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

Customer incivility is an increasingly important issue, particularly in the banking sector. This study investigates the factors contributing to customer incivility and its impact on frontline employees in Vietnam. Additionally, it examines the potential moderating influence of supervisor and co-worker support in the context of an uncivil work environment. A quantitative approach was employed, with surveys distributed to 806 bankers in Ho Chi Minh City who frequently encounter customer incivility. The collected data were thoroughly analyzed using structural equation modeling. The analysis reveals that a selling orientation, as opposed to a customer orientation, strongly contributes to customer incivility and its consequences such as banker revenge motivation and decreased job performance. Notably, co-worker support, rather than supervisor support, moderates the relationship between customer incivility and employee revenge motivation. This study emphasizes the vital role of co-worker support in mitigating negative intentions and deviant behaviors resulting from customer incivility in the banking sector. Managers can enhance teamwork and job performance by encouraging sympathy, sharing, and supporting their staff members. This study highlights the importance of addressing customer incivility and comprehensively exploring its root causes and effects. This highlights the distinctive role of co-workers in the Vietnamese banking industry. [ABSTRACT FROM AUTHOR]

This study examines the relationship between co-worker incivility, emotional exhaustion, mindfulness, and turnover intention among nurses in public and private hospitals in North Cyprus. Drawing upon the Job Demand-Resources theory, the research aims to contribute to the existing literature by investigating the mediating role of emotional exhaustion and the moderating effect of mindfulness on the relationship between co-worker incivility and turnover intention. Data were collected from 238 nurses through questionnaires, and structural equationmodeling was employed for data analysis. The results indicate a positive association between co-worker incivility and emotional exhaustion, as well as between co-worker incivility and turnover intention. Emotional exhaustion was found to mediate the relationship between co-worker incivility and turnover intention. Furthermore, mindfulness was identified as a moderator, attenuating the negative impact of co-worker incivility on turnover intention. The findings underscore the importance of addressing workplace incivility and promoting mindfulness to mitigate turnover intentions among nurses. Practical implications include the implementation of interventions to foster a supportive work environment and enhance nurses' emotional wellbeing. [ABSTRACT FROM AUTHOR]

Using qualitative and quantitative methodologies, in three consecutive studies with employed samples, we developed measures of workplace incivility, mobbing, and abusive supervision sensitive to the nuances of a non-Western context (i.e., Türkiye). In Study 1, we first conducted 15 focus groups (N = 149), identified culture-specific and universal themes underlying the focal mistreatment types, and developed the initial scales. We then pilot-tested (N = 427) and refined the scales using exploratory factor analytic procedures. In Study 2, confirmatory factor analyses (N range = 456-524) and associations between the new scales and their widely used counterparts (N = 353) yielded evidence for the construct validity of the scales. Study 2 also involved the development of short forms of relatively long incivility and abusive supervision scales. In Study 3 (N = 482), we first examined the extent to which the three scales were operationally distinct. Second, we examined the scales' ability to predict burnout and organizational commitment. Results supported operational distinctiveness as well as the criterion-related validity of the scales. A dominance analysis revealed that the three scales had equivalent contributions in explaining the two outcome variables, further justifying their distinctiveness. We argue that the use of present scales is not necessarily restricted to the Turkish context and may prove useful more broadly in other neo-traditional contexts. [ABSTRACT FROM AUTHOR]

Although public service employees are regularly exposed to uncivil behavior by citizens, we still know little about the effects of these incivilities. This study aims to examine the reactions of public employees who work in a climate of citizen incivility. Using a multilevel multisource design, we examine the indirect effects of citizen incivility climate on employee withdrawal and helping behaviors via job tension, and test the moderating influence of employees' public service motivation on these relationships. Our analyses were performed using data collected from a sample of 734 employees and 77 supervisors working in Canadian public libraries. Results show that public servants who work in a climate of citizen incivility experience greater job tension and consequently show more withdrawal and less helping behaviors. Our results also show that public service motivation acts as a buffer against the detrimental effects of incivility climate on helping behaviors, but not against withdrawal. [ABSTRACT FROM AUTHOR]

