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

Integrating insights from conservation of resources theory related to both the positive effects of resources and the detrimental effects of resource loss, this paper examines the effect of job autonomy (an organizational-level resource) on subjective physical pain as mediated by mental health, with experienced workplace incivility (a social stressor) included as a boundary condition. Drawing from the results of a state-wide survey of local government professionals (N = 289), we test a moderated mediation model that estimates the relationships amongst job autonomy, mental health, and physical pain, at differing levels of experienced incivility. Mental health is found to fully mediate the negative relationship between job autonomy and physical pain. When the moderating effect of workplace incivility is incorporated into the model, higher levels of uncivil behavior weaken the otherwise positive and significant effect of job autonomy on mental health. However, the relationship between mental health and physical pain does not depend on levels of workplace incivility. This research has important implications for the management of physical and mental health at work. In particular, the results point to a need to develop human resource policies and practices that both promote job autonomy and tackle experiences of workplace incivility, particularly in local governments. [ABSTRACT FROM AUTHOR]

Previous research has shown that marginalized employees can experience incivility at higher rates, suggesting that incivility can take an insidious form of discrimination termed "selective incivility". A sample of 6706 employees from a public organization completed measures of co-workers and direct supervisor incivility and a measure of psychological distress. In support of the selective incivility theory, our results highlight that employees from racial minorities and those with physical disabilities are more likely to experience incivility in organizations. Our results also indicate that uncivil behaviors from co-workers are the most influential in the relationship between incivility and employees' level of psychological distress. Our results allow a better understanding of intergroup dynamics that exclude and devaluate marginalized employees. The practical implications for controlling selective incivility are also discussed. [ABSTRACT FROM AUTHOR]

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

Workplace events play a significant role in shaping the performance of employees and organizations. Negative events, in particular, require careful attention due to their severe impact on employee wellbeing and performance. Workplace bullying and incivility are two negative events that can cause significant harm to employees and contribute to poor performance. This study examines the effects of workplace bullying and incivility on employee performance in the presence of perceived psychological wellbeing (PWB), with the moderating role of perceived organizational support (POS) considered for both independent variables and employee performance (EP). The study focuses on female nurses working in the healthcare sector of Azad Jammu and Kashmir. The results of the study indicate that workplace bullying and incivility have adverse effects on employee performance and that PWB mediates these relationships. Moreover, perceived organizational support moderates the relationship between both predictors and the employee performance criterion. In conclusion, the findings of this study highlight the importance of creating a positive and supportive work environment to mitigate the negative effects of workplace bullying and incivility on employee performance. [ABSTRACT FROM AUTHOR]

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

As firms consider environmental, social, and governance (ESG) factors in establishing a corporate strategy and allocating capital investment, environmental sustainability is deemed increasingly important in the travel and tourism sector. In line with this trend, we aim to identify the work stressors that affect employees' pro-environmental behavior (PEB). Drawing on conservation of resources (COR) theory, we propose that employees' perception of job insecurity serves as a major job stressor hindering task-related and proactive PEB. We further predict that interpersonal stressors exacerbate the negative effect of job insecurity on PEB through decreased work engagement. To test these propositions, we administer two-wave surveys three months apart to 222 South Korean flight attendants. While we observed no direct relationship between job insecurity and task-related and proactive PEB, job insecurity had a significant indirect effect on these two forms of PEB through work engagement. The deleterious effects of job insecurity on work engagement and the two forms of PEB were aggravated when flight attendants reported high levels of supervisor incivility. [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]

Workplace incivility can result in detrimental effects for the members of the organization. One characteristic of the workplace incivility theory is that this low-intensity behavior can escalate into more severe forms of aggression through incivility exchange. Using the experimental vignette method and content analysis technique, the present study examined perpetrator-targeted reciprocated incivility and the moderating effects of agreeableness in order to clarify the effects of the incivility spiral. 296 employees in the United States were recruited from Amazon's Mechanical Turk. The results of the multilevel regression analyses suggest that the more an individual perceived their coworker's behavior as uncivil, the more likely they were to reciprocate incivility. Individuals high on agreeableness were less likely to reciprocate uncivil behavior. [ABSTRACT FROM AUTHOR]

