Experienced Incivility Research Articles

Employees Incivility and Perceived Occupational Burnout

This study aimed to describe the frequency experience of workplace incivility and perception occupational burnout of Fast Distribution Corporation-Sales and Operations and Finance employees. This is to make recommendations on how to reduce symptoms and risk and impact of burnout and on how to develop, execute; promote a portfolio of civil workplace behaviors towards instilling and imbuing workplace civility within the organization. The data was gathered through survey questionnaires using a purposive sampling of participants from Fast Distribution Corporation employees. In conclusion, employees experience less incivility and do not affect their perception of burn-out. Their experience in the company is enough to satisfy or dissatisfy them. Such responses do not guarantee positive experience thus it could also lead to dissatisfaction. Keywords : workplace incivility, occupational burnout, fast distribution corporation

Differences among women in response to workplace incivility

PurposeThe purpose of this paper is to explore the consequences of experienced workplace incivility when female employees perceive that they are different from their workgroup. The authors examine how women’s perceptions of demographic dissimilarity from their workgroup moderate the relationships between incivility and psychological wellbeing, and between incivility and turnover intentions.Design/methodology/approachA total of 125 female employees of a post-secondary institution participated in this study. Participants were recruited through an electronic mailing list over the course of one month and completed an online survey.FindingsExperienced workplace incivility among females is related to poorer psychological wellbeing and higher turnover intentions. Controlling for actual age and gender dissimilarity at the department level, perceived gender dissimilarity from one’s workgroup moderated the workplace incivility-turnover intentions relationship, whereby the relationship was strengthened at low, but not high levels of experienced incivility. Perceived gender dissimilarity did not moderate the incivility–psychological wellbeing relationship. Perceived age dissimilarity was not a significant moderator.Research limitations/implicationsThe role of perceived dissimilarity and other personal contextual variables should be considered in future work on selective incivility. Perceived dissimilarity can influence some of the negative outcomes associated with incivility, particularly at low levels.Originality/valueThis research extends the selective incivility literature by incorporating a relational demography perspective to the study of female targets’ experience of workplace incivility. Findings suggest that perceptions of difference may affect the interpretation and outcomes associated with females’ experience of incivility.

Experienced workplace incivility, anger, guilt, and family satisfaction: The double-edged effect of narcissism

Little research has focused on the role of specific discrete emotions (i.e. anger, guilt, sadness, and fear/anxiety) and individual differences (i.e. narcissism) when investigating the effect of incivility. The current research aims to examine the effect of experienced workplace incivility on employees’ family satisfaction through emotions and the moderating effect of narcissism. 167 employees were asked to think about a previous experience of uncivil treatment or a fictional character and then completed the measurements of narcissism, discrete emotions including anger, guilt, sadness, and fear/anxiety, and family satisfaction. The results showed that employees who recalled an experience of workplace incivility instigated by their coworkers or supervisors would report low levels of family satisfaction and this effect was mediated by their intense emotional reactions of anger and guilt towards uncivil treatment. Moreover, we found narcissism yielded a double-edged effect. On the one hand, narcissistic employees responded to incivility with higher levels of anger and consequently experienced lower levels of family satisfaction. On the other hand, narcissists were less inclined to experience guilt when confronted with incivility, which allowed them to sustain family satisfaction. Our findings support our hypotheses, demonstrating that narcissism has complex effects on the relationships between incivility and discrete emotions.

Linking family incivility to workplace incivility: Mediating role of negative emotions and moderating role of self‐efficacy for emotional regulation

The research on work‐related antecedents of workplace incivility (WI) is well‐established, yet relatively less attention has been paid to non‐work‐related experiences as key antecedents to employees’ incivility at work. Drawing upon the incivility spiraling framework and spillover theory, we use a moderated‐mediation model to investigate the impact of employees’ experience of family incivility on their behavioral WI through the mediation of negative emotions and the moderation of self‐efficacy for emotional regulation (SEER). The multisource field data also demonstrate general support for the hypothesized relationships. Findings revealed that negative emotions carry the spiraling effect from family incivility to WI. In addition, SEER moderated the positive direct relationship of experienced family incivility and negative emotions, and indirect association with behavioral WI. These findings have implications for theory and management alike, further suggesting directions for future research.