The effects of workplace incivility have been understudied in educational settings. To expand incivility research to educational professions, the present research investigates whether, how, and when workplace incivility deriving from different sources (coworkers, supervisors, and outsiders) is related to work-to-family interference (WFI) of preschool teachers. Drawing on the conservation of resources theory, the present study proposes that workplace incivility and subsequent maladaptive emotion labor strategies (i.e., surface acting) jointly create a resource-depletion mechanism contributing to elevated WFI and two resource-providing variables (supervisor work-family support and psychological detachment after hours) function as potential mitigating factors to break the resource-depletion mechanism. This study used a femaledominated sample (i.e., preschool teachers) found that workplace incivility from insiders (supervisors and coworkers respectively) and external stakeholders (child's family members) all positively linked to WFI, and surface acting mediated these relationships. Moreover, moderated mediation analyses indicated that psychological detachment buffered the mediated effect of surface acting on WFI, whereas supervisor work-family support did not. Findings deepen the understanding of why and when workplace incivility influences employees' family lives, as well as point to future intervention strategies. [ABSTRACT FROM AUTHOR]

Workplace incivility has been touted as a form of modern discrimination with serious negative consequences for the target. The increasingly unequal gender distribution in STEM workforce has also been attributed to workplace incivility. This study examines the lived experience of this covert mistreatment for women employees in STEM workplaces. Data from STEM women employees revealed a typology of STEM incivility, mapping onto ostracism, hostility, undermining, and sexual incivility. Further, the gendered nature and STEM-specific phenomenology of incivility against women employees, based on instigator characteristics, incivility frequency, and the general climate of STEM which aided or fostered interpersonal mistreatment was found. Drawing on affective events theory from organizational sciences and grounded in the STEM industry, this research examined the person-centric, emotional consequences of being a target of STEM incivility. Three broad themes that describe the first-person, felt-experience impact of mistreatment were as follows: discrete emotions, emotion regulation, duration of emotion experience. Upon encountering uncivil interpersonal experiences, participant reactions fell among one of four discrete emotional states: anger, fear, sadness, and surprise. Emotion regulation emerged as a key feature of the affective response. Specifically, STEM demands were tied to participant utilization of the regulation strategy of suppression to hide the felt emotion initially and reappraisal and response modulation over time. Importantly, although understood as a mild event, the emotional consequences of incivility were long-lasting such that they continued beyond the episode, lasting anywhere from two hours to a week. The STEM context was central to the emotion trajectories. Results are discussed with respect to work performance, attitudinal, and health-related consequences for women employees in STEM jobs. Practical implications are discussed with a special grounding in STEM context with an eye toward best practices for managing incivility for women in STEM. [ABSTRACT FROM AUTHOR]

The aim of this study is to adapt the workplace cyber incivility scale, which consists of 14 statements and 2 dimensions developed by Lim and Teo (2009), to both today and Turkish, and to study its validity and reliability. In the scale adaptation study, data were obtained from 2 separate samples. The first of these groups consists of academics (n=183), and the second consists of people working in three different sectors (n=202). For the validity of the scale, construct validity, convergent and divergent validities were performed. As a result of the validity analysis, 1 statement from the 14-statement scale was removed from the scale as a result of exploratory factor analysis. For criterion-related validity, the relationship between the total and dimensions of the scale and life satisfaction was examined and all relationships were found to be negative. For reliability analysis, the Cronbach Alpha (CA) coefficient of the first group and the Cronbach Alpha and Combined Reliability (CR) coefficients of the second group were examined. As a result of the reliability analysis of the scale, it was determined that it was a reliable scale in both groups. As a result of the study, it was determined that the cyber incivility scale at work is a scale compatible with the Turkish business world, consisting of 13 items and 2 dimensions. [ABSTRACT FROM AUTHOR]

