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International audience; Although workplace incivility has received increasing attention in organizational research over the past two decades, there have been recurring questions about its construct validity, especially vis-à-vis other forms of workplace mistreatment. Also, the antecedents of experienced incivility remain understudied, leaving an incomplete understanding of its nomological network. In this meta-analysis using Schmidt and Hunter's [Methods of meta-analysis: Correcting error and bias in research findings (3rd ed.), Sage] random-effect meta-analytic methods, we validate the construct of incivility by testing its reliability, convergent and discriminant validity, as well as its incremental predictive validity over other forms of mistreatment. We also extend its nomological network by drawing on the perpetrator predation framework to systematically study the antecedents of experienced incivility. Based on 105 independent samples and 51,008 participants, we find extensive support for incivility's construct validity. Besides, we demonstrate that demographic characteristics (gender, race, rank, and tenure), personality traits (agreeableness, conscientiousness, neuroticism, negative affectivity, and self-esteem), and contextual factors (perceived uncivil climate and socially supportive climate) are important antecedents of experienced incivility, with contextual factors displaying a stronger association with incivility. In a supplementary primary study with 457 participants, we find further support for the construct validity of incivility. We discuss the theoretical and practical implications of this study. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

This study investigated what leadership traits affect workplace incivility and how they affect them. Drawing on Bandura's theory of social learning, we proposed a theoretical framework explaining leadership and incivility nexus by modifying Walsh et. al. (2017) model, as well as adding culture and more leadership traits. We also classified incivility into Experienced and Behavioral in line with Harold and Holtz (2014) model. We proposed that leadership styles as well as a collective culture, affect workplace Norms to Respect as well as organizational justice perception. And these two would lead towards incivility. Leadership styles included Passive, Charismatic, and Ethical Leadership. Hence, norms for respect and organizational justice has been tested as a mediator between culture, leadership, and civil work. To establish its empirical validity, the survey was conducted from 400 employees working in Pakistan's private sector organizations by means of a close-ended questionnaire. Data were analyzed using Structured Equation Modeling and Confirmatory factor analysis. The findings indicate that culture and leadership strongly predict incivility in the workplace. Collectivism has a significant positive relationship with Norms, whereas, Charismatic, and Ethical Leadership has a significant positive relationship. Passive leadership seems to have a significant negative effect on both Norms and Organization Justice. Organization Justice negatively and significantly affects both Behavioral and experienced incivility. Hence, the results demonstrated that as compared to norms, Organizational justice mediates the relationship between culture, leadership, and incivility in the workplace.

BACKGROUND: The current work describes the relationship between workplace incivility and counterproductive work behaviours as moderated by religious-inspired ethics. Drawing from conservation of resources theory, we consider workplace incivility a type of workplace stressor draining the cognitive and psychological resources of employees that make them effective and productive. We posit that individuals’ religious beliefs and work ethics based on these beliefs provide resources to employees to counter, balance, or offset the loss of productive psychological resources. OBJECTIVE: We investigate the buffering effects of Islamic work ethics on the relationship between workplace incivility and counterproductive work behaviours. METHODS: The sample includes 251 employees working in the healthcare sector in Pakistan. Hierarchical moderated multiple regression analysis was used to explore the relationships between workplace incivility, counterproductive work behaviours and Islamic work ethics. RESULTS: Our study results show that workplace incivility positively covaries with counterproductive work behaviours. However, Islamic work ethics negatively moderate this relationship. CONCLUSION: Theoretically, this study contributes by examining religious beliefs (Islamic work ethics) as a key resource that moderates the relationship between workplace incivility and counterproductive work behaviours. Furthermore, evidence regarding the different impacts of incivility on CWB-I and CWB-O in the Pakistani context agrees with the existing literature.

Purpose Using observational and experimental designs, the purpose of this study was to explore if the power relation between the offender and the victim of incivility and the level of perceived severity of the incivility were associated with bystanders’ intentions to help when witnessing workplace incivility. Design/methodology/approach In Study 1, 160 participants completed a questionnaire where they described a recent uncivil incident they had witnessed, and completed measures of perceived severity and measures of their behavioural response as bystanders. In Study 2, 183 participants were randomised to read one of two vignettes (a manager being uncivil towards a subordinate or vice versa), and completed measures of perceived severity and of their motivation to intervene. The authors investigated whether the power relation between perpetrator and victim, and the perceived severity of the uncivil exchange, were associated with prosocial bystander behaviours in Study 1 and with motivation to defend the victim of incivility in Study 2. Findings Higher perpetrator power was significantly associated with the incident being perceived as more severe, and higher perpetrator power was directly related to greater tendency to confront, and lower tendency to avoid, the perpetrator. Perpetrator power was indirectly associated with social support according to the perceived severity. A supervisor acting in an uncivil manner was rated as more severe than a subordinate acting in such a way. Perceived severity mediated the relationship between perpetrator power and the witness’s introjected, identified and intrinsic motivation to intervene. Originality/value This study extends previous work by investigating how the perpetrator’s power influences both the bystander’s prosocial behaviour and their motivation to defend the victim. Furthermore, previous research has not considered how perceptions of severity might mediate the relationship between power, behaviour and motivation.

