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Emotional and Behavioral Responses to Workplace Incivility and the Impact of Hierarchical Status
Abstract
Using appraisal theory, this research examined targets' emotional responses to workplace incivility, and how these responses impact targets' behavioral responses. Targets who reported greater incivility reported greater anger, fear, and sadness. Targets' anger was associated with more direct aggression against the instigators; targets' fear was associated with indirect aggression against instigators, absenteeism, and exit; and targets' sadness was associated with absenteeism. Status moderated the effects of fear and sadness. Our results underscore the need for organizations to manage civility so that they and their employees can avoid substantial direct and indirect costs associated with workplace incivility. At a broader level, our results suggest the importance of developing greater awareness about the harmful effects of fear and sadness in the workplace.
... Psychological analysis has linked features of compassion and beliefs about the importance of equality for all with more liberal political approaches, and the opposite appears to be true of conservative approaches, which are more characterised by resistance to change, traditionalism and acceptance of inequalities Hirsch et al 2010). Compassion has been found to have a ripple effect, whereby those who witness compassion are more likely to demonstrate compassion themselves , however sadly the opposite is also true and poor behaviour and incivility is also replicated (Porath & Pearson, 2012). So if our most public leaders are conservative in their approach and demonstrate behaviour which is not only not compassionate, but actively harmful, and at times illegal, this is often repeated by the public 22 and the police have to deal with the results. ...
... As set out above, there have been numerous examples of poor and toxic leadership exposed in policing over the years, but as with police personnel more generally, of course there are also positive role models in policing. And as much as deviance and incivility can spread like viruses and infect others (Pearson et al, 2005;Porath and Pearson, 2012), the good news is that as compassion has also been shown to be contagious (Lilius, 2012). Leaders can choose which to cultivate. ...
... Techniques such as meditation and relaxation have also been found to contribute to a person's ability to demonstrate compassion towards themselves, as well as towards others, whilst working in challenging circumstances Crowther et al, 2019) again contributing to the positive ripple effect that compassion can have (Lilius, 2012). Incivility in work, which is based on a lack of compassion and generates anger, fear and sadness, also has a ripple effect, and behaves in a viral way throughout organisations once it is instigated, usually by those in a higher position of power, with the outcomes for the organisation being extremely negative (Porath and Pearson, 2012). Leaders can choose which to cultivate. ...
Following years of Government cuts to public services, which mean that the police are now responding to more and more complex incidents and crimes with fewer resources, coupled with relentless political and public criticism of policing and police leadership in the face of some truly awful high-profile events, wellbeing and morale of police personnel has reduced and police legitimacy is threatened.
Given that people are the most vital resource in policing, and that leadership can have a significant impact on people in the workplace, in relation to wellbeing, morale and performance, this research, situated in the theoretical framework of compassion at work, sought to understand: how police leaders develop their people leadership craft; how they apply it in practice; and how it can be improved. The study was guided by the research philosophy of Intelligent Compassion, which focused on gaining a deep understanding of the experiences of participants and giving attention to providing solutions which can be applied in practice. In total, 34 in-depth interviews and 2 focus groups generated a large amount of data to provide a rich picture of some of the people leadership landscape in policing in England and Wales.
The findings show that police leadership development has been patchy and inconsistent, giving no guarantee that leaders will adopt positive people leadership approaches. There are senior leaders in policing who are compassionate and inclusive, which gives optimism, but their approaches are constrained by the dominant and enduring conservative and macho features of police culture which are resistant to change and which favour ‘in-groups’ aligned to traditional ‘norms’. In addition, some promotion processes facilitate favouritism, and perpetuate homogeneity, slowing progress on improving diversity and inclusion, particularly in the more senior ranks.
The research finds that compassion and inclusion are intrinsically linked and that compassionate leadership and adopting the compassion process in policing can provide an antidote to damaging practices and can generate improvements, by accelerating the slow cultural improvements which are evident. However, that is unlikely to happen without intervention. In order to speed up improvements, policing needs to be bold about defining and adopting the compassionate leadership qualities required of leaders and be intentional about consistently developing leaders using evidence-based approaches, from the point of entry into the organisation, and throughout all the ranks. And the compassion process needs to be applied in practice; in particular this includes truly valuing all staff, delivering fairness and procedural justice, harnessing and promoting the positive elements of police culture such as professionalism, inclusivity and compassion, and relentlessly challenging poor practice to remove those who harm others and threaten legitimacy.
... Studies have clearly identified various adverse psychological effects of workplace incivility on those who experienced it, such as anxiety, confusion, depression, and even suicide ( According to Porath and Pearson (2013) incivility has to do with different degrees of uncivil human behaviours such as being rude, condescending, dismissive, or disrespectful behaviour. These uncivil behaviours can be in form of top-down, down-top or vertical. ...
... Incivility includes a variety of workplace behaviours that can seriously undermine trust and mutual respect between individuals (Blau & Andersson, 2005). Specifically, incivility is rude, condescending, dismissive, or disrespectful behaviour directed at one or more colleagues (Porath & Pearson, 2013). Common manifestations of incivility include verbally or nonverbally Paper Publications discrediting a colleague, directing disparaging remarks toward a colleague, dismissing or disregarding a colleague's actions or decisions, or excluding a colleague from key business activities (Porath & Pearson, 2013). ...
... Specifically, incivility is rude, condescending, dismissive, or disrespectful behaviour directed at one or more colleagues (Porath & Pearson, 2013). Common manifestations of incivility include verbally or nonverbally Paper Publications discrediting a colleague, directing disparaging remarks toward a colleague, dismissing or disregarding a colleague's actions or decisions, or excluding a colleague from key business activities (Porath & Pearson, 2013). Undermining trust and mutual respect between and among colleagues is one of the more serious consequences of incivility because it has the potential to erode existing cordial working relationships and make it much more difficult to establish and maintain collaborative working relationships going forward (Li & Tan, 2013). ...
The recent experiences of uncivil behaviours among members of organisations is calling for more indepth examination to despite the obvious effect of these uncivil behaviours to both individual and organisational outcomes the acts still remain a constant occurrence in the workplace. This study therefore examined the effects of workplace incivility on employees' psychological status among staff of Lagos State Ministry of Home Affairs. The objective was to investigate the nature of relationship between vertical workplace incivility and employee's psychological status. The independent variable are vertical workplace incivility and horizontal workplace incivility while employee's psychological status anxiety and depression are dependent variables,. The research design utilized was the survey research design. The population of the study comprises of 164 employees working in the Ministry of Home Affairs. One hundred and fifteen respondents were selected as sample size, using the Krejcan and Morgan (1970) formula. Pearson Product correlation was used to test the two null hypotheses at 0.05 level of significance computed within SPSS software. The study found that there is a positive and significant relationship between vertical workplace incivility and anxiety of employees. Also, there is significant relationship between horizontal workplace incivility and depression of employees as confirmed with the statistical results where the r=0.758, P=0.00<0.05 and r=0.969, P=0.00<0.05. The findings of this study support the need to appraise organizational incivility, especially among high-status employees, as perceived across all hierarchical levels considering the significant relationships between structure and workplace incivility and psychological health. The study concluded that workplace incivility is significantly associated with the measures of employee's psychological health and therefore recommend that organizations should attempt to foster a work environment where rude and discourteous behaviour is unacceptable. Managers should adopt informative training programmers for newly employed staff to set up a partnership between employees and employer that addresses individual desires. Managers should reexamine their hiring and selection procedures, selection criteria should include checking personality characteristics that could add buffering effect in dealing with a stressor at workplace. Management of organizations should deal with the causative factors of workplace incivility by way of strengthening ethical procedures, policies, effective communication plan, information infrastructures, good governance, direction and response so as to reduce workplace incivility to the barest minimum.
... In contrast, individuals who have lower power focus more on threats and efforts to avoid them, including silent behavior (Lam & Xu, 2019). In addition, the status and power differences has become a central issue in explaining uncivil behavior (Cortina & Magley, 2009;Cortina et al., 2001;Pearson & Porath, 2005; C. L. Porath & Pearson, 2012) and employee silence (Lam & Xu, 2019). ...
... Power distance is positively related to employee silence In addition to the direct effects, we propose the moderating impact of power distance on the relationship between workplace incivility and employee voice. Previous studies have been proved to link power distance to workplace incivility, and employee silence (Cortina & Magley, 2009;Cortina et al., 2001;Lam & Xu, 2019;Pearson & Porath, 2005;Porath & Pearson, 2012) and more recently several researchers are exploring its role as a boundary condition. For example, Lam and Xu (2019) examined the interaction between power distance and abusive supervisors in influencing employee silence. ...
... Finally, we believe that our study contributes to the complex relationship model between workplace incivility and employee voice. Although existing studies have paid attention to the issue of power imbalance and power distance to study the impact of various forms of uncivil behaviors, including rudeness and abusive supervision (Cortina & Magley, 2009;Cortina et al., 2001;Hershcovis et al., 2017;Lam & Xu, 2019;Pearson & Porath, 2005;Porath & Pearson, 2012), our results show that job embeddedness partially mediates the relationship between workplace incivility and employees' silence behavior. This mediation model supports the idea of using job embeddedness to explain how perceived rudeness in the workplace is related to employee silence. ...
The 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 embedd-edness 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 denial of acting politely to others is a phenomenon that occurs in almost all societies and has contributed to the deteriorating harmonious interpersonal relationships between individuals and groups in the last two decades (Porath & Pearson, 2012). Since first popularized by Andersson and Pearson (1999), workplace incivility has become a topic of interest for researchers and academics worldwide. ...
... Third, studies on workplace incivility have highlighted the critical role of power differentiation (Cortina & Magley, 2009;Loh et al., 2021;Peltokorpi & Ramaswami, 2021;Porath & Pearson, 2012). For example, Cortina and Magley (2009) found that victims of incivility experienced more severe when the perpetrator had higher status. ...
... For example, Cortina and Magley (2009) found that victims of incivility experienced more severe when the perpetrator had higher status. Similarly, Porath and Pearson (2012) specifically explored the status differences between perpetrators and victims that could influence employees to respond to experiences of incivility with anger, fear, and sadness. In short, status played a crucial role in victims' responses to anger, fear, and sadness. ...