The main aim of this study is to examine the role of workplace incivility in the relationship between cognitive cynicism and job alienation. Teachers working in Erzurum province in the 2022-2023 academic year constitute the population of this study. Among this population, 390 individuals selected with a simple random sampling model constitute the sample of the study. In order to collect data from the sample group, data were collected with the questionnaire method, which is one of the most widely used quantitative research techniques in the literature. The questionnaire forms were prepared online and delivered to the sample group by the researchers. Reliability analyses, explanatory and confirmatory factor analyses and correlation analyses were applied to the obtained research data with the help of SSPS and AMOS programs, and the structural model of the research was tested, direct and indirect relationships between the variables of the model were determined, and the validity of indirect relationships was examined with bootstrap analysis. As a result of this study, it was revealed that workplace incivility had a significant role in the relationship between cognitive cynicism and work alienation among teachers. At the same time, as a result of the study, some suggestions for administrators and teachers were presented. [ABSTRACT FROM AUTHOR]

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

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. [ABSTRACT FROM AUTHOR]

Recognizing the substantial challenges faced by frontline employees in the dynamic tourism and hospitality industry, who frequently contend with incivility during their daily interactions with customers, this study represents a valuable addition to the incivility literature. The primary objective of this research is to investigate the adverse effects of customer incivility on frontline employees' behaviour, with a particular focus on examining their affective and cognitive responses. Frontline employees in the US. Midwest participated in the survey questionnaires. A two-step structural equation modeling (SEM) examined the measurement model and structural model. The study's findings provide compelling evidence that customer incivility relates to employees' negative affectivity concerning their jobs. This negative affectivity is unveiled as an underlying mechanism that establishes a connection between customer incivility and decreased service performance and increased turnover intention. Additionally, customer incivility triggers cognitive responses in employees, leading to a desire to retaliate, which has a negative impact on their service performance. The moderating role of supervisor support was observed. In identifying both mediators and a moderator of customer incivility's impact on employee performance, this research endeavours to enrich the existing literature. The study shares a thoughtful discussion of the theoretical and practical implications. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study was to explore the effects of cyber incivility on adverse work outcomes of work withdrawal and turnover intention. Specifically, we draw on self-determination theory and conservation of resources theory to examine the mediating roles of basic need satisfaction and burnout in the relationship between cyber incivility and work outcomes. Design/methodology/approach: We used Mplus 7.4 software with a maximum likelihood robust (MLR) estimator to test the structural equation modeling. We followed Anderson and Gerbing's guidelines to test the hypotheses. Findings: The results based on time-lagged data from 685 full-time workers in the United States provide support for the hypotheses that cyber incivility is indirectly associated with work withdrawal and turnover intention through basic need satisfaction and burnout. We also found that for individuals with high conscientiousness, the negative direct effect of cyber incivility on basic need satisfaction and the positive indirect effects of cyber incivility on work withdrawal and turnover intention through basic need satisfaction and burnout are stronger than for individuals with lower conscientiousness. Originality/value: Our research revealed that when employees experience cyber incivility, they enter a defensive mode to protect their already stretched resources from unfulfilled basic need satisfaction. Specifically, experiencing cyber incivility interferes with meeting basic need satisfaction and leads to burnout, which, in turn, triggers defensive work withdrawal and turnover intention. [ABSTRACT FROM AUTHOR]

