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Although public service employees are regularly exposed to uncivil behavior by citizens, we still know little about the effects of these incivilities. This study aims to examine the reactions of public employees who work in a climate of citizen incivility. Using a multilevel multisource design, we examine the indirect effects of citizen incivility climate on employee withdrawal and helping behaviors via job tension, and test the moderating influence of employees' public service motivation on these relationships. Our analyses were performed using data collected from a sample of 734 employees and 77 supervisors working in Canadian public libraries. Results show that public servants who work in a climate of citizen incivility experience greater job tension and consequently show more withdrawal and less helping behaviors. Our results also show that public service motivation acts as a buffer against the detrimental effects of incivility climate on helping behaviors, but not against withdrawal. [ABSTRACT FROM AUTHOR]

This study examined the interface of paradoxical responses (i.e., employee entitlement and job satisfaction) to social support in the form of employee orientation in hospitality contexts. A large-scale, multi-source, survey-based field study on restaurant employees and customers was conducted. The findings showed that employees who received support developed a sense of entitlement that ultimately undermined the benefits of job satisfaction on limiting employee incivility toward customers. This understudied entitlement perspective is insightful for justifying the paradoxical negative effect of social support in hospitality service settings. Practical implications for hospitality managers to handle the social support paradox and employee entitlement, as well as study limitations and future research directions, are all discussed. [ABSTRACT FROM AUTHOR]

The purpose of this autoethnography was to contextualize a personal workplace bullying experience in higher education with the intention to promote action and change within higher education policy and practice. The research questions that guided this study were: How do I tell the story of my experience with workplace bullying in higher education? What are the personal and social impacts of my experience with workplace bullying? What strategies did I use to persevere through the workplace bullying experience? Bullying and incivility in higher education contexts persists despite having knowledge of the negative implications and desire of institutions for change. Three themes emerged in this autoethnography: (1) I don't even recognize myself anymore; (2) Reliving past trauma: I thought that part of my life was over; and (3) Coping and Survivor's Guilt. This autoethnography adds to the body of literature surrounding bullying and incivility in the workplace; offers examples of how workplace bullying and incivility impacted a victim's professional and personal life, along with the victim's psychological and physical well-being; and facilitates critical reflection on this experience in order to generate innovative methods to address the prevalence and minimize the impacts of similar experiences in the higher education environments. [ABSTRACT FROM AUTHOR]

'Collegiality' comes from the Latin term 'Collegium', which essentially refers to a community of individuals bounded by their collective pursuit of a common goal. The concept has historical roots in both organised religion and academia, with its use subsequently extended to various industrial and corporate settings including healthcare. Nowadays, 'collegiality' has become a common buzzword adopted by the medical fraternity – often deemed as having a polite and respectful demeanour, maintaining cordial work relationships and being a team player who demonstrates willingness to help others and avoid speaking ill of fellow colleagues. While it is true that workplace incivility, aggression, bullying and verbal abuse are not uncommonly reported in highly stressful healthcare settings, which are concerning phenomena that should be addressed and prevented, the concept of 'medical collegiality' is, in reality, a rich and multi-faceted concept that is not limited to behavioural attributes, but extends to larger cultural principles and organisational constructs. In this article, we herein define 'medical collegiality' as 'a collective manifestation of respect, empathy and solidarity within the medical fraternity, driven by a common pursuit of clinical excellence in patient care, demonstrated through interpersonal/work relationships and organisational culture', by referencing historical origins of 'collegiality' in organised religion and academia. We further review the concept of 'medical collegiality' through three core lenses of cultural, behavioural and structural collegiality. Finally, we discuss the importance of medical collegiality for physician mental health and well-being, and quality of clinical care. [ABSTRACT FROM AUTHOR]