While much is known about the prevalence and impact of incivility in the workplace, relatively less is known about those who instigate workplace incivility. This research aims to investigate incivility instigation through a moral lens by examining the roles of other-condemning moral emotions (contempt, disgust, and anger) and appraisals of coworkers’ morality as predictors of this behavior at work. In Study 1, we used structural equation modeling to analyze two waves of self-report data collected from a sample of 447 full-time United States (U.S.) working adults. Findings from this study indicate that appraising coworkers as low in morality elicited feelings of contempt, disgust, and anger. However, only contempt predicted incivility instigation and mediated the relationship between appraising coworkers as low in morality and instigating incivility. In Study 2, we collected self-report data from a sample of 309 full-time U.S. workers using a critical incident technique. Structural equation modeling was used to analyze the data. Results from Study 2 replicated the association between low morality appraisals and contempt, anger, and disgust found in Study 1. However, anger predicted incivility instigation and mediated the relationship between appraising coworkers as low in morality and instigating incivility. Additionally, contempt and perceived civility norms had an interactive effect on instigated incivility. These studies provide insight into the roles of contempt, disgust, and anger in predicting incivility instigation, suggesting that employees may engage in incivility to condemn others who engage in moral transgressions. Theoretical and practical implications are discussed.

PurposeGiven the harmful effects of workplace incivility and the calls for revealing the antecedents of instigated incivility, this study examines how employee-instigated incivility unfolds as a result of negative mood contagion from leaders to employees.Design/methodology/approachDrawing upon affective events theory, the authors hypothesized that leader negative mood is contagious and has an indirect relationship with employee-instigated incivility through employee negative mood. For hypothesis testing, data were collected from 243 leader-employee dyads and tested using bootstrapped mediation analysis.FindingsAs hypothesized, leader negative mood was associated with employee-instigated incivility indirectly through employee negative mood. This finding supports that negative mood of the leader is contagious and might unintendedly trigger employee-instigated incivility toward other at work.Research limitations/implicationsGiven the cross-sectional design of this study, causal inferences could not be drawn. The direction of relationships between the variables is based on the theoretical assumptions, rather than a test of the causal ordering of the variables.Originality/valueThis study advances the limited literature on the antecedents of employee-instigated incivility by demonstrating the impact of negative mood experienced by leaders on uncivil behaviors of employees.

Despite wide-ranging negative consequences of interpersonal mistreatment, research offers few practical solutions to reduce such behavior in organizations. Given that interpersonal relationships are strengthened and desired employee behaviors are more frequent when individuals purposefully cultivate feelings of gratitude, the present study tests the effectiveness of a 10-day gratitude journaling intervention in reducing workplace incivility, gossip, and ostracism. Because research has not examined the mechanisms by which gratitude interventions influence outcomes, we draw on theory and research from the gratitude literature to propose and test a multiple mediator model. Specifically, we examine the moral affect theory of gratitude, find-remind-and-bind theory, self-regulation theory, and social exchange theory as possible explanations for the effects of the intervention. Two field experiments involving 147 (Study 1) and 204 (Study 2) employees demonstrated that the intervention decreased mistreatment (as reported by coworkers) by enhancing self-control resources. We also found that the effects of the intervention were stronger for individuals who perceive higher norms for gratitude in their workplace. The findings support the resource-building nature of gratitude interventions and demonstrate that a gratitude intervention is one effective way to decrease interpersonal mistreatment in organizations. Implications for theory and practice are discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

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.