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Despite the ubiquity of workaholism and workplace incivility, extant research lacks sufficient empirical support on the underlying mechanisms between them, which hinders curtailing the uncivil behavior of workaholics. To systematically investigate the underlying mechanisms, we proposed two mediators: emotional exhaustion and psychological entitlement. The former illustrates why workaholics engage in uncivil behaviors uncontrollably from the existing conservation of resources perspective, which captures the behavioral dimension of workaholism. The latter explains why workaholics engage in workplace incivility voluntarily from a novel moral licensing perspective, which captures the overlooked cognitive dimension of workaholism. Further, we incorporate supervisor-subordinate guanxi as a critical moderator that helps differentiate the above two mediators. Results across two studies suggested that supervisor-subordinate guanxi alleviates the indirect effects of workaholism on workplace incivility via emotional exhaustion, while magnifying the indirect effects via psychological entitlement. Overall, these findings provide evidence that workaholism can also psychologically free employees to engage in subsequent uncivil behaviors. [ABSTRACT FROM AUTHOR]

Drawing on the conservation of resource theory, this study examined the impact of tyrannical leadership on employees' low morale and workplace incivility. It also examined the mediating role of employee low morale and moderating role of supportive organizational culture. A multi-wave time-lagged study was conducted with 456 employees in the Chinese corporate sector. Hayes PROCESS models and AMOS were used to test the hypothesized model. The results supported the hypotheses and demonstrated a positive relationship between tyrannical leadership, employee low morale and workplace incivility. Furthermore, employee low morale was found to mediate the relationship between tyrannical leadership and workplace incivility. The presence of a supportive organizational culture was found to moderate this mediation, leading to lower levels of workplace incivility. This study highlights the detrimental effects of tyrannical leadership on employee morale and workplace incivility. However, it also recognizes the potential for organizations to mitigate these negative consequences through the establishment of a supportive organizational culture. The findings contribute to the theoretical understanding of leadership and employee behavior, and provide practical implications for organizations aiming to address the negative outcomes associated with tyrannical leadership. [ABSTRACT FROM AUTHOR]

Nurses are health service provider professionals. Work demands have detrimental effects on nurses' physical and mental health, which can negatively affect their psychological well-being. Nurses who are psychologically well will provide high-quality care, which has implications for patient recovery. Interpersonal relationships with coworkers and superiors influence nurses' well-being. Poor treatment in the work environment (workplace incivility) can cause nurses to be psychologically unwell. However, we do not yet know how workplace incivility affects psychological well-being. This study aimed to examine the effect of workplace incivility on nurses' psychological well-being through the mediation of emotional exhaustion. This explanatory quantitative study involved 270 health nurses at Hospital X Medan. We analyzed the data using structural equation modeling (SEM) with the Smart-PLS program. The results indicated that emotional exhaustion mediated the effect of workplace incivility on nurses' psychological well-being. This study contributes to nurses' well-being intervention, which is influenced by workplace incivility and mediated by emotional exhaustion. [ABSTRACT FROM AUTHOR]

Drawing on the Job Demands-Resources (JD-R) theory, this study examines the relationship between workplace incivility and workers' psychological well-being. A related aim is to examine the link between workers' religiosity and their well-being, with workplace incivility moderating this nexus. Data were collected from 247 employees identified from private sectors (in Jordan and the UAE) via online-survey questionnaire. Factor analysis and hierarchical moderated multiple regression models were used to test the hypotheses. Study results show that workers' religiosity is positively and significantly associated with their psychological well-being, while workplace incivility is negatively (but insignificantly) associated with workers' psychological well-being. In addition, and contrary to our expectations and prior studies, our results suggest that workplace incivility strengthens the direct relationship between religiosity and well-being. The mechanism of this intersection may propose that rude and uncivil treatments positively predict self-blame, something that may lead the targets to become more religious to get recovery from different types of incivility and stressful life events. This study highlights the contextual applicability and possible extension of the JD-R theory through extending its model to religiosity and well-being of employees in a diverse cultural context in the Middle East. [ABSTRACT FROM AUTHOR]

