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Empirical research about workplace incivility variability

PurposeAlthough past research has looked into myriad consequences of workplace incivility, little attention has been paid to the effects of supervisor incivility (SI) on employees’ sense of vitality and their discretionary work effort (DWE). Moreover, the mechanisms that drive the harmful effects of SI remain largely unknown. The current study seeks to address these gaps in the literature. In particular, this study aims to examine how SI culminates in decreased DWE.Design/methodology/approachAdopting a cross-sectional survey design, data for this study were gathered from 151 employees of two large companies in the financial services sector of Pakistan. A number of analysis techniques (e.g. confirmatory factor analysis and bootstrapping) were used to analyze the data.FindingsAs predicted, SI was found to be negatively associated both with subordinates’ sense of vitality and DWE while vitality was found to be positively associated with DWE. Findings also indicated that one way in which SI negatively affects subordinates’ DWE is by decreasing their sense of vitality.Practical implicationsThis study offers several useful implications for management practice in relation to preventing SI and mitigating its effects and bolstering employees’ sense of vitality.Originality/valueTo the best of the knowledge, this study is the first to unpack the relationship dynamics of SI, vitality and DWE, and to introduce a mechanism by which SI translates into reduced DWE.

Though workplace incivility is a negative behavioral phenomenon that has infiltrated almost every sector, yet, less investigated in the healthcare sector. The healthcare sector is the backbone for economic and well-being for any nation and mainly composed of nurses. Turnover among nurses is a serious challenge to public healthcare facilities in terms of management, financing, and service quality. Based on the COR theory, this study capitalizes investigation on the effects of incivility on turnover intention through burnout and occupational stress. Simple random sampling was deployed on a sample of 265 nurses from 24 public hospitals of Sindh in Pakistan. Data analysis through partial least square and results revealed that workplace incivility has insignificant relation with turnover intention. Whereas, incivility has a significant indirect relationship with turnover intention through burnout and occupational stress. This study suggests that emotional and occupational depletion in public healthcare is high due to incivility at the workplace. Thus, HR managers must devise policies to practice civil behavior to curtail turnover intention problem among nurses. Besides practical benefits, some limitations with potential future research directions are discussed in the end.

AIM The purpose of this study is to investigate the relationships between turnover intention and related constructs in an abusive supervision climate. BACKGROUND An abusive supervision climate is a work environment that is affected by the negative attitudes of an abusive supervisor. METHOD The constructs are chosen in light of upper echelons theory and social learning theory. The snowball sampling method is used to reach the participants, and 230 nurses working in Turkish hospitals participated in this survey that measured abusive supervision, workplace incivility and ostracism. Pearson's correlation analysis and multiple and hierarchical linear regression analyses are carried out. RESULTS The results suggested that abusive supervision, workplace incivility and workplace bullying have a positive effect on turnover intention as hypothesized. Abusive supervision has a significant and positive effect on workplace incivility and workplace bullying. The partial mediating effects of workplace bullying, workplace incivility and workplace ostracism on the relationship between abusive supervision and turnover intention are also confirmed. CONCLUSION The significant relationships and the nonsignificant relationship provided evidence for an abusive supervision climate. IMPLICATIONS FOR NURSING MANAGEMENT Top managers of the health care facilities should attempt to determine the abusive supervisors to manage the work environment and turnover intention of nurses.

Workplace incivility has received increasing attention from hospitality and tourism scholars because of its implications for service outcomes. In the present study, we focused on supervisor incivil...

PurposeIn this paper, the impact of customer incivility on work engagement was investigated. The authors also explored whether supervisor positive gossip and workplace friendship prevalence moderated the impact of customer incivility on work engagement in the Nigerian context.Design/methodology/approachThe authors used a time-lagged design to collect data from 258 frontline casual dining restaurant employees across city centers in South-eastern Nigeria who completed Time 1 and Time 2 paper surveys after a one-month interval.FindingsStructural equation modeling (SEM) revealed that while customer incivility was negatively lx`inked to work engagement, supervisor positive gossip and workplace friendship prevalence were positively linked to work engagement. It was also found that both supervisor positive gossip and workplace friendship prevalence moderated the negative connection between customer incivility and work engagement.Practical implicationsOne proactive way to forestall the negative impact of customer incivility on work engagement is for managers to devise approaches to decrease the impact of uncivil customer behaviors, such as developing an atmosphere that engenders friendship and speaking positively to subordinates about other employees' work behaviors.Originality/valueAlthough increased scholarly attention has been paid to workplace incivility, customer incivility has not been sufficiently addressed. Earlier research on workplace gossip is influenced by the widely-held belief that gossip is often negative, with far less attention given to the sunny side of gossip. This study is one of the earliest efforts to examine the moderating roles of supervisor positive gossip and workplace friendship prevalence in the negative link between customer incivility and work engagement in the hospitality industry.