This study examines differences in workplace incivility experiences between policewomen and policemen and the impacts of workplace incivility experiences on the emotional exhaustion and turnover intentions of policewomen. The analysis relies on survey data collected from 591 officers across 6 law enforcement organizations in the USA. The research reveals that, compared to policemen, policewomen report significantly higher levels of workplace incivility. Policewomen also report heightened emotional exhaustion and express a greater intention to leave their current positions than policemen. Moreover, the study finds that the increased workplace incivility experienced by policewomen exacerbates emotional exhaustion and may prompt them to consider leaving their organization. The implications of these findings for the well-being and retention of women in law enforcement organizations are thoroughly discussed. [ABSTRACT FROM AUTHOR]

This article explores the impact of workplace incivility on firms' productivity in Nigeria, focusing on governmental tertiary institutions. The study finds that discrimination and sexual harassment have significant negative effects on productivity, and organizational culture can moderate this relationship. The article emphasizes the importance of addressing workplace incivility to reduce turnover and increase employee retention. It also discusses related issues such as workplace bullying and the legislation surrounding it. The study recommends measures to protect workers against discrimination and promote respect for diversity. Further research in the African context is needed. [Extracted from the article]

Purpose: Supervisor phubbing is an increasingly common behavior depicted by supervisors despite the significance of supervisor–subordinate interactions. This study explores the impact of this behavior on workplace incivility and workplace presenteeism and analyzes the mediating role of self-esteem and the moderating role of power distance. Design/methodology/approach: Data were collected from employees belonging to IT sector. The research was cross-sectional in nature and the data were collected using a structured questionnaire. Findings: The findings indicate a significant impact of supervisor phubbing on self-esteem, workplace incivility and workplace presenteeism. Additionally, results reveal the mediating role of self-esteem between supervisor phubbing and workplace presenteeism. However, the moderating effect of power distance on the relationship between supervisor phubbing and self-esteem was not supported. Originality/value: The research contributes to the existing literature and theory, especially in the area of supervisor phubbing and communications management. The study suggests a need for comprehensive approach that involves both organizational policies and individual behavior change. [ABSTRACT FROM AUTHOR]

Purpose: This paper seeks to explore the influence of workplace spirituality on employee behavior within organizational settings. Design: Systems thinking is used to explore various interrelated concepts of workplace spirituality (WPS). This study delves into the intricate interactions between WPS and its impact on employee behavior. By highlighting the significance of WPS, the research establishes a foundation for fostering innovation and creativity, facilitating meaningful connections among employees within organizations. Additionally, WPS plays a crucial role in reducing workplace incivility. Causal Loop Diagrams (CLDs) as part of a systems thinking approach are utilized to visually depict the complex interplay of variables and feedback loops within organizations, offering insights into polarities and presenting a long-term perspective on how spiritual initiatives affect the workplace. Results: The findings indicate that WPS assists employees in comprehending their roles, enhancing productivity, increasing motivation, and fostering job satisfaction. Furthermore, WPS contributes to improved employee engagement, satisfaction, and decision-making. Significance: The research underscores the explicit involvement of employees in achieving favorable outcomes and enhances our understanding of the perceptions held by employers and employees regarding their roles and engagement. The study suggests that enhancing employees' performance is achievable in workplaces where individuals comprehend their roles and align them with the job objectives. Novelty: This paper is unique in two aspects. Firstly, it strives to integrate the fragmented and diverse literature on the outcomes of WPS using a systems thinking approach. Secondly, it raises awareness, particularly in developing countries like Pakistan, regarding the importance of incorporating organizational capabilities into organizational practices. [ABSTRACT FROM AUTHOR]

Customer incivility is common in service-oriented organizations, possibly having a detrimental effect on the jobs of employees who experience it. Based on the affective events theory, this study explored the mechanism of customer incivility on emotional labor. We also explored the mediating role of dualistic work passion and the moderating role of conscientiousness. We surveyed employees from the catering and hospitality industries, collected data at two time points, and performed data analysis using structural equation modeling. The study found that harmonious passion mediated between customer incivility and deep acting, while obsessive passion mediated between customer incivility and surface acting. Conscientiousness not only moderated the relationship between customer incivility and dualistic work passion but also moderated the mediating role of dualistic work passion in the relationship between customer incivility and emotional labor. Our findings enrich related research on customer incivility, and theoretical and practical implications and future research directions are proposed. [ABSTRACT FROM AUTHOR]