Incivility at work poses a problem, both for individuals who are the targets of incivility and for organizations. However, relatively little is known about what drives or hinders individuals to engage in incivility, and how they respond to their own uncivil behavior. Adopting a self-regulation perspective, we link theories explaining enacted incivility as self-regulatory failure with research about the self-regulatory benefits of mindfulness. We develop and investigate a conceptual model on the role of trait mindfulness in antecedent- and consequent-based processes of enacted workplace incivility. Data from an experience-sampling study across 5 work days provided support for the majority of our hypotheses. Individuals high in trait mindfulness not only showed generally low levels of enacted incivility, but they also displayed less variability in enacted incivility over time. Specifically, while enacted incivility was entrained to the work week and systematically decreased from Monday to Friday for individuals low in mindfulness, enacted incivility remained stable over the course of the work week for individuals high in mindfulness. Furthermore, employees high in trait mindfulness reacted in a more morally mature manner and experienced guilt when having engaged in uncivil behavior compared to their low mindful counterparts. However, increases in guilt for high mindful individuals did not translate into lower levels of enacted incivility the following work day. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Millions of people go to work every day but only very lucky ones don’t experience incivility at workplaces. Unfortunately, majority of the employees are the victims of verbal aggression, emotional abuse and even violence any time in the organizations. Workplace incivility simply means rude, hidden aggressive and discourteous behaviors and it can be dangerous for both the organizations and the workplaces. Workplace incivility has been somewhat overlooked due to its less intense nature comparing to aggression. In fact, usually the instigator of an uncivil behavior is not even aware of the harmful effects of his/her act toward the victim. Workplace incivility is often overlooked but it might cost too much for the organizations since it leads to poor workplace climate, job dissatisfaction major negative outcomes like employee turnover and employee turnover. Whether intentional or not, from disrespecting other coworkers to verbal aggressions or insulting others, unacceptable behaviors should be detected by the management and the measures must be taken immediately to stop the negative consequences of the workplace incivility. In this conceptual study, uncivil behaviors at workplaces will be defined in detail, theoretical framework will be formed and the actions that must be taken to reduce and prevent incivility in the workplaces will be recommended., Milyonlarca insan her gün işe gitmektedir ancak çok şanslı olan pek azı işyerlerinde nezaketsizliği yaşamamaktadır. Maalesef, çalışanların çoğu,örgütlerde sözlü saldırının, duygusal istismarın hatta şiddetin kurbanı olmaktadırlar. İşyeri nezaketsizliği kısaca kabalık, gizli saldırganlık ve saygısızlık anlamına gelmektedir ve hem örgütler hem de işyerleri için tehlikeli olabilir. İşyeri nezaketsizliği saldırganlıkla karşılaştırıldığında daha düşük yoğunluklu olduğundan göz ardı edilen birşeydir. Aslında, genellikle bunu yapan kişi kurbanın olumsuz sonuçlarından etkilendiğinin bile farkındadeğildir. İşyeri nezaketsizliği sıklıkla göz ardı edilmektedir fakat kötü iş ortamı, iş memnuniyetsizliği ve daha önemli olumsuz sonuçlar olan işten ayrılma niyeti ve işgücü devrine neden olduğundan, örgütler için çok fazlaya mal olabilir. Kasıtlı olsun, olmasın, sözlü saldırılardan başkalarına hakarete kadar varan saygısızlıklar ve kabul edilemez davranışlar yönetim tarafından tespit edilmeli ve işyeri nezaketsizliğinin olumsuz sonuçların önüne geçilmesi için derhal harekete geçilmelidir. Bu çalışmada, işyerlerindeki nezaketsizlikler detaylı olarak tanımlanacak, kavramsal çerçeve oluşturularak, işyerlerindeki nezaketsizlikliğini azaltmak ve önlemek için atılması gereken adımlarla ilgili önerilerde bulunulacaktır.

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.

The restaurant industry is often described as a toxic workplace due to high levels of incivility and bullying among employees. This paper presents a study investigating the negative influence of wo...

PurposeThe purpose of this study was to test the mediating influence of workplace ostracism in the relationship between organizational cronyism and social capital. In addition, the authors posited that workplace incivility would interact with cronyism to directly influence social capital, and indirectly through its effect on workplace ostracism.Design/methodology/approachUsing data collected in four waves, with a time interval of six weeks between each wave, from 358 university faculty members, the authors used the PROCESS macro to test the proposed moderated mediation model.FindingsResults indicated that workplace ostracism mediates the influence of organizational cronyism on social capital, and that workplace incivility interacts with cronyism to influence social capital directly, and indirectly through its effect on workplace ostracism.Originality/valueMost studies of social capital are theoretical. The few empirical studies have focused on factors that contribute to social capital and virtually no research exists on factors that undermine social capital. Based on the premise that negative interpersonal relationships are far more powerful in explaining outcomes relative to positive interpersonal relations and the notion that “bad is stronger than good,” the authors draw on social exchange theory and the norm of negative reciprocity to test a moderated mediation model and identify a mechanism and the condition under which social capital is undermined. The results have important implications for theory, research and practice.

