Experiences Of Workplace Incivility Research Articles

The prevalence of incivility in hospitals and the effects of incivility on patient safety culture and outcomes: A systematic review and meta-analysis.

Workplace incivility is a barrier to safe and high-quality patient care in nursing workplaces and more broadly in tertiary hospitals. The present study aims to systematically review the existing evidence to provide a comprehensive understanding of the prevalence of co-worker incivility experienced and witnessed by nurses and other healthcare professionals, the effects of incivility on patient safety culture (PSC) and patient outcomes, and the factors which mediate the relationship between incivility and patient safety. A systematic review with narrative synthesis and meta-analysis was undertaken to synthesize the data from 41 studies. Databases searched included MEDLINE, PubMed, SCOPUS, CINAHL, PsycInfo, ProQuest, Emcare and Embase. Searches were conducted on 17 August 2021 and repeated on 15 March 2023. The pooled prevalence of experienced incivility was 25.0%. The pooled prevalence of witnessed incivility was 30.1%. Workplace incivility was negatively associated with the PSC domains of teamwork, reporting patient safety events, organization learning/improvement, management support for safety, leadership, communication openness and communication about error. The composite pooled effect size of incivility on these domains of PSC was OR = 0.590, 95% CI [0.515, 0.676]. Workplace incivility was associated with a range of patient safety outcomes (PSOs) including near misses, adverse events, reduced procedural and diagnostic performance, medical error and mortality. State depletion, profession, psychological responses to incivility, information sharing, help seeking, workload and satisfaction with organizational communication were found to mediate the relationship between incivility and patient safety. Experienced and witnessed incivility is prevalent in tertiary hospitals and has a deleterious effect on PSC and PSOs. A better understanding of the mechanisms of this relationship will support the development of interventions aimed at reducing both incivility and patient harm. This study quantifies the effect of incivility on PSC and outcomes. It provides support that interventions focusing on incivility are a valuable mechanism for improving patient care. It guides intervention design by highlighting which domains of PSC are most associated with incivility. It explores the profession-specific experiences of workplace incivility. This report adheres to PRISMA reporting guidelines. No patient or public contribution. The focus of this study is the nursing and healthcare workforce, therefore, patient or public involvement not required.

Miesten kokema selektiivinen loukkaava käyttäytyminen naisvaltaisilla aloilla

Selective incivility experienced by males in female-dominated fields Workplace incivility has attracted an increasing attention among scholars. Nevertheless, extant research on selective incivility has mostly focused on the female gender and male-dominated fields. To fill the obvious research gap, in this study men working in female-dominated occupations were asked to anonymously write about their personal experiences of workplace incivility. Based on the empirical analysis, the workplace incivility experienced by the informants can be grouped to five main categories: humiliating acts, exclusion, unreasonable demands, violating norms, and accusing. The analysis suggests that the nature of workplace incivility reported by men in this study is similar to that experienced by women as reported in previous studies. Therefore, it seems that workplace incivility often targets those representing the minority gender on fields dominated by the other gender. Interestingly, based on this study, the acts of workplace incivility often derive from gender norms and

Experienced incivility undermines the positive effects of job autonomy on mental and physical health

Integrating insights from conservation of resources theory related to both the positive effects of resources and the detrimental effects of resource loss, this paper examines the effect of job autonomy (an organizational-level resource) on subjective physical pain as mediated by mental health, with experienced workplace incivility (a social stressor) included as a boundary condition. Drawing from the results of a state-wide survey of local government professionals (N = 289), we test a moderated mediation model that estimates the relationships amongst job autonomy, mental health, and physical pain, at differing levels of experienced incivility. Mental health is found to fully mediate the negative relationship between job autonomy and physical pain. When the moderating effect of workplace incivility is incorporated into the model, higher levels of uncivil behavior weaken the otherwise positive and significant effect of job autonomy on mental health. However, the relationship between mental health and physical pain does not depend on levels of workplace incivility. This research has important implications for the management of physical and mental health at work. In particular, the results point to a need to develop human resource policies and practices that both promote job autonomy and tackle experiences of workplace incivility, particularly in local governments.