Drawing on the tenets of conservation of resources theory and social identity theory, this study examined the influence of workplace incivility on organizational citizenship behaviour (OCB) through the mediating effect of work engagement. Simultaneously, the moderator effect of organizational identity on the relationship between workplace incivility and work engagement is analyzed. Using the data collected from 484 full time employees from hi-tech, banking and manufacturing industries, it is found that work engagement fully mediates the relationship between workplace incivility and OCB. Furthermore, it is found that the adverse impact of workplace incivility is higher for employees with greater organizational identification, implying that experiencing workplace incivility can be more devastating for employees who see their organization as an integral part of their identity. This study contributes to the literature by jointly testing the mediating role of work engagement and moderator role of organizational identity to understand the relationship between workplace incivility and OCB. Drawing on the findings, both theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

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

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

Despite the prevailing positive view of leader delegation, subordinates are sometimes reluctant to fulfill a delegation request. We propose that direct reports' acceptance of or resistance to a delegated task depends on how the delegation is performed as well as the nature of the delegated task. We apply social exchange theory in proposing that the delegation of non-developmental and undesirable tasks and supervisor incivility during delegation increase subordinate resistance to delegation due to weak commitment to a supervisor. Two experiments and one critical incident study found overall support for our proposed model. The findings suggest that the "what" and "how" of delegation, rather than simply the amount of work delegated, are important factors that influence subordinates' commitment to their supervisors and resistance to delegation. In addition, we find that incivility does sometimes occur during delegation. However, being delegated to in an uncivil manner does not fully undermine the positive influence of being delegated a desirable and developmental task. This research contributes to the delegation and leadership literatures by challenging the assumption of subordinate compliance to delegation and positing that delegation may sometimes elicit counterproductive responses from subordinates due to poor delegation execution. [ABSTRACT FROM AUTHOR]

The main objective of this study is to explore the dynamic relationship between customer incivility and employee silence in the hospitality sector over time. In addition, turnover intention as an outcome of workplace incivility and employee silence is also analyzed. The data was collected from two waves of 226 frontline employees from six hotels to test the proposed model. PLS-SEM analysis revealed a stable relationship between workplace incivility and employee silence at Time 1 and 2, respectively. This study also shows that workplace incivility is positively related to employee silence, and in the future, employee silence is also positively associated with customer incivility. Furthermore, both workplace incivility and employee silence are predictors of turnover intention. This study offers theoretical and practical implications for future researchers and practitioners to study employee silence and incivility in the hospitality sector. [ABSTRACT FROM AUTHOR]

Background The Canadian Federal Public Service Workplace Mental Health Strategy (the Strategy) seeks to measure, report, and improve employee psychological health, recognizing the National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard) as a starting point. The present research introduced a new survey battery for the assessment of employee psychological health as profiles of burnout and work engagement. It also considered a wide range of predictors aligned with the Standard and several outcomes in accordance with the Job Demands-Resources (JD-R) Model to support the Strategy. Data and methods A total of 4,781 Statistics Canada employees completed an Employee Wellness Survey in late 2021, during the COVID-19 pandemic, for a response rate of 58%. Additional sociodemographic variables were linked from human resource databases. Survey weights were applied to adjust for non-response. Results Latent profile analysis uncovered four employee psychological health profiles, ranging from employees who were thriving (15%) to those who were doing well (34%), moving along (38%), or struggling (13%). Job autonomy, role clarity, person-job fit, work-life interference, and workplace incivility--all workplace psychosocial factors aligned with the Standard--were consistently associated with profile membership, as expected, and outcome levels were systematically less favourable from the thriving profile to the struggling profile. Interpretation The results support the validity of the employee psychological health profiles and predictors of profile membership, meeting expectations based on the JD-R literature. Key predictors can serve as metrics to monitor and as targets for workplace interventions designed to improve employee psychological health in support of the Strategy. [ABSTRACT FROM AUTHOR]

Purpose - This study examined the influence of mindfulness in its relationship to creativity and work engagement, which could increase proactive service performance and customer satisfaction while reducing the negative impact of customer incivility. Methodology/Design/Approach - The survey was conducted using a snowball system among 260 hotel employees who voluntarily participated. The Partial Least Square (PLS) method was used to analyse the data collected. Findings - This study found a positive impact of mindfulness on employee creativity, proactive service performance, and customer satisfaction. Customer incivility was also found to affects work engagement as a precedent of proactive service performance and as a mediating variable on customer incivility and proactive service performance. Originality of the research - This research develops a comprehensive model that analyses the influence of mindfulness on creativity, proactive service performance, and customer satisfaction, taking into account customer incivility in affecting work engagement and proactive service performance. [ABSTRACT FROM AUTHOR]