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

This study examined the interface of paradoxical responses (i.e., employee entitlement and job satisfaction) to social support in the form of employee orientation in hospitality contexts. A large-scale, multi-source, survey-based field study on restaurant employees and customers was conducted. The findings showed that employees who received support developed a sense of entitlement that ultimately undermined the benefits of job satisfaction on limiting employee incivility toward customers. This understudied entitlement perspective is insightful for justifying the paradoxical negative effect of social support in hospitality service settings. Practical implications for hospitality managers to handle the social support paradox and employee entitlement, as well as study limitations and future research directions, are all discussed. [ABSTRACT FROM AUTHOR]

Employees all around the world are affected by the problem of workplace mistreatment. However, little is known about how people of different nationalities and cultural backgrounds react to mistreatment. Adopting an ego-depletion theory, the current study aimed to investigate how a supervisors' mistreatment leads to next-morning instigated incivility against supervisors via increased subordinates' self-regulatory resource depletion between Chinese and Pakistani employees. A snowball technique was employed to collect data, involving 90 Chinese and 95 Pakistani employees across 2 work weeks. Measurement invariance analysis revealed that both groups were significantly different in experiencing workplace mistreatment and its outcome. Findings from multigroup path analysis revealed that Chinese employees showed a greater positive direct effect of supervisors' mistreatment on subordinates' instigated incivility against supervisors via subordinates' resource depletion as compared to Pakistanis. Additionally, the positive relationship between supervisors' mistreatment and the subordinates' resource depletion was mitigated by a higher level of trait mindfulness. Furthermore, the positive association between the subordinates' resource depletion and instigated incivility was also buffered by a higher level of trait mindfulness. These effects were also stronger in Chinese than in Pakistani employees. It was concluded by the study that employees' cultural values may either render them more or less vulnerable to the effects of workplace rudeness. [ABSTRACT FROM AUTHOR]

Drawing on the Organizational Support Theory and Conservation of Resources Theory, it is aimed to explore the mediating effect of perceived organizational support (POS) in the relationship between supervisor incivility (SI) and co-worker incivility (CI) on employee performance (EP). Data were gathered from 4- and 5-star hotel employees in İstanbul to test aforesaid associations. In this paper, structural equation modelling (AMOS 23.0) was performed to gauge the direct links and mediating effects of variables. According to the research results, SI and CI have a negative effect on EP. As hypothesized, POS has a mediating effect in the relationship between SI and EP. Based on these results, it is important for hotels to provide support to the employees (e.g. rules of civility, organizational climate, employee satisfaction). Employees who feel POS would ignore uncivil behaviour shown by their supervisors or supervisors would exhibit civil behaviour and therefore the performance of the employees would increase. Although there are plenty of empirical studies on workplace incivility, evidences that deal with the relationship SI, CI, EP and POS together are still scanty. This study has a target to fill in these voids by gauging the abovementioned relationships. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to introduce the concept of workplace camaraderie and to investigate the mechanism through which workplace camaraderie influences incivility at the workplace. The study is explained by taking the sequential mediation of personal biases leading to cronyism and favoritism. Social identity theory is used as the underpinning theory to explain the framework adopted. Design/methodology/approach: Positivism research philosophy followed by the deductive approach is followed to meet the objectives of the current study. In total, 171 employees working in public sector organizations were taken as the respondents to the study. A purposive sampling technique was used to collect the data through self-administrated questionnaires. Path model is used through Mplus to generate the results and test hypotheses. Findings: The results suggested that workplace camaraderie significantly affects incivility at a workplace with the sequential mediation of personal biases leading to cronyism and favoritism. Originality/value: Although several researchers have studied the link between camaraderie and other employees' related attitudinal and behavioral outcomes, few have explored the roles of personal biases, cronyism and favoritism in the relationship to incivility. This study thus posits a novel sequential mediation mechanism, based on the social identity theory, through which camaraderie is translated into civil behavior. Moreover, this study adds value by investigating this model in the public sector, where camaraderie can come up with important consequences. [ABSTRACT FROM AUTHOR]