The main purpose of this study was to investigate whether there is a significant impact of perceived organizational politics on emotional exhaustion in the apparel sector of the middle-level employees in the Apparel sector, western province, Sri Lanka. There were very few studies conducted to investigate this, and further, the study examines the mediating effect of workplace incivility on the impact of perceived organizational politics on emotional exhaustion. This is a cross-sectional descriptive research in nature. A standard questionnaire was used to collect primary data through a Google form from 115 respondents. The respondents were professionals working in the apparel sector, selected from few private sector organizations in Sri Lanka. Descriptive statistics, simple and multiple regression analysis was used to analyze the data. Findings revealed that perceived organizational politics was a reason for the emotional exhaustion of the middle-level employees in the apparel sector, and this impact increased by the mediator, workplace incivility. However, the findings revealed that the perceived organizational politics and workplace incivility highly affect the employees’ emotional exhaustion (Positive impact), which will be a critical problem in the future. Organizations should use mechanisms to reduce the effect.

Previous research on cyber workplace incivility (CWPI) is dependent and severely limited by psychological and social-psychological perspectives. This research builds on the previous studies by applying the Labor Process Theory with its core characteristics of power, control, and exploitation of labor so that further exploration of workplace incivility issues could be carried out. This research also uses Conservation of Resources (COR) Theory to explain the devastating long term negative impact of cyber workplace incivility on employees. The researchers also look at the role of technology due to increased connectivity, such as email, social media, mobile communication, blogs, and internet message boards at the workplace. This article contributes by looking at individual and institutional antecedents of CWPI and provides empirical support using a survey study.

Purpose This study aims to investigate the implication of workplace incivility among employees in the public service department in Putrajaya involving job satisfaction, work stress, psychological contract, knowledge sharing and work engagement. Design/methodology/approach This cross-sectional study examines the implication of workplace incivility among 180 employees in the Malaysian public service organization. Purposive sampling was used in this study. Partial least square was used to examine the measurement and the structural model of this study. Findings The result demonstrated that workplace incivility was associated with the psychological contract, job satisfaction, work stress and work engagement. The study also found that workplace incivility does not impact knowledge sharing in the public service organization department. Practical implications Future research could provide a more broadened scope to ensure the generalization of the results for the overall public service in Malaysia. Human resource development researchers could look into experimental studies to raise the awareness of workplace incivility that may lead to the decline of workplace incivility. Originality/value The research could trigger more empirical research toward understanding the phenomenon and implication of workplace incivility in the perspective of Malaysian public service organizations specifically in Asian countries, which are currently limited.

Workplace ostracism (WO) has an unfavourable impression on the outcomes of employees. For the past few years, its power has grown as a type of “cold violence” in several categories of organizations. The purpose of the present research is to find significant contributors, current dynamics, domains and advocates further directions in the study arena of workplace ostracism. The paper adopted content analysis (CA), bibliometrics and network analysis (NA) on a sample of 144 documents extracted from Web of Science and Scopus database to observe the research happenings that have occupied a place on this theme. The key research focus is mainly on theory testing related to WO. Workplace ostracism antecedents, consequences, job performance, social ostracism, workplace incivility, social exclusion, emotional exhaustion, psychological empowerment, counterproductive work behavior, proactive customer service performance, proactive personality and political skill, emotional silence and model of workplace ostracism are also prominent research issues in this arena. After observing the different perspectives of the study like initial data structures, bibliometric, network and content analysis, the study will assist as a fundamental base for understanding the concept of WO in various organizations, its recent footprints and the direction where the research is evolving. Unlike the prior analysis, the study methodology used in this research is an amalgamation of network and content analysis and systematic literature review, which enabled the recognition of the intellectual structure to produce an inclusive summary of the study area.

PurposeThis research study looks at issues such as why does incivility occur, dynamics responsible for incivility with an emphasis on causes stimulated by the general context and its influence on the behavior of individuals, groups and organizations.Design/methodology/approachThis paper provides a fresh perspective on workplace incivility by integrating institutional theory with empirical data from two case studies from academic institutions located in different continents to understand incivility in organizations. A comparative case analysis across two different geographical regions is used to validate the argument that institutional antecedents can influence micro-level organizational events such as employee incivility despite variance in geographical locations and cultural dimensions.FindingsThe findings of the study reveal that academic institutions are subject to uncivil behaviors, which could be a direct offshoot of the historical and cultural beliefs of the society. The general context of the studied cases led to workplace incivility mainly in the form of racial prejudices and sectarianism transferred to the organizational day-to-day practice. The paper suggests a pragmatic view for possible interventions to humanize workplaces where it is better not to adopt a “one size fits all” recipe to deal with such a complex phenomenon.Originality/valueThis paper provides a macro-level analysis of workplace incivility by assuming an institutional perspective to explore the relationships if any between incivility experienced by employees within an organization and the wider political and historical structuration of the society.