Rude bosses versus rude subordinates

Purpose Workplace incivility has detrimental effects on targets of such behaviors and can lead to further conflict. This research aims to examine whether cultural differences in people’s approach to social respect and status may influence their responses to incivility displayed by superiors and subordinates. Design/methodology/approach Three studies (n = 1043) examined how people from honor cultures (southern states of the USA; Latin America) and dignity cultures (northern states of the USA) would perceive and respond to uncivil superiors relative to uncivil subordinates. Studies 1 and 2 used scenarios; in Study 3, employed participants recalled their own incivility experiences. Findings Participants from honor cultures were more likely to perceive the mistreatment negatively if it came from a superior than a subordinate (all studies) and more likely to indicate that they would retaliate against an uncivil superior than an uncivil subordinate (Studies 1 and 3). Moreover, for participants from honor cultures (but not from dignity cultures), anger mediated the relation between the appraisal of incivility and retaliation only when the offender was a superior (all studies). Research limitations/implications This research relied on scenarios and people’s recollections, focusing on a limited range of responses to incivility. Future research should conduct laboratory experiments and examine additional responses. Nevertheless, these findings suggest that being mistreated by a superior or a subordinate has different meanings and consequences for people from diverse cultures, which can have implications for cross-cultural work interactions. Originality/value To the best of the author’s knowledge, this research is the first to compare people’s emotional and behavioral responses to uncivil superiors with their responses to uncivil subordinates in honor cultures.

Experiences of Patient Incivility: A Qualitative Study.

Background:Incivility is one of the most prevalent forms of interpersonal mistreatment. Although studies have examined the full range of experiences of incivility against nurses and other hospital personnel, very few studies examined the forms of incivility that patients face in a hospital.Objective:To empirically investigate the range of uncivil experiences targeted against patients. Our study furthers our understanding of the phenomenology of incivility from the patients’ perspective.Method:We used interpretative phenomenological analysis to analyze participant’s (n = 173) experiences of incivility in a hospital.Results:We identified 6 major themes of incivility, namely Insensitivity, Identity Stigma, Gaslighting, Infantilization, Poor Communication, and Ignored.Conclusion:The findings highlight that instances of incivility are present in almost all aspects of the patient experience and take on unique forms, given the patient’s role in the hospital. Implications for health consequences are discussed.

Towards understanding workplace incivility: gender, ethical leadership and personal control

ABSTRACT Few public management studies have examined the prevalence of workplace incivility and ways to reduce uncivil behaviour towards women and minority groups. The present research examines the influence of employee gender, personal control, and ethical leadership on workplace incivility experiences in public workplaces using data collected from government and non-profit employees in Pakistan. We find that women are more likely than men to experience workplace incivility, but this relationship attenuates when the direct supervisor exhibits ethical leadership. We also find that ethical leadership and personal control are associated negatively to workplace incivility experienced by both male and female public employees.

The Effect of Experienced Incivility From Supervisor and Coworkers Towards Instigated Incivility in Daily Level Among Nurses

Workplace Incivility is a common phenomenon in workplaces in many organisation. Understanding the concept of workplace incivility to hospital managers and other health care organizations. The necessary antecedent of workplace incivility consisted of the presence of two or more people, with one or more as the source of the incivility, and another or others as its target in the workplace. This study aimed to understand the effect of experienced incivility from nurse’s supervisor and coworker in hospital. Its also try to figure out instigated incivility pattern in daily level. The methodology to analyze is diary study between 3 days on 102 nurses ini Sumatra, Indonesia. Results of this study indicate a differences in the effect of experienced incivility on instigated incivility in terms of measurements per days. Simultaneously experienced incivility by supervisors and coworkers has an influence on instigated incivility in the first day, and second day from suprevisor incivility, but on experienced incivility from coworkers influenced in second day, and third day to instigated incivility.

Psychological Distress As A Mediator Variable Between Experienced Incivility From Supervisor And Coworker To Instigated Incivility

Workplace Incivility is a common phenomenon in many organizations workplaces. The necessary antecedent of workplace incivility consisted of the presence of two or more people, with one or more as the source of the incivility, and another or others as its target in the workplace. Understanding the concept of workplace incivility to hospital managers and other health care organizations are very important for organizational development. This study aimed to understand the effect of experienced incivility from the nurse’s supervisor and coworker in the hospital. Including sacrificing the psychological well-being of workers to experience psychological stress. This psychological pressure can be stress, job dissatisfaction and can have a high level of burnout. The methodology to analyze is a diary study between 3 days on 102 nurses in Sumatra, Indonesia. The results of this study indicate that the psychological stress variable is not a variable between the experience of getting unpleasant treatment from superiors or work colleagues towards the emergence of impolite and intentional rude behavior.