This study explores the impact of customer incivility on frontline employees’ job embeddedness in the Indonesian hospitality sector. We also investigate whether emotional exhaustion prevalence mediated, and socio-economic status (SES) moderated the link between customer incivility, emotional exhaustion, and job embeddedness. Data were collected in two stages using an online survey of 192 employees from the hospitality sector in Indonesia. We tested a moderated mediation model using Hayes’ Macro PROCESS version 4.0. Results confirmed that frontline service employees with high levels of uncivil consumer behavior experience have high emotional exhaustion tendencies and low job embeddedness. The findings also reveal that emotional exhaustion partially mediates the relationship between customer incivility and job embeddedness. Moreover, SES mitigates the impact of customer incivility on emotional exhaustion and job embeddedness. A lower level of SES triggers a more substantial effect of customer incivility on exhaustion, whereas a higher SES can reduce the effect of customer incivility on job embeddedness.
... In practice, the consequences of rudeness (e.g., incivility) are experienced not only by those who directly experience the rudeness but also by those who interact with those who experience it (Foulk et al., 2016;Vahle-Hinz et al., 2019). In addition, studies have shown that employees exhibit sadness, anger, fear, and other negative emotions after experiencing workplace incivility (Porath & Pearson, 2012). They attempt to eliminate such emotions and may vent their frustration on third parties. ...
... First, to prevent employees from becoming victims of workplace incivility, the organization should make every effort to reduce its occurrence. Studies have shown that employees exhibit sadness, anger, fear, and other negative emotions and behaviors after experiencing workplace incivility (Porath & Pearson, 2012;Wang et al., 2022). For example, uncivil behavior by customers can lead to emotional exhaustion in employees (Kim & Qu, 2019), decrease employees' work happiness (Baker & Kim, 2020), and cause service disruptions (Cheng et al., 2020). ...
Studies on workplace incivility have typically posited that the targets of incivility respond in a “tit-for-tat” manner. Moving beyond this dominant logic, we argue that in some cases, the targets may have a different response to incivility that potentially reduces its spiraling negative consequences. Drawing on attribution theory, we explored the following two aspects of the targets’ responses: psychological motivation and subsequent behavioral response. Based on 555 samples of experience sampling data collected from 61 nurses over 10 workdays at a hospital in China, we found that the nurses’ attribution of incivility to either the uncivil patient or themselves moderated the relationship between the patients’ incivility and the employees’ psychological motivation. When the nurses attributed the reason for a patient’s incivility to the patient, their experience of incivility triggered their revenge motivation. In contrast, when the nurses attributed to themselves the reason for a patient’s incivility, their experience of incivility triggered their forgiveness motivation. Furthermore, we found that the nurses’ revenge motivation positively affected their subsequent incivility toward third parties, whereas their forgiveness motivation positively promoted their subsequent helping behavior toward third parties. This study enriches the application of attribution theory to the spillover effects of incivility toward third parties.
... Research on selective incivility has predominantly focused on identifying who is targeted (e.g., BYSTANDER IDENTITY & RESPONSES TO MISTREATMENT 4 Cortina et al., 2013;Gabriel et al., 2018;Gloor et al., 2018;Kern & Grandey, 2009;Krings et al., 2014;Miner et al., 2014;Zurbrugg & Miner, 2016). Although a growing body of research on bystanders offers insights related to their responses to incivility, this work tends to focus on bystanders' vicarious victimization (e.g., Miner & Cortina, 2016;Miner & Eischeid, 2012;Miner-Rubino & Cortina, 2004, 2007Porath & Pearson, 2012;Schilpzand et al., 2016b; see Dhanani & LaPalme, 2019, for a review) or behavioral responses (e.g., retribution; Chui & Dietz, 2014;Hershcovis et al., 2017;Reich & Hershcovis, 2015) rather than bystanders' sensemaking of the acts as potential discrimination. This is a notable omission because the concept of selective incivility helps to bridge the conceptual overlap between mistreatment and discrimination-two theoretically-connected but often isolated streams of research. ...
... By integrating the theoretical traditions of the social identity approach (Ashforth & Mael, 1989;Haslam & Ellemers, 2005) with concept of selective incivility, we add to workplace mistreatment and modern discrimination research by illustrating how bystanders' social identities shape their recognition of potential subtle gender discrimination at work. This extends existing incivility research grounded in affective events, resource, or justice theories, which has largely focused on bystanders' vicarious victimization (e.g., Miner & Cortina, 2016;Miner & Eischeid, 2012;Miner-Rubino & Cortina, 2004, 2007Porath & Pearson, 2012;Schilpzand et al., 2016b). But beyond how bystanders are affected by the uncivil acts, target identity is precisely what motivates selective incivility -while (we propose that) identity also determines bystanders' foundational recognition of and responses to such acts. ...
Integrating a social identity approach with Cortina's (2008) theorizing about selective incivility as modern discrimination, we examine how identification—with an organization, with one's gender, and as a feminist—shapes bystanders’ interpretations and responses to witnessed incivility (i.e., interpersonal acts of disrespect) and selective incivility (i.e., incivility motivated by targets’ social group membership) toward women at work. We propose that bystanders with stronger organizational identification are less likely to perceive incivility toward female colleagues as discrimination and intervene, but female bystanders with stronger gender identification are more likely to do so. Results from two-wave field data in a cross-lagged panel design (Study 1, N = 336) showed that organizational identification negatively predicted observed selective incivility 1 year later but revealed no evidence of an effect of female bystanders’ gender identification. We replicated and extended these results with a vignette experiment (Study 2, N = 410) and an experimental recall study (Study 3, N = 504). Findings revealed a “dark side” of organizational identification: strongly identified bystanders were less likely to perceive incivility as discrimination, but there were again no effects of women's gender identification. Study 3 also showed that bystander feminist identification increased intervention via perceived discrimination. These results raise doubts that female bystanders are more sensitive to recognizing other women's mistreatment as discrimination, but more strongly identified feminists (male or female) were more likely to intervene. Although strongly organizationally identified bystanders were more likely to overlook women's mistreatment, they were also more likely to intervene once discrimination was apparent.
... İşyeri nezaketsizliği her işyerinde görülebilir. Çalışanların %98'inin nezaketsiz davranışa maruz kaldığı, %50'sinin bu tür davranışları haftada bir yaşadığı (Porath & Pearson 2012) ve nezaketsiz davranışa maruz kalmanın ekonomik maliyetinin çalışan başına yıllık 14000$ olduğu tahmin edilmektedir (Pearson & Porath, 2009). Bunun yanında işyeri nezaketsizliğine maruz kalan çalışanların insani maliyetleri de oldukça ağırdır. ...
... İşyeri nezaketsizliği gerek nezaketsizliğe maruz kalan çalışanlarda gerekse tanıklık eden çalışanlarda olumsuz duygulara (Porath &Pearson, 2012) ve strese (Lim, Cortina, & Magley, 2008) neden olur. Nezaketsizliğe maruz kalan ve mağdur olan çalışan haksız bir şekilde utanç veya aşağılanma duygusu yaşayabilir, sonrasında çalışanda genel bir mutsuzluk ve memnuniyetsizlik hali oluşması olağandır. ...
The aim of this study is to determine the relationship between workplace envy and turnover intenion and to reveal the mediating role of felt stress and workplace incivility in this relationship. The model is based on the affective events theory. In the literature, it was seen that the relationship between workplace envy and turnover intention was discussed, but the mediating role of workplace incivility and felt stress was not mentioned in this relationship. For this purpose, three public institutions in Ankara were determined as the main population. Data were collected from a sample of 428 employees determined by random sampling method from these public institutions, by means of a survey technique. The hypotheses of the research were tested using the Structural Equation Modeling. The results of the analysis show that workplace envy, which is the independent variable, positively predicts the felt stress, workplace incivility and turnover intention. Felt stress and workplace incivility also predicted turnover intention in a positive and significant way. It was observed that the effect of felt stress on turnover intention was higher than the effect of workplace incivility on turnover intention. In the research, it was concluded that the felt stress and workplace incivility in the relationship between workplace envy and turnover have full mediation effect.
... Incivility refers to insensitive behavior that exhibits a lack of respect for others; in other words, disrespectful and rude behaviors (Andersson & Pearson, 1999;Porath & Erez, 2009;Porath & Pearson, 2012). Incivility is a significant issue in organizations since it negatively influences the organization or team, such as reducing performance and creativity (Porath & Erez, 2009) and employee retention (Porath & Pearson, 2012). ...
... Incivility refers to insensitive behavior that exhibits a lack of respect for others; in other words, disrespectful and rude behaviors (Andersson & Pearson, 1999;Porath & Erez, 2009;Porath & Pearson, 2012). Incivility is a significant issue in organizations since it negatively influences the organization or team, such as reducing performance and creativity (Porath & Erez, 2009) and employee retention (Porath & Pearson, 2012). Similarly, review research showed that incivility is consistently associated with negative outcomes (e.g., reduced employee performance, burnout, work withdrawal, and perception of job insecurity) in the workplace (cf., Schilpzand et al., 2016). ...
Youth can often be the subject of rude and discourteous behaviors in their sport setting, given their susceptibility to the social environments. Incivility refers to insensitive behavior that exhibits a lack of respect for others, namely, disrespectful and rude behaviors. Incivility is a significant issue in youth sport since it negatively influences teams and individuals. The present study aims to investigate 1) how incivility and psychological safety are associated with each other over time and 2) the influence of the initial value of psychological safety and the change in psychological safety on youth athletes’ well-being and social outcomes. Three-wave time-lagged data collection was employed, and the present study included 283 youth athletes who completed the survey three times. The hypotheses were tested in SEM with cross-lagged panel and growth latent curve modeling. The results showed that coach and teammate incivility were significantly associated with the change in psychological safety. In contrast, the initial value of psychological safety was a significant antecedent of the subsequent coach and teammate incivility, well-being, and social outcomes. Lastly, the change in psychological safety was significantly associated with youth athletes’ well-being and social outcomes. The findings suggest that incivility and psychological safety were reciprocally associated, and psychological safety rather than incivility was a significant predictor of youths’ well-being and social outcomes. The present study found a mechanism underlying the relationship between incivility, psychological safety, and essential outcomes (i.e., well-being and social outcomes) in youth sport.
... Ninety-five percent of the total workforce faces some form of workplace bullying or uncivil acts [1,2]. Workplace uncivil behaviors can have financial repercussions for the organization due to customer loss, bad reputation, low levels of creativity from employees, and high employee turnover intention [3]. Multiple forms of workplace incivility exist in organizations, including experienced workplace incivility and instigated workplace incivility [4]. ...