This study aims to propose and examine a research model that explores how income level can moderate the mediating relationship between organizational tolerance workplace incivility and job search behavior through employee cynicism within the hotel industry. As such, the theoretical framework and non-western study context are each a novel consideration. Data were collected from 331 employees of 5-star hotels within Jordan, whereby structural equation modeling was adopted to test the relationships between constructs. The analysis revealed that when employees perceive a high level of organizational tolerance for workplace incivility, they reinforce cynical beliefs and increase their job search behavior. Results provide empirical support for income moderating the indirect relationships (via employee cynicism) between organization workplace incivility and job search behavior. This relationship is stronger among employees with lower levels of income. Practical implications concerning ways to improve managers' knowledge of workplace incivility and more operational ways of handling conflict are discussed.

PurposeThis empirical study explored how coworker incivility and customer incivility affect the work engagement and job performance of frontline employees.Design/methodology/approachTo investigate the incivility and characteristics of hospitality industry workplaces, this study recruited frontline employees from tourist hotels as study participants. Because complete contact information could not be obtained for this population, convenience sampling was employed. A structured questionnaire was used for data collection.FindingsCoworker incivility and customer incivility reduced work engagement and job performance. The effects of coworker incivility on the work engagement and job performance are greater than those of customer incivility. Furthermore, work engagement has a positive effect on the job performance.Originality/valueAlthough studies have investigated the effects of customer incivility, these effects have not been compared with those of coworker incivility. Moreover, studies on the influence of coworker and customer incivility on job performance and work engagement in the hospitality industry and on those of work engagement on job performance have been scant. The current empirical study investigated the effects of coworker and customer incivility on the job performance and work engagement and of frontline hospitality employees.

The purpose of this article is to foster debate and discussion around the developing sport match official research area. To that end the literature in this field is examined and discussed with gaps...

Student workers are placed at a disadvantage as they have little social power, making them vulnerable to maltreatment by those with higher social power such as supervisors and other faculty members. There is little research that documents incidences of incivility toward student workers. In this study, we delineated the experiences of two African American women who encountered faculty incivility while serving in the role of graduate student worker. The related literature offers insight into the existence of incivility, including the prevalence of workplace incivility, incivility in higher education, social identities and personal accounts. We offered the Student Worker Support (SWS) model that can serve as a reference for adult educators as they encounter, supervise, or instruct student workers.

Extant research has shown that experiencing incivility and ostracism can increase the risk of emotional exhaustion, however, lesser is known about the factors that mitigate such risk. Framed through the conservation of resources theory, this study identifies and tests the hitherto unexplored moderating role of self-compassion in the relationships between workplace incivility and emotional exhaustion, and workplace ostracism and emotional exhaustion. A total of 310 employees working in the service-sector organizations (higher education institutions, banks, and telecom companies) in Pakistan participated in this cross-sectional study. While workplace incivility and workplace ostracism were positively correlated with emotional exhaustion, self-compassion was negatively correlated with workplace incivility, workplace ostracism, and emotional exhaustion. Results further revealed that self-compassion moderated the workplace incivility–emotional exhaustion and workplace ostracism–emotional exhaustion relationships such that people high in self-compassion felt less emotionally exhausted. The findings indicate that there is potential value in developing self-compassion, for which a number of interventions are discussed.

Purpose The purpose of this paper is to peruse a strike enacted by the police force (PF) from a southeast state of Brazil and its consequences to the population through the lens of workplace incivility (WI) theory. Design/methodology/approach This study draws on a qualitative research design and social constructivism paradigm. In addition, it uses the template analysis, a peculiar form of thematic analysis, which is grounded on the hierarchical coding. Accordingly, it allows the researcher to yield a broad structure (obviously through the task of analyzing textual data, i.e. published texts) as well as providing enough flexibility to comply with the needs of a study. Findings Overall, there was a slightly shift between the initial template and the second one. Rather, the initial thematic assumptions were largely confirmed, namely, antecedents, strike strategy, reactions and consequences; yet, findings also showed other theme, i.e. mitigating decisions. The template analysis used here turned to be a consistent path given that it allowed finding a range of categories related to the themes, which substantiated the results. On the other hand, this investigation shows that even society, as a whole, may be seriously affected by WI. Research limitations/implications This investigation has some limitations regarding that it is a qualitative endeavor. Therefore, the outcomes cannot be generalized, and it constitutes the chief limitation of this study. Practical implications In terms of practical implications, findings suggest that public managers, mayors and governors must pay strong attention to the task of motivating their workforce. Robust human resource policies and fair salary may avoid job dissatisfaction. Social implications Data also indicated that incivility may be related to complex dynamics whose negative impacts may go beyond the workplaces. Originality/value This study expands the theory of WI by paying attention to a generally neglected group (police officers). In addition, it focuses on an emergent economy, which is at odds with robust problems of finance and public management nature. In doing so, it provides evidence of other consequences of WI. Broadly speaking, citizens and businesses are consumers of public services, including safety. Finally, it suggests that WI may be associated with two instigators simultaneously. In this case, it was intertwined with governor’s weak human resources policies and the civil servants’ irresponsibility.

