Search

This article investigates the mediating role of job dissatisfaction in the relationship between employees' perceptions of workplace incivility and their helping behavior, as well as the buffering role of political skill in this process. Three-wave, time-lagged data collected from employees and their supervisors revealed that employees' exposure to workplace incivility diminished their helping behavior through their sense of job dissatisfaction. This mediating role of job dissatisfaction was less salient, however, to the extent that employees were equipped with political skill. For organizations, this study accordingly pinpoints a key mechanism-namely, unhappiness about their job situation-through which rude coworker treatment links to lower voluntary workplace behaviors among employees, and it reveals how this mechanism can be better contained in the presence of political skill.

This study had three objectives: (1) to investigate the impact of workplace incivility on job burn-out of new nursing staff, (2) to verify the partial mediating role of anxiety in the relationship between workplace incivility and job burn-out, (3) to examine the resilience moderating the relations between workplace incivility and job burn-out., Design: A cross-sectional online survey was conducted in May 2016 in China., Setting: The survey was conducted in 54 cities across 29 provinces of China., Participants: A total of 903 participants were invited. Ultimately, 696 new nurses (<3 service years) completed valid questionnaires. The effective response rate was 77.1%. Entry criteria: voluntary participation, having less than three service years and being a registered nurse., Exclusion Criteria: being an irregular nurse, having more than three service years and refusing to participate in this work., Outcome Measures: An anonymous questionnaire was distributed among new nurses. The relationships and mechanism among the variables were explored using descriptive statistical analysis, Pearson's correlation coefficient and multiple linear regression analysis., Results: The findings showed that workplace incivility was positively correlated with anxiety (r=0.371, p<0.01) and job burn-out (r=0.238, p<0.01) of new nurses. The positive relation between anxiety (β = 0.364, p<0.01) and job burn-out (β = 0.240, p<0.01) was also significant. Moreover, anxiety partially mediated (z=7.807, p<0.01) and resilience moderated (β=-0.564, p<0.01) the association between workplace incivility and job burn-out., Conclusion: Experience of workplace incivility by new nurses would likely generate anxiety in the victims. Further, the increased anxiety state could elevate their level of job burn-out. New nurses with high levels of resilience could buffer the negative influence of workplace incivility by using a positive coping style., Competing Interests: Competing interests: None declared., (© Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2018. All rights reserved. No commercial use is permitted unless otherwise expressly granted.)

Previous studies have explored the effects of each dark triad trait (narcissism, psychopathy, and Machiavellianism) on supervisor incivility, job satisfaction, and productivity. However, little is known about how dark triad traits affect depersonalization and job involvement via workplace incivility in the hospitality sector through the conservation of resources theory lens. Involving 603 hotel employees in Greater Cairo using a time-lag approach, the partial least squares (PLS) findings indicate that dark triad traits positively and significantly predict workplace incivility. Workplace incivility negatively and positively affects job involvement and employee depersonalization. Workplace incivility partially mediates the indirect linkages of dark triad traits with job involvement and employee depersonalization. This study presents significant theoretical and managerial implications for academics and practitioners in the hotel industry. [ABSTRACT FROM AUTHOR]

Introduction: Maintaining politeness is necessary because nurses are fundamentally dedicated to tenderheartedness and veneration in human life. This study aimed to investigate nurses’ experiences regarding workplace hostility. Methodology: A qualitative thematic approach was employed in this study. The researchers used a consolidated criterion for reporting qualitative research (COREQ), a 32-item checklist designed to outline the important aspects of the research team, study methods, context of the study, findings, analysis, and interpretations. The researchers conducted this study in one of Zamboanga City’s hospitals from June to November 2023, with the participants being nursing professionals. The data were analyzed thematically, as outlined by these authors. Results: Three themes stemmed from verbatim reports provided by the respondents; thus, “crossing ethical border” with a subtheme: (a) Disrespect and (b) Positional power; Callous behavior with subtheme such as: (a) putting some worth on it;(b) demoralization; “Upholding professional integrity” had two subthemes namely; “coping after all”; and “perception toward intervention.” Conclusion: Workplace incivility among nurses remains widespread and underscores its negative effects on professional conduct, job satisfaction, and overall well-being. Nurses have resolved and decorum, but recognizing that they need help shows an urgency for studies; hence, there is a need for action plans that will fight rudeness while creating support systems within organizations for each other’s colleagues. [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]