... Instigated workplace incivility can be explained as "unconscious or subconscious low intent behaviors with the ambiguous aim of harming the target in violation of mutual respect norms of workplace" [9]. It can also be said that instigated workplace incivility is "inconsequential words and deeds that violate the conventional norms of workplace conduct" [3]. Examples of uncivil behaviors include sarcasm, unwelcomed jokes, cold behavior, hostile stares, denigrating tones, and silent treatments [22]. ...
There has been an increase in uncivil behaviors in the 21st century workplace, emphasizing the need for discussion. The current study is aimed at extending the literature available on workplace incivility by examining the impact of experienced workplace incivility on instigated workplace incivility. The study proposes that stress mediates the relationship between experienced workplace incivility and instigated workplace incivility. Furthermore, it is hypothesized that Islamic work ethics moderates the relationship between experienced and instigated workplace incivility, and between stress and instigated workplace incivility. Data were collected at three-time lags from respondents (N = 258) working in the sustainable public service sector. Results supported the hypotheses that experienced workplace incivility impacts instigated workplace incivility. The results also supported mediation and moderation hypotheses, confirming that stress is a mediator, and Islamic work ethics is a moderator. Theoretical and practical implications are discussed followed by limitations.
... Spence Laschinger et al.( 2009) menyatakan bahwa ketidaksopanan di tempat kerja adalah intensitas perilaku menyimpang yang bertujuan untuk melukai target dan melanggar norma tempat kerja. Dalam sebuah studi yang dilakukan oleh (Porath & Pearson, 2012), 96-99% responden survei mengalami atau pernah menyaksikan ketidaksopanan di tempat kerja. ...
... Ketidakaktifan dapat diartikan sebagai rendahnya perilaku intensitas, yang tidak memiliki niat yang jelas untuk menyakiti, tetapi masih melanggar norma-norma sosial dan merugikan emosi karyawan. Dengan kata lain, merendahkan orang lain di tempat kerja bisa menjadi komunikasi verbal, meskipun terlihat sepele namun tetap melanggar norma (Porath & Pearson, 2012). Bentuk ketidaksopanan di tempat kerja bisa terselubung dan terbuka. ...
The purpose of this study was to test the model for reducing turnover intention and job burnout through workplace incivility and mutational adaptive capability for millennial workers. In the digital era where the millennial generation who is currently dominant or dominates the share of the labor market, it turns out that they are vulnerable to burnout. This study uses quantitative methods with primary data obtained from questionnaires. The sample selection will use a non-probability sampling method, which is a sampling technique in which not all of the population can be sampled. The criteria that enter include the millennial generation with the age of 20-40 years. Data were collected from130 respondents of employees of manufacturing companies in Demak. Data analysis used Partial Least Square (PLS) method with SmartPLS. The results showed that workplace Incivility had a positive and significant effect on Job Burnout, Muthmainnah Adaptive Capability had a positive and significant effect on Job Burnout, Workplace Incivility and JobBurnout had a positive and significant effect on turnover intention and Muthmainnah Adaptive Capability had a positive and significant effect on turnover intention. So, workplace incivility and mutual adaptive capability play a role in reducing job burnout and turnover intention.
... Incivility in the workplace is a comparatively recent concept in the area of negative organizational behavior, its association with alienation refers to low-intensity disrespectful or unpleasant behavior with deliberate intent to harm the target and is in violation of workplace norm for mutual respect (Anderson & Pearson 1999). Researchers in the field of organizational behavior and management direct the impact of workplace incivility on various negative employee behaviors, such as withdrawal, abuse, production deviation, sabotage, and theft (Bibi, Karim & Din, 2013, Lim, Cortina & Magley, 2008, work dissatisfaction and fatigue (Kim, et al, 2008, Welbourne, Gangadharan & Esparza, 2015, absenteeism, higher levels of sadness, anger, and fear at work (Porath & Pearson, 2012) and reduction in creativity (Porath & Enez, 2009). Workplace incivility is also directly related to productivity (Rahim & Cosby, 2016) and turnover intention (Rahino & Cosby, 2016). ...
... Control Variables. Considering that employees' positions, education, gender, and age can impact their reactions to job stressors and their behavior [85], we used employees' gender, age, education, years of experience, company category [66], and industry as control variables (male = 1, female = 0; college or less = 1, bachelor's degree = 2, master's degree or above = 3; less than 1 year = 1, 2-3 years = 2, 4-5 years = 3, more than 5 years = 4; state-owned enterprise = 1, private enterprise = 2, joint venture/foreign investment enterprise = 3, other = 4; finance = 1, digital technology = 2, trade = 3, transportation = 4, software = 5). ...
Generation Z employees in the workplace cause a management challenge that enterprises have recently faced. The unique characteristics of Generation Z employees necessitate an urgent update to the knowledge of organizational management. However, few studies of the literature focus on the workplace behaviors of Generation Z. This study proposes that illegitimate tasks may lead to work withdrawal behavior among Generation Z employees. Based on the equity theory model, this study constructed a moderated mediation model to explore the impact of illegitimate tasks on the work withdrawal behavior of Generation Z employees, as well as the mediating role of perceived insider status and the moderating role of perceived overqualification. The analysis of survey data from 283 Generation Z employees in China at two time points found that illegitimate tasks are positively correlated with work withdrawal behavior. At the same time, the mediating role of perceived insider status was successfully confirmed. The results also showed that perceived overqualification strengthened the effect of illegitimate tasks on work withdrawal behavior and the mediating effect of perceived insider status. This study offers new insights into the management and development of Generation Z employees and the sustainable evolution of workplace relationships from both theoretical and practical perspectives.
... A third limitation of the focus on measuring separate NWBs is that limited insights are gained on the specific nature of their inflicted harm on different actors and their roles. Previous research has shown that NWB inflicts harm on targets [21], perpetrators [22], bystanders as witness [23], companies [24], and society [25]. However, the current questionnaires often limit their focus to the harm of targets, thus only collecting data on one source [26]. ...
Negative work behavior (NWB) threatens employee well-being. There are numerous constructs that reflect NWBs, such as bullying, aggression, and discrimination, and they are often examined in isolation from each other, limiting scientific integration of these studies. We aim to contribute to this research field by developing a diagnostic tool with content validity on the full spectrum of NWBs. First, we provide a full description of how we tapped and organized content from 44 existing NWB measurement instruments and 48 studies. Second, we discussed our results with three experts in this research field to check for missing studies and to discuss our integration results. This two-stage process yielded a questionnaire measuring physical, material, psychological, sociocultural, and digital NWB. Furthermore, the questions include a range of potential actors of NWB, namely, internal (employees, managers) and external actors (clients, customers, public, and family members) at work and their roles (i.e., target, perpetrator, perpetrator’s assistant, target’s defender, outsider, and witness of NWBs). Finally, the questionnaire measures what type of harm is experienced (i.e., bodily, material, mental, and social harm).
... At this point, incivility behaviors with ambiguous intentions (eg. not listening to subordinates, ignoring them, belittling their efforts, using unprofessional forms of address during communication, not saying please when making a request and not appreciating/thanking them for their efforts), encourage subordinates to do the same as their position and the power distance with the manager (Porath and Pearson, 2012). However, because the manager is regarded as a IJCMA representative of the organization, the negative emotion will not only be attributed to the manager (being dissatisfied with the manager) but will also result in negative evaluations of the job, organization and work team (Kasl, 1991). ...
Purpose
This study aims to reveal the association between task conflict and job satisfaction with the mediating role of incivility and the moderating role of self-esteem. In addition, the data collected from the UK and Turkey were analyzed separately, and the aim was to contribute to the literature in this field by analyzing the research model in a cultural context.
Design/methodology/approach
This research focuses on the relationship between managers and subordinates in organizations. In this study, a survey method was applied to 708 subordinates, both UK and Turkish citizens, working in nine different industries. The obtained data were first analyzed in combination; then, the data of both countries were analyzed separately, and the effect of cultural differences on the research model was investigated.>
Findings
According to the results obtained, the relationship between task conflict and job satisfaction is negative, and subordinates’ perceptions of incivility play a mediating role in this relationship. In addition, subordinates’ self-esteem level has a moderating role in the effect of task conflict on job satisfaction through incivility. However, there is no evidence of an effect of culture on this model.
Originality/value
This study contributes to the literature by presenting new evidence on the antecedents of job satisfaction. In addition, it is one of the pioneering studies that provides evidence of the impact of the perceptions and personal characteristics of disputants in a task conflict on task conflict outcomes. Furthermore, this study contributes to the limited cross-cultural studies in the conflict and job satisfaction literature.
... Negative emotions states in particular chip away at our internal energetic resources (Hobfoll, 1989), over time reducing resilience (Galatzer-Levy et al., 2013), and increasing the strain response to stressful experiences. Research on affective reactions to incivility suggest that incivility is associated with anger, guilt, anxiety, hostility, and reduced optimism (Kabat-Farr et al., 2018;Porath & Pearson, 2012). We also know that individuals who experience incivility tend to experience greater levels of emotional exhaustion (Sliter et al., 2010). ...
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.
... Much like the experience of our informants, the extant literature also shows that individuals subjected to uncivil behaviors such as rudeness report feeling distressed and experiencing negative emotions such as sadness, fear, and anger (Porath & Pearson, 2012). Further, victims of rude behavior are more likely to ruminate over the rude event, which might prolong their recovery from it (Porath et al., 2010). ...
The topic of interest in the twenty-first century has shifted from ‘how long will I live’ to ‘if I am going to live a long time, how can I be happy in the process?’ The present chapter attempts to answer this question with particular reference to the Indian context. After reviewing the happiness literature on older people, we report the findings of a qualitative study on 56 older Indians. The primary aim of this study was to unearth their sources of happiness and unhappiness. Such studies are important given the uniqueness of the Indian sociocultural conceptions of aging and the relative dearth of such studies on older Indians. While there is a substantial body of literature on various age-related declines, studies such as the present one help readjust the balance by highlighting ways to enhance their well-being.KeywordsAgingGerontologyGero-psychologyOld ageOlder populationHappinessWell-beingReflexive thematic analysis
... In an organizational environment, fear has been the subject of several studies, whether focusing on the individual -their health and well-being or their decisions -or observing the work environmentstructures, leadership, speeches, etc. Several fears frequently present in the corporate environment were identified, among them, fear of change, fear of making mistakes, fear of disapproval and criticism, fear of success, fear of punishment and fear of hierarchy (Suarèz, 1993, Kish-Gephart, Detert, Treviño, & Edmondson, 2009Porath & Pearson, 2012). ...
