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For decades, psychologists have explored dynamics within the realm of human‐animal interaction. Organizational psychologists are no different; research has found that exchanges with pets and other animals have the potential to influence important work outcomes, such as performance, well‐being, and satisfaction. Relatively little is understood, however, regarding the potential spillover effects of human‐animal interaction from the non‐work to work context. To address this gap in the literature, the present research—synthesising Broaden and Build Theory and Conservation of Resources Theory—explores the daily spillover effects of morning quality time with pets on affective, behavioural, and cognitive outcomes for employees, both during and after the workday. It is also suggested that openness to experience may act as a cross‐level moderator for these daily relationships. An occupationally heterogenous daily diary sample of employed pet owners from the United Kingdom (NLevel 1 = 405, NLevel 2 = 81) was used to test these relationships. Using a mixed effects modelling approach, it was revealed that morning quality time with pets was associated with reduced Negative Affect (NA) during the workday, and reduced incivility and withdrawal upon returning home from work. Moreover, higher levels of trait openness to experience strengthened the negative relationships between daily morning quality time with pets and daily workday NA and afterwork incivility. Implications for research and practice are discussed. [ABSTRACT FROM AUTHOR]

Aim Background Methods Results Conclusion Implications for nursing and health policy This study aims to determine the effects of nurses' perceived workplace incivility on nurses' presenteeism and turnover intention and to reveal the mediating role of work stress and psychological resilience in the possible impact.Nurses directly contribute to the treatment of patients. The problems nurses encounter in the workplace can negatively affect nurses' attitudes towards work. Therefore, the problems faced by nurses should be determined.This study complies with the STROBE checklist. This cross‐sectional survey was conducted with 302 nurses working in a university hospital in the Konya province of Turkey. Data were collected in May–July 2021. The questionnaire consisted of six parts: sociodemographic characteristics form, workplace incivility scale, psychological resilience scale, work stress scale, turnover intention scale and presenteeism scale. The data were analysed using descriptive statistical methods and partial least‐squares path analysis.It was determined that workplace incivility positively and significantly affected turnover intention, presenteeism and work stress. In contrast, it negatively and significantly affected psychological resilience. In addition, psychological resilience played a mediating role in the effect of workplace incivility on presenteeism.The results reveal that the behaviours of incivility encountered by nurses in the workplace increase their presenteeism and turnover intention, and work stress further strengthens these effects. The psychological resilience of nurses is a factor that can help them eliminate their negative emotions and attitudes. Therefore, it is recommended that nursing and health managers first identify the stress factors in the workplace and be determined to fight them. In addition, organizing training and providing psychological support to increase nurses' psychological resilience may enable nurses to develop more positive feelings about their jobs and workplaces.Nursing and health managers must determine workplace incivility behaviours and inform all employees about these behaviours, their consequences and how to deal with such incivility. In addition, nursing and health managers must determine the stress factors in the workplace and be adamant about combating these factors. In addition, nursing and health managers must give importance to training that will increase the psychological resilience of nurses. [ABSTRACT FROM AUTHOR]

While prior research has extensively explored outcomes of family to‐work conflict (FWC), our understanding of how FWC may impact employees' negative interpersonal behaviours at work such as workplace incivility is limited. Given the serious implications of workplace incivility, the current study seeks to understand the relationship between FWC and instigated incivility via the mediating role of negative affect. The moderating role of family supportive supervisor behaviours (FSSB) is also investigated. We collected data from 129 full‐time employees over three waves with six weeks in between. Results revealed that FWC positively predicted instigated incivility, and negative affect mediated this relationship. In addition, the positive effect of FWC on negative affect as well as the indirect effect of FWC on instigated incivility through negative affect were weaker for individuals experiencing more FSSB, suggesting that family related support from supervisors may attenuate the effect of FWC on employees' negative affect and its indirect effect on instigated incivility via negative affect. Theoretical and practical implications are also discussed. [ABSTRACT FROM AUTHOR]