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.

Objective: For psychiatrists and trainees, to reflect upon adverse managerial reactions to healthcare advocacy about patient care and safety, drawing upon examples from general healthcare settings, and to share approaches to addressing these reactions. Conclusions: Psychiatrists and trainees engaging in healthcare advocacy may face adverse responses from healthcare management, with personal and professional consequences. Advocates need to consider counterstrategies to negative actions by management that may include workplace incivility, bullying and harassment. Health advocacy is more effective within a network of peers, patients and the broader community, including medico-political professional organisations, such as the Australian Medical Association, Royal Australian and New Zealand College of Psychiatrists, and Unions. These organisations should advocate openness to doctors highlighting healthcare safety and quality, as well as prevention of workplace bullying.

The link between civility, workplace safety and patient care is not a new concept. The 2004 Institute of Medicine report, emphasised the importance of the work environment in which healthcare professionals provide care. 1 Workplace incivility that is expressed as bullying behaviour was reported by at least 1 in 5 respondents in the NHS Staff survey in 2018. 2 Almost half of these go unreported and that number seems to be falling.

As demonstrated by both empirical and non-empirical research, women are more likely than men to be a target of workplace incivility. This manifests in a variety of negative outcomes for female employees, including turnover intentions, poor performance, and higher levels of stress. The problem is exacerbated for women in STEM fields due to factors unique to these industries. Herein, we outline the unique characteristics of STEM organizations that can foster the creation and sustenance of an atmosphere promoting workplace incivility against female employees. Then, we provide five best practice recommendations geared toward reducing incivility, improving work climate, and promoting overall retention of women in STEM.

Our study proposes a research model in which political skill buffers the detrimental impacts of supervisor and coworker incivility on emotional exhaustion (EE) and organizational citizenship behaviors directed towards individuals (OCB-I). Our study also examines the relationships between political skill, supervisor incivility, coworker incivility, EE, and OCB-I. Data were gathered from a judgmental sample of 375 customer-contact employees in 22 four- and five-star hotels in Seoul, South Korea in 2017. These employees self-administered the questionnaires. Structural equation modeling was used to assess the aforementioned linkages. Congruent with our predictions, political skill is a buffer against the detrimental effects of supervisor and/or coworker incivility on EE and OCB-I. As hypothesized, supervisor and coworker incivility erode employees’ OCB-I and aggravate their EE. In addition, political skill mitigates employees’ perceptions of supervisor and/or coworker incivility on EE and OCB-I.

Purpose This study examines the relationships among workplace incivility, job satisfaction and turnover intention for tourist hotel chefs. Furthermore, emotional intelligence is taken as the moderating variable on the relationships between workplace incivility and job satisfaction and workplace incivility and turnover intention. Design/methodology/approach Tourist hotel chefs were invited to participate in this study using purposive sampling, and a structured questionnaire was administered to carry out the investigation on tourist hotel chefs. Findings The results show that workplace incivility has negative effects on job satisfaction and casts positive effects on turnover intention through job satisfaction. Emotional intelligence has a significant moderating effect on the relationship between workplace incivility and job satisfaction. Originality/value This study firstly demonstrated the relationships among workplace incivility, job satisfaction and turnover intention for tourist hotel chefs. Furthermore, the moderating effect of emotional intelligence on the relationship between workplace incivility and job satisfaction was also validated.

The goal of this special issue is to answer the question “What does workplace incivility look like in the current organization?” The focus of the special issue is on exploring workplace incivility ...

Harm from disrespect has been identified as the next frontier in patient safety efforts. Disrespectful and uncivil behaviors in healthcare settings can have detrimental effects on individuals, teams, organizations, and patient safety—including life-threatening mistakes, preventable complications, or harm to a patient. This article focuses on the impact of incivility on the patient care environment; explores ethical, legal, regulatory, and educational implications of workplace incivility; and provides evidence-based strategies to promote a culture of civility and respect in healthcare.

Does ‘being nice’ to each other always improve employee performance? Although research on workplace incivility has been growing, little is known about the flip side of it – workplace civility. In fact, different theoretical perspectives have suggested that civility could have positive (i.e. the flexibility perspective) or negative (i.e. the heuristics perspective) cognitive implications. In the current research, we examined whether and when workplace civility (operationalized as team civil communication) influences team members’ role performance in two studies. In Study 1, we recorded team civil communication among 108 teams of students who participated in a team-based simulation, and found that team civil communication enhanced team members’ role performance. In Study 2, we observed and coded 186 real-time surgeries conducted by surgical teams from a health-care center. Results showed a more nuanced and complex pattern regarding the influence of team civil communication, insofar as it enhanced team members’ role performance in teams with less complex tasks, but the effect decreased or even flipped to negative when team task complexity increased. These findings suggest that civility can have both positive and negative influences on performance, with the net effect being contingent upon the broader environmental demands faced by the team.