Com objetivo de investigar o efeito – inibidor ou motivador – da emoção ‘medo’ e a disposição do indivíduo de participar e denunciar a fraude corporativa, observou-se os ‘medos sociais’ organizacionais em 332 sujeitos, expostos a 3 cenários: participação em fraude; whistleblowing (sem participação na fraude ou favorecimento) e delação premiada (participação na fraude e favorecimento pela denúncia). Os resultados revelam que a disposição para participar da fraude está positivamente relacionada aos medos da ‘hierarquia’ e ‘de perder benefícios econômicos na organização’ e, negativamente, aos medos ‘da norma penal’ e de ‘colocar em risco a reputação no mercado de trabalho’; para whistleblowing têm-se os medos de ‘ser desleal com a empresa’ e ‘da reprovação familiar e de amigos’ e na delação premiada, os medos ‘de colocar em risco a reputação no mercado de trabalho’ (motiva) e o ‘de reprovação pelos colegas’ (inibe).
... Employees may eel overwhelmed because they cannot reconcile the norms and expectations o their role as "employee" and their role as "riend" and react with deviant work behavior toward coworkers, such as incivility (i.e., insensitive, rude, and discourteous behavior toward others; Andersson & Pearson, 1999). Incivility occurs more requently than high-intensity deviant work behaviors (e.g., aggression or violence; Schilpzand et al., 2016) and can have serious detrimental consequences or organizations, such as lower levels o innovative and creative perormance (Sharirad, 2016;Zhan et al., 2019), or higher levels o absenteeism and employee turnover (Cortina et al., 2013;Porath & Pearson, 2012). It is thereore worth investigating the potential link between workplace riendships and incivility due to role tensions and consider ways o managing this unwanted side eect. ...
In this paper, we investigate the risks and side effects of workplace friendships for coworkers. Combining the dialectical perspective on workplace friendships with a self-regulatory perspective, we argue that workplace friendships can lead to incivility directed toward coworkers because employees experience inter-role conflict between their role as “employee” and their role as “friend”, and subsequent resource depletion. We further suggest that employees with higher workplace friendship self-efficacy are better able to manage these risks and side effects. We tested our hypotheses in two studies with time-lagged data (Study 1: 451 employees, Study 2: 499 employees) using structural equation modeling. Study 1 showed that workplace friendships are positively related to incivility via inter-role conflict and subsequent resource depletion. Workplace friendship self-efficacy buffered the indirect relation between workplace friendships and incivility. Study 2 partly replicated and extended the findings from Study 1. We found support for the serial mediation effect of workplace friendship on incivility via inter-role conflict and resource depletion and we were able to extend Study 1 by disentangling the targets of incivility. In particular, employees instigated incivility toward other coworkers rather than their workplace friends. However, the moderating effect of workplace friendship self-efficacy did not replicate. Our findings contribute to the literatures on workplace friendships and role conflicts.
... Researchers looking at the relationship between workplace incivility and CWB have conceptualized the concept of CWB in different ways. Among them are: abusive behavior (Adams & Webster, 2013;Matthews & Ritter, 2016), withdrawal behavior (Cortina et al., 2001;Lim & Cortina, 2005;Loi et al., 2015;Sliter et al., 2012a), deviance (Lim & Teo, 2009;Itzkovich, 2016), absenteeism (Porath & Pearson, 2012;Sliter et al., 2012b), tardiness (Sliter et al., 2012b), and sabotage (Abubakar et al., 2018b;Cheng et al., 2019). The scales used by these authors indicated the existence of an overlapping set of behaviors (Spector & Fox, 2005). ...
Workplace Incivility (WPI) has recently become a dominant area of research as a predictor of employee behavior at work. WPI is a menace in the workplace that creates dissatisfied employees who spend most of their time on non-productive tasks. Based on a sample of 504 employees of public and private sector institutions in The Gambia and Ghana, this article examines the impact of workplace incivility on employee counterproductive work behavior through the mediating role of Turnover Intention (TI). Using structural equation modeling, the results indicate a strong relationship between workplace incivility and Counterproductive Work Behavior (CWB) as well as a partial mediating role of TI in the relationship between WPI and CWB. Furthermore, the independent sample t-test and multigroup analysis show a higher level of WPI, TI, and CWB in Ghana compared to The Gambia. These findings contribute to the under-researched area of WPI on the African continent. This study also adds value to the existing, but sparse, literature on workplace incivility and may also be used as a guide for public and private institutions in their pursuit of avoiding workplace incivility as well as knowing its effects on institutional productivity. Finally, this study is the first of its kind to look at the existence of WPI in both public and private institutions from The Gambia and Ghana making country comparisons as well as looking at the impact of WPI on the performance of employees hence its relevance to the literature.
... Restrukturisasi unit-unit pengelola ini adalah hal yang sangat sulit dilakukan, dikarenakan banyak pihak yang sudah nyaman dengan kondisi seperti ini, yang padahal tidak efisien dan merugikan pengelola. Pertimbangan sentimental termasuk hal-hal yang perlu diperhatikan, pengintegrasian juga ditujukan supaya sinkronisasi bisa terwujud dan mengurangi sentiment kelompok yang kontraproduktif yang justru menyebabkan ketidakharmonisan antara pegawai (workplace incivility) (Plesk & Wilson, 2001;Porath & Pearson, 2012). ...
The general problem of the difficulty of developing pondok pesantren is due to limited resources and an inaccurate interpretation of the position of pondok pesantren, in particular the improved management of the national education system and the 2019 UU No. 18 about Pesantren. The development of a student financial management system was carried out at PPM Perguruan Darulfunun El-Abbasiyah (Lima Puluh Kota, Sumatera Barat) using TDR-IM approach: 1) integration, 2) simplification, and 3) digitization. As a result of development, we have seen a significant increase in TDR components, especially data management components. The development of this student financial management system will improve the efficiency of operations and record keeping. This increase has also led to a more accountable and transparent student finance system. This student financial management system development also provides effective services, giving students and their legal guardians a planning guarantee for administrative expenses. The biggest obstacle in developing this financial management system is low literacy in general, especially in financial and technology literacy. Abstraksi: Persoalan umum sulitnya pengembangan pondok pesantren dikarenakan terbatasnya sumber daya dan penafsiran terhadap posisi pesantren yang kurang tepat, terlebih setelah adanya perbaikan pengelolaan Pendidikan Nasional dan keluarnya UU No. 18 tahun 2019 tentang Pesantren. Pengembangan sistem manajemen keuangan siswa dilakukan di PPM Perguruan Darulfunun El-Abbasiyah (Kabupaten Lima Puluh Kota, Sumatera Barat) dengan pendekatan TDR-IM dimana dilakukan tiga fokus implementasi: 1) integrasi, 2) simplifikasi, dan 3) digitalisasi. Dari hasil pengembangan didapatkan peningkatan komponen TDR secara signifikan khususnya komponen manajemen data. Dengan pengembangan sistem manajemen keuangan siswa ini dapat diperoleh peningkatan efisiensi dalam operasional dan pencatatan. Dari peningkatan tersebut juga didapatkan sistem informasi manajemen keuangan siswa yang lebih akuntabel dan transparan. Dengan pengembangan sistem manajemen keuangan siswa ini juga dihasilkan pelayanan yang lebih tepat sasaran dan
... From a time-based theory perspective, the stressful nature of inconsistent abuse should be less salient for employees who have alternative sources of information (other than one's supervisor) from which to evaluate the stability and security of their situation (Albert, 1977). From an appraisal theory standpoint, inconsistent abusive supervision's stressful nature can be mitigated for those with greater means to cope with the situation (Lazarus & Folkman, 1984;Porath & Pearson, 2012;Tiedens et al., 2000). These theories dovetail in pointing towards an individual characteristic which provides a basis for employees to ascertain their value within the workplace, as well as handle stressful circumstances. ...
The literature on abusive supervision largely presumes that employees respond to abuse in a relatively straightforward way: When abuse is present, outcomes are unfavorable, and when abuse is absent, outcomes are favorable (or, at least less unfavorable). Yet despite the recognition that abusive supervision can vary over time, little consideration has been given to how past experiences of abuse may impact the ways employees react to it (or, its absence) in the present. This is a notable oversight, as it is widely acknowledged that past experiences create a context against which experiences in the present are compared. By applying a temporal lens to the experience of abusive supervision, we identify abusive supervision inconsistency as a phenomenon that may have different outcomes than would otherwise be predicted by the current consensus in this literature. We draw from theories on time and stress appraisal to develop a model that explains when, why, and for which employees, inconsistent abusive supervision may have negative outcomes (specifically, identifying anxiety as a proximal outcome of abusive supervision inconsistency that has downstream effects on turnover intentions). Moreover, the aforementioned theoretical perspectives dovetail in identifying employee workplace status as a moderator that may buffer employees from the stressful consequences of inconsistent abusive supervision. We test our model using two experience sampling studies with polynomial regression and response surface analyses. Our research makes important theoretical and practical contributions to the abusive supervision literature, as well as the literature on time. (PsycInfo Database Record (c) 2023 APA, all rights reserved).
... The appraisal theory is an evaluative theory which proposes that, when an individual comes in contact with a stressor (uncivil acts), a cognitive-emotional (EI) process come alive to assess the stressor (Biggs et al., 2017). Situations encountered are usually appraised in order to have the ability to tell how hurtful, inspiring, challenging or detrimental the circumstance is to the target which leads to an emotional response and eventually directs individual behaviour (Engagement) (Porath and Pearson, 2012). The ambiguities that characterise uncivil acts are cleared through the use of attributions (Biggs et al., 2017). ...
Purpose
The purpose of this study is to ascertain the mechanism through which an employee engages at the workplace when faced with an uncivil act.
Design/methodology/approach
The study adopted a cross-sectional survey design to sample 482 participants drawn from commercial banks operating in Ghana. The population of the study (employees working in banks in Ghana) was selected owing to the recent reforms in the sector coupled with the emerging fear of loss of jobs as a result of the corona virus pandemic and the potential impact on employee work attitudes. Participants were however selected conveniently and employees who were available and willing to participate given questionnaires to complete.
Findings
Co-worker incivility significantly and negatively predicted employee engagement, while emotional intelligence (EI) predicted employee engagement positively. Furthermore, EI served as a mediator between co-worker incivility and engagement.