Most of the work pertaining to incivility has approached the topic as if incivility were a chronic, ambient environmental factor in organizations—wearing people down and making them more vulnerable to future incidents. From this perspective, it is the frequency of encounters with incivility over a significant period of time that matters, and a single, isolated exposure to incivility does not merit much concern. To the contrary, isolated encounters with incivility can result in serious, negative consequences for individuals and organizations. In this review, we highlight research that focuses on  incivility as discrete or episodic events and discuss findings as they relate to affect, cognition, and behavior. Throughout the review, we offer insight into the possible pathways by which incivility affects individuals and review various interventions aimed at diminishing the effects of incivility in the workplace. Lastly, we discuss research opportunities where additional investigations are needed to advance the field of incivility. [ABSTRACT FROM AUTHOR]

This document contains abstracts from various presentations and studies on stress and burnout. The topics covered include the effects of stress on health, work intensification, burnout in different professions, and the influence of music and personality on stress and performance. One study focuses on the impact of family incivility on work outcomes and well-being, finding that experiencing family incivility is associated with higher work stress and lower job satisfaction. Another study explores the emotional labor of Japanese high school teachers, highlighting the importance of understanding and supporting their well-being. A third study investigates the relationship between job stress, coping style, and personality among young professionals in Malaysia, finding that personality dimensions and facets predict coping style and job stress. These findings suggest that cultural differences may influence coping style and the role of personality in predicting job stress. [Extracted from the article]

This document provides summaries of various research articles on bullying and its effects. The articles cover topics such as the relationship between moral disengagement and cyberbullying, attitudes towards bullying in higher education institutions in Kazakhstan, the relationship between acculturation strategies and school bullying in Central Russia, the extent of cyberbullying among university students in Egypt and Ghana, the consequences of workplace incivility, the mediating role of individual traits in bullying perpetration and victimization, the impacts of a social and emotional learning program on different bullying roles, the moderating role of classroom-level bullying behavior, the effectiveness of teacher interventions in addressing bullying in Czech schools, the relationship between cybervictimization and depressive symptoms in adolescents, and the relationship between personality traits, attachment styles, and bullying tendencies among Filipino Gen Z students. These summaries provide valuable insights for library patrons conducting research on bullying and its various aspects. [Extracted from the article]

Two dyadic studies address the link between workplace incivility and dysfunctional (i.e., authoritarian and permissive) parenting, and the role played by parent cognitions and well‐being in these relationships. One hundred and forty‐eight working mother‐spouse dyads participated in Study 1. Mothers reported on their own workplace incivility experiences and parenting self‐efficacy, while husbands rated mothers' authoritarian parenting behaviour. Results showed that parenting self‐efficacy mediates the effects of workplace incivility on authoritarian parenting. Study 2 sought to replicate and extend these findings with a sample of one hundred and seventy‐five working parent‐spouse dyads. Working mothers and fathers reported on their own workplace incivility experiences, parenting self‐efficacy and burnout, while their spouses rated their authoritarian and permissive parenting. The moderating effects of romantic relationship conflict were also assessed. Results supported the role of self‐efficacy in mediating the relationship between workplace incivility and authoritarian parenting, with effects exacerbated among those experiencing higher levels of romantic relationship conflict. Moreover, incivility related to working parents' burnout, and in turn, permissive parenting. Our findings shed light on an understudied social context wherein workplace incivility may shape one's personal life, and broadens our understanding of the nature, scope, and impact of this workplace problem. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study was to understand the mediating effect of workplace incivility on the relationship between nursing organizational culture and turnover intention among nurses. Design: A descriptive survey was used to collect data. The participants were 170 nurses with more than six months of clinical experience at university hospitals or hospitals with over 500 beds in South Korea. Methods: Data were collected using self‐report questionnaires. Collected data were analyzed using descriptive statistics, t‐test, ANOVA, Scheffé test, and Pearson's correlation. Baron and Kenny's three‐step hierarchical regression analysis and the Sobel test were used to determine the mediating effect of workplace incivility on the relationship between nursing organizational culture and nurses' turnover intention. Results: This study found a full mediating effect of workplace incivility on the association between relationship‐oriented culture and turnover intention (Z = −3.02, p = 0.003) and a partial mediating effect of workplace incivility on the association between hierarchy‐oriented culture and turnover intention (Z = 2.36, p = 0.018). Conclusion: This study empirically confirmed that nursing organizational culture and workplace incivility directly or indirectly influenced turnover intention, which highlights the seriousness of workplace incivility. Clinical relevance: This study suggests that there is a need to establish a concrete strategy to avoid a hierarchy‐oriented culture and create a relationship‐oriented culture. It is important to develop a variety of intervention programs to reduce workplace incivility in order to prevent nurses' turnover. [ABSTRACT FROM AUTHOR]