Two studies examined employee experiences of incivility based on their political identity, perceived political context of the workplace, and somatic physical health complaints during a presidential election (the 2008 and 2012 U.S. presidential elections; total N = 631). Results suggest that employees may be targeted for incivility because of their political identity, the political leanings of the workplace environment may be a key factor influencing the extent to which employees experience incivility based on their political identity, and there are some situations when political identity-based incivility, employee political identity, and the political leanings of the workplace combine to affect the physical wellbeing of targets. These findings highlight the relevancy of political identities in organizational interactions.

This study aims to find the impact caused by influential behaviors such as incivility emanating from three stakeholders of the Frontline employees' role, including customers, coworkers, and supervisors, to frontline employees. This study aims to explore the causal relationship between interpersonal incivility in the workplace, surface acting, emotional exhaustion and employee incivility toward customers, and the moderating effect of role identity in the restaurant industry. This study adopted self-reported questionnaire which has good reliability and validity (five-point Likert scale) by considering common method variance problem prevention at the same time to measure the variables’ levels in incivility, surface action, emotional exhaustion, and role identity. This study fills in the research gap in explaining the interactive mechanisms among frontline employees' incivility towards customers, and the incivility behaviors that frontline employees received from supervisors and coworkers, as well as the theoretical and practical roles that surface acting and emotional exhaustion play during the mechanism, in which the perspectives of revenge psychology and Conservation of Resource Theory were applied and discussed inside this study. Specially, to help develp relevant research, according to the theoretical and practical conclusion of this study, the atuhors developed two new propositions and one conceptual framework according to the hindrance-challenge theory and slow and fast thinking theory.

In this study, the mediating role of "organizational cynicism" in the relationship between "rudeness in the workplace" and "organizational silence" was examined. The research is a quantitative research cross-sectional study. Research data were collected using a simple random sampling technique. Data analysis shows a significant and positive relationship between the participants' perceptions of rudeness in the workplace and organizational silence. It is understood that the perception of organizational cynicism also mediates this relationship. It was understood that the high perception of the workplace laziness of the participants caused the perception of organizational silence to be high.

Extant research has documented the role of workplace-related factors in eliciting uncivil employee behaviors in the workplace, while the role of family-related variables has been largely overlooked. Drawing on the work-home resources model and the conservation of resources theory, the present study attempts to bridge this gap in the literature by exploring the relationship between family incivility and instigation of incivility towards subordinates in the workplace. In addition, this study examines the intervening role of family emotional exhaustion and the buffering role of mindfulness and LMX within the proposed relationship. Results based on time-lagged survey data collected from 282 supervisor-subordinate dyads indicate that family emotional exhaustion mediates the relationship between family incivility and instigated workplace incivility. Results also indicate that mindfulness weakens the impact of family incivility on family emotional exhaustion, while LMX dampens the impact of family emotional exhaustion on instigated workplace incivility. Further, results suggest that mindfulness and LMX together mitigate the overall impact of family incivility on instigated workplace incivility through family emotional exhaustion. This study is an attempt to explore the spillover effects of family-related variables on uncivil employee behaviors in the workplace. Additionally, this study offers new insights with respect to the boundary conditions that may help to alleviate the ramifications of family incivility in the workplace. The results of this study may be utilized by managers in developing appropriate measures to prevent the incidence of uncivil behavior in the workplace.

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 aims of the present study are formulated to test theoretical assumptions of the incivility spiral presented by Andersson and Pearson (1999). The first aim is to investigate possible longitudinal outcomes of witnessed workplace incivility, in the form of instigated incivility and well-being. An additional aim is to explore whether witnessed workplace incivility is indirectly related to instigated incivility or well-being over time, via lower levels of perceived organizational justice. Lastly, we aim to explore if control, social support (from coworkers and supervisors), and job embeddedness moderate the relationship between witnessed and instigated incivility over time. An online questionnaire was distributed to a panel of Swedish engineers at three time points over one year with about six months between waves. Longitudinal data were provided by 341 respondents. Results from longitudinal structural equation panel models showed that witnessed workplace incivility, over time, predicted subsequent higher levels of instigated incivility but not lower levels of well-being. In addition, witnessed incivility predicted lower levels of perceived organizational justice over time but perceived organizational justice did not mediate the relationship between witnessed and instigated incivility or well-being. Finally, the results showed that control, social support from supervisors (but not coworkers), and job embeddedness partly moderated the relationship between witnessed and instigated incivility over time. The relationship between witnessed and instigated incivility between time 1 and time 2 was stronger when levels of control, support and job embeddedness were high. However, job embeddedness was the only robust moderator of the relationship.