This article explores the effects of workplace incivility, perceived supervisor support, and job satisfaction on organizational identification, employee performance, and turnover intention. It finds that workplace incivility can negatively impact job satisfaction and employee performance, leading to stress and a desire to leave the job. Perceived supervisor support and job satisfaction, however, positively influence organizational identification, which in turn affects employee performance and turnover intention. The study was conducted in the renewable energy industry in Jakarta, Indonesia, and suggests that companies should focus on improving supervisor support and job satisfaction to enhance organizational identification and reduce turnover intention. The article provides a comprehensive list of references for further research on these topics, offering diverse perspectives from various countries and industries. [Extracted from the article]

In contemporary workplaces characterized by diverse age groups working collaboratively, the assessment of age discrimination as an interpersonal phenomenon has gained heightened significance. This study focuses on adapting and scrutinizing the psychometric properties of the German iteration of the Workplace Age Discrimination Scale (WADS-G). Comprehensive Confirmatory Factor Analysis (CFA) results affirm a robust fit for the unidimensional model. Convergent validity is established through correlations between WADS-G scores and related instruments, while discriminant validity is evidenced by its lack of association with extraversion. Noteworthy findings include a positive correlation with turnover intention and negative correlations with job satisfaction, occupational self-efficacy, and organizational affective commitment. Despite its merits, the predictive efficacy of the WADS-G is notably inferior when juxtaposed with the Workplace Incivility Scale. Its explanatory power for turnover intention is constrained when accounting for variables such as job satisfaction, work environment, neuroticism, and core self-evaluation. Although measurement invariance testing across gender groups reveals scalar to strict measurement invariance, the examination across age groups indicates metric invariance. However, Confirmatory Factor Analyses for the 18-30 and 50+ age groups, central to the research emphasis, reveal suboptimal model fit. These outcomes prompt a nuanced discussion on whether the WADS-G aptly captures age-discriminatory experiences across diverse age and gender cohorts among employees. [ABSTRACT FROM AUTHOR]

BACKGROUND: Mobbing in the workplace is a critical problem affecting healthcare workers' psychological health and performance. However, there is a lack of data on the relationship between mobbing and depression and a lack of regulations to create a decent working environment. OBJECTIVE: We aimed to determine the frequency of exposure to mobbing and the depression levels that may be related to mobbing among the employees of the Anesthesiology and Reanimation Clinic. METHODS: In this multi-center cross-sectional study, employees were evaluated with Leymann's Inventory of Psychological Terror scale and the Beck Depression Inventory. RESULTS: Of the participants, 86.2% stated that they were exposed to mobbing. The presence of mobbing was also associated with the presence of psychological and depressive symptoms. CONCLUSION: The frequency of mobbing was relatively high among Anesthesiology and Reanimation clinic employees. Mobbing exposure was found to be associated with a high level of depression. Institutional and legal precautions should be taken, and awareness of mobbing should be increased to eliminate mobbing and its consequences on healthcare workers. [ABSTRACT FROM AUTHOR]

The aim of this study is to determine the effect of incivility and envy behaviors in the workplace on the job satisfaction of nurses. For this purpose, data were collected from 288 nurses working in a hospital in Erzurum with convenience sampling method. In line with the research model, correlation and multiple regression analysis were performed by means of scales whose validity and reliability were tested. As a result of the analysis, it was determined that workplace incivility and workplace envy had a negative effect on nurses' job satisfaction level. [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]