Objectives Since incivility is linked to adverse effects in patient care and health care worker well‐being, evaluation of the prevalence of incivility during the formative years of residency training is warranted. The aim of this study was to determine the perceived presence and degree of incivility between emergency medicine (EM) and ophthalmology residents during emergency department (ED) consultations. Methods We conducted a single‐site, survey‐based study, targeted to ophthalmology and EM residents. The survey we distributed included questions adapted from validated and widely used surveys measuring incivility in the workplace (Workplace Incivility Scale) and incivility within the ED. Results Ophthalmology (13/15, 86.7%) and EM (42/48, 87.5%) residents participated, with an overall response rate of 55 of 63 (87.3%). Most residents (47/55, 85.5%) reported some degree of incivility during consultations, with a greater proportion of females reporting incivility (100%) than males (77.4%, p = 0.033). A total of 52.7% of respondents reported occurrence of incivility on a quarterly basis; 21.8% reported monthly, 10.9% weekly, and none daily. Incivilities were reported most commonly during nonurgent consults (85.5%). The two most common incivilities reported by trainees were when the other party paid little attention to their statements or opinions (80% of residents) or doubted their professional judgment (74.5% of residents). More female trainees reported jokes being told at their expense compared to males (15.8% vs. 0%, p = 0.049). Residents most often attributed incivility to stress (78.2%), loss of empathy/burnout (63.6%), or attempts to shift responsibility to another party (60.0%). Among EM residents surveyed, incivility was identified as occurring most often during consultations with surgical specialties. Conclusions Incivility during interdepartmental consultations between EM and ophthalmology is commonly reported by physicians‐in‐training. It occurs more often during consultations deemed as nonurgent and is more commonly reported by females. Given its associations with adverse outcomes, interventions to decrease incivility early in training may be warranted.

Background Exposure to workplace gender-based violence (GBV) can affect women's mental and physical health and work productivity in higher educational settings. Therefore, this study aimed to examine the prevalence of GBV (workplace incivility, bullying, sexual harassment), and associated factors among Nigerian university women. Methods The study was an institutional-based cross-sectional survey. The multi-stage sampling technique was used to select 339 female staff from public and private universities in Enugu, south-east Nigeria. Data was collected using the Workplace Incivility Scale (WIS), Modified Workplace Incivility Scale (MWIS), Negative Acts Questionnaire-Revised (NAQ-R), and Sexual Experiences Questionnaire (SEQ). Descriptive statistics, independent samples t-test, Pearson’s Chi-square test, univariate ANOVA, bivariate, and multivariable logistic regression analyses were conducted at 0.05 level of significance. Results The prevalence of workplace incivility, bullying, and sexual harassment (SH) was 63.8%, 53.5%, and 40.5%. The 12-month experience of the supervisor, coworker, and instigated incivilities was 67.4%, 58.8%, and 52.8%, respectively. Also, 47.5% of the participants initiated personal bullying, 62.5% experienced work-related bullying, and 42.2% experienced physical bullying. The 12-month experience of gender harassment, unwanted sexual attention, and sexual coercion were 36.5%, 25.6%, and 26.6%, respectively. Being aged 35–49 years (AOR 0.15; 95% CI (0.06, 0.40), and ≥ 50 years (AOR 0.04; 95% CI (0.01, 0.14) were associated with workplace incivility among female staff. Having a temporary appointment (AOR 7.79, 95% CI (2.26, 26.91) and casual/contract employment status (AOR 29.93, 95% CI (4.57, 192.2) were reported to be associated with workplace bullying. Having a doctoral degree (AOR 3.57, 95% CI (1.24, 10.34), temporary appointment (AOR 91.26, 95% CI (14.27, 583.4) and casual/contract employment status (AOR 73.81, 95% CI (7.26, 750.78) were associated with workplace SH. Conclusions The prevalence of GBV was high. There is an urgent need for workplace interventions to eliminate different forms of GBV and address associated factors to reduce the adverse mental, physical, and social health outcomes among university women.

This study aims to examine the relationship between workplace and classroom incivility to learning engagement and the moderating role of internal locus of control in these relationships. An online questionnaire was administered to 432 students from three private universities in Jakarta, Indonesia. The regression analysis results showed that both workplace and classroom incivility has a negative and significant effect on learning engagement. In addition, the direct effect of workplace incivility on learning engagement is moderated by the locus of control. The negative effect of workplace incivility on learning engagement is stronger for students with low levels of internal locus of control than for those students with high levels of internal locus of control. This study provides a better understanding of the internal mechanism condition to reduce the negative effects of incivility experiences that occur in the workplace and classroom among student employees. The implications and limitations are also discussed.