Workplace incivility (WI) is defined as low-intensity negative behaviors in the workplace. While this topic is common in a Western context, limited research has been conducted in the Asian context, particularly in China and Vietnam. This research aims to investigate a cross-cultural study about WI, to focus on the linkage between demographic variables and WI. The research sample comprised 598 voluntary working adults in China and Vietnam. The data were calculated using descriptive statistics and paired t-tests in SPSS. The result indicated that Chinese and Vietnamese experienced the same incivility behaviors at works. In addition, males experienced more WI than females. This research is a pioneer cross-cultural study about WI in the Asian context, which investigates the influence of demographic variables on WI in Chinese and Vietnamese working adults. Although this study attempts to conduct a cross-cultural study, its limitation is that the sample size is modest and random. This study also expresses some solutions to eliminate incivility behaviors in the workplace. [ABSTRACT FROM AUTHOR]

Workplace incivility (WI) is defined as low-intensity negative behaviors in the workplace. While this topic is common in a Western context, limited research has been conducted in the Asian context, particularly in China and Vietnam. This research aims to investigate a cross-cultural study about WI, to focus on the linkage between demographic variables and WI. The research sample comprised 598 voluntary working adults in China and Vietnam. The data were calculated using descriptive statistics and paired t-tests in SPSS. The result indicated that Chinese and Vietnamese experienced the same incivility behaviors at works. In addition, males experienced more WI than females. This research is a pioneer cross-cultural study about WI in the Asian context, which investigates the influence of demographic variables on WI in Chinese and Vietnamese working adults. Although this study attempts to conduct a cross-cultural study, its limitation is that the sample size is modest and random. This study also expresses some solutions to eliminate incivility behaviors in the workplace. [ABSTRACT FROM AUTHOR]

Findings regarding the mechanism underlying the impact of supervisor incivility on subordinate alcohol misuse remain equivocal. Specifically, some studies indicate that stress mediates the impact of supervisor incivility on subordinate alcohol misuse, while others, find no evidence for such an effect, suggesting the need to investigate other mechanisms. Extending Conservation of Resource (COR) theory and employing a longitudinal study design, this study examines two alternative mechanisms grounded on social isolation. The first suggests drinking as a resource-mobilizing response, with social isolation eliciting the perception of more permissive injunctive drinking norms, thus facilitating problematic drinking. The second suggests problematic drinking as a mode of coping with a negative emotional state elicited by social isolation, namely depression. Findings indicate that supervisor undermining's association with subsequent subordinate problematic drinking is serially mediated by social isolation and depression, with no support found for the first mechanism. Implications for research, practice and policy are discussed. [ABSTRACT FROM AUTHOR]

This study investigates the influence of psychological contract breach (PCB) on work-related attitudes and behaviors (i.e., organizational cynicism, workplace incivility and work alienation) and employees' emotional exhaustion. It also examines the direct association between these attitudes and behaviors and emotional exhaustion as well as investigating how mindfulness moderates these associations. Based on a quantitative approach, data were collected from 437 employees of Egyptian travel agencies. The PLS-SEM analysis revealed that PCB positively affects employees' emotional exhaustion and job-related attitudes as well as behaviors, which consequently impact their emotional exhaustion. The findings indicated that the effect of organizational cynicism, workplace incivility, and work alienation on emotional exhaustion is weaker with higher levels of mindfulness and greater with lower levels of mindfulness. Besides its theoretical contributions, this paper presents substantial practical insights and managerial implications for managers of travel agencies regarding the outcomes of PCB. Limitations and future research are also given. [ABSTRACT FROM AUTHOR]

Background: The relationship between workplace incivility and psychological distress among nurses has been well-documented in the nursing literature. Management practices to reduce the negative impact are less clear. This study aimed to examine perceived servant leadership as a moderator between workplace incivility and psychological distress among nurses in Chinese hospitals. Methods: This study used a cross-sectional design and was conducted between September and October 2020. We recruited 1,604 nurses from 13 Chinese hospitals across different regions in China ranging from 18 to 55 years in age (M = 28.48 years, SD = 6.53 years). Multiple linear regression was used to analyze the data. Findings: The results showed that workplace incivility (β = 0.40, p <.001) and perceived servant leadership (β = −0.13, p <.001), as well as their interaction (β = −0.11, p =.002), predicted nurses' psychological distress. Perceived servant leadership moderates the relationship between workplace incivility and psychological distress. Conclusions/Application to Practice: Servant leaders can create an ethical work climate, display empathy and compassion, and facilitate resilience. Our findings can assist hospital management with support from occupational health providers to recruit, train, and assess nursing supervisors. Also, occupational health providers in collaboration with nursing administration can monitor incivility, psychological distress, servant leadership levels, and impact. [ABSTRACT FROM AUTHOR]