Drawing on the Organizational Support Theory (OST) and Conservation of Resources Theory (COR), this study investigates how experiences of workplace incivility translate into employee outcomes: attitudinal (job satisfaction, affective commitment) and behavioral (task performance, contextual performance and counterproductive work behavior). It has been hypothesized that experiences of incivility from coworkers lead to the attribution of a lack of perceived organizational support (POS). As a result of this process, coworkers, unable to count on the support, react negatively at the attitudinal and behavioral level. The study was conducted on 405 employees from companies form various sectors operating in Poland. Statistical verifications of the moderation and mediation were conducted via Structural Equation Modeling (SEM) with AMOS. The results show that experiencing incivility from coworkers reduces POS, with the relationship growing stronger the more the employees are victimized by abusive supervision. Furthermore, the results revealed that POS fully mediates between experiencing incivility and employee attitudinal and behavioral outcomes. This study integrates research on workplace incivility, abusive supervision, POS and employee outcomes, and the findings have important implications for research on organizational behavior. [ABSTRACT FROM AUTHOR]

Copyright of IUG Journal of Economics & Business is the property of Islamic University of Gaza and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: This study aims to propose and test a model explicating the antecedents and consequences of knowledge sabotage. Design/methodology/approach: Data obtained from 330 employees working in the Turkish retail and telecommunication sectors were analyzed by means of the Partial Least Squares Structural Equation Modeling technique. Findings: Co-worker knowledge sabotage is the key factor driving knowledge sabotage behavior of individual employees, followed by co-worker incivility. Interactional justice suppresses individual knowledge sabotage, while supervisor incivility does not affect it. Co-worker knowledge sabotage reduces job satisfaction of other employees, which, in turn, triggers their voluntary turnover intention. Contrary to a popular belief that perpetrators generally benefit from their organizational misbehavior, the findings indicate that knowledge saboteurs suffer from the consequences of their action because they find it mentally difficult to stay in their current organization. Employees understate their own knowledge sabotage engagement and/or overstate that of others. Practical implications: Managers should realize that interactional justice is an important mechanism that can thwart knowledge sabotage behavior, promote a civil organizational culture, develop proactive approaches to reduce co-worker incivility and strive towards a zero rate of knowledge sabotage incidents in their organizations. Co-worker incivility and co-worker knowledge sabotage in the workplace are possible inhibitors of intraorganizational knowledge flows and are starting points for job dissatisfaction, which may increase workers' turnover intention. Originality/value: This study is among the first to further our knowledge on the cognitive mechanisms linking interactional justice and uncivil organizational behavior with knowledge sabotage and employee outcomes. [ABSTRACT FROM AUTHOR]

Copyright of Itobiad: Journal of the Human & Social Science Researches / İnsan ve Toplum Bilimleri Araştırmaları Dergisi is the property of Itobiad: Journal of the Human & Social Science Researches and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose – This study aims to investigate the impact of three determinants of organizational identification (OID) on employee performance (EP) in the context of private business institutions. Design/methodology/approach – A sample of 175 permanent faculty members from four top universities in Karachi, Pakistan, was interviewed using a five-point Likert scale questionnaire. The data were inserted in SPSS 22 and SmartPLS v 3.2 for performing the analysis. Findings – Results of the study showed a significant effect in perceived supervisor support on OID; OID; job satisfaction and EP; and mediating relationship. Conversely, an insignificant effect was observed in workplace incivility. Research limitations/implications – It is highly recommended that organizations work on the areas that lead to enhancing their employees’ performance. Also, human resource should create a healthy culture that promotes initiatives, open-door policies and discourages power distance. Lastly, one of the key responsibilities of management is to strengthen their OID because employees are more likely to identify with their supervisors if they invest in the organizations they work for. Practical implications – This study will help strengthen the relationship between supervisors and university employees. It will guide the supervisors to acknowledge and appreciate the efforts of their subordinates and develop recreational policies and employee engagement activities. In addition, it will help develop a conducive environment and enhance the quality of education in the university and the society. Originality/value – Understanding the determinants of OID on EP in the educational context is very important as it enhances the quality of EP and the overall quality of education of the institution.