In recent years, the concept of despotic leadership has garnered considerable attention in sports. Despotic leadership significantly reflecting leaders' deviant behavior has today heightened the risk of health hazards in the workplace. In addition, the perceived organizational politics have also yielded a deleterious result on employees’ well-being. In the dynamic landscape of healthcare, understanding the implications of organizational behavior on well-being is paramount for risk management. This study elucidates the relationships between despotic leadership, perceived organizational politics, workplace incivility, emotional exhaustion, person-organization unfit, and health harm, which can pose significant risks in a healthcare setting. The quantitative study was conducted using an empirical survey with respondents representing sports organizations. A Partial Least Squares Structural Equation Model (PLS-SEM) was used to analyze data from 429 participants using Smart PLS. The study findings suggest that despotic leadership and perceived organizational politics can lead to increased risks, manifested as workplace incivility, emotional exhaustion, and person-organization unfit. These organizational risks subsequently translate to tangible health harm for employees. Mediation analyses revealed that workplace incivility, emotional exhaustion, and person-organization unfit mediate the detrimental health outcomes rooted in leadership and organizational politics. The study underscores the urgent need for risk management strategies to foster a healthier organizational culture and leadership approach in healthcare settings. This will ensure enhanced employee well-being and a reduction in associated health risks, thus aligning with best practices in healthcare policy.

With the global economic downturn, the impact on internal systems of Chinese SMEs has also received great attention. However, the provocative and destructive nature of retaliation behavior by SME employees shifts resources meant for organizational system development towards addressing internal balance issues. Employees’ retaliation behavior poses significant harm to organizations systems, limiting their long-term sustainability and competitiveness in the long run. This study argues for a close relationship between employee behavior and leadership management style, particularly in the context of inadequate management systems in SMEs, which can easily subject employees to direct influence from their leaders. For example, abusive supervision or oppressive practices at the management level can trigger resistance and rebellious behavior among employees, leading them to choose retaliatory actions as a response to the organizational system. This study aims to explore the causal relationship between abusive supervision and retaliation behavior within the system. We aim to clarify the pathway through which abusive supervision triggers retaliation behavior among employees within the system and examine the serial multiple mediating effects of psychological distress and negative emotions as well as the moderating effect of workplace incivility. To validate the hypotheses proposed in this study, a survey was conducted among employees of Chinese SMEs. The data provided by 303 employees were analyzed using SPSS ver. 26.0, AMOS ver. 23.0, and SPSS PROCESS Macro 3.4.1 Model 6. The findings indicate that abusive supervision has an indirect effect on employee retaliation behavior through the serial multiple mediating effects of psychological distress and negative emotions. Workplace incivility moderated the influence of negative emotions on retaliation. This study explored the process by which abusive management triggers retaliative behavior through a serial multiple mediation model, providing theoretical evidence for related research. This study explicitly reveals the process leading to retaliation behavior within the system and presents the differences from previous research. Additionally, this study demonstrates the interactive effect between abusive supervision and incivility through the moderating role of incivility in determining the level of retaliation behavior. Ultimately, this study has pioneering significance in exploring the causes of retaliation behavior within the Chinese SME organizational system and how to prevent the occurrence of retaliation behavior.

AbstractThe purpose of this study is to investigate whether workplace incivility explains the phenomenon of employee silence behavior in the hospitality sector and how job embeddedness and power distance mediate and moderate this relationship. Data were collected from 359 frontline staff at several hotels and restaurants in Jakarta, Indonesia. The data were analyzed using moderating mediation procedures using the Macro Process. Workplace incivility was negatively related to job embeddedness and positively to employee silence behavior. Job embeddedness was positively associated with employee silence and mediates the relationship between workplace incivility and employee silence. Finally, power distance is directly related to employee silence and moderates the relationship between workplace incivility and employee silence. Hence, the relationship between workplace incivility and employee silence was stronger among employees who perceived higher power distance. The results of this study could be used to guide the management of the hospitality industry. In particular, disrespectful treatment from seniors or supervisors perceived by employees triggers a decrease in job embeddedness and increases silent behavior. Management needs to implement several policies to prevent uncivil actions in the workplace. Moreover, the present study suggests that organizational managers applied special incentives for employees to actively share their information, ideas, and opinions to stimulate employee voice.