Purpose- The present study was taken with the aim to analyze the impact of organizational politics on employee resilience and work place incivility in IT and ITes organization in Indian Context. In addition, explore whether employee resilience mediates the relationship between organization politics and incivility at the work place.Design/Methodology- A descriptive research design using a cross-sectional data approach was selected for this study. Researcher has collected data from employee of IT and ITes organization using Non-probability sampling (Snowball sampling). A well-structured questionnaire was developed for assessing the organization politics, employee resilience, and work place incivility. The sample of the study was comprised of 341employees working in different IT and ITes organizations. Univariate and bi- variate data analysis techniques were used to analyze the data for drawing inference.Findings- The finding confirms the significant effect of organization politics on workplace incivility. Employees who perceived organizational politics also tended to engage in workplace incivility Test statistics confirms the mediating role of employee resilience in the relationship between Organizational politics and employee work place incivility.Practical Implications- The present research outcome might help human resource management in designing appropriate strategies for improving employee resilience. The present research recommends that the actions taken by management like building trust and ability among employee to meet the challenges, promoting employee to give solution to the problem, giving more opportunity for learning and growth, promoting meditation and yoga to keep emotion calm and in control etc The management should develop strategic means to attract resilient employee and enhance creativity so that he can effectively bridge the positive relationship between organizational politics and work place incivility in the organization.

Recent high-profile ethical scandals in startup organizations make people wonder if entrepreneurship may cultivate a work environment that emphasize less on ethics. Tackling the issue, we investigated how entrepreneurship can affect treatment of probationary employees, the most vulnerable yet under-studied group of workers. This study revisits a research gap about the linkage between firm strategy and firm ethics by examining how entrepreneurship is related to workplace incivility. Our results revealed a positive effect of entrepreneurial orientation (EO) on ethical climate, which challenges the notion that EO may lead to a negative ethical climate as it is widely alleged. Ethical climate, in turn, was found to be related to reduced incivility experienced by probationary employees. Core job characteristics (feedback and meaning of work) served as boundary conditions for the effect of EO on incivility through ethical climate, such that this mechanism only held at the presence of those job characteristics.

In the context of organizational psychology, this study aimed to examine workers’ gender biases in tolerance when observing leaders’ incivility in the workplace. Based on role congruity theory, this paper proposes analyzing the gender differences in workers’ evaluations of awareness and tolerance of workplace incivility considering the gender of a leader who commits different incivility behaviors against an employee. Moreover, we posit that the type of incivility is also gendered. A sample of 547 workers (male and female) randomly played the roles of observers whereby they rated a scenario describing a leader (male or female) who publicly humiliates and openly doubts an employee’s judgment (overt incivility—agentic), or leaves out and pays little attention (covert incivility— communal) to an employee. The results indicate that male workers tolerated incivility less when role incongruence occurred, such as when male leaders used covert incivility. In contrast, female workers were consistently less tolerant when role congruence occurred with the leader’s gender, such as when male leaders were overtly uncivil. Furthermore, compared to males, female workers were more aware and less tolerant of incivility when a female leader was overtly or covertly uncivil. This paper provides empirical insights and fulfills an identified need to study how gender bias in workplace incivility can be enabled in organizations. The implications for practice can drive the development of prevention strategies within the field of management and human resources., This research was funded by the Research Program of the University of Jaén, 2019–2020, grant number EI-SEJ7-2019

Workplace bullying/mobbing is an extreme work-related stressor, but also a severe hazard for physical, mental and psychological health in healthcare employees, including nurses. A range of trauma-related symptoms has been linked with bullying victimization. The aim of the study was the investigation of workplace bullying/mobbing-related trauma symptoms in Greek-Cypriot nurses working in emergency and critical care settings, as well as of potential correlations with demographic and occupational variables. A descriptive, cross-sectional correlational study was performed in a convenience sample of 113 nurses. A modified version of the Part B.CII of The Workplace Violence in the Health Sector-Country Case Studies Research Instrument (WVHS-CCSRI Part C.II-M) and the modified Secondary Traumatic Stress Scale (STSS-M) were used for the assessment of bullying/mobbing frequency and workplace bullying/mobbing-related trauma symptoms, respectively. A total of 46.9% of the sample reported experiences of both bullying/mobbing victimization and witnessing of bullying/mobbing to others (VWB subgroup), 21.2% reported solely bullying/mobbing victimization (SVB subgroup) and 10.6% reported witnessing of bullying/mobbing to others (SWB subgroup). A total of 22.3% did not experience or witness any bullying/mobbing at the workplace. Trauma symptoms intensity (STSS-M total score) was more severe in the participants a) with a high frequency of workplace bullying/mobbing experiences compared to those with a moderate frequency of such experiences (p = 0.018), b) of the VWB subgroup compared to those of the SWB subgroup (p = 0.019), c) employed in Emergency Departments compared to those employed in ICUs (p = 0.03), d) who had considered resigning due to bullying/mobbing experiences compared to those who had never considered resigning (p = 0.008), e) who had been punished for reporting a bullying/mobbing incident compared to those who had not (p = 0.001), and f) who considered the incident unimportant to be reported compared to those who avoided reporting due to other causes (p = 0.048). This data highlights the need to establish effective and safe procedures for bullying/mobbing reporting, aiming to support bulling/mobbing victims and witnesses, and further to protect their legal rights. Both victims and witnesses of workplace bullying/mobbing need to be assessed by mental health professionals for PTSD symptoms in order to have access to effective treatment.