Subtle slights refer to a wide range of ambiguous negative interactions between people that may harm individual health, wellbeing and performance at work. This literature review aims to help human resource development practitioners and researchers understand the similarities and distinguishing features of disparate bodies of subtle slight research. A systematic review yielded 338 papers, the majority of which concerned three constructs: microaggressions, everyday discrimination and workplace incivilities. Meta-synthesis revealed that all three categories related to subtle, low-intensity interactions but differed in their descriptions of the type of perceived violation. The most common demographic factors under scrutiny were race or ethnicity, gender, sexual orientation, and age. We propose a framework that involves four dimensions common to all subtle slights: type of violation, intensity, duration and intent (VIDI). This framework may help future efforts to understand, monitor and address this issue of contemporary concern in the workplace. [ABSTRACT FROM AUTHOR]

Workplace incivility, also called bullying, mobbing, and harassment, is pervasive and takes a high toll on employees. This study draws on 18 in-depth interviews with women in the precarious, low-wage, service sector in jobs such as customer service representative, retail sales, food service, pharmacy technician, and bank teller. Women service workers are a particularly vulnerable group, and yet most research on workplace problems of this type focus on professional women's experience. We find that in this sample, most incivilities came from supervisors, followed by customers and then coworkers. Among supervisors, women were the most common perpetrators, while customer and coworker perpetrators were largely men. The type of incivility varied depending on role: Disparagement was common on the part of supervisors and customers, while coworkers were far more likely to engage in sexual harassment, which was virtually nonexistent among supervisors. Consequences for targets of these incivilities included anxiety, which most had experienced, and income loss. We offer suggestions for future research and policy. [ABSTRACT FROM AUTHOR]

This article builds a broad theory to explain how people respond, both biologically and behaviorally, when targeted with incivility in organizations. Central to our theorizing is a multifaceted framework that yields four quadrants of target response: reciprocation, retreat, relationship repair, and recruitment of support. We advance the novel argument that these behaviors not only stem from biological change within the body but also stimulate such change. Behavioral responses that revolve around affiliation and produce positive social connections are most likely to bring biological benefits. However, social and cultural features of an organization can stand in the way of affiliation, especially for employees holding marginalized identities. When incivility persists over time and employees lack access to the resources needed to recover, we theorize, downstream consequences can include harms to their physical health. Like other aspects of organizational life, this biobehavioral theory of incivility response is anything but simple. But it may help explain how seemingly "small" insults can sometimes have large effects, ultimately undermining workforce well-being. It may also suggest novel sites for incivility intervention, focusing on the relational and inclusive side of work. The overarching goal of this article is to motivate new science on workplace incivility, new knowledge, and ultimately, new solutions. [ABSTRACT FROM AUTHOR]

Workplace incivility can have deleterious effects on individuals and organizations such as decreased job satisfaction and commitment, employee turnover, and reductions in morale and performance. Moreover, these effects can be exacerbated for women and employees of color. However, few studies have examined predictors of incivility in public sector organizations. This study explores how public employees' incivility experiences vary across social categories, specifically by gender and race. Data were collected with a survey from all employees of four local governments in North Carolina. The results of hierarchical linear modeling show that women experience more incivility than men, and that men and women of color experience fewer incidences of incivility than White men and women. We also find that race moderates the relationship between gender and workplace incivility. Specifically, women of color experience more incivility than men of color, but less incivility than White women. Finally, women are more likely than men to experience incivility in departments where women constitute the majority of the workforce. Implications of these results for human resource management in public organizations are discussed. [ABSTRACT FROM AUTHOR]

