Abstract
Workplace incivility happens enormously inside organizations and has great effects, but it is tend to be ignored. We present a theory of why some people who witness or learn about acts of workplace incivility against others in organizations are more likely to recognize this incivility and become personally involved. Drawing from theories of moral identity and moral justice, We explores the potential relationships between moral emotion and such result variables of workplace incivility like help the victims, or punish the perpetrator. We explain third parties' morally motivated responses to workplace incivility and consider the role of power and belief in the disciplinary system in this process. We discuss implications of the theory and propose future research directions.
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