Background Incivility and bullying within the profession of nursing remains a problem within the workplace. As a result, healthcare workplaces can become unhealthy and difficult for nurses to function within. Work productivity is impacted and patients' healthcare is placed at risk when nurses are emotionally and physically affected by workplace incivility and bullying. Clinical nurse leaders (CNLs) applying theoretical reasoning and nursing competencies' in addressing bullying and incivility within the workplace, can provide an organized and effective organizational approach to addressing bullying and incivility in work environments. Methods Theoretical reasoning and nursing competencies in addressing bullying and incivility within the workplace, will be examined as a means to identify nurses exhibiting signs and symptoms of bullying and incivility in work environments. The theory of The Hollow will identify the origins of affected nurses' behaviors and the physiological and psychological impact of bullying and incivility. The CNL role will be used as a facilitator of change at the microsystem level. And competencies for addressing behaviors associated with bullying and incivility will be addressed. Approach Innovation adapted from prior research and literature developed by the author, extrapolated from the literature on workplace bullying and incivility in nursing practice. Outcomes Bullying and incivility can be resolved in the workplace when competencies are set forth by nursing leaders to educate and empower nursing staff on expectations of healthy work environments. Conclusion Healthy workplaces are achievable when nurse leaders, such as CNLs, educate and empower nurses to have the expectation of healthy work environments not only for themselves, but for all nurses.

Aim This research aims to present a general summary of researches on workplace incivility in nursing using bibliometric indicators. Background Nurses regularly experience incivility from their working environment. However, evidence shows that it has significant potential for harmful consequences, both in terms of their health and in terms of productivity. Therefore, nursing and hospital managers have a crucial role in creation and maintenance of civil behaviour. Method(s) This research reports on a bibliometric analysis using a systematic review of academic literature on workplace incivility in nursing. A search of Web of Science databases was performed, and a total of 269 abstracts were investigated. Calculation of bibliometric indicator was done in Excel, and tag clouds had been created in VOSviewer. Results Nursing incivility literature is growing, and the United States contributed the largest number of papers. Studies have been carried out on nurses working in hospitals and nursing students in general. Topics are mainly focused on the organisational consequences of uncivil behaviour. Conclusion(s) This study reveals that there are not enough studies on workplace incivility in nursing. Implications for nursing management As a result obtained from this research, it especially recommends health care and nursing managers to research some risky groups and subject less studied yet.

There is a critical need for nurse educators to promote civility in nursing practice using systems thinking to promote quality and safety and improve patient outcomes by preventing undue patient harm. In this article, evidence is synthesized in order that readers can recognize, respond and manage workplace incivility. Systems thinking is introduced as a best practice solution for advancing a civil workplace culture. The author-created Systems Awareness Model, adapted for civility awareness, guides nurse educators with evidence-based strategies for teaching nurses the essential skills to promoting a civility culture within health systems. The strategies can be used by nurse educators in practice to interface workplace application. Proposed examples of evaluation methods are aligned with the teaching strategies. The purpose of this article is to provide nurse educators in practice with evidence-based teaching strategies and evaluation methods to address incivility in health care using a systems thinking perspective.

Objective To identify knowledge related to incivility in the workplace, explore the impact that incivility can have on nursing and patient outcomes, and identify interventions to help promote a positive work environment. Data Sources Published literature, internet, books, and clinical guidelines. Conclusion Incivility detracts from the caring environment of oncology care. Incivility can negatively affect oncology nurse's ability to work together as collaborative teams and may have detrimental consequences on patient outcomes. Implications for Nursing Practice Oncology nursing is a highly collaborative specialty; therefore, nurse leaders need to ensure all team members have the tools needed to mitigate workplace incivility.

This study contributes to management scholarship by unpacking the relationship between employees' exposure to workplace incivility and their exhibition of depersonalization towards co-workers, according to the mediating effect of job-related anxiety and the moderating effects of gender and education. Time-lagged data from employees in Pakistani organizations show that an important reason workplace incivility enhances depersonalization towards co-workers is that employees feel anxious about their jobs. This mediating role of job-related anxiety is particularly salient among male and higher-educated employees, possibly because they suffer from resource losses in the form of dignity threats when they are treated with disrespect. For organizations, this study accordingly pinpoints a key mechanism by which disrespectful workplace treatment can escalate into depersonalization towards co-workers (enhanced job-related feelings of anxiety), as well as how the strength of this mechanism might depend on individual factors.