In the present study, we examine the reciprocal relationship between employees' perceptions of workplace incivility and their deviant silence. We also explore the moderating role of moral attentiveness on the relationship between workplace incivility and deviant silence. Utilizing three‐waves of longitudinal data from 297 full‐time employees working in different industrial sectors in the United States, we find support for the reciprocal model as the best fit to the data, thus validating relationships over time between our study variables. Taken together, our results suggest that workplace incivility at T1/T2 significantly predicted deviant silence at T2/T3. The results also reveal that deviant silence at T1/T2 significantly predicted workplace incivility at T2/T3. Importantly, we found that reflective but not perceptual moral attentiveness significantly reduced the negative influence of workplace incivility on deviant silence in subsequent time periods. [ABSTRACT FROM AUTHOR]

Drawing upon the job demand–resource model and the theory of existence, relatedness, and growth needs, we established and checked a model that connects workplace incivility to employee work engagement (i.e., vigor, dedication, and absorption) through job insecurity. Furthermore, we propose and test self‐perceived employability as the boundary condition of this connection. The conclusions of two substudies with time‐delay design provided evidence to support theoretical models. Specifically, the conclusions of both studies show that workplace incivility has negative impacts on work engagement (i.e., vigor, dedication, and absorption) through job insecurity. The results of Study 2 show that self‐perceived employability not only weakens the negative influences of job insecurity on work engagement (i.e., vigor, dedication, and absorption) but also moderates the mediating roles of job insecurity in the relationships between workplace incivility and work engagement (i.e., vigor, dedication, and absorption). The theoretical and practical implications and limitations are discussed based on the conclusions of the two substudies. [ABSTRACT FROM AUTHOR]

In response to The National Judicial College's Question of the Month (n=831) in April 2018, almost 45% of judges reported that civility was declining in their courtrooms. A content analysis of judges' comments revealed that judges experience a broad range of incivility including uncivil behavior, speech, and self‐presentation. Similarly, the sources of incivility appear to come from a variety of individuals including members of the public, defendants/plaintiffs, self‐represented litigants, attorneys, and other judges. These findings shed light on potential causes of incivility and can help legal practitioners and psychologists determine "best practices" for managing courtroom‐specific workplace incivility. [ABSTRACT FROM AUTHOR]

Previous research has identified individual characteristics that affect experiences of coworker incivility. However, much less is known about environmental characteristics that affect these experiences. Drawing on the social learning theory and the frustration–aggression hypothesis, this study examined the effects of supervisor incivility and work hours on coworker incivility. Data collected from 692 full‐time employees showed that changes in the frequency of supervisor incivility positively predicted changes in the frequency of coworker incivility over the next 6‐month period. This relationship tended to be stronger for employees who had a supervisor lower rather than higher in the levels of autocratic leadership style. Furthermore, changes in work hours positively predicted changes in coworker incivility. The workplace sex ratio was not an important factor that differentiated experiences of coworker incivility for either men or women. The results of this study highlight the importance of attending to the environmental characteristics of the workplace to understand the occurrence of coworker incivility. [ABSTRACT FROM AUTHOR]

Research studies have shown that workplace incivility is associated with numerous negative work and non‐work outcomes. The underlying mechanisms explaining why workplace incivility is associated with these outcomes, as well as contextual buffers of these relationships, have received less attention. This study extends workplace incivility research by examining the mediating role of negative rumination as a potential factor undergirding the relationship between experiences of incivility from colleagues at work and detrimental outcomes. We also investigated perceived organizational support and family supportive work environment as potential mitigators of the indirect relationship between incivility and negative outcomes. Data were collecfrom 154 university faculty members on two occasions. The results showed that negative rumination mediated the relationships between workplace incivility and both work (job satisfaction, burnout) and non‐work (work‐to‐family conflict, life satisfaction) outcomes. Furthermore, results from the moderated mediation analyses revealed that perceived organizational support buffered the mediated effect of negative rumination and job satisfaction and a family‐supportive work environment buffered the mediated effect of negative rumination on work‐to‐family conflict. Overall, the results demonstrate that negative rumination helps explain why workplace incivility negatively affects both work and non‐work outcomes and underscores the important role of organizational context as buffers for these relationships. [ABSTRACT FROM AUTHOR]