Research limitations/implications
Despite these encouraging findings, the mechanism underlying these effects could not be identified. Therefore, future studies can establish the underlying mechanisms of these effects by using qualitative studies or the mixed-method. Future studies can also explore other personal resources such as psychological capital or personality traits in mitigating the negative effects of workplace incivility.
Practical implications
Given the fact that incivility has a significant negative influence on employees within the organisation, there is the need for government and policy makers to enact an inclusive policy that deals with employee mistreatments and most especially low key mistreatment. This could be done through the promulgation of a national policy on psychosocial risk management (PRIMA) as most of the uncivil acts in organisations present as psychosocial risk factors. Secondly, at the organisational level there is the need to consider EI of employees most especially when recruiting employees so as to avoid squared pegs being placed in round holes.
Originality/value
This research found out that for an employee to engage or not when faced with an uncivil act, one’s EI has to play a role. The appraisal theory was used to provide a sufficient grounds in exploring the role of EI in the evaluations and determination of occurrences in organisations as intentional or unintentional, positive or negative and hence the resultant work outcomes.
... Institutions could encourage faculty participation with free or reduced membership costs, specialized marketing campaigns, mini-grants, and/or teaching stipends to encourage integrating informal recreation participation in class activities or research projects. Although there are perceived benefits to student-faculty interactions outside of the classroom, we caution that these interactions require positive engagement and dialogue to combat the power dynamics often seen in college classrooms resulting in uncooperative learning environments (Alt & Itzkovich, 2019;Porath & Pearson, 2012). ...
Sense of belonging among undergraduate college students improves the likelihood of retention and graduation, along with the overall association with positive mental health and well-being. College students build a sense of belonging with their peers through various forms of involvement opportunities, including informal campus recreation activities. This qualitative study investigated the relationship between sense of belonging and participation in informal recreation activities among 18 undergraduate college students. Findings from semi-structured interviews indicate that participation in informal recreation helped participants to create, build, and maintain friendships, and improved participants’ sense of belonging. Recommendations for practice include facilitating greater participant interaction among peers and faculty with similar recreational interests, utilizing existing facilities to incorporate informal activities, and increasing and centralizing various campus services.
... Nezaketsiz işyeri davranışlarının, meslektaş iletişiminde ve etkileşimlerinde giderek daha şiddetli olumsuz sonuçlar doğuracağını belirtmektedirler. Avrupa ve Amerika'da yapılan büyük ölçekli anketlerin bulgularından oluşan kapsamlı bir meta analiz çalışmalarında, işyeri nezaketsizliğinin büyük bir sorun haline geldiğini, bireyler ve kuruluşlar için nezaketsizliğin nedenlerini ve etkilerini belirlemek ve analiz etmek için çeşitli araştırmalar yapıldığı görülmektedir (5,6,7). Bu durum, işyeri nezaketsizliğinin insan kaynakları uzmanlarının ve yöneticilerinin hızlı bir şekilde ilgilenmesini gerektiren önemli bir örgütsel sorun olduğunu göstermektedir (8). ...
Z Sağlık sektörü, karmaşık ve yoğun emek gerektiren, farklı nitelikteki çalışanların ortaklaşa çalışmasına ihtiyaç duyulan bir hizmet alanına sahiptir. Bu karmaşık örgüt yapıları içinde çalışanlar, örgütsel veya kişisel sebeplerden dolayı işyerlerinde birbirlerine karşı nezaketsiz tutum ve davranışlar sergileyebilmektedir. Bu davranışlar ise sağlık kurumlarında örgütsel sonuçlar üzerinde olumsuz etkiler yaratabilmektedir. Bu çalışmanın amacı sağlık kurumları açısından işyerinde nezaketsizlik davranışlarına ilişkin alan yazınını incelemek ve araştırmacılara çalışma alanları konusunda yol gösterici olacak bilgiler sunmaktadır. Çalışma kapsamında işyeri nezaketsizliğinin kavramsal ve teorik çerçevesi, mal ve hizmet üreten işletmelerde işyeri nezaketsizliğine ilişkin yapılan çalışmaların sonuçları ortaya koyulmuştur. Bununla birlikte sağlık kurumlarında çalışanlar üzerinde yürütülen çalışmalar hakkında açıklayıcı bilgiler sunulmuştur. Derin bir literatür incelemesine dayalı olarak sağlık çalışanlarına yönelik nezaketsiz işyeri davranışlarının daha kapsamlı bir şekilde ele alınması gerektiği düşünülmektedir. Özellikle sağlık kurumlarında işyerinde nezaketsiz davranışların ortaya çıkmasında etkili olan faktörler ve nezaketsiz davranışların sonuçları farklı sağlık meslek grupları düzeyinde incelenmelidir. Anahtar kelimeler: Sağlık kurumları, işyeri nezaketsizliği, nezaketsiz davranış.
... It poses a distinctive challenge because it is "more insidious, taking hold in such an ambiguous and stealthy manner that it is difficult to identify, manage, and prevent" (Cortina, 2008, p. 71). Studies have established that workplace incivility increases various indicators of general well-being such as depression (Miner et al., 2012), negative emotions (Porath and Pearson, 2012), emotional exhaustion and negative affect . Eisapareh et al. (2022) have found that employees reported heightened stress levels when they experienced workplace incivility. ...
Purpose
This study aims to analyze the direct relationship between workplace incivility and employee well-being among frontline hotel employees. Anchoring on affective events theory, this study also analyzes the explanatory role of loneliness and the role of workplace social support as a boundary condition influencing the proposed relationships in the model.
Design/methodology/approach
Responses were collected from 243 frontline hotel employees using established scales in two-time points through survey method. The proposed hypotheses were analyzed using SPSS PROCESS macros.
Findings
The results confirmed the detrimental effect of incivility at work on employee well-being and the mediating role of loneliness at work. This. study has also demonstrated that workplace social support conditions the mediated effect of workplace incivility on employee well-being via loneliness.
Practical implications
This study has vital practical implications for mitigating the adverse effects of workplace incivility on employee well-being through loneliness at work by developing interventions that foster social support among employees. This study also provides directions to reduce workplace incivility and loneliness at work.
Originality/value
This study provides a unique understanding of the consequences of workplace incivility on employee well-being. To the best of the authors’ knowledge, this could be the first study that has established loneliness as a pathway linking workplace incivility and employee well-being. This study results have unique significance in the management of hospitality employees.
... helping behaviors). While they confront abusive supervision, what is the medium for them to unleash stress as it contains negative consequences for employees and creates negative feelings and emotions (Porath and Pearson, 2012), because such state of negative feelings and emotions would trigger employees to exhibit various self-defensive behaviors to cope with such poisonous effect of abusive supervision (Lee et al., 2018). Thus, it is reasonable to believe that employees working under abusive leaders may not like to engage in helping behaviors. ...
Purpose
This study, based on the conservation of resource theory, aims to investigate the negative impacts of abusive supervision on helping behaviors among employees by examining the mediating role of rumination and the moderating role of psychological flexibility.
Design/methodology/approach
A total sample of 282 reliable questionnaires are collected from 282 employees working in education and banking sectors of Pakistan. SPSS and AMOS are used for data analysis of the proposed model.
Findings
The findings reveal that rumination mediates the relationship between abusive supervision and employees’ helping behavior. In addition, the results show that higher levels of psychological flexibility negatively moderate the relationship between abusive supervision and employees’ helping behaviors through mediation.
Practical implications
This study elucidates how and when abusive supervision deters helping behavior among employees and provides useful guidelines for banking/university’s administration to understand harmful consequences of abusive supervision and take appropriate policy measures to lessen their harmful effects upon employees.
Originality/value
By proposing a moderated mediation model, this study discovers rumination as a key mediator that links abusive supervision to employees’ helping behaviors and identifies the role of psychological flexibility in diminishing the negative impacts of abusive supervision upon employees’ helping behaviors through rumination.
... The rudeness of interactions characterized as mansplaining is arguably self-evident, and given that rudeness is a hallmark of uncivil behavior (Cortina et al., 2017), this leads to the consideration of whether mansplaining might be related to incivility. Lay descriptions of mansplaining share many characteristics of incivility, including condescension and belittlement, not listening, disregard for others' opinions, doubting others' judgment, lack of respect, rudeness, insensitivity, and accusations of incompetence (Cortina et al., 2001;Cortina, Kabat-Farr, Leskinen, Huerta, & Magley, 2013;Martin & Hine, 2005;Matthews & Ritter, 2016;Porath & Pearson, 2012). Furthermore, Cortina et al. (2013) describe workplace incivility as particularly effective due to its ambiguous nature; the ambiguity of intent in instances of incivility prevents targets and onlookers from clearly identifying negative intentions in the perpetrator. ...
This mixed-method investigation examines the nature, prevalence, and correlates of mansplaining in modern workplaces. In Study 1, we scrape Twitter and conduct a thematic analysis of 2,312 tweets. These findings ground a comprehensive definition of mansplaining and propose six items for measurement. In Study 2, we quantitatively investigate mansplaining experiences at work ( n = 499), finding that almost every participant had experienced mansplaining in the previous year. Expected gender differences emerged among mansplaining perpetrators and targets, yet men were not the only perpetrators, nor were women the only targets. Confirmatory factor analysis results support the possibility that mansplaining is a second factor of incivility. Further, mansplaining predicted significant variance in outcomes such as job satisfaction and turnover intentions above and beyond incivility. This research underscores that mansplaining is more than a social media phenomenon. Rather, it is a form of gendered mistreatment with implications for scholars and practitioners alike.
... By apologizing for something that is someone else's fault, apologizers can feel unjustly treated. One negative emotion that is typically triggered by such aversive environmental conditions is anger (e.g., Barclay & Skarlicki, 2009;Gibson & Callister, 2010;Kuppens et al., 2003;Lindebaum & Geddes, 2016;Miller, 2001;Pillutla & Murnighan, 1996;Porath & Pearson, 2012) which, as mentioned before, constitutes an appraisal that another person is responsible for the harm caused (e.g., someone to blame, Lazarus, 1991). At the workplace, one of the primary antecedents of anger is unjust treatment (see a review from Gibson & Callister, 2010), and in instances of apologizing with no felt transgression, apologizers take on undeserved responsibility for a false accusation, which can lead to feelings of unjust treatment (Mikula et al., 1990). ...