The average working person spends between 35 and 60 h a week in the workplace, making it an influential place for mental well-being and a place for socioeconomic contribution. Workplace incivility can diminish positive mental health outcomes and negatively impact work engagement through increased social anxiety. To investigate this, 118 working adults in Singapore aged between 19 to 67 years old were recruited for a survey consisting of demographic questions, the Workplace Incivility Scale, the Brief DSM-5 Social Anxiety Disorder Severity Scale, and the Utrecht Work Engagement Scale-9 between November 2022 to April 2023. Correlational, regression, and mediation analysis showed workplace incivility scale scores to significantly predict social anxiety after controlling for covariates. This supports our hypothesis that employees exposed to workplace incivility would have higher social anxiety levels mediating work engagement after controlling for age and gender. The findings here show workplace incivility as a possible intervention target for social anxiety, in order to reduce negative impact on work engagement to improve employee experience and retention for organizations.

Workplace incivility is a challenging global occupational risk that is frequently considered trivial by managers and organizations. Often, complaints from targets are ignored; when this occurs, complaints can quickly escalate into formal grievances that cost businesses millions of dollars. While existing studies have uncovered cultural and gendered differences in how targets and organizations respond to workplace incivility, few cross-cultural studies have empirically examined how targets and organizations react to formal complaints. This study responds to this gap by using selective incivility, the transactional stress model, and national/cultural theories to conduct a multifaceted analysis of the underlying mechanisms responsible for targets’ organizational outcomes. Specifically, we tested a moderated model with 303 Australian (152 males and 151 females) and 304 Singaporean (154 males and 150 females) employees working in multinational organizations to determine whether the degree to which organizations took incivility complaints seriously moderated the organizational outcomes of work withdrawal and work satisfaction. Overall, the results indicated that, compared to Singaporean employees and Australian female employees, Australian male employees were less tolerant of being mistreated and continued to experience heightened job dissatisfaction and withdrawal even when their complaints were taken seriously by their organization. These results suggest that complex gendered and cultural differences influence the impact of incivility complaints on work-related outcomes.

This study investigates the connection between following Islamic work ethics (IWE) and workplace deviance, and explores the role of perceived organizational politics as a mediator and the impact of incivility initiated by supervisors as a second-stage moderator. Data were collected via a two-wave survey of 205 professionals in various industries. Results show that those who adhere to IWE exhibit a negative link to workplace deviance, as they have less involvement in organizational politics. The study also finds that incivility initiated by supervisors intensifies the positive relationship between perceived organizational politics and workplace deviance. Interestingly, the study shows that the effect of IWE in reducing workplace deviance through organizational politics is stronger when incivility is high. The findings offer valuable insights for organizations on the positive impact of adhering to IWE on reducing perceived organizational politics and workplace deviance. [ABSTRACT FROM AUTHOR]

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

The main purpose of the research is to examine the mediating role of organizational cynicism in the relationship between workplace incivility and cyberloafing. The research was carried out at the 18th Regional Directorate of Highways. The sample group of the research consists of 407 personnel working in the 18th Regional Directorate of Highways. In the study, it was revealed that workplace incivility has a positive relationship with affective, cognitive and behavioral cynicism, which are the sub-dimensions of organizational cynicism. It was concluded that there is a relationship between workplace incivility and significant cyberloafing. It was concluded that there was no relationship between workplace incivility and trivial cyberloafing. It has been determined that cognitive cynicism has a mediating role in the relationship between workplace incivility and significant cyberloafing. It was determined that affective and behavioral cynicism did not have a mediating role in the effect of workplace incivility on significant cyberloafing. It is thought that examining the relationship between the mentioned workplace incivility, cyberloafing and organizational cynicism variables will make an important contribution to the literature for future studies. As a result of this research, some suggestions were made. [ABSTRACT FROM AUTHOR]

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Purpose: Incivility constitutes an increasing trend in different workplaces across the world. However, incivility has largely been overlooked in public organizational settings and mainly in the field of secondary education. The purpose of this paper is to provide a better understanding of the effects of supervisor incivility (SI) on psychological safety and work engagement of teachers of secondary schools, through the schools' level of perceived insider status (PIS). Design/methodology/approach: Data were collected through an online questionnaire that was based on previously validated scales. The final sample included 396 educators who taught different subjects in a Greek region. Findings: Results revealed a negative correlation between head teacher incivility and teacher attitudes (psychological safety/work engagement) through the mediating role of PIS. However, a direct link between SI and psychological safety was also discovered. Originality/value: The contribution of the study is in exploring one part of the dark side of leadership behavior, e.g. SI, at school and leadership behavior's effects on teacher attitudes, which remain largely unexplored due to teacher embarrassment or fear in acknowledging supervisor misbehavior. Further, the study does not only examine direct, but also indirect effects of incivility. Finally, the current study is the first study to investigate the phenomenon of SI in the Greek context, therefore, extending the geographical and cultural data base concerning incivility. [ABSTRACT FROM AUTHOR]