This paper investigates how employees' experience of workplace incivility may steer them away from idea championing, with a special focus on the mediating role of their desire to quit their jobs and the moderating role of their dispositional self-control. Data collected from employees who work in a large retail organization reveal that an important reason that exposure to rude workplace behaviors reduces employees' propensity to champion innovative ideas is that they make concrete plans to leave. This mediating effect is mitigated when employees are equipped with high levels of self-control though. For organizations, this study accordingly pinpoints desires to seek alternative employment as a critical factor by which irritations about resource-draining incivility may escalate into a reluctance to add to organizational effectiveness through dedicated championing efforts. It also indicates how this escalation can be avoided, namely, by ensuring employees have access to pertinent personal resources.

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.

Stigmas and incivility are common across all facets of sport, yet empirical examination is lacking, especially when it comes to women in leadership positions. In intercollegiate athletics, the senior woman administrator position is designated by the National Collegiate Athletic Association as the highest ranking woman serving the athletic department, so this study examined the extent to which stigma consciousness and workplace incivility impact the work outcomes of 234 senior woman administrators. Structural equation modeling and open-ended responses demonstrated that stigma consciousness is associated with higher perceived incivility, which is associated with lower job satisfaction and perceived organizational opportunity. Thus, stigma consciousness and workplace incivility not only operate as influential independent factors within the workplace setting, but stigma consciousness also serves as an antecedent to workplace incivility. Managerial strategies empowering professionals may help reduce stigmas, prevent uncivil behaviors in the workplace, and ultimately, improve outcomes.

PurposeThis study aims to examine the role of leader-member exchange social comparison (LMXSC) perceptions in triggering the instigation of uncivil behavior in the workplace. This study also explores the intervening role of envy and the buffering role of aggression-preventive supervisor behavior within the proposed relationship.Design/methodology/approachData were collected in two phases separated by an interval of four weeks. The final sample consisted of 224 full-time white-collar employees working in five large pharmaceutical manufacturing organizations in India.FindingsThe findings indicate that employees’ subjective perceptions of being involved in poorer-quality LMX relationships than their workgroup members generate envy, which, in turn, evokes them to instigate uncivil behaviors onto those higher-LMX counterparts. The indirect effect of LMX social comparison on instigated workplace incivility through envy gets attenuated when supervisors engage in aggression-preventive behavior.Practical implicationsTo protect organizations from the financial and productivity losses associated with incivility, supervisors are encouraged to exhibit aggression-preventive behavior if they form differentiated exchange relationships with the subordinates in their teams. Supervisors are further advised to avoid the altogether neglect of lower-LMX subordinates as doing so may give rise to negative emotions (envy) and behavior (incivility) among them.Originality/valueThis study expands the limited body of knowledge on the antecedents of uncivil employee behavior in the workplace. Specifically, it unveils that incivility toward coworkers may be stemming from unfavorable LMX social comparisons and ensuing negative emotions such as envy. It also offers insights on reducing uncivil behavior by highlighting that the impact of LMXSC and envy on incivility instigation gets buffered in the presence of aggression-preventive supervisor behavior.

Job dissatisfaction challenge among nurses has a remarkable impact on patient safety and quality of any healthcare system. The study examines the negative effect of workplace incivility on job satisfaction among nurses through the mediation of emotional exhaustion and helps understand the moderating role of resonant leadership between emotional exhaustion and job satisfaction. The study adopts a cross-sectional self-administered survey design to collect 129 responses of registered nurses based on a stratified random sampling technique in Pakistan. Smart-PLS analyzed data revealed the statistically direct insignificant effect of workplace incivility and significant indirect effect on job satisfaction through emotional exhaustion. The results affirmed the emotional exhaustion mediation where resonant leadership had a significant positive moderating role that buffered the negative effect of emotional exhaustion on job satisfaction. Though potentially useful for HR managers, this study is exposed to sample and generalizability limitations. Therefore, opens consideration for solutions in further explorations.