This study examined the relationships between preretirement job-related psychosocial factors (i.e., generativity opportunities, workplace incivility, and relational job crafting) and older workers' bridge employment intentions, as well as the mechanism (i.e., work meaningfulness) underlying these relationships. A sample of 384 nurses who were 50 years old or older was used to test the hypothesized relationships. The results indicated that workplace incivility and relational job crafting, but not generativity opportunities, were significantly and directly related to bridge employment intentions. The associations of workplace incivility and relational job crafting with bridge employment intentions were partially mediated by work meaningfulness, and the relationship between generativity opportunities and bridge employment intentions was fully mediated by work meaningfulness. Implications of these findings and future directions were discussed. [ABSTRACT FROM AUTHOR]

Workplace incivility is a known cause of anxiety in the workplace, leading to the loss of many new members of the nursing field. This perpetual cycle of hiring and losing nurses, especially new graduates, contributes to the increasing nursing shortage. This study investigated whether the inclusion of prelicensure nursing education on workplace incivility is achievable and capable of improving the outcome for nurses when it occurs. Review of the literature revealed that inclusion of prelicensure education on this topic is possible through utilization of a zero-tolerance policy, Cognitive Rehearsal Technique (CRT), and simulation. Education on workplace incivility and the aforementioned formats for prelicensure education were presented to faculty of a Southeastern U.S. college. Respondents demonstrated interest in detailed instruction on incorporating it into their teaching. [ABSTRACT FROM AUTHOR]

The link between language, communication and open discrimination has been the focus of numerous studies. For many years, language has been a vehicle of prejudice and negative stereotypes. However, in the last few years, overt verbal aggressions have diminished thanks to the implementation of equality policies and awareness-raising initiatives. Despite that, negative attitudes against protected groups might not have disappeared and may instead be transmitted subtly, such as through uncivil language. The goal of this research is to study the relation between language and subtle discrimination against lesbian and gay (LG) workers. With this goal in mind, 39 in-depth interviews were conducted. The analysis showed that LG people are victims of subtle discrimination and that language is one of the most common vehicles of prejudice and negative stereotypes. Jokes, inappropriate comments and questions are the expression of negative attitudes, which are probably present at an implicit level. Due to the ambiguity of these expressions and the settings where they have been studied — the workplace — these acts could be defined as uncivil behaviours. Practical implications, limitations and directions for future research are discussed. [ABSTRACT FROM AUTHOR]

Most research on workplace incivility has been conducted in the United States, where the cultural logic of dignity prescribes that individuals' worthiness be determined in reference to self-set standards. This inductive study explores the construal of workplace incivility in a contrasting cultural logic of honor, where an individual's worth is largely dependent on the esteem of others. In particular, it seeks to understand how the logic of honor may influence which behaviors are labeled as incivility and which criteria are used to appraise uncivil behaviors in the Turkish context. In the first phase of the study, we asked 53 Turkish employees for examples of workplace incivility behaviors and generated 32 incivility episodes. In the second and third phases, using data from 35 business students and 106 Turkish employees, we analyzed these episodes using multidimensional scaling technique. The results suggested that workplace incivility may have both universal and culturally salient manifestations, and that Turkish respondents appraised uncivil behaviors along three dimensions: honor threatening versus ordinary, excluding versus intruding, inoffensive versus offensive. We further observed that Turkish participants differentiated the power of the instigator (supervisor vs. coworker) as well as the omission of versus commission of behaviors. We discuss the results with a focus on understanding how the honor logic may manifest itself in professional relationships. [ABSTRACT FROM AUTHOR]

Although discrimination on grounds of sexual orientation is prohibited by law in many countries, negative prejudices against Lesbian and Gay (LG) people, as a stigmatized minority, might be internalized by co-workers, being a source of a modern and subtle form of discrimination. Results from 39 in-depth semi-structured interviews with LG employees show that they are victims of workplace incivility which is manifested through jokes, use of language, stereotypes, and intrusive behaviors. Such acts are barely recognizable as a form of discrimination, due to the absence of any reference to sexual orientation, and for this reason it is more difficult to act against them at an organizational level. This is the first study that demonstrates how workplace incivility toward LG employees can be an expression of a subtle form of discrimination. It shows that discrimination on grounds of sexual orientation has not disappeared; it has simply changed its manifestations. Contributions and implications of the study are discussed from a theoretical and a practical perspective. [ABSTRACT FROM AUTHOR]