Presenteeism, the phenomenon in which individuals are physically present at work but fail to perform to their full capacity for a variety of reasons, has received substantial attention in recent years, particularly in healthcare industry. While considerable amount of research has focused on sicknessrelated presenteeism, there is scarcity of studies exploring non-job-related presenteeism, which encompasses behaviors such as disengagement from work or engaging in personal activities during work hours. Understanding the dynamics of non-work-related presenteeism is critical in Pakistan, a developing country with fast-expanding healthcare industry. This study aims to investigate impact of workplace incivility on non-work-related presenteeism and explore the moderating role of emotional intelligence in this relationship. A questionnaire-based survey was carried out with 315 health sector employees from various districts in Pakistan. The regression analysis was used to analyses data. The findings show a positive association between. This study adds to the limited body of knowledge on non-workrelated presenteeism and gives useful insights for healthcare organizations in Pakistan and beyond. [ABSTRACT FROM AUTHOR]

We utilize signaling theory as a foundation for testing ways to decrease reference providers' fear of adverse consequences and increase disclosure of workplace incivility in reference checks. We focus on three reminders–commonly recommended by practitioners–that may be sent to reference providers in the instructions prior to the reference check: reminders of applicant consent, qualified privilege, and confidentiality. 420 supervisors were recruited via Prolific.co to complete a hypothetical reference check for the employee with whom they least like to work. Participants were randomly assigned to one of eight conditions in a two (applicant consent reminder: yes/no) X two (qualified privilege reminder: yes/no) X two (confidentiality reminder: yes/no) between-subjects design. Instructions before the reference check were manipulated in a manner that corresponded to their experimental condition, after which they completed measures of fear and incivility. Results showed no main effects, but two interactions. Applicant consent and qualified privilege interacted in relation to fear of adverse legal consequences, and confidentially and qualified privilege interacted in relation to reports of applicant incivility (p <.10). Collectively, our largely null findings suggest that reference checks may be a limited tool for incivility prevention. [ABSTRACT FROM AUTHOR]

We examined how abusive supervision (AS) affected instigated workplace incivility, counterproductive work behaviors (CWBs), organizational citizenship behaviors (OCBs), and multidimensional work motivations (MWMs), in line with the Job Demands-Resources Model and Social Exchange Theory. We suggested that employees' identification with their workgroup moderates the link between AS and instigated incivility toward coworkers and that organizational identification partially mediates the association of AS with CWBs and OCBs. Furthermore, we hypothesized positive correlations between AS and external regulation as well as amotivation, consistent with the Self-Determination Theory. Finally, we predicted that job-related affective well-being would fully mediate the link between AS and autonomous work motivations while only partially mediating the link between AS and amotivation. Online surveys were used to collect data from 519 white-collar workers. The data revealed that AS was linked to a higher level of incivility toward coworkers. Furthermore, it was linked to both CWBs and OCBs, both directly and indirectly through organizational identification. Organizational identification mediated the associations between AS and MWMs as well. Finally, job-related affective well-being mediated the links of AS with external regulation, amotivation, and autonomous work motivations. Theoretical and practical implications of the findings are discussed as well as suggestions for future research. [ABSTRACT FROM AUTHOR]

Bias incidents in the workplace can create a pattern of behavior that damages organizational climate not only for victims but also bystanders who witness these incidents. Using incivility and threat ridigity research as a guiding framework, we explore the mitigating potential of bystander intervention on the relationship between bias incidents and witnesses' perceived workplace climate and intention to leave. We developed and tested a moderated mediation model using time-lagged ordinary least squares (OLS) regression with data from organizational climate surveys administered annually from 2014 to 2017. Results confirmed that bias incidents increase turnover intentions through their negative effect on workplace climate. More importantly, the expectation that faculty colleagues will intervene if a bias incident occurs mitigates the negative impact of bias incidents on workplace climate. Our findings suggest that raising awareness about bias incidents, encouraging colleagues to intervene when bias incidents occur, and, most critically, fostering a culture in which intervention is expected have great potential for improving workplace climate and reducing employee turnover. This is the first research study that provides empirical evidence of the potential for bystander intervention expectations to mitigate the negative effect of bias incidents on workplace climate. [ABSTRACT FROM AUTHOR]