Purpose Low-intensity workplace behavior (workplace incivility; WPI) imposes substantial costs on organizations by contributing to a range of negative employee outcomes, thereby presenting a growing challenge for HR managers. With this backdrop, this study aims to investigate how WPI evokes employee turnover intention through psychological distress. The study further examines the moderating role of emotional regulation between WPI and psychological distress. Design/methodology/approach Considering the ubiquitous nature of WPI, the study collected data from 356 employees and their supervisors working in various organizations. Specifically, the study employed a questionnaire-based survey through “Google Forms” on convenience basis. Furthermore, the data was analyzed through structural equation modeling. Findings The study noted that experiencing WPI positively affects employees’ intention to leave the organization, mediated by psychological distress. Furthermore, individuals high in emotional regulation are less likely to suffer from psychological distress even in the presence of WPI. Practical implications The findings suggest that HR managers can eliminate an uncivil workplace environment by developing, communicating and implementing a code of ethics. Emotional regulation helps individuals deal with psychological distress and escape workplace incivility; therefore, HR managers are also suggested to focus on counseling and training sessions to develop emotional regulation among employees. Originality/value The literature on low-intensity negative workplace behavior (WPI) is scant. Therefore, drawing upon the conservation of resources theory, this study not only explores psychological distress as a mediating mechanism between WPI and turnover intention, but also explores the way to tackle psychological distress through emotional regulation.
Islam et al. (2026) studied this question.