Management scholars view workplace spirituality as an effective means of improving employee well-being and organizational productivity. However, a spiritual work environment may also be beneficial for controlling employees’ experiences of uncivil behaviors in the workplace. Drawing on conservation of resources theory and cognitive appraisal theory, we proposed and explored the linkage between workplace spirituality and incivility experienced from supervisors and colleagues in the workspace. We also investigated the moderating effect of the dark triad on the relationship. The data collected from two different samples (Sample 1—Banking industry, N = 225, and Sample 2—Information Technology (IT) industry, N = 220) provided support for our hypotheses. In both studies, we found a significant negative correlation between workplace spirituality and incivility experienced from the two sources (supervisors and colleagues). While only psychopathy moderated the linkage between workplace spirituality and supervisor incivility in Sample 1, the moderation effect of all three dark traits was significant in case of colleague incivility. In Sample 2, each member of the dark triad moderated the association between workplace spirituality and incivility experienced from seniors and peers. The findings provided support for the cognitive appraisal theory by explaining how the practice of workplace spirituality alters employees’ perceptions of uncivil behaviors shown by their superiors and peers. The study makes a significant contribution to theory, research, and practice by presenting workplace spirituality as a solution to the ever-rising epidemic of incivility in the workplace.

To prevent workplace incivility, scholars encourage organizations to use reference checks to help eliminate uncivil applicants. However, under certain conditions, reference providers may be willing to recommend their rude colleagues for employment. We test this possibility by studying willingness to recommend, which captures a willingness to serve as a professional reference for a colleague. Based on signaling theory, we hypothesized that colleague incivility is negatively related to willingness to recommend, but this relationship is moderated by colleague in-role performance and job-level factors. In study 1, multilevel modeling of multisource data revealed that colleague incivility negatively related to willingness to recommend, but troublingly, this relationship was weaker among colleagues who were high rather than low performers, regardless of job-level moderators. In study 2, we tested whether organizations can intervene and encourage potential reference providers to pay greater attention to incivility. Regression results showed that providers placed greater weight on their colleague’s incivility in relation to willingness to recommend when signals were sent that the hiring organization was unwilling to sacrifice civility for top performance. Our research helps illuminate when incivility instigators are likely to be recommended for employment and demonstrates a way to maximize the use of reference checks for incivility prevention.

Purpose Antecedents and influences of workplace incivility have recently been studied in many areas of research but there is still a lack of consideration for the impact of culture. Theoretical considerations for the present research are based on the cultural dimensions of power distance and tightness/looseness because the collective levels of power distance are similar between Korea and Spain, but the collective levels of tightness/looseness are different between the two countries. The purpose of this paper is to examine whether individuals’ occupational position affects their normative reactions to incivility differently. Design/methodology/approach Participant (victim)’s (those who react to uncivil behaviors) social power (low vs high) and perpetrator’s (those who exhibit uncivil behaviors) social power (low vs high) were experimentally manipulated; all participants were randomly assigned to one of four perpetrator × victim conditions in relation to hierarchical positions (Ntot = 467). Findings The results suggest that the level of social and personal acceptability was greater either among Koreans than Spanish at a collective level or among people who endorsed higher power distance and tightness values. All in all, the findings highlight cultural influences on the importance of social hierarchy as a factor that can impact the people’s normative reactions to incivility. Originality/value The findings broaden our understanding of the psychology of employees in relation to incivility, by simultaneously considering the influences of culture (power distance and tightness/looseness) and social power.

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.

Bu araştırmanın amacı makyavelist kişilik özelliklerinin iş yeri nezaketsizliği üzerindeki etkisini belirlemektir. Emeğin büyük önem arz ettiği bankacılık sektöründe ortaya koyulan hizmetin kalitesi ve niteliğini belirleme gücü olduğu bilinen kişilik özelliklerinin iş yerinde yaşanan nezaket dışı davranışlar üzerinde etkiye sahip olduğu bilinmektedir. Araştırmada Kayseri ve Eskişehir il merkezinde faaliyet gösteren özel ve kamu banka çalışanlarından toplanan veriler kullanılmıştır. Araştırma sonucunda makyavelizmin alt boyutları olan ahlaki yoksunluk, diğerlerine güvensizlik ve statü-kontrol arzusu ile iş yeri nezaketsizliği arasında düşük kuvvette pozitif yönlü bir korelasyon tespit edilmiştir. Yapılan çoklu regresyon analizi sonucunda ise makyavelizmin diğerlerine güvensizlik ile kontrol-statü arzusu boyutlarının iş yeri nezaketsizliği üzerinde anlamlı etkiye sahip olduğu; ancak ahlaki yoksunluk boyutunun iş yeri nezaketsizliği üzerinde herhangi bir etkiye sahip olmadığı görülmüştür. Yapılan basit regresyon analizi sonuçlarına göre bağımsız değişkenin bağımlı değişken üzerinde anlamlı ve pozitif bir etkisi bulunmuştur. Yine yapılan çoklu regresyon analizi sonuçlarına bakıldığında makyavelizmin alt boyutlarından diğerlerine güvensizliğin iş yeri nezaketsizliği üzerinde anlamlı ve negatif etkisi bulunurken, kontrol-statü arzusunun anlamlı ve pozitif etkisi tespit edilmiştir. Buna karşın yine makyavelizmin alt boyutlarından olan ahlaki yoksunluğun iş yeri nezaketsizliği üzerinde herhangi bir etkiye sahip olmadığı tespit edilmiştir. Bu bağlamda araştırmanın hipotezlerinden H1, H1b ve H1c kabul edilirken, H1a reddedilmiştir.