Apologizing is important for conflict resolution and relationship reconciliation, yet apologies often fail to restore the damaged relationship. While much research has been devoted to investigating the victims’ reactions upon receiving an apology, in this paper we adopt an apologizer‐centric approach and explore the phenomenon of apologizing with no felt transgression (vis‐à‐vis when there is felt transgression) along with its affective and reconciliation outcomes for the apologizer. Based on Appraisal Tendency Framework, we predict that apologizing with no felt transgression will lead to reduced guilt and increased anger in the apologizer which will result in a decreased level of their restoration efforts towards the victim. In addition, we further hypothesize about the role of organizational conflict cultures in influencing the relationship between apologizing and restoration efforts via guilt and anger. Study 1 uses a micro‐narrative procedure and an inductive data analysis approach to demonstrate the varied situations and motivations of employees apologizing with (no) felt transgression, Study 2 utilizes an experimental design to examine the mediation effect, and Study 3 employs the critical incident technique to test our whole research model. Our hypotheses were largely supported across our studies. Theoretical and practical implications are discussed.
... Nhiều nghiên cứu gần đây đã chứng minh sự khiếm nhã có tác động tiêu cực đến tâm lý và năng lực làm việc của nhân viên tuyến đầu (NVTĐ) (Porath & Erez, 2007;Cortina & Magley, 2009;Porath & Pearson, 2012;Chen và cộng sự, 2013). Theo Al-Hawari và cộng sự (2019), NVTĐ hay nhân viên tiếp xúc trực tiếp với khách hàng, được xem là bộ phận quan trọng trong việc thể hiện định hướng dịch vụ của doanh nghiệp, giữ chân khách hàng bằng cách trực tiếp tạo niềm tin cho khách hàng. ...
Mục tiêu của nghiên cứu là chỉ ra tác động tiêu cực của Khiếm nhã công sở đến tâm lý của nhân viên tuyến đầu và khả năng điều tiết của Sự tự tin năng lực bản thân như một giải pháp cho tác động trên. Nghiên cứu được thực hiện bằng phương pháp định lượng thông qua dữ liệu từ 316 nhân viên tuyến đầu trong lĩnh vực dịch vụ tài chính trên địa bàn Hà Nội bằng khảo sát trực tuyến. Dữ liệu thu thập được xử lý thông qua các bước phân tích độ tin cậy, phân tích khám phá nhân tố, phân tích khẳng định nhân tố, mô hình cấu trúc tuyến tính SEM và phân tích hồi quy phân cấp cho tác động điều tiết. Các khuyến nghị như chính sách không khoan nhượng với khiếm nhã và chương trình nâng cao tự tin năng lực cá nhân cho nhân viên được đưa ra.
Introduction
Humans are similar but behave differently, and one main reason is the culture in which they are born and raised. The purpose of this research is to examine how the perception and reaction to those who transgress social norms may vary based on the individualism/collectivism of their culture.
Methods
A study ( N = 398) conducted in the United Kingdom, Spain, and China showed differences in the perception and reaction to incivilities based on individualism/collectivism.
Results
People from highly collective countries (China) perceive uncivil transgressors as immoral and enact more social control over them than people from highly individualistic countries (U.K.). They also experience more discomfort when facing uncivil transgressors, and this discomfort mediates the increasing immorality perceived on the agents of incivilities in contrast with people from less collective countries.
Discussion
Our findings provide insights into how cultural factors shape individuals’ perceptions of social norm violations and emphasize the importance of considering cultural differences when addressing incivility.
Bu araştırmanın amacı, müşteri nezaketsizliğinin hizmet sabotajı üzerindeki etkisinin tespit edilmesi ile algılanan yönetici desteğinin söz konusu etkiye yönelik muhtemel rolünün araştırılmasıdır. Bu kapsamda müşteri nezaketsizliğinin, konaklama çalışanlarının hizmet sabotajı davranışları üzerindeki olası etkisi, aynı zamanda, algılanan yönetici desteğinin, söz konusu etki üzerindeki rolü incelenmiştir. Konaklama işletmelerinde yapılan araştırmada yarı yapılandırılmış görüşme tekniği kullanılmış, bu kapsamda görüşmeler, müşteriyle yüz yüze çalışılan işlerde görevli 20 otel çalışanı ile gerçekleştirilmiştir. Elde edilen verilerin analizinde MAXQDA 2020 nitel analiz programı ve betimsel analiz yöntemi kullanılmıştır. Çalışmada ulaşılan ilk bulgu, konaklama çalışanlarının, hem psikolojik/duygusal, hem de iş davranışlarının, müşteri nezaketsizliğinden etkileniyor olmasıdır. İkinci bir bulgu ise, nezaketsiz müşteri davranışlarından olumsuz olarak etkilenen çalışanın hizmet davranışlarının, algılanan yönetici desteğinin müdahalesi ile önlenebildiğidir. Sonuç olarak, mevcut çalışma kapsamındaki konaklama çalışanları, nezaketsiz müşteri davranışlarından olumsuz anlamda etkilenmekte, kaba müşteriye yönelik hizmeti sabote eden davranışlar içinde bulunmaktadır. Yöneticiden algılanan destek ise, bu davranışları ve müşteri nezaketsizliğinin bu etkilerini azaltmaktadır.
Negative work behavior (NWB) threatens employee well-being. There are numerous constructs that reflect NWBs, such as bullying, aggression, and discrimination and they are often examined in isolation of each other, limiting scientific integration of these studies. We aim to contribute to this research field by developing a diagnostic tool with content validity on the full spectrum of NWBs. First, we provide a full description of how we tapped and organized content from 44 existing NWB measurement instruments and 48 studies. Second, we discussed our results with experts (N = 3) in this research field to check for missing studies and to discuss our integration results. This two-stage process yielded a questionnaire measuring physical, material, psychological, sociocultural, and digital NWB. Furthermore, the questions include a range of potential actors of NWB, namely internal (employees, managers) and external actors (clients, customers, public, family members) at work and their roles (i.e., target, perpetrator, perpetrator's assistant, target's defender, outsider, and witness of NWBs). Finally, the questionnaire measures what type of harm is experienced (i.e., bodily, material, mental, and social harm).
Cyber incivility has a detrimental effect on individuals as well as on the organization. In line with the COR theory, the research projected a mediation model in which stress would mediate the association between cyber incivility and job satisfaction. The study focused on IT professionals from the software engineering domain, which includes technical engineers and engineering managers. The outcome specified job stress as a mediator between cyber incivility and job satisfaction. To enhance satisfaction and reduce job stress, managers need to build an incivility-free environment. The sender should be cautious with the tone of the messages. Since an individual on the receiving side generally does not report incivility done by superiors, HR managers should encourage employees to provide feedback to their immediate boss. The implications would help the IT industry in reducing stress and job dissatisfaction and contribute to the limited body of research.
The negative workplace behaviors are relevant to understand qualified nurses' job satisfaction and their advance level roles. The focus of this study is to reveal the impact of workplace incivility on job satisfaction of degree holder nurses and moderating role of perceived organizational support. The data collected through adopted questionnaire from clinical degree holder nurses and nurse educators of Armed forces hospitals and nursing colleges and both are degree holder nurses working in clinical setting and academia. The questionnaires were 350 in numbers but only 300 were responded. SPSS software used to analyze the respondents' feedback. The results showed that workplace incivility is negatively significantly correlated with job satisfaction. This study also provides the evidence that there is less perceived organizational support to moderate the negative impact of workplace incivility on job satisfaction of degree holder nurses in hospitals and nursing colleges under study. The strength of this study is to provide implications for medical and nursing leadership to enhance organizational support and to promote the advance roles such as Advance Nurse Practitioner (ANP) for qualified nurses in health sector.
Aggressive driving behaviors have been gaining in notoriety in recent years, with US drivers identifying aggressive driving as a serious problem. Researchers have called for understanding the contextual factors that contribute to drivers engaging in such behaviors. If individuals engage in aggressive driving behaviors during their work-to-home commutes, it is possible that some aspects of work may be associated with these behaviors. The present study examined the influence of employee’s experienced workplace incivility on aggressive driving behaviors, as well as the mechanisms and conditional factors that might shed light on the nature of this relationship through the lens, and extension, of affective events theory. Data were collected via a baseline survey and daily diaries administered over the course of one working week (five days), from employees (N = 109) who worked full-time and commuted by private vehicle alone on a daily basis. Results indicate that on days when employees experience incivility at work, they engage in aggressive driving behaviors during their work-to-home commutes, through the negative emotions they experience during their commute. Perceived psychological contract violation during the commute was found to exacerbate this relationship. Overall, the present findings suggest that spillover effects due to experiencing workplace incivility have the potential to impact behaviors elicited during the commute, raising the risk of detrimental consequences for both the employee and employer. Practical implications and future lines of research are discussed.
Örgütler için bünyesinde yer alan insan kaynaklarının önemi büyüktür. Örgüt içinde çalışanların
bir arada uyum içinde çalışması, istenen ancak her zaman mümkün olmayan bir durumdur.
Örgütlerde bireylerarası anlaşmazlıklar, örgütsel ve bireysel bazı özellikler gibi çeşitli
nedenlerden çalışanlar örgüt içinde istenmeyen davranışlar sergileyebilirler. Örgütsel sapma,
işyeri nezaketsizliği ve işyerinde dışlanma bu istenmeyen davranışlardan bazılarıdır. Örgütsel
sapma örgüt normlarının ihlali olarak tanımlanırken işyeri nezaketsizliği, belli bir amaç
doğrultusunda zarar verme niyeti belirsiz olan düşük yoğunluklu sapma davranışları olarak
tanımlanır. İşyerinde dışlanma ise bireyin iş arkadaşları tarafından sistematik bir şekilde yok
sayılmasıdır. Araştırmanın amacı; örgütsel sapma ve nezaketsizlik davranışları ilişkisinde
işyerinde dışlanmanın aracı rolünün incelenmesidir. Bu amaçla Muş Devlet Hastanesi’nde görev
yapan 298 hastane çalışanı araştırmada yer almıştır. Verilerin toplanmasında Örgütsel Sapma
Davranışları Ölçeği, İşyeri Nezaketsizliği Ölçeği ve İşyerinde Dışlanma Ölçeği kullanılmıştır.
Verilerin analizinde Kruskal-Wallis Testi, Mann Whitney U Testi, Spearman Korelasyon
Analizi ve Çoklu Doğrusal Regresyon Analizi kullanılmıştır.
Purpose
Integrating the conservation of resources theory, Hofstede's national culture theory and the cognitive-motivational-relational theory of emotions, the authors propose that power distance (as a moderator) and emotional exhaustion (as a mediator) play a role in the relationship between workplace incivility, emotional exhaustion and job embeddedness.