Workplace incivility is a common issue experienced by employees around the globe. However, research has found cultural variability in how workplace incivility is perceived and interpreted. Studies have shown that employees from high power distance societies tend to be more accepting of workplace mistreatment than employees from low power distance societies. Adopting Conservation of Resources (COR) theory and national culture as theoretical frameworks, we tested a moderated mediation model that linked the experience of workplace incivility, burnout/exhaustion, job satisfaction and work withdrawal between Australian and Singaporean white‐collar employees. Data were collected through an online survey of 301 Australian and 303 Singaporean employees. Results indicated that workplace incivility contributed to burnout/exhaustion, which in turn predicted employees' job dissatisfaction and work withdrawal. Specifically, Australians were more negatively affected by workplace incivility than Singaporeans. The findings suggest the need to consider employees' national culture/ethnicity when examining relationships between mistreatment in different workplaces and the outcomes. Key points : This study examines workplace incivility in predicting job satisfaction and work withdrawal for Australians and Singaporeans.Results indicated that workplace incivility contributed to burnout and affected employees' work outcomes.Australian employees' work outcomes were more adversely affected than Singaporean employees' work outcomes.Results provided insights into how cultural variability affects how workplace incivility is perceived and interpreted. [ABSTRACT FROM AUTHOR]

This research investigates the elicitors and behavioral responses associated with feeling guilt and shame in response to observed workplace incivility. We draw from the appraisal model of self‐conscious emotions to hypothesize that perceiving personal responsibility for acts of incivility conducted by others in the organization is associated with feelings of guilt and shame, and that these relationships are differentially moderated by perceived controllability over the incident. We further propose that shame is associated with avoidance and withdrawal behaviors, whereas guilt is associated with retaliatory and supportive behaviors in response to the observed incivility. We tested these hypotheses with a sample of 309 full‐time working adults who completed an online survey through Amazon's Mechanical Turk platform. Our results support the claim that perceived responsibility is associated with feeling shame and guilt for observed incivility. The relationship between perceived responsibility and guilt was stronger when respondents perceived greater control over the incident; however, controllability did not moderate between responsibility and shame. As expected, shame was associated with avoiding the target and instigator and withdrawing from work, while guilt was associated with both retaliation toward the instigator and supporting the target. Implications of our results for theory and human resource development practice are discussed. [ABSTRACT FROM AUTHOR]

Although outcomes of job insecurity have been extensively examined, researchers have paid significantly less attention to antecedents of job insecurity. However, in order to lessen and eliminate job insecurity, a deeper understanding of the sources of job insecurity is required. Among triggers of job insecurity, very few studies have examined workplace interpersonal relationships as predictors of job insecurity. To fill this research gap, we examine the relation between workplace mistreatment (i.e., workplace incivility, bullying, and abusive supervision) and job insecurity. Examining multiple forms of mistreatment also allows us to compare and contrast the relative impact of each workplace mistreatment on job insecurity. Furthermore, we identify a group of individuals who are particularly vulnerable to the negative impact of workplace mistreatment—those who are high in work centrality. Across two lagged survey studies, we largely found that work centrality exacerbates the relations of workplace incivility, bullying, and abusive supervision with job insecurity. Thus, this research contributes to the occupational health literature by demonstrating the relative predictive power of multiple forms of workplace mistreatment on job insecurity and identifying a vulnerable group who might suffer more from workplace mistreatment (i.e., those high in work centrality). [ABSTRACT FROM AUTHOR]

The research on work‐related antecedents of workplace incivility (WI) is well‐established, yet relatively less attention has been paid to non‐work‐related experiences as key antecedents to employees' incivility at work. Drawing upon the incivility spiraling framework and spillover theory, we use a moderated‐mediation model to investigate the impact of employees' experience of family incivility on their behavioral WI through the mediation of negative emotions and the moderation of self‐efficacy for emotional regulation (SEER). The multisource field data also demonstrate general support for the hypothesized relationships. Findings revealed that negative emotions carry the spiraling effect from family incivility to WI. In addition, SEER moderated the positive direct relationship of experienced family incivility and negative emotions, and indirect association with behavioral WI. These findings have implications for theory and management alike, further suggesting directions for future research. [ABSTRACT FROM AUTHOR]