The current research integrates theory on the contextual characteristics that impact bystanders’ decisions to prosocially intervene against workplace incivility. We built a model based upon two of the most influential theories of prosocial intervention—Latane and Darley’s (1970) decision-tree model and Piliavin et al.’ (1981) arousal: cost-reward model—and assert that decisions to intervene are affected by the inherent ambiguity of the uncivil context as well as the costs versus rewards of intervention in ways that facilitate action. Yet, depending on the gender composition of the dyad involved in the uncivil exchange, and both the moral identity and the role (i.e., supervisor versus coworker) of the observer, ambiguity and cost-reward considerations may differ in their relative impact. Policy capturing methodology was used to test the relative influence of ambiguity-reduction (i.e., harm to the target, appeal for help) versus cost-reward (i.e., target’s task performance level, bystander workload) situational cues on coworker and supervisor bystanders’ decisions to intervene with either social support to the target or confronting the perpetrator. Results of a large-scale experiment with over 3400 participants revealed that each of the situational cues surrounding the uncivil exchange positively influenced observers’ decisions to intervene in theorized ways and that cost-reward considerations and role obligations are intricately intertwined.

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.

PurposeThe purpose of this study is to explore the relationship between supervisor and coworkers’ workplace incivility and newcomer proactive behaviors. Drawing on conservation of resources (COR) theory, the authors examined resource depletion as a mediator and newcomer proactive personality, as well as their current organizational tenure as moderators of the relationship between workplace incivility toward newcomers and their proactive behaviors.Design/methodology/approachA time-lagged research design was used to test hypotheses with data covering 322 newcomers and their immediate supervisors in two subsidiaries of a large food processing company in China. Regression analysis using the PROCESS macro in SPSS is used to test the hypotheses.FindingsThe results show that workplace incivility toward newcomers is negatively related to their proactive behaviors. This relationship is mediated by resource depletion. Furthermore, newcomers’ proactive personality moderates the relationship between workplace incivility and resource depletion. Moreover, both the direct effect of workplace incivility on resource depletion and its indirect effect on newcomer proactive behaviors are moderated by the combination of newcomer proactive personality and their current organizational tenure.Originality/valueDrawing on COR theory, a theoretical framework is constructed that specifies the process through which workplace incivility affects proactive behaviors to expand collective understandings of workplace incivility in the newcomer context. Furthermore, the boundary conditions of the underlying process are investigated, which further enhances the contribution of this paper to the extant literature on workplace incivility.

PurposeThis multilevel study investigates the effect of employees' perception of nepotism on tolerance to workplace incivility through the mediating role of psychological contract violation and the moderating role of authentic leadership in organizations.Design/methodology/approachUsing time-lagged data from 547 frontline employees working in four- and five-star hotels, this study's hypotheses were analyzed by conducting hierarchical regression analysis and hierarchical linear modelling.FindingsThe findings indicate that non-family members' perception of nepotism triggered perceived tolerance to the uncivil behavior of family members by the management and that this relationship between nepotism perception and tolerance to workplace incivility was mediated by psychological contract violation. In line with expectations, authentic leadership moderated the effect of nepotism perception on tolerance to workplace incivility.Originality/valueThis study is among the first to examine the effects of nepotism perception on tolerance to workplace incivility by focusing on the mediator role of psychological contract violation at the individual level and the moderator role of authentic leadership at the group level.