How and When Workplace Incivility Decrease Employee Work Outcomes. A Moderated-Mediated Model

Drawing on the Organizational Support Theory (OST) and Conservation of Resources Theory (COR), this study investigates how experiences of workplace incivility translate into employee outcomes: attitudinal (job satisfaction, affective commitment) and behavioral (task performance, contextual performance and counterproductive work behavior). It has been hypothesized that experiences of incivility from coworkers lead to the attribution of a lack of perceived organizational support (POS). As a result of this process, coworkers, unable to count on the support, react negatively at the attitudinal and behavioral level. The study was conducted on 405 employees from companies form various sectors operating in Poland. Statistical verifications of the moderation and mediation were conducted via Structural Equation Modeling (SEM) with AMOS. The results show that experiencing incivility from coworkers reduces POS, with the relationship growing stronger the more the employees are victimized by abusive supervision. Furthermore, the results revealed that POS fully mediates between experiencing incivility and employee attitudinal and behavioral outcomes. This study integrates research on workplace incivility, abusive supervision, POS and employee outcomes, and the findings have important implications for research on organizational behavior.

The effect of covert narcissism on workplace incivility: The mediating role of self-esteem and norms for respect

AbstractThere has been an abundance of research on narcissism in the workplace. However, most research has focused on the overt (grandiosity) form of narcissism, as well as the effect of narcissism on uncivil behaviors of employees; research focusing directly on the effect of covert (vulnerability) narcissism on the employees’ experience of workplace incivility is lacking. The present research examined whether the personality trait (covert narcissism) of employees affects their experience of incivility considering two potential explanatory variables: self-esteem and perceived norms for respect. A total of 150 participants completed an online questionnaire, which consisted of four well-known measures: the Hypersensitive Narcissism Scale, the Rosenberg Self-esteem scale, the Perceived Norms for Respect, and the Workplace Incivility Scale. The results showed that employees with higher levels of covert narcissism are likely to have greater experiences of workplace incivility through the mediating role of perceived norms for respect. Although the relationship was not explained through the mediating role of self-esteem, it was instead observed that self-esteem and perceived norms for respect jointly affect employees’ experience of incivility at work. These findings broaden our understanding of workplace incivility by simultaneously considering the influences of personality traits, self-esteem, and workplace norms.

Association between nurses' experiences of workplace incivility and the culture of safety of hospitals: A cross-sectional Study.

This article examined the association between workplace incivility experiences of nurses and patient safety (PS) culture in hospitals. Workplace incivility, which is characterised by low-intensity behaviours with unclear intention to harm and disruption of workplace ambiance of mutual respect, may threaten the work environment, resulting in an unhealthy and unsafe workplace. Cross-sectional study. This study surveyed 261 nurses in Saudi Arabia from June 2019 to August 2019 using the 'Hospital Survey of Patients' Safety Culture' and the 'Nurse Incivility Scale'. A multiple linear regression was performed with unit- and hospital-level PS culture as the dependent variables. 'Organizational learning-continuous improvement' and 'Teamwork within units' were recognised as PS culture strengths. The nurses reported workplace incivility from patient/visitor as the most frequently experienced (mean=2.27, standard deviation=0.88). Working in Hospital B (ß=0.24, p<.001, 95%CI=0.15, 0.33) and having a baccalaureate degree in nursing (ß=0.13, p=.014, 95%CI=0.03, 0.23) were associated with better perceptions of unit-level PS, whereas working in medical-surgical wards (ß=-0.16, p=.002, 95%CI=-0.26, -0.06) and in intensive care units (ß=-0.19, p=.002, 95%CI=-0.32, -0.07) and experiencing patient/visitor incivility (ß=-0.09, p=.004, 95%CI=-0.15, -0.03) were associated with poor unit-level PS culture perceptions. Experiences of general incivility (ß=-0.24, p<.001, 95%CI=-0.35, -0.13) and supervisor incivility (ß=-0.26, p=.011, 95%CI=-0.46, -0.06) were associated with poor hospital-level PS culture perceptions. Workplace incivility from patients/visitors had a negative association with unit-level PS culture perceptions, whereas experiences on general and supervisor incivilities had an adverse relationship with hospital-level PS culture perceptions. The study emphasises the call to eradicate any form of incivility in healthcare settings to guarantee a PS culture. Hospital and nursing managers should prioritise the creation and implementation of policies aimed at eliminating uncivil behaviours in clinical settings to ensure that unit- and hospital-level PS culture are above standards.

