Abstract
This article discusses the role of several constructs, such as workplace relational civility (WRC), positive relational management (PRM), and emotional intelligence (EI), as possible primary preventive resources to effectively deal with interpersonal mistreatment in the workplace (i.e., incivility). Since women endure workplace incivility more frequently than men, their well-being is particularly at risk. Thus, the possibilities for further research and primary prevention interventions in line with the achievement of the fifth Sustainable Development Goal (SDG 5) are discussed.
Highlights
Uncivil behaviors are becoming more frequent in our post-modern society
The article discusses several constructs related to the primary prevention approach, based on advanced relational competencies, which would like to reduce the frequency of incivility, as a mean to face gender inequality (Kalev and Deutsch, 2018) and shape healthier relational cultures advantageous for both women and men (Saxena et al, 2019)
Workplace relational civility (WRC) has been defined as a relational style characterized by respect and concern for both the self and others, interpersonal sensitivity, personal education, and kindness toward others (Di Fabio and Gori, 2016), and it is described by three dimensions: (1) relational decency, (2) relational culture, and (3) relational readiness
Summary
Uncivil behaviors are becoming more frequent in our post-modern society. In a 2002 survey of 2,000 American respondents, roughly four out of five considered disrespect, a lack of consideration, and rudeness serious issues, and three out of five believed that the situation was getting worse (Farkas and Johnson, 2002). In order to achieve gender equity, as defined by the fifth Sustainable Development Goal (United Nations, 2018) and promote well-being among women in the workplace, new theoretical and intervention approaches, such as intervention in the primary prevention framework (Hage et al, 2007; Kenny and Hage, 2009; Di Fabio 2017a), should be considered. This would help to confront incivility and create more civil workplace environments, from which all employees would likely benefit. The article discusses several constructs related to the primary prevention approach, based on advanced relational competencies, which would like to reduce the frequency of incivility (i.e., reducing risk), as a mean to face gender inequality (Kalev and Deutsch, 2018) and shape healthier relational cultures (building strengths) advantageous for both women and men (Saxena et al, 2019)
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