Design/methodology/approach
The data were collected in two stages using an online survey of 404 employees from three sectors, including hospitality, banking and manufacturing, in Indonesia. The authors tested a moderated mediation model using Hayes' macro PROCESS version 3.5.
Findings
Workplace incivility contributes to emotional exhaustion, which predicts job embeddedness. Emotional exhaustion also contributes to job embeddedness. In the moderation model, the authors found that the effect of workplace incivility on emotional exhaustion was more substantial for employees with high perceived power distance. Furthermore, power distance also played a moderating role in the relationship between emotional exhaustion and job embeddedness.
Practical implications
Since workplace incivility and job embeddedness differ across cultures, the results of this study contain practical management implications for Indonesian settings, especially the hospitality, manufacturing and banking sectors. The authors provide practical management implications for redesigning organizational culture to help employees avoid uncivil interactions in the workplace. The authors also provide implications concerning strategic managerial directions to improve communication and supervisors' skills at all levels of management.
Originality/value
This study is the first to introduce power distance as a complementary explanation for the relationship between workplace incivility, emotional exhaustion and job embeddedness while focusing on an Asian developing country.
Günümüzde modern hayatın ve teknolojinin getirdiği rekabet, yoğun iş temposu ve zaman kısıtı gibi faktörler bireylerin çalışma hayatında uymaları gereken saygı kurallarını ihmal etmelerine neden olmaktadır. Bu tür durumlar, bireysel ve örgütsel açıdan birçok olumsuz sonuçlara yol açan nezaketsiz davranışları da beraberinde getirmektedir. Çoğu zaman farkında olunmayan işyeri nezaketsizliğinin tespit edilmesi, yönetilmesi ve önlenebilmesi için bu kavramın detaylı olarak incelenmesi büyük önem taşımaktadır. Bu bölümde işyeri nezaketsizliği kavramı ve özellikleri hakkında detaylı bilgiler verilerek, işyeri nezaketsizliği süreci ve aktörleri açıklanmaktadır. Bununla birlikte üretkenlik karşıtı iş davranışlarının başlangıcı olarak görülen işyeri nezaketsizliğinin diğer olumsuz işyeri davranışlarından farklarına değinilmekte ve nezaketsizliğin işletmeler açısından önemi ve yönetimi üzerinde durulmaktadır. Son olarak ise, işyeri nezaketsizliğinin ortaya çıkmasında etkili olan bireysel ve örgütsel faktörler incelenerek işyeri nezaketsizliği sonuçları hakkında bilgi verilmektedir.
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.
Workplace incivility (WI), since its formalization as a research construct in 1999, has come to occupy an increasingly important place in scientific discourse, resulting in exponential growth in its research output. WI is servere as it is widely considered as the “cancer” of the workplace, thereby calling for urgent and serious attention. The persistence of WI and its continued research further highlight the all-pervasive nature of this unprofessional behavior. The goal of the present study is to map the terrain of extant research on WI, conducted over 22 years (1999–2021), using a bibliometric analysis and the theory–characteristics–context–methodology (TCCM) framework for greater efficiency and objectivity. Using data of 382 publications retrieved from the Scopus database, we investigate the output and obtain information about influential authors, countries and territories, institutions, publications, and outlets for WI research. We also engage in a network analysis to unearth relationships between topics represented through keywords to identify the themes and sub-themes in the body of WI research. Finally, using the TCCM framework, we identify important gaps in the WI literature, such as the lack of WI research across cross cultural settings, the lack of sectorial comparisons on the WI phenomenon, and the lack of analyses of both pre-emptive and redressal interventions to prevent and address WI, among other gaps. Finally, we outline a set of 12 specific recommendations for future research on WI.
Drawing from job demands- resources model (JD-R), we examine how patient incivility (PI) is linked with nurses’ unethical behavior (UB) and patient-oriented organizational citizenship behavior (POCB) through surface acting. Further, we introduced receiving help from colleagues as a boundary condition in the surface acting–unethical behavior and surface acting–POCB relationships. Two- wave multi source data gathered from 339 nurses and their colleagues working in various private hospitals of Lahore, Pakistan. We found support for the two contrasting hypotheses that patient incivility (PI) is positively associated with nurses’ unethical behavior (UB) and negatively associated with patient-oriented organizational citizenship behavior (POCB) with the mediating role of surface acting. Receiving help from colleagues moderates surface acting–unethical behavior relationship such that it mitigates the negative effects of surface acting on unethical behavior whereas no moderation was found for surface acting–POCB relationship.
The current study bridges literatures on sexual harassment, person-environment systems, and stress and appraisal processes. Conventional wisdom equates severity of sexual harassment with type of harassment. We test this notion empirically and posit a more comprehensive model that examines both person- and situation-level variables. Data came from 13,743 U.S. Armed Forces women responding to survey questions about a significant experience of sexual harassment. Multiple regression results indicate that pervasiveness of sexual harassment relates outcomes better than does type of sexual harassment. Pervasiveness and type interact to predict subjective appraisal of harassment. Additionally, according to multiple-group structural equation models, appraisal mediates relations between pervasiveness and outcomes. Results further suggest that relations among sexual-harassment antecedents and outcomes are consistent, regardless of the type of sexual harassment. These findings highlight the importance of examining both persons and situations when assessing sexual harassment severity.
In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators. (46 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Recent models of unethical behavior have begun to examine the combination of characteristics of individuals, issues, and organizations. We extend this examination by addressing a largely ignored perspective that focuses on the relationships among actors. Drawing on social network analysis, we generate propositions concerning types of relationships (strength, multiplexity, asymmetry, and status) and the structure of relationships (structural holes, centrality, and density). We also consider the combination of the type and structure of relationships and how this embeddedness perspective relates to social contagion and conspiracies.
Contrary to the impression generated by an increasing number of news reports in the past several years, the occurrence of workplace violence—extreme acts of aggression involving direct physical assault—represents a relatively rare event in work settings. However, workplace aggression—efforts by individuals to harm others with whom they work or have worked—are much more prevalent and may prove extremely damaging to individuals and organizations. This paper presents empirical evidence on the varied forms of workplace aggression and their relative frequency of occurrence in work settings. We offer a theoretical framework for understanding this phenomenon—one based on contemporary theories of human aggression—and demonstrate how principles associated with this framework may be applied to the management and prevention of all forms of aggressions in workplaces.
This study contrasts community violence and an organization's procedural justice climate (or lack thereof) as explanations for employee-instigated workplace aggression in the geographically dispersed plants of a nationwide organization. The findings showed that violent crime rates in the community where a plant resided predicted workplace aggression in that plant, whereas the plant's procedural justice climate did not.
Contrary to the impression generated by an increasing number of news reports in the past several years, the occurrence of workplace violencemextreme acts of aggression involving direct physical assault represents a relatively rare event in work settings. However, workplace aggression--efforts by individuals to harm others with whom they work or have worked---are much more prevalent and may prove extremely damaging to individuals and organizations. This paper presents empirical evidence on the varied forms of workplace aggression and their relative frequency of occurrence in work settings. We offer a theoretical framework for understanding this phenomenon---one based on contemporary theories of human aggression----and demonstrate how principles associated with this framework may be applied to the management and prevention of all forms of aggression in workplaces.
This article advances a theory of incivility as a veiled manifestation of sexism and racism in organizations. To support this argument, I draw from social psychological research on modern discrimination. The result is a multilevel model of selective incivility, with determinants at the level of the person, organization, and society. Selective incivility could be one mechanism by which gender and racial disparities persist in American organizations, despite concerted efforts to eradicate bias. I dis- cuss scientific and practical implications.
This study integrates findings from the Latin cultural literature and past sexual harassment re- search into a culturally relevant model of the sexual harassment process, framed by cognitive theories of stress and appraisal. Specifically, within a community sample of 184 harassed Latinas, we assessed both universal and culturally salient factors related to targets, perpetrators, harassing behaviors, and organizational contexts. Path analyses then suggested relations be- tween these factors and Latinas' phenomenological experiences of sexual harassment. Further, the more experientially severe the sexual harassment, the more that Latinas reported job dissat- isfaction, organizational withdrawal, psychosomatic symptoms, and life dissatisfaction. In sum, this project contextualized the sexual harassment process by identifying sociocultural de- terminants of its impact on Latina working women. Before one can begin to understand and address the phenom- enon of violence against women—in all its various forms—one must understand the context in which that phe- nomenon is allowed to occur. (APA Taskforce on Male Vio- lence Against Women, 1994, p. 3)
This paper examines how unexpected neighborhood changes influence fear of crime. It focuses on the roles of population composition, signs of incivility, and unsupervised peer teen groups. Survey, physical assessment, and census data for 1, 622 residents in 66 Baltimore city neighborhoods form the basis of contextual models of daytime and nighttime fear levels. Fear was high in neighborhoods experiencing unexpected increases in minority and youth populations. Unexpected ecological change does not by itself set in motion a broad array of consequences undermining neighborhood viability. Rather, ecological change influences racial composition; other structural dynamics, independent of these ecological changes, subsequently determine the specific consequences of neighborhood racial composition.
This study investigated the relationships between blame, victim and offender status, and the pursuit of revenge or reconciliation after a personal offense. Results from a sample of 141 government agency employees showed that blame is positively related to revenge and negatively related to reconciliation. In addition, victim-offender relative status moderated the relation between blame and revenge such that victims who blamed sought revenge more often when the offender's status was lower than their own. The victims' own absolute hierarchical status also moderated this relation such that lower, not higher, status employees who blamed sought revenge more often.
Recent news reports have focused attention on dramatic instances of workplace violence—extreme acts of aggression in work settings. It is suggested here that such actions, while both tragic and frightening, are only a small part of a much larger problem of workplace aggression—efforts by individuals to harm others with whom they work or the organizations in which they are employed. The present study investigated two major hypotheses with respect to such aggression: 1) contrary to what media reports suggest, most aggression occurring in work settings is verbal, indirect, and passive rather than physical, direct, and active; 2) recent changes in many organizations (e.g., downsizing, increased workforce diversity) have generated conditions that may contribute to the occurrence of workplace aggression. A survey of 178 employed persons provided partial support for both predictions. Verbal and passive forms of aggression were rated as more frequent by participants than physical and active forms of aggression. In addition, the greater the extent to which several changes had occurred recently in participants' organizations, the greater the incidence of workplace aggression they reported. © 1996 Wiley-Liss, Inc.