Due to the ubiquitous nature of email communication, the use of the medium as a tool for aggression (termed cyberaggression) creates unique challenges for organizations. However, little is known about cyberaggression’s relation to other forms of workplace mistreatment or the extent to which it predicts victims’ work-related behavior. Two studies presented here enhance understanding of the cyberaggression construct by examining its nomological network, potential outcomes, and mediating mechanisms. Study 1 examines cyberaggression’s relationships with verbal aggression, workplace incivility, relationship conflict, and abusive supervision. Results suggest that cyberaggression is strongly related but empirically distinct from these other forms of workplace mistreatment. Study 2 then employs a three-wave survey to (1) link cyberaggression to victims’ counterproductive work behavior (CWB) through the proposed mechanisms of rumination and negative emotion, and (2) examine cyberaggression’s incremental prediction of these outcomes beyond face-to-face aggression and cyber incivility. Results suggest that cyberaggression has an indirect effect on victims’ CWB targeted at the organization (CWB-O), through serial mediators of rumination and negative emotion, respectively, and an indirect effect on CWB targeted at individuals (CWB-I) through rumination only. After controlling for face-to-face aggression and cyber incivility, supervisor-enacted cyberaggression no longer predicted CWB-O or CWB-I, but coworker-enacted cyberaggression continued to predict CWB through rumination.

The intention of this paper was to test the impact of workplace incivility (WPI) on work engagement of faculty members in private universities in China, exploring the correlation between them through chain mediators, which were perceived insider status (PIS), affective organizational commitment (AC), and organizational identification (OID). A quantitative analysis was used on a sample of 465 participants from 68 private universities in China. The conclusions show that WPI decreases faculty members’ work engagement through the chain mediation effects of PIS, AC and OID. This study attempted to establish a three-in-series mediator model to comprehend the influence mechanism of WPI on work engagement, and the results suggest managers in private universities in China to create a working environment with no tolerance for incivility.

PurposeThis paper investigated the relationships among workaholism, work–family enrichment (work–life enrichment), and workplace incivility.Design/methodology/approachData on workaholism, incivility, and work–family enrichment were collected through the administration of a survey on 414 employees of a public bank in Iran.FindingsWorkaholism and life–work enrichment were positively and negatively related to uncivil behaviors, respectively, and workaholism was positively associated with work–family enrichment. Overall, work–family enrichment did not act as a mediator variable between workaholism and uncivil behaviors.Research limitations/implicationsFuture researchers should consider public or private organizations and assess the different instigators of incivility considering the mediator or moderating role of gender.Practical implicationsManagers should focus on reducing workaholism and developing life–work enrichment in order to decrease uncivil behaviors.Social implicationsGiven the hard economic and complex political conditions in Iran and increasing likelihood of uncivil behaviors, the results of the present study offer ways to minimize workplace incivility in employees.Originality/valueThe study contributes to the research on uncivil behavior by improving the understanding of organizational and personal factors (workaholism and work–life enrichment) that can influence workplace incivility among employees working in public organizations. It also addresses the usefulness of examining work–life enrichment disposition in understanding the relationship between workaholism and workplace incivility.

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.

The purpose of this study is to explore disturbing consequence of perception of milder kind of interpersonal maltreatments: workplace incivility which is less reported but wildly experienced at the workplace. This study investigates the relationship of observation of workplace incivility with organizational cynicism that leads toward turnover intentions. Hierarchical regression analysis with its four steps/conditions proposed by Baron and Kenney (J Personal Soc Psychol 51(6):1173, 1986) is applied to prove the workplace incivility and turnover intentions. Conclusions of the study revealed that there is a positive relationship between turnover intentions and workplace incivility while organizational cynicism plays a mediational role in this relationship.

PurposeContemporary organizations report a sharp increase in the incidences of workplace incivility. The purpose of this paper is to capture the impact of workplace incivility on the victimized employee's knowledge-hiding behaviours. The paper proposes that the victim will hide knowledge by playing dumb, evasive hiding and rationalized hiding behaviour.Design/methodology/approachThe paper first focusses on a review of literature on workplace incivility and summarizes the findings through a conceptual review model. Subsequently, the paper puts forth a conceptual model depicting the relationship of incivility with knowledge hiding.FindingsDrawing from the affective events theory, the paper demonstrates that incivility will arouse negative emotions in the victim, enticing the individual to respond by engaging in knowledge hiding. It establishes knowledge hiding to be more than just a consequence of reciprocal exchange relationships. The authors also propose this positive relationship to vary with gender.Originality/valueThe paper draws attention towards the counterproductive knowledge behaviours that can be stirred as a result of negative emotional experiences. It explores the employee’s response to an active form of workplace mistreatment, workplace incivility. It advocates the need to check uncivil and disrespectful behaviours in the organization so as to build a healthy work environment.