The spillover effects of coworker, supervisor, and outsider workplace incivility on work‐to‐family conflict: A weekly diary design

SummaryThis study used an experience sampling design to examine the spillover effects of experienced workplace incivility from organizational insiders (coworkers and supervisors, respectively) and organizational outsiders (patients and their visitors) on targets' work‐to‐family conflict and to test the mediating effect of burnout and the moderating effect of display rules. Data collected over five consecutive weeks from 84 full‐time nurses showed that within individuals, weekly experiences of coworker incivility and outsider incivility were positively related to weekly experience of work‐to‐family conflict, and burnout mediated these relationships while controlling for initial level of burnout before participants started a week's work. In addition, display rules, defined as the extent to which individuals perceive they are expected to display desired positive emotions and suppress negative emotions at work, moderated the relationship between outsider incivility and burnout; specifically, the positive relationship between weekly outsider incivility and burnout was stronger for individuals who perceived a higher level of display rules. Our findings contribute to the literature by demonstrating the mediating effect of burnout and the moderating effect of perceived display rules in the relationship between workplace incivility from multiple sources and work‐to‐family conflict from a resource perspective.

Workplace incivility and work outcomes: cross‐cultural comparison between Australian and Singaporean employees

Workplace incivility is a common issue experienced by employees around the globe. However, research has found cultural variability in how workplace incivility is perceived and interpreted. Studies have shown that employees from high power distance societies tend to be more accepting of workplace mistreatment than employees from low power distance societies. Adopting Conservation of Resources (COR) theory and national culture as theoretical frameworks, we tested a moderated mediation model that linked the experience of workplace incivility, burnout/exhaustion, job satisfaction and work withdrawal between Australian and Singaporean white‐collar employees. Data were collected through an online survey of 301 Australian and 303 Singaporean employees. Results indicated that workplace incivility contributed to burnout/exhaustion, which in turn predicted employees’ job dissatisfaction and work withdrawal. Specifically, Australians were more negatively affected by workplace incivility than Singaporeans. The findings suggest the need to consider employees’ national culture/ethnicity when examining relationships between mistreatment in different workplaces and the outcomes.

Incivility toward managers: gender differences in well-being outcomes

PurposeDrawing on selective incivility theory (Cortina, 2008) and the literature on gender and leadership (e.g. Vial et al., 2016), the purpose of this paper is to investigate well-being outcomes of often neglected targets of incivility – those who manage or lead the work of others. The authors examined links between managers’ experiences of incivility from those to whom they report and five well-being outcomes, controlling for co-worker and subordinate incivility.Design/methodology/approachThe authors used a cross-sectional correlational design to test the hypotheses, with a sample of 50 employees (28 females, 22 males) who supervise, manage or lead the work of others.FindingsMale and female managers reported similar levels of incivility from subordinates and higher-ups; males reported greater incivility from co-workers. Significant interactions were also found: the relationship between incivility from those higher up and positive affect (high and low intensity) and perceived impact were significantly stronger for female (vs male) managers.Research limitations/implicationsWomen did not experience greater workplace incivility than men, albeit the two-week timeframe of measurement may be too short to capture differences. The authors did, however, find evidence that well-being implications of experienced incivility from those higher up are generally stronger for female leaders.Originality/valueThe study investigates multi-source incivility directed at those in leadership/managerial positions and contributes to a growing literature seeking to understand the experiences of women in these roles. Although women in management roles may experience similar levels of incivility as men, they may interpret the behavior in a more negative light, in line with the persistence of sexism in the workplace.

Applying adaptation theory to understand experienced incivility processes: Testing the repeated exposure hypothesis.