Structural Equation Modeling of Nurses’ Experience of Workplace Incivility

Structural Equation Modeling of Nurses’ Experience of Workplace Incivility

A meta‐analysis integrating 20 years of workplace incivility research: Antecedents, consequences, and boundary conditions

SummaryIn this study, we propose and examine an integrative framework to investigate factors contributing to the experience of workplace incivility (including victim demography, dispositional individual differences, and environmental factors); the affective, health‐related, social exchange‐based, and behavioral outcomes associated with experienced incivility; and boundary conditions for their relationships. To this end, we conduct a comprehensive meta‐analysis on the antecedents and consequences of experienced workplace incivility based on 253 statistically independent samples from 219 primary studies and examine several moderators such as differences in time‐related research design (cross‐sectional vs. time‐lagged), incivility instigator source, and occupation. Further, by integrating meta‐analytic effect sizes from the current study with effect sizes from existing meta‐analyses, we also investigate the extent to which the impact of experienced incivility on outcomes differs from that of higher intensity forms of workplace mistreatment inclusive of bullying, abusive supervision, and sexual harassment, thereby enhancing understanding regarding the nomological net of experienced incivility in comparison with more intense forms of workplace mistreatment. We discuss the implications of these findings along with study limitations and future directions for incivility scholarship.

Champions need an iron will: How employees use their dispositional self-control to overcome workplace incivility

AbstractThis paper investigates how employees' experience of workplace incivility may steer them away from idea championing, with a special focus on the mediating role of their desire to quit their jobs and the moderating role of their dispositional self-control. Data collected from employees who work in a large retail organization reveal that an important reason that exposure to rude workplace behaviors reduces employees' propensity to champion innovative ideas is that they make concrete plans to leave. This mediating effect is mitigated when employees are equipped with high levels of self-control though. For organizations, this study accordingly pinpoints desires to seek alternative employment as a critical factor by which irritations about resource-draining incivility may escalate into a reluctance to add to organizational effectiveness through dedicated championing efforts. It also indicates how this escalation can be avoided, namely, by ensuring employees have access to pertinent personal resources.

Residential Care Aides’ Experiences of Workplace Incivility in Long-Term Care

Exposure to peer incivility and bullying potentially disrupts the respectful, collaborative workplace relationships essential to quality care provision in long-term care homes. This study critically examined the nature of peer incivility and bullying in residential care aides’ workplace relationships. Using critical ethnography, 100 hours of participant observation and 33 semi-structured interviews were conducted with residential care aides, licensed practical nurses, support staff and management in two, non-profit care homes in British Columbia, Canada. While residential care aides’ experiences of bullying were rare, peer incivility was pervasive, occurring on an almost daily basis. Two key themes, ‘gendered work environment’ and ‘seeking informal power and control’, reflect how residential care aides experienced and explained their uncivil encounters. Findings highlight the gendered, relationally aggressive nature of workplace mistreatment within this predominantly female workforce.

Experience of Workplace Incivility and Its Impact on Stress and Turnover Intention among the Nurses Working at a Hospital: Cross-Sectional Survey Approach.

Background:Incivility in the workplace drowns the mental health of the nurses and hampers the daily routine. The majority of the nurses working at hospitals were experiencing incivility. It affects the physical and psychological health of the nurses. Experience of workplace incivility and its impact on stress and turnover among nurses was discussed in this study.Materials and Methods:Cross-sectional survey approach was used to select 50 nurses by simple random sampling technique. Standard scales for incivility, stress, and pre-tested scale for the turnover intention was used to collect the data.Result:Nurses experience incivility in their workplace almost from all the sources. The majority (64%) of the staff nurses had a moderate level of stress and 30% had average intention to leave the present job. There was a positive relationship found between the experience of incivility and stress (r = 0.43, p < 0.002), stress, and turnover intention (r = 0.40, p < 0.004).Conclusions:Experience of incivility provokes stress among the nurses, and this may influence turnover intention.

