Abstract
Employed people (N = 826) completed questionnaires including the Social Encounters Scale that assessed civility, incivility, and intimidation from supervisors, coworkers, and respondents on identical frequency scale. Factor analyses, correlations, and profile analysis addressed the first research question by demonstrating the benefits of assessing various dimensions of workplace social dynamics on a common rating scale. A subsample (N = 275 completed a second survey, confirming consistency over time. To address the second research question a Latent Profile Analysis (LPA) identified five social profiles: Civil, Low Contact, Uncivil Coworkers, Uncivil Supervisor, and Uncivil. These profiles were associated with distinct perceptions of the work environment, addressing the third research question. To address the fourth research question, crosstabulation with a profile structure based on the Maslach Burnout Scale demonstrated close links of workplace social culture with psychological connections with work.
Highlights
Jobs are relationships of people with worksettings, the parameters of which are defined by both formal and informal contracts
To address the fourth research question, crosstabulation with a profile structure based on the Maslach Burnout Scale demonstrated close links of workplace social culture with psychological connections with work
The analysis reported here use the five profiles defined by Leiter and Maslach [8], based on Latent Profile Analysis of the Maslach Burnout Inventory (MBI)-GS: Engaged, Ineffective, Overextended, Disengaged, and Burnout
Summary
Jobs are relationships of people with worksettings, the parameters of which are defined by both formal and informal contracts. Incivility, and intimidation, both instigated and received, the measure lends itself to person-oriented analysis that captures distinct patterns of involvement in workplace social environments. The measure assesses received encounters from supervisors and coworkers It assesses the same items as instigated civility, incivility, and intimidation from respondents towards others at work. Analyses that integrate positive and negatively valenced behaviors from multiple sources into a profile may have greater resonance with respondents’ experience than measures of each taken in isolation As such, this approach may provide valuable insights into the impact of interventions designed to improve the social context of work. Previous research has established that burnout is closely related to workplace incivility using regression-based analyses [9,10] This analysis will supplement those findings by considering the experiences of people with distinct profiles on both the dimensions of burnout and the variations in social encounters
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