Evidence is reviewed which suggests that there may be little or no direct introspective access to higher order cognitive processes. Subjects are sometimes (a) unaware of the existence of a stimulus that importantly influenced a response, (b) unaware of the existence of the response, and (c) unaware that the stimulus has affected the response. It is proposed that when people attempt to report on their cognitive processes, that is, on the processes mediating the effects of a stimulus on a response, they do not do so on the basis of any true introspection. Instead, their reports are based on a priori, implicit causal theories, or judgments about the extent to which a particular stimulus is a plausible cause of a given response. This suggests that though people may not be able to observe directly their cognitive processes, they will sometimes be able to report accurately about them. Accurate reports will occur when influential stimuli are salient and are plausible causes of the responses they produce, and will not occur when stimuli are not salient or are not plausible causes.
In this article we introduce the concept of workplace incivility and explain how incivility can potentially spiral into increasingly intense aggressive behaviors. To gain an understanding of the mechanisms that underlie an "incivility spiral," we examine what happens at key points: the starting and tipping points. Furthermore, we describe several factors that can facilitate the occurrence and escalation of an incivility spiral and the secondary spirals that can result. We offer research propositions and discuss implications of workplace incivility for researchers and practitioners.
Research into the role that emotions play in organizational settings has only recently been revived, following publication in 1983 of Hochschild's The Managed Heart. Since then, and especially over the last five years, the tempo of research in this field has stepped up, with various initiatives such as conferences and e-mail discussion lists playing significant roles. This Special Issue is another initiative in this genre. The six papers in the Special Issue were selected from forty submissions, and cover a wide range of contemporary research issues. The papers deal with the relationship of mood to job characteristics and to job satisfaction, manifestation of anger in dyadic relationships, perceptions and effects of emotional labor, emotional intelligence in selection interviews, and the effects of displays of sadness and anger by leaders. In this introduction, we broadly introduce the topic of emotions in workplace settings, summarize the six papers, and present some directions for future research. Copyright (C) 2000 John Wiley & Sons, Ltd.
"In private life, we try to induce or suppress love, envy, and anger through deep acting or "emotion work," just as we manage our outer expressions of feeling through surface acting. In trying to bridge a gap between what we feel and what we "ought" to feel, we take guidance from "feeling rules" about what is owing to others in a given situation. Based on our private mutual understandings of feeling rules, we make a "gift exchange" of acts of emotion management. We bow to each other not simply from the waist, but from the heart. But what occurs when emotion work, feeling rules, and the gift of exchange are introduced into the public world of work? In search of the answer, Arlie Russell Hochschild closely examines two groups of public-contact workers: flight attendants and bill collectors. The flight attendant's job is to deliver a service and create further demand for it, to enhance the status of the customer and be "nicer than natural." The bill collector's job is to collect on the service, and if necessary, to deflate the status of the customer by being "nastier than natural." Between these extremes, roughly one-third of American men and one-half of American women hold jobs that call for substantial emotional labor. In many of these jobs, they are trained to accept feeling rules and techniques of emotion management that serve the company's commercial purpose. Just as we have seldom recognized or understood emotional labor, we have not appreciated its cost to those who do it for a living. Like a physical laborer who becomes estranged from what he or she makes, an emotional laborer, such as a flight attendant, can become estranged not only from her own expressions of feeling (her smile is not "her" smile), but also from what she actually feels (her managed friendliness). This estrangement, though a valuable defense against stress, is also an important occupational hazard, because it is through our feelings that we are connected with those around us. On the basis of this book, Hochschild was featured in Key Sociological Thinkers, edited by Rob Stones. This book was also the winner of the Charles Cooley Award in 1983, awarded by the American Sociological Association and received an honorable mention for the C. Wright Mills Award. © 1983, 2003, 2012 by The Regents of the University of California.
In this article, we provide guidance for substantive researchers on the use of structural equation modeling in practice for theory testing and development. We present a comprehensive, two-step modeling approach that employs a series of nested models and sequential chi-square difference tests. We discuss the comparative advantages of this approach over a one-step approach. Considerations in specification, assessment of fit, and respecification of measurement models using confirmatory factor analysis are reviewed. As background to the two-step approach, the distinction between exploratory and confirmatory analysis, the distinction between complementary approaches for theory testing versus predictive application, and some developments in estimation methods also are discussed.
Three vignette studies examined stereotypes of the emotions associated with high- and low-status group members. In Study 1a, participants believed that in negative situations, high-status people feel more angry than sad or guilty and that low-status people feel more sad and guilty than angry. Study 1b showed that in response to positive outcomes, high-status people are expected to feel more pride and low-status people are expected to feel more appreciation. Study 2 showed that people also infer status from emotions: Angry and proud people are thought of as high status, whereas sad, guilty, and appreciative people are considered low status. The authors argue that these emotion stereotypes are due to differences in the inferred abilities of people in high and low positions. These perceptions lead to expectations about agency appraisals and emotions related to agency appraisals. In Study 3, the authors found support for this process by manipulating perceptions of skill and finding the same differences in emotion expectations.
Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
Research now indicates that mothers' experiences of employment are more predictive of children's behavior than is mothers' employment status. A four-stage model of how mothers' interrole conflict and satisfaction with the role of employed mother affect children's behavior was developed and tested by using path analysis. In a sample of 147 employed mothers, the model provided an excellent fit to the data. The relationship between maternal employment role experiences (interrole conflict and satisfaction with maternal employment) and children's behavior (attention/immaturity, conduct disorder, and anxiety/withdrawal) was mediated by personal strain (cognitive difficulties and negative mood) and parenting behavior (punishment and rejection).
A relatively new and promising area of research is the effect of mood in the workplace. In an effort to extend existing literature on the subject, we examined the impact of two mood dimensions (positive affect and negative affect) on employees’ withdrawal behavior—specifically, on their absenteeism and turnover from an organization. A longitudinal study of 129 employees of a division of an electronics firm revealed that positive affect reduced absenteeism, while negative affect increased absenteeism and turnover. Job satisfaction moderated the relationship between positive affect and absenteeism. These results point to the importance of considering both job attitudes and emotions in efforts to predict and manage employee withdrawal behavior.
These studies addressed expectancies concerning the emotion-eliciting conditions experienced by individuals of differing status, the emotions experienced and displayed by these individuals, and the norms dictating their display of emotions. As expected, participants in Study 1 judged low-status relative to high-status individuals as (1) more likely to experience elicitors of anger, disgust, sadness, and fear, (2) less likely to experience elicitors of happiness, and (3) generally equally likely to experience elicitors of love. In agreement with Study 1, participants in Study 2 perceived low-status relative to high-status individuals as experiencing (1) more anger, sadness, and fear,(2) less happiness, and (3) similar levels of love. Participants in Study 2 also perceived low-status relative to high-status individuals as displaying less anger and disgust, more sadness and fear, less happiness, and similar levels of love. Findings of Study 3 indicate that the perceived discrepancy between experience and display for both anger and disgust in Study 2 reflects people's beliefs regarding norms of emotional expression.
Although research shows wide agreement that emotions are responsive to social incentives and environmental outcomes, there is little agreement about how to characterize the social environment productively in order to predict emotions. I review here several approaches, selecting a model of social relations in two dimensions, called here power and status, that is well supported in the research literature across diverse domains as well as cross cultures. I use a theory of emotions based on power-status outcomes of social relations to 'predict' a set of 162 emotions reported by respondents in the eight-nation study of emotions by Scherer, Wallbott, and Summerfield (1986). Hypotheses about four emotions-fear, anger, sadness, and joy-are supported in two studies. Finally, I discussed the interpretative issues in the method used here.
We present a model that captures processes leading to aggressive behaviors in the workplace. Starting with trigger events, the model outlines the development of aggressive behaviors via three processing routes that vary in their level of deliberate, mindful processing. The model outlines how repeated exposure to trigger events can lead to the escalation of workplace aggression while also highlighting the moderating role of such factors as an individual's level of self-control and attitude toward revenge.
In this article, we provide guidance for substantive researchers on the use of structural equation modeling in practice for theory testing and development. We present a comprehensive, two-step modeling approach that employs a series of nested models and sequential chi-square difference tests. We discuss the comparative advantages of this approach over a one-step approach. Considerations in specification, assessment of fit, and respecification of measurement models using confirmatory factor analysis are reviewed. As background to the two-step approach, the distinction between exploratory and confirmatory analysis, the distinction between complementary approaches for theory testing versus predictive application, and some developments in estimation methods also are discussed.
This article reviews proposed goodness-of-fit indices for structural equation models and the Monte Carlo studies that have empirically assessed their distributional properties. The cumulative contributions of the studies are summarized, and the variables under which the indices are studied are noted. A primary finding is that many of the indices used until the late 1980s, including Joreskog and Sorbom's (1981) GFI and Bentler and Bonett's (1980) NFI, indicated better fit when sample size increased. More recently developed indices based on the chi-square noncentrality parameter are discussed and the relevant Monte Carlo studies reviewed. Although a more complete understanding of their properties and suitability requires further research, the recommended fit indices are the McDonald (1989) noncentrality index, the Bentler (1990)-McDonald and Marsh (1990) RNI (or the bounded counterpart CFI), and Bollen's (1989) DELTA2.
Using qualitative evidence, the concept of reciprocal emotion management is introduced and the role it plays in the reproduction of status inequality in the workplace is illustrated. Reciprocal emotion management is the reciprocal effort of similar others to manage one another's emotions. Three norms that exist in the workplace are also identified: professionalism, deference, and caretaking, and it is proposed that as paralegals strive to appear professional, they display deference to attorneys and accept having deference withheld. Reciprocal emotion management is one mechanism through which they are able to manage their emotional reactions to the status inequity in their daily interactions with attorneys. Ironically, pursuit of professionalism in these ways tends to perpetuate their marginal or inferior status in law firms.
Social constructionist and positivist approaches to the sociology of emotions differ in three respects: (1) social constructionists generally reject the importance of the biological and physiological substrate in the determination of specific emotions, while positivists affirm the opposite view; (2) social constructionists suppose that emotions are largely determined by social norms for emotion, or "feeling rules," while positivists assert that social structure, particularly the outcomes of actors' power and status relations, determines emotions; and (3) social constructionists, following a symbolic interactionist model, propose that actors must define situations before emotions will be experienced-but they do not explain how this is done, or what categories actors use to help them define situations; positivists on the other hand ofter a specific social structural category scheme for defining situations and determining the emotions those definitions produce. These issues are discussed and suggestions for ...