Purpose: People are more likely to participate in work-related events that might cause positive and negative affective reactions. Prior research linked coworker friendship with incivility; however, few studies investigated negative workplace gossip. Simultaneously, linking coworker friendship with incivility through positive/negative affective responses is lacking. As such, this paper aims to examine this relationship via the dual mediation effect of positive and negative workplace gossip. Design/methodology/approach: A total of 398 subordinates at family restaurants in Greater Cairo were surveyed, and data was analyzed using SmartPLS4. Findings: Coworker friendship significantly influences coworker incivility via positive and negative workplace gossip and other underlying mechanisms. Research limitations/implications: Managers should take the initiative to decrease gossip by sharing information promptly and thoroughly and establishing effective channels for information exchange. In the case of an informal plan, restaurant managers may seek to create a welcoming and motivating corporate atmosphere and cultivate social ties among subordinates to prevent the creation of negative gossip. Restaurant managers should give victims of negative gossip timely psychological counseling. Originality/value: This paper contributes to the restaurant literature on affective emotional responses to coworkers' judgment-driven behavior from new perspectives. [ABSTRACT FROM AUTHOR]

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

The purpose of this study was to explore the internal library workplace incivility, conflict, and dysfunction which currently exist and identify five-year trends as compared to the results of the study conducted by Henry et al. (2018). Areas of bullying, cyber bullying, mobbing, cyberloafing, and emotional intelligence were explored in addition to the impact of COVID-19 on incivility. The data represents both quantitative and qualitative feedback from 643 library employees through a self-reporting survey distributed by the authors through listservs. Findings indicate since 2017 library workplace dysfunction, cyberloafing, and bullying behaviors have increased while mobbing and emotional intelligence have declined. [ABSTRACT FROM AUTHOR]

This theoretical review explores the intricate relationship between Denison’s organizational culture and worker productivity within the context of municipalities, with a specific focus on workplace incivility as a potential mediator. Denison’s model, encompassing four key cultural traits - involvement, consistency, adaptability, and mission - provides a comprehensive framework for understanding how organizational culture impacts various organizational outcomes. The main goal of this review is to introduce the conceptual model framework that suggests the connections between the dimensions of Denison’s organizational culture and employee productivity as well as workplace incivility. The effect of Denison’s organizational culture on the productivity of municipal workers will be explored. By combining existing theoretical perspectives and empirical evidence, this study aims to offer a comprehensive understanding of how each dimension of Denison’s model interacts with and influences productivity through incivility in the distinct settings of municipal organizations. Furthermore, this review contributes to both theoretical and practical domains by enhancing our understanding of how Denison organizational culture manifests in municipal settings and its subsequent influence on worker productivity. Moreover, it furnishes a comprehensive insight into workplace incivility, presenting theoretical arguments and substantiating evidence. The discourse advocates for the vigilant monitoring, effective management, and elimination of adaptable organizational cultural practices within municipalities. These efforts are proposed to not only mitigate workplace incivility but also foster an environment conducive to heightened employee performance and productivity.

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

The purpose of the study is to determine the effects of exposure to workplace incivility in institutions on employees' thriving at work. In this context, the effect of workplace incivility on employees' thriving at work is revealed and the role of psychological ownership and organizational identification in this relationship is tried to be determined. The study examines the impact of incivility towards employees' efforts to thriving at work. However, within the framework of the moderator role of psychological ownership in businesses, the relationship between workplace incivility, organizational identification and thriving at work is examined. The population of the research consists of employees of shopping malls in Kütahya. The sample of the study is determined by random sampling method, and data is collected from 324 employees by online survey method. SPSS 23 and AMOS 24 are used in the analysis of the data obtained. Reliability, factor, correlation and regression analyzes are applied within the scope of the study. As a result of the regression analysis, it is determined that incivility in the workplace has a negative and significant effect on employees' thriving at work. In addition, findings are found that organizational identification has a mediating effect and psychological ownership has a moderating role in this relationship. [ABSTRACT FROM AUTHOR]