Although the impact of outsider incivility on customer-contact employees' well-being has been welldocumented, victim incivility toward emergency workers is still understudied. This is partly due to the lack of context-specific incivility instruments. Thus, this study aimed to provide a preliminary Italian version of the Victim Incivility Scale (Sliter & Boyd, 2015). To this end, the factor structure of the Italian scale was checked through exploratory (EFA) and confirmatory (CFA) factor analyses involving 304 firefighters and emergency health workers. The EFA revealed a single-factor structure, which was confirmed by the CFA. Partial scalar invariance between occupations was found. Victim incivility was positively associated with burnout and psycho-physical malaise and negatively related to job satisfaction. Women and less experienced workers reported greater victim incivility. The Italian version of the Victim Incivility Scale is a context-specific reliable instrument to evaluate emergency workers' perceptions of victim incivility readily usable by both researchers and practitioners. [ABSTRACT FROM AUTHOR]

Our study investigates the role of subjective well-being and forgiveness climate between workplace incivility and job satisfaction. Drawing on conservation of resource theory, we proposed a model in which workplace incivility is associated with job satisfaction through subjective wellbeing, and forgiveness climate moderates this association. Data was collected through a survey method from 672 nurses and doctors in the health care sector at two different times. Respondents completed workplace incivility and subjective well-being scale at Time 1, and a forgiveness climate and job satisfaction scale at time 2. Findings through PROCESS Macros (Model 5) show that workplace incivility has a negative influence on job satisfaction and subjective well-being. Subjective well-being plays a mediating role in the negative effect of workplace incivility on job satisfaction. Moreover, forgiveness climate moderates the relationship between workplace incivility and job satisfaction. The implications for practice and research are discussed.

The economic literature on veterinary technicians is limited, and the AVMA Task Force on Veterinary Technician Utiiization has recommended increasing veterinary technician economic research in several areas. The aim of this review was to provide an economic overview of the veterinary technician profession based on intrinsic and extrinsic rewards. Data sources for this paper include articles and texts from the veterinary, human medical, and service industries concerning veterinary technicians and from economic and psychology literature. Findings of this literature review indicated that veterinary technician intrinsic and extrinsic rewards are complex. Veterinary technicians appear to find value and meaning in their job tasks, which contribute positively toward job satisfaction and self-identity. Low financial rewards, workplace incivility, and work overload appearto be problematic for the individual veterinary technician, veterinary technician profession, and veterinary industry as a whole. The economic and psychology literature indicated that changes to the profession, such as increasing veterinary technician utilization, should simultaneously incorporate the economic needs and values of veterinary technicians and veterinary practice operators. [ABSTRACT FROM AUTHOR]

Copyright of Finance & Business Economies Review is the property of Finance & Business Economies Review and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Our study investigates the role of subjective well-being and forgiveness climate between workplace incivility and job satisfaction. Drawing on conservation of resource theory, we proposed a model in which workplace incivility is associated with job satisfaction through subjective wellbeing, and forgiveness climate moderates this association. Data was collected through a survey method from 672 nurses and doctors in the health care sector at two different times. Respondents completed workplace incivility and subjective well-being scale at Time 1, and a forgiveness climate and job satisfaction scale at time 2. Findings through PROCESS Macros (Model 5) show that workplace incivility has a negative influence on job satisfaction and subjective well-being. Subjective well-being plays a mediating role in the negative effect of workplace incivility on job satisfaction. Moreover, forgiveness climate moderates the relationship between workplace incivility and job satisfaction. The implications for practice and research are discussed. [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]

The aim of this study is to reveal the effect of nurses' workplace incivility on knowledge sharing attitude, job satisfaction, turnover intention and performance. In addition, whether the ethical climate has a mediating role in this relationship has also been examined. The universe of the study consists of 507 nurses working in state, private and university hospitals in Konya. Data have been collected with a questionnaire form and SPSS and AMOS package programs have been used for analysis. In the research, workplace incivility has been examined in 4 dimensions as "incivility seen by other nurses", " incivility seen by supervisor / manager", " incivility seen by doctors" and " incivility seen by patients / their relatives". As a result of the analysis, the dimensions of workplace incivility do not affect the knowledge sharing attitude. However, it has been observed that the incivility of the supervisor / manager and the doctors affects job satisfaction, turnover intention and performance. In addition, it has been determined that the ethical climate perception mediated (partial / complete) in the effect of workplace incivility dimensions on job satisfaction and turnover intention. [ABSTRACT FROM AUTHOR]