Based on Role Congruity Theory, we tested the hypothesis of gender bias by examining gender differences in observers' evaluations of the awareness and acceptability of workplace incivility gender‐dyad interaction. Three hundred and ninety‐six Spanish high school students (55.3% female) read one scenario of overt incivility (publicly humiliates and openly doubts the employee's judgment) or covert (omits and pays little attention) from a leader (female vs. male) toward a subordinate (female vs. male) in engineering. Results indicated gender differences among observers. From the leader actor of incivility, males were more aware and accepted less the incivility when performed by a female leader in a male domain; whereas females were more aware and accepted less incivility than males in all cases. Regarding the subordinate target of incivility, only females were more aware and accepted less incivility, and both males and females were more aware and accepted less covert incivility. Our results reveal practical implications for interventions from a gender perspective. [ABSTRACT FROM AUTHOR]

This study aimed to investigate whether workplace incivility has negative influences on two types of job performance (i.e. in‐role job performance and innovative job performance), as well as the moderating role of image outcome expectations in the context of healthcare organizations. We tested the research hypotheses using data collected from 727 employees in three Chinese hospitals. The results reveal that workplace incivility has negative influences on both in‐role job performance and innovative job performance. In addition, the negative influence of workplace incivility on in‐role job performance is alleviated by expected image risks, while the negative influence of workplace incivility on innovative job performance is buffered by both expected image gains and risks. Managers are expected to establish informal norms of desired behaviors at work and encourage employees to adopt a future‐oriented perspective. This study provides novel insights for workplace incivility literature and practice. Key points: We investigate the influence of workplace incivility on two types of job performance simultaneously.Two dimensions of image outcome expectations alleviate the influence of workplace incivility on job performance.This study enriches intra‐professional incivility research in the context of healthcare organizations. [ABSTRACT FROM AUTHOR]

Workplace incivility is a growing problem in nursing. However, most studies that explore this psychosocial risk and its consequences do so considering a single level and a between‐person perspective. The aims of the study were to explore whether the effects of experiencing incivility during work‐time could explain the daily levels of well‐being of nurses at home; and to analyze if that relationship could be moderated by their levels of emotional dysregulation as a trait. This is a multilevel study with diary methodology. The study was carried out in 18 primary health‐care centers belonging to Madrid and the Basque Country, in Spain. Ninety‐four nurses completed a general questionnaire and 54 of them a diary booklet over five consecutive working days in two different moments, immediately after work and at bedtime. The results showed that nurses' emotional dysregulation moderated the relationship between daily workplace incivility and daily fatigue, and positive affect at night at home. However, there were no direct effects of daily incivility on these outcome variables. In conclusion, the presence of difficulties in emotional regulation among nurses can increase the negative effects of daily workplace incivility on their health and well‐being. [ABSTRACT FROM AUTHOR]

Background: Workplace incivility is a workplace stressor with varying effects according to the status of the target and instigator. This study sought to examine veterinary staff's experiences of incivility from clients, co‐workers and senior colleagues. Method: An online mixed‐measures survey gathered data from UK veterinary staff (n = 252, primarily veterinarians and nurses). Quantitative scales were used to collect data on incivility frequency, burnout, mental health, job satisfaction, turnover intention and key coping responses. Qualitative data expanded on preferred coping strategies. Results: The impact of uncivil behaviour varied according to the source of the incivility and the status of the target. Senior colleague incivility predicted veterinarian turnover intention, whereas client incivility predicted burnout. Similarly, senior colleague incivility predicted job satisfaction for veterinary nurses. Seeking support was the most frequently reported coping strategy. The qualitative data illustrated strategies focused on calming the situation and management of self. Limitations: The data are based on self‐reports and are subject to social desirability bias. The sample is limited to UK veterinary staff. Conclusion: Veterinary staff are at risk of experiencing incivility, with varying impacts across job roles and incivility sources. A proactive system approach to incivility is recommended, encompassing support and procedural changes. [ABSTRACT FROM AUTHOR]