This research drew upon a mixed-method approach to gain further insight into workplace incivility and its impact on an employee's preferred choice of coping strategies (Avoidant Coping, Task Focused Coping, and Emotion Focused Coping). Utilizing a convenience sampling approach, data was collected from working adults that were employed in companies within the United Arab Emirates for a period of at least 6 months (N = 151). Three simple linear regressions and an inductive thematic analysis were conducted to analyze the quantitative and qualitative data. The quantitative findings revealed that workplace incivility significantly predicted avoidant coping as well as emotion focused coping. The complementary thematic analysis further revealed that employees who were a target of incivility were negatively impacted and often looked to trusted confidants to share their experiences with. The results of this study hope to be used as a base for developing intervention initiatives in organizations to prevent workplace incivility from escalating to more aggressive forms of behavior by providing employees with the support needed to better cope and address such situations. Implementing programs such as mindfulness training, cognitive-behavioral stress management, and proactive coping interventions are recommended to better support employees in the workplace. [ABSTRACT FROM AUTHOR]

It is widely acknowledged that workplace incivility (WI) is a serious issue that negatively affects employee performance (EP). This study investigated whether psychological empowerment (PE) mediated the link between employees' task performance (TP) and co-worker incivility (CI). The study adopted a cross-sectional survey design, with a population of 307 employees of two ministries in Delta State, Nigeria. Using Yamane's (1973) formula, 186 was determined as the sample size. After a week, 145 copies of the questionnaires were fully completed and retrieved. Hypotheses were tested using structural equation modeling (SEM). The results showed that while CI was positive and significantly related to PE (β = 0.561, p < 0.05), it was negative and significantly related to TP (β = -0.422, p < 0.05). PE was positive and significantly related to TP (β = 0.133, p < 0.05). Moreover, a partial mediating role for PE was observed in the relationship between TP and CI. Based on these findings, it was recommended that the Delta State Civil Service Commission should put in place policies that will mitigate the occurrence of WI as it adversely affects EP. In addition, employees should be empowered psychologically to enable them to manage the detrimental effects of WI. [ABSTRACT FROM AUTHOR]

Purpose: Recent high-profile ethical scandals in start-up organizations have made people wonder whether entrepreneurship may cultivate a work environment with less emphasis on ethics. This study examined a psychological process about how an organization's entrepreneurial orientation (EO) can affect its treatment of probationary employees, a vulnerable yet understudied group of workers. Design/methodology/approach: The authors recruited 241 participants through Amazon Mechanical Turk. They answered an online survey about their experiences as probationary employees. Findings: This study found that job feedback and meaning moderated the relationship between EO and ethical climate, such that this relationship was statistically significant and positive only among participants who reported high levels of feedback and job meaning. Ethical climate, in turn, was found to be related to a reduction in workplace incivility experienced by probationary employees. The indirect effect of EO on incivility via ethical climate was contingent on job feedback and meaning. Research limitations/implications: This study extends the discussion on the entrepreneurial context, adds to EO literature with findings on its indirect effect on nonfinancial performance and reinforces institutional theory through job characteristics' moderating roles. However, a methodological limitation is conducting a cross-sectional single-source survey due to limited access to firms and probationary employees, considering the hidden population involved. Practical implications: This study found no evidence of probationary employee exploitation in high EO organizations. Job seekers should embrace probationary work at start-ups. Entrepreneurial leaders should balance being proactive, innovative and caring toward employees. Originality/value: It is debatable whether entrepreneurship leads to unethical organizational conduct. By studying a vulnerable group of employees, the authors discovered that EO, when paired with favorable job design factors, can create a more ethical workplace where temporary talents are treated with dignity and respect. [ABSTRACT FROM AUTHOR]