Experienced workplace incivility has consistently been linked to a host of negative outcomes, but as a low-intensity behavior, most working adults should be able to adapt and move on from these experiences of incivility over time. On the basis of repeated measures data from a heterogeneous sample of 625 respondents across three waves, with a 1-month lag between assessments, and framed within adaptation theory, we propose and find strong empirical evidence that although incivility is concurrently related to 5 indices related to both positive and negative employee well-being (i.e., role overload, affective commitment, subjective well-being, burnout, and turnover intentions), working adults adapt to these experiences over time. However, in considering the unfolding of incivility over time, we also make a meaningful contribution and extension to adaptation theory, a theory wherein little consideration has been given to stressors that may be recurring over time. We propose and test the repeated exposure hypothesis as a framework for conceptualizing how past (distal) experiences of a stressor can indirectly influence strain outcomes via more proximal experiences of the stressor. We also provide preliminary evidence that indices of well-being have systematic lagged effects on incivility, supporting the argument for reverse causation over time between the constructs. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Incivility and employee performance, citizenship, and counterproductive behaviors: Implications of the social context.

Drawing from the transactional model of stress, we examined how the social context moderates employees' behavioral responses to workplace incivility. On the basis of data from 384 employees nested in 41 groups, we observed a 3-way, cross-level interaction between individually experienced incivility, group incivility differentiation, and group silence predicting supervisor-rated employee performance, citizenship, and counterproductive behaviors. Specifically, employees' own incivility experiences predicted lower performance and citizenship behavior and higher counterproductive behavior in groups where members received highly different incivility treatment and kept silent. These findings indicate that contextual characteristics of one's workgroup have an impact on how employees appraise and respond to workplace incivility. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Organizations Behaving Badly: Antecedents and Consequences of Uncivil Workplace Environments

The present study investigated the relationship between employees’ perceptions of five characteristics emphasized in their work organization (i.e., individualism, hostile interaction styles, competition, hierarchical governance, and email reliance) and the occurrence of incivility in that context. We also examined how perceptions of uncivil environments, in turn, related to personal experiences of workplace incivility and negative outcomes for targets. The proposed model was examined in two samples of university faculty. Study 1 tested the model with three organizational characteristics (individualism, hostile interaction styles, and competition) and three outcomes (job satisfaction, turnover intentions, and physical health) in a sample of faculty from a wide range of departments at a large Southern university. The second study investigated two additional organizational characteristics (hierarchical governance and email reliance) and an additional outcome (psychological distress) in a nationwide sample of law faculty. Results demonstrated that all but one of the characteristics (email reliance) related to perceptions of an uncivil workplace environment; uncivil environment perceptions, in turn, predicted personal experiences of incivility and negative occupational and health outcomes.

Civility and trust in social media

Social media have been credited with the potential of reinvigorating trust by offering new opportunities for social and political participation. This view has been recently challenged by the rising phenomenon of online incivility, which has made the environment of social networking sites hostile to many users. We conduct a novel experiment in a Facebook setting to study how the effect of social media on trust varies depending on the civility or incivility of online interaction. We find that participants exposed to civil Facebook interaction are significantly more trusting. In contrast, when the use of Facebook is accompanied by the experience of online incivility, no significant changes occur in users’ behavior. These results are robust to alternative configurations of the treatments.

Relational costs of status: Can the relationship between supervisor incivility, perceived support, and follower outcomes be exacerbated?

Status has a central role in workplace incivility research. Although status is associated with a variety of benefits at work, we draw upon the relational model of authority and the status maintenance argument to propose that individuals with high status are more strongly affected by the experience of supervisor incivility than those with lower status. We tested this hypothesis by examining the relationships between supervisor incivility and turnover intentions, organizational deviance, and task performance, and proposed that the exacerbating effect of status could be explained by the extent to which employees feel that they are valued, cared for, and supported by their organization and supervisor (i.e., perceived organizational and supervisory support [POS and PSS]). Based on the structural equation modelling (SEM) analyses of supervisor–subordinate dyad data collected from a large organization in Thailand, our findings confirmed that the adverse effects of supervisor incivility on follower outcomes were more pronounced among those with higher status. The results also showed that these effects were differentially mediated by POS and PSS. Whereas POS mediated the effect of supervisor incivility on turnover intentions and organizational deviance, it was found that PSS mediated the effect of supervisor incivility on task performance. Theoretical and practical implications are discussed.Practitioner points Managers should pay particular attention to the type of relationships they develop with their employees. Our work suggests that rude behaviours from authority figures can contribute to employee turnover intentions, deviant behaviours, and poor performance. Despite the benefits associated with having high status in the workplace, our findings suggest that high‐status employees are more strongly affected by the experience of supervisory incivility. To buffer these effects, organizations should create a work environment in which employees feel valued, cared for, and supported. Our findings indicate that the negative aspects of these perceptions are partly responsible for the effects of supervisor incivility.