This study explores a chain mediating model examining how employees' emotional exhaustion and job satisfaction mediate the relationship between customer incivility and employees' turnover intention. Analyzing data from 452 employees using hierarchical regression method and PROCESS Macro, it finds that customer incivility had a significant negative effect on employees' job satisfaction, and had a significant positive effect on emotional exhaustion and turnover intention. Emotional exhaustion had a negative impact on job satisfaction and a positive impact on turnover intention. And job satisfaction had a negative effect on turnover intention. Additionally, employees' emotional exhaustion and job satisfaction had a significant chain mediating effect on the impact of customer incivility on employees' turnover intention. This study evaluated the chain effect of customer incivility in the Chinese hospitality industry, which further affected employee turnover intention. These findings provided theoretical and practical implications for hospitality researchers and practitioners. • Demonstrate that customer incivility leads to employees' turnover intention in hospitality industry. • Examine the mediating effects of emotional exhaustion and Job satisfaction. • Indicate that Job satisfaction as a critical antecedent of employees' turnover intention. • Provide managerial recommendations to guide the hospitality industry. [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]

Calling involves experiencing a sense of purpose to engage in work that benefits others. We contribute to the literature by studying living a calling, which we conceptualize as a resource, to examine how and why it is related to perceived work ability (i.e., one's perception of their ability to continue working in their current job) among women working in domestic violence services. We propose that by living out one's calling, domestic violence services workers may perceive fewer of the salient interpersonal demands in their jobs (relationship conflict among colleagues, workplace incivility from clients served), which may partially explain a linkage to greater perceived work ability. We tested hypotheses using 2-wave survey data. The results suggest that there are direct and indirect positive relations between living a calling and perceived work ability. Workers living out their calling perceive less relationship conflict among colleagues, which partially explains the positive relation with perceived work ability. However, we did not find support for the similarly proposed mediating role of perceived client incivility. Theoretical implications for studying calling and practical implications for career counselors and organizations are discussed. For example, career counselors may consider the presence of a calling when exploring clients' career development in domestic violence work, whereas social service providers may benefit by selecting employees for whom the work aligns with their calling and creating opportunities for their calling to be lived out to facilitate perceived work ability. Public Significance Statement: This study advances the idea that living out one's calling is a beneficial resource, especially in stressful work environments like domestic violence prevention. Women working in domestic violence services who are able to live out their calling perceive less relationship conflict among coworkers, which enhances their perceived ability to do this important work. [ABSTRACT FROM AUTHOR]

Copyright of Selcuk University Social Sciences Institute Journal is the property of Selcuk University Social Sciences Institute Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Aims and Objectives: To investigate the workplace incivility of nurses working in two Saudi hospitals and analyse its influence on the nurses' professional quality of life (ProQOL). Background: The prevalence and economic impact of workplace incivility cannot be overstated and disregarded. To the current authors' knowledge, no extensive study on this topic has been conducted in Saudi Arabia. The influence of workplace incivility to ProQOL of nurses from different cultural backgrounds has never been thoroughly investigated. Design: Descriptive, cross‐sectional design. Methods: A sample of 378 nurses working in two government hospitals in Saudi Arabia were surveyed using the Nursing Incivility Scale and the ProQOL Scale version 5 from February to May 2018. A multivariate multiple regression analysis was conducted to analyse the multivariate effect of workplace incivility on the nurses' ProQOL. The study adhered to the STROBE guideline (See Supporting Information File 1). Results: The nurses perceived a moderate level of workplace incivility from the different sources of uncivil acts measured in this study. Among the five sources of incivility explored in this study, the nurses reported the majority of workplace incivility experienced from patients/visitors (M = 2.44, SD = 0.80), while the lowest was from supervisors (M = 1.90, SD = 0.66). The mean scores of the respondents in the compassion satisfaction, burnout and secondary traumatic stress subscales were 36.50 (SD = 6.30), 26.43 (SD = 4.81) and 26.47 (SD = 6.06), respectively. General incivility, supervisor incivility, physician incivility and patient/visitor incivility showed a significant multivariate effect on the three ProQOL subscales. Conclusions: Nurses' experience of workplace civility and its sources were associated with ProQOL. Relevance to clinical practice. The findings of this study can be used as guide in establishing human resource policies towards achieving nurses' needs, reducing workplace incivility and improving ProQOL. [ABSTRACT FROM AUTHOR]