Over the past several years, researchers have postulated that Magnet® organizations improve collegiality and potentially could mitigate workplace bullying and lateral violence (BLV). In order to synthesize and evaluate the existing literature on BLV in the Magnet® setting, an integrative review was conducted. The final analysis consisted of 11 articles (8 quantitative and 3 qualitative studies) and revealed that researchers still use a variety of terms to define and measure BLV. Several of the studies used blended samples of both Magnet® and non-Magnet nurses, making it difficult to evaluate for response differences. The existing studies suggest that BLV continues to exist and remain a large issue even in the Magnet® setting (Hickson, 2013; Latham, Ringl, & Hogan, 2013). Future studies should examine the prevalence of BLV in both Magnet® and non-Magnet organizations and also explore the organizational factors that reduce its occurrence. [ABSTRACT FROM AUTHOR]

Theory and practice suggest workplace incivility is progressive and dynamic. To date, however, workplace incivility has been assessed as a between-person phenomenon by asking employees to summarize their exposure to incivility over some specific period (e.g., 1 year or 5 years). Consequently, little is known about the time-varying and progressive aspects of workplace incivility as suggested by both the referent literature and experience. Within the context of employee burnout and withdrawal, we developed a novel, dynamic mediated model of workplace incivility change and tested specific predictions about its time-sequential effects. Latent change score modeling of weekly survey data from 131 employees indicates that incivility change uniquely affects subsequent changes in burnout, which, in turn, lead to subsequent changes in turnover cognitions. We also explore whether this dynamic mediated effect varies across time and individuals. [ABSTRACT FROM AUTHOR]

Employees sometimes engage in uncivil behavior in the workplace. We ask (a) How commonly do customers witness an employee behaving uncivilly? (b) What negative effects does customers' witnessing of an employee's uncivil behavior have on customers and firms? (c) Why do these effects occur? The results of three studies suggest that it is not uncommon for customers to witness an employee behaving in an uncivil manner. It occurs in many industries. Moreover, witnessing such behavior makes customers angry and creates desires to get back at the uncivil perpetrator and the firm. These effects occur even when a manager's uncivil comment is aimed at correcting a subordinate's job-related offense and even when it is delivered offstage, outside of the customer servicescape. Finally, we demonstrate that these effects are driven by customers' concerns about deontic injustice from incivility (reaction to a wrongful misconduct that violates fairness standards). These results contribute to the literature on workplace incivility and customer reactions to service encounters as well as the burgeoning literature on customer anger and revenge. We suggest that organizations invest in training programs focusing on employee civility. Managers should receive training in coaching to mitigate against the detrimental effects of incivility. [ABSTRACT FROM AUTHOR]

The authors apply affecive events theory to explore the mediating role of negative affect between different types of mentor’s negative mentoring behavior and the frequency of protégés instigating incivility against their mentors. Results of mediation analyses employing bootstrapping throw some light on the possibility of an incivility spiral in negative mentoring relationships. Specifically, the authors find signficance for the mediating role of negative affect between mentor’s distancing behavior and frequency of protégés instigating incivility against mentors. Furthermore, mentor’s manipulative behavior was found to be positively associated with instigated incivility by protégés. Findings of the study guide a discussion on human resource development (HRD) professionals’ strategic role in addressing the occurrence of incivility spirals in mentoring relationships. [ABSTRACT FROM AUTHOR]

Many organizations are concerned about the potential for workplace aggression and violence, yet pay little heed to lesser forms of interpersonal and organizational mistreatment. Drawing from knowledge and experiences of managers, attorneys, law enforcement officers and emergency medical professionals, we report a multi-method, multidisciplinary inductive study addressing two questions: (1) what is the nature of workplace incivility and how does incivility differ from and fit among other types of workplace mistreatment; and (2) what are some implications of incivility for employees and organizations? [ABSTRACT FROM AUTHOR]