Political identity dissimilarity, workplace incivility, and declines in well-being: A prospective investigation.

The workplace is an environment where individuals have little choice about with whom they interact. As such, employees may find themselves engaged in conversations with coworkers whose political opinions and perspectives are divergent from their own. In the present study, we examined how coworkers' (dis)similarity in political identity is related to the quality of their interpersonal interactions and subsequent well-being. We predicted that political identity dissimilarity is associated with experiences of workplace incivility and, in turn, declines in psychological and occupational well-being. We tested our hypotheses in a four-wave survey study conducted during the 2012 U.S. presidential election using structural equation modeling. Consistent with our expectations, results indicated that political identity dissimilarity was associated with increased reports of incivility experiences instigated by coworkers, which, in turn, was associated with increased burnout and turnover intentions and diminished job satisfaction. The relationship between incivility and well-being was mediated by psychological distress. Overall, the findings demonstrate that political identity dissimilarity is detrimentally related to job attitudes and well-being via triggering workplace incivility, which provides meaningful implications for organizations on how to mitigate the negative influences of identity dissimilarity.

Beyond one work day? A daily diary study on causal and reverse effects between experienced workplace incivility and behaving rude towards others

ABSTRACTIn this diary study with N = 348 employees, we examine whether the contagion effect of workplace incivility transfers beyond one work day that is whether the experience of workplace incivility is related to showing rude behaviours towards others the next day. Additionally, we examine whether ruminating in the evening of a work day and building an intention for revenge behaviour mediate this relationship, and explore whether a serial mediation process exists where experienced incivility triggers ruminative thoughts, which, in turn, increase the likelihood of intending to act, which transfers into actual rude behaviour the next day. Using a multilevel path analysis, our results confirmed a lagged relationship between workplace incivility one day and rude behaviours towards others the next day. Between-persons’ workplace incivility was also related to showing rude behaviour towards others. Neither rumination nor revenge behaviour intent proved to be mediators of this relationship. Additionally, the serial mediation process was not confirmed; however, parts of the process—namely the relationship between experienced workplace incivility and ruminating about work in the evening—received support. Importantly, the reverse relationship (i.e., showing rude behaviour one day leads to experiencing workplace incivility the next) was not supported in our analysis. By adding a new, daily time perspective, our study suggests that participants do not intentionally provoke episodes of incivility, but rather react to others’ incivility.

Nursing students' experiences with faculty incivility in the clinical education context: a qualitative systematic review and meta-synthesis.

ObjectiveThe aim of this study is to synthesise evidence for the experiences and perceptions of incivility during clinical education of nursing students.DesignWe used a meta-aggregation approach to conduct a systematic review of qualitative studies.Data sourcesPublished and unpublished papers from 1990 until 13 January 2018 were searched using electronic databases, including CINAHL, PubMed (MEDLINE), ProQuest Central, ProQuest Education Journals, ProQuest XML-Dissertations and Theses, Web of Science, Embase, EBSCO Discovery Service and PsycINFO. The search for unpublished studies included the Open Grey collection, conference proceedings and the Deep Blue Library.Eligibility criteriaWe included qualitative studies that focused on nursing students' perceptions and experiences of incivility from faculty during their clinical education.Data extraction and synthesisTwo reviewers independently appraised the methodological quality and extracted relevant data from each included study. Meta-aggregation was used to synthesise the data.ResultsA total of 3397 studies was returned from the search strategies. Eighteen studies fulfilled the inclusion criteria and were included in the meta-synthesis. Six synthesised findings were identified, covering features of incivility, manifestations of incivility, contributing factors, impacts on students, coping strategies and suggestions.ConclusionsThe results showed experiences of incivility during clinical education. However, the confidence was low for all synthesised findings. We suggest that nursing students should try to cope positively with incivility. Nurse managers and clinical preceptors should be aware of the prevalence and impact of incivility and implement policies and strategies to reduce incivility towards nursing students. Hospitals and universities should have an immediate response person or system to help nursing students confronting incivility and create an open communication environment.