Although previous research has shown that supervisor incivility reduces commitment, this study endeavors to address some research gaps regarding 1) the boundary condition of age in the relationship between supervisor incivility and affective commitment and 2) the mediation of two age-related coping strategies (i.e., distraction and reappraisal) by which age can moderate incivility-commitment relationship 3) the relationship between age and the coping strategies. Drawing on socio-emotional selectivity theory, it is argued that, the association between supervisor incivility and commitment is weaker when employees are older. Additionally, it was proposed that the moderating impact of age is mediated by two coping strategies of reappraisal and distraction in a way that older employees, relative to younger employees, would demonstrate an increased tendency for distraction over reappraisal after experiencing incivility. The final sample comprised 287 employees in diverse businesses. The results revealed that higher supervisor incivility was significantly associated with less commitment. Confirming the moderating role of age, this research also showed that the older the employees are, the more distraction (not reappraisal) is used. These results have implications for managers and future researchers. [ABSTRACT FROM AUTHOR]

Although there are several studies on knowledge hiding (KH) and organisational processes, there is dearth of empirical literature on KH and organisational outcomes. Using the theories of the quest for psychological ownership of knowledge (QPOK), reactance, displaced aggression and social exchange, this study investigated the predictors of KH and their implications for organisational success (OS). The specific objectives were to determine the extent to which QPOK, abusive supervision (ABS), organisational injustice (OINJ), workplace incivility (WPINCV), workplace exclusion (WPE) and unethical leadership (UNEL), influence KH and the influence of KH on OS. The design of the study was a cross-sectional survey of 296 online respondents selected through systematic sampling from multinational and national telecommunications service providers in Nigeria. Structural equation model served as the inferential statistics. The results showed that QPOK, OINJ, WPINCV, WPE are significant predictors of KH. Using these constructs as the measures of KH and using structural equation modelling technique, the QPOK, OINJ and WPE are significant predictors of os, thus indicating that KH has significant influence on organisational success. This study departs from previous studies by showing that QPOK has a positive relationship with KH and OS. [ABSTRACT FROM AUTHOR]

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

This study aims to examine the association between workplace ostracism (WO) and instigated workplace incivility (IWI). By drawing on the stressor-emotion model of counterproductive work behaviour (SEM-CWB) (Spector & Fox, 2005), the research examines the mediating role of negative emotions (NEs) and moderating role of narcissism between WO – IWI relationship. The study employs partial least squares structural equation modelling (PLS-SEM, Smart PLS-4) to analyse 300 responses taken from employees working in public sector organizations. Data were collected in two-time lags. The empirical results confirmed that WO is positively and significantly related to IWI directly as well as through the mediation of NEs. Moreover, narcissism moderates the mediated relationship in a way that the relationship gets stronger for higher level of narcissism. WO – IWI relationship with moderated mediation of narcissism and NEs has never been explored in the past. This study adds to the literature on SEM-CWB. It offers valuable insights to the public sector organizations in developing policies and norms within the organizational culture to proactively counter the adverse effects of WO and IWI. [ABSTRACT FROM AUTHOR]

The purpose of this autoethnography was to contextualize a personal workplace bullying experience in higher education with the intention to promote action and change within higher education policy and practice. The research questions that guided this study were: How do I tell the story of my experience with workplace bullying in higher education? What are the personal and social impacts of my experience with workplace bullying? What strategies did I use to persevere through the workplace bullying experience? Bullying and incivility in higher education contexts persists despite having knowledge of the negative implications and desire of institutions for change. Three themes emerged in this autoethnography: (1) I don't even recognize myself anymore; (2) Reliving past trauma: I thought that part of my life was over; and (3) Coping and Survivor's Guilt. This autoethnography adds to the body of literature surrounding bullying and incivility in the workplace; offers examples of how workplace bullying and incivility impacted a victim's professional and personal life, along with the victim's psychological and physical well-being; and facilitates critical reflection on this experience in order to generate innovative methods to address the prevalence and minimize the impacts of similar experiences in the higher education environments. [ABSTRACT FROM AUTHOR]

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