Workplace incivility is a serious issue in an organization, this is of the fact that uncivil act is costly to the organization, employee health, performance, turnover intention. Hence, this study aimed to investigate the importance of workplace incivility on hotel employees using IBM Amos 22. And, using questionnaire method as a research tool for the quantitative study, a total of 153 questionnaires were used to assess the effect of workplace incivility on hotel employees in four and five star-hotels in Lagos Nigeria. Bagozzi's Appraisal-Emotional reactions theory was applied to this study. We found out that resilience fully mediated the relationship between work place incivility and turnover intention. The estimated results obtained suggest that workplace incivility has a negative effect on employee. Suggestions were made to human resource management on how to help employee stand the stress of this effect. [ABSTRACT FROM AUTHOR]

Copyright of Nursing of Integrated Traditional Chinese & Western Medicine is the property of Journal of Clinical Nursing in Practice (Editorial Board, Shanghai Jiao Tong University Press) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The purpose of this study was to investigate the effects of workplace incivility, burnout and teacher efficacy on the job satisfaction of nursery teachers. Data were collected from 271 nursery teachers on WIS, MBI, TES and JSS, which then were analyzed using correlation and multiple regression. The major findings of this study were as follows: First, workplace incivility was negatively related to total job satisfaction and four job facets except pay/promotion. Second, burnout was negatively related to total job satisfaction and four job facets except work condition. Third, teacher efficacy was positively related to total job satisfaction and four job facets except work condition. Fourth, workplace incivility had a stronger relationships with the job satisfaction than burnout and teacher efficacy. The above findings imply that workplace incivility is an important variable of human relationship and is a good predictor of job satisfaction in nursery teachers. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to examine the effects of workplace incivility on job satisfaction and employees’ turnover intentions in Indian work settings. Design/methodology/approach – Data were collected randomly from 283 employees at various restaurants in the Northern and Western parts of India via the survey method and, thereafter, hierarchical regression analysis was performed to analyze the data. Findings – The study established that moderate to high levels of workplace-incivility-related issues are present in India’s restaurant industry. Regression analysis further revealed that workplace incivility is negatively related to job satisfaction and positively related to employee turnover in the Indian context as well. Practical implications – Relevant recommendations are presented to restaurant owners as well as HR practitioners that could curb unethical practices in Indian restaurants and promote civil behavior in the workplace. Originality/value – Relevant extant studies have recognized that there is a need to study workplace incivility in different cultures to establish the global relevance of the subject. This research studied the impact of workplace incivility on job satisfaction and turnover intentions with respect to Indian employees. [ABSTRACT FROM AUTHOR]

In recent years a growing amount of research has been conducted in the area of workplace incivility. Whereas many studies have focused on the victims and the consequences of incivility, little attention has been paid to the perpetrators and antecedents of workplace incivility. This study aims to identify possible antecedents of workplace incivility, by investigating organizational aspects as well as the possibility that being the target of incivility from co-workers and supervisors could induce incivility. A total of 512 employees (378 women and 133 men) in the school sector in a Swedish municipality completed an online questionnaire. Overall, the results of structural equation modelling analyses showed that organizational variables were related to the perpetration of incivility. A direct relationship was found between being uncivil and organizational change, job insecurity, low social support from co-workers and high job demands. However, the strongest relationship was found between experienced incivility from co-workers and instigated incivility. This could be reflecting a climate or culture of incivility in the organization, and carry implications for future practice in interventions against workplace incivility. The results indicate the importance of focusing on the perspective of the instigator to gain knowledge about the process of workplace incivility. [ABSTRACT FROM PUBLISHER]

The magnitude of negative consequences of clinician disruptive behaviors on patients and clinicians was examined using data collected from 1559 clinicians working at an urban academic medical center in the United States. For the impact of disruptive behavior on patient safety, psychological aggression as caused by disruptive behavior or incivility increased the likelihood of patient harm as well as job dissatisfaction and physical symptoms. [ABSTRACT FROM AUTHOR]