Purpose This study assessed clinical nurses' workplace incivility experiences and determined the effects of workplace incivility experiences on nurses' patient safety competence. Design This quantitative study surveyed 261 clinical nurses in two acute healthcare facilities in Saudi Arabia from June to August 2019. Methods A self-administered survey, including the Nurse Incivility Scale and the Health Professional Education in Patient Safety Survey, was employed to assess the variables workplace incivility and patient safety competence. The association between incivility and patient safety competence was analysed using multivariate multiple regression. Results The highest mean score was recorded for patient or visitor incivility, whereas the lowest score was recorded for supervisor incivility. Regarding patient safety competence, the dimension "communicating effectively" received the highest mean score, whereas "working in teams with other health professionals" was rated lowest. General and nurse incivilities had multivariate effects on the six dimensions of patient safety competence. Conclusions Nurses' experiences of uncivil acts from nurses and from general incivility negatively impact nurses' patient safety competence. Clinical relevance This investigation could guide the establishment of policies centered on boosting the patient safety competence of nurses by addressing uncivil acts in healthcare settings.

Background Incivility has become a major societal issue and over the last two decades more researchers have examined the incidence and prevalence of incivility in higher education. There has been significant research on faculty and student incivility in nursing programs (Atmiller, 2012; Clark, 2008a, 2008b, 2008c), but literature is lacking on faculty-to-faculty incivility in nursing programs. Purpose This descriptive study examined the incidence of faculty-to-faculty incivility in nursing programs in the United States. Additionally, this study sought to determine the physical and emotional effects of faculty-to-faculty incivility. Methods Originally the study participants were recruited using a stratified cluster sampling, but this resulted in a low response rate. A new methodology used a convenience sample to enlist participants attending a nursing education conference. The Workplace Incivility/Civility Survey collected data on the incidence and prevalence of faculty-to-faculty incivility. Open-ended questions were added to the survey to capture the emotional and physical responses to acts of incivility. Results Analysis of the data indicated that workplace incivility is perceived as a moderate to severe problem. The participants shared their experience with faculty-to-faculty incivility and the emotional and physical effects that resulted from the incident. Conclusion Faculty-to-faculty incivility continues to be an issue in nursing education. The number of studies that have examined incivility in nursing education continues to grow. It is important to examine this issue as it impacts the ability to address the nursing shortage and meet the health care needs of the nation. Further research is needed to identify if there is a relationship among faculty-to-faculty incivility and job satisfaction or intent to leave.

Now a day’s health care setting shows increase in incidences of workplace incivility. Workplace incivility has a greater impact on quality of nursing care by causing stress and dissatisfaction of job among the staff nurses. The present study was conducted to assess the knowledge and frequency of experience of workplace incivility among the staff nurses. Quantitative cross-sectional descriptive survey approach was used to conduct the present study. A total of 34 staff nurses were selected by convenient sampling technique from the wards and ICU of selected Multi-speciality hospital. Structured self- administered knowledge questionnaire was used to collect the data regarding knowledge and frequency of experience of workplace incivility. Findings of the study showed that mean age of the participants was 32 years. Majority (91%) were females and they studied General Nursing and Midwifery. Majority (76%) of the participants had up to 15 years of working experience and 44% of them were temporary employees. Almost 56% of them were working 8 hours per day. Assessment of knowledge regarding workplace incivility revealed that the majority (82%) of the staff nurses had inadequate knowledge regarding workplace incivility and majority (77%) experienced incivility in their workplace.

Most of the research that has been published in occupational health psychology relates the role of work and working life to the management of chronic ill-health (Cox et al. 2000), which has implications for sickness absence (Collins et al. 2005; Cox et al. 2014); and the impact of working on the quality of life of people at work. From an HRM and Employment Relations perspectives, in the case of public sector employees, there is also the questions of the role that work can play in the quality of their working life, the meaning they give to their jobs and how work experiences have contributed to their well-being at work. This chapter is based on ongoing research into well-being at work with British Local Government, focusing on 27 semi-structured interviews of managerial and non-managerial employees verbal accounts of their own experiences of work, quality of working life, and the meanings of the job perceptions. The data reveals that work and the quality of working life were challenging for both managerial and non-managerial employees and was strongly associated with four super-ordinate themes that impacted the individuals, groups, and the organisation, which include restricted resources and controlled work environment, workplace incivility and mistreatment, relationships, and work-life balance. Furthermore, the findings from the respondents’ account for the meaning of their job are clustered into one super-ordinate theme of identity-work-life integration. The impact of the findings for work, quality of working life, the meaning of the job, and employee well-being and performance are discussed.

Although incivility has been identified as an important issue in workplaces, little research has focused on tolerance to workplace incivility. Drawing on conservation of resources and psychological ownership theory, this article investigates the mediating role of employee cynicism on the relationship between tolerance to workplace incivility and outcome variables (i.e., service innovative behavior, knowledge hiding behavior, and job search behavior) in the hospitality industry. Structural equation modeling and artificial neural network were applied on survey data obtained from five‐star hotels in Jordan. Building on the proposed theories, we show that employee cynicism mediates the link between tolerance to workplace incivility and knowledge hiding behavior, and job search behavior. Implications for theory and practice are discussed.