Gender, Race, and Experiences of Workplace Incivility in Public Organizations

Workplace incivility can have deleterious effects on individuals and organizations such as decreased job satisfaction and commitment, employee turnover, and reductions in morale and performance. Moreover, these effects can be exacerbated for women and employees of color. However, few studies have examined predictors of incivility in public sector organizations. This study explores how public employees’ incivility experiences vary across social categories, specifically by gender and race. Data were collected with a survey from all employees of four local governments in North Carolina. The results of hierarchical linear modeling show that women experience more incivility than men, and that men and women of color experience fewer incidences of incivility than White men and women. We also find that race moderates the relationship between gender and workplace incivility. Specifically, women of color experience more incivility than men of color, but less incivility than White women. Finally, women are more likely than men to experience incivility in departments where women constitute the majority of the workforce. Implications of these results for human resource management in public organizations are discussed.

조직 내 무례행동과 지식은폐간의 관계 : 소속욕구의 조절효과

조직은 직원의 "지적 자산"을 소유할 수 없을 뿐만 아니라, 직원들에게 자신들의 지식을 조직의 다른 구성원에게 지식을 이전하라고 강요 할 수 없다. 이러한 이유로 지식이전 및 지식공유는 조직의 노력에도 불구하고 성공하기 어려우며, 좀 더 나아가 조직 구성원의 입장에서는 자신이 보유한 지식을 다양한 이유로 의도적으로 은폐하는 행동을 하게 된다. 최근 진행되는 지식은폐 연구를 통하여, 지식은폐의 부정적 효과가 검증되었으며 그 결과 지식은폐를 유발하는 선행요인에 대한 연구 중요성이 증가하였다. 이에 본 연구에서는 자원보존이론과 정서적 사건이론을 바탕으로 지식은폐를 발생시키는 선행요인을 조직 내 상호작용에서 발생되는 부정적 행동의 형태인 조직 내 무례행동을 선정하여 이들 간의 관계를 실증 분석하였다. 또한 조직 내 무례행동과 지식은 폐간의 관계가 개인의 소속욕구에 의하여 조절될 것이라 예측하여 연구모델 및 연구가설을 제시하였다. 국내 기업에 종사하는 종업원 309명 대상으로 실증분석 결과는 다음과 같다. 첫째, 조직 내 무례행동이 지식은폐행동을 유의하게 증가시키는 것으로 밝혀졌다. 즉, 조직 내 무례행동을 경험한 종업원들은 정서적, 사회적 자원이 손실된다는 위협을 느끼게 되어 자신의 자원인 지식을 보호하고자 노력하게 된다. 그뿐만 아니라 무례행동의 경험은 부정적 정서의 경험으로 부정적 행동인 지식은폐로 나타나게 된다고 해석할 수 있다. 둘째, 조직구성원의 소속 욕구가 조직내 무례행동과 지식은폐간의 정의 관계를 유의하게 감소시키는 것으로 나타났다. 즉, 소속욕구가 높은 조직 구성원의 조직 내 무례행동의 경험은 소속욕구가 낮은 조직 구성원에 비하여 지식은폐행동을 유의하게 낮추는 것으로 나타났다. 본 연구결과를 바탕으로 이론적, 인적자원 개발 및 관리 측면의 시사점을 제시하였다. Not only do organizations have no ownership of their "intellectual assets", they cannot force employees to transfer their knowledge to other members of the organization. For this reason, knowledge transfer and knowledge sharing are difficult to succeed despite the efforts of the organization, and moreover, from the point of view of members of the organization, they act to intentionally conceal their own knowledge. Recent research on knowledge hiding has verified the negative effects of knowledge hiding, and as a result, the importance of research on the antecedents inducing knowledge hiding has increased. Therefore, this study empirically analyzes the relationship between the workplace incivility, which is a form of negative behavior that occurs in the interaction of the organization, as a antecedent in generating knowledge hiding based on the resource conservation theory and the emotional event theory. We also predicted that the relationship between workplace incivility and knowledge hiding would be controlled by the individual"s need for affiliation. Based on the contents, the research model and research hypothesis were presented. The results of empirical analysis of 309 employees in domestic companies are as follows. First, workplace incivility was found to significantly increase knowledge hiding. In other words, employees who have experienced workplace incivility find themselves threatened with the loss of emotional and social resources and seek to protect their resources. In addition, the experience of workplace incivility can lead to negative emotions, which translates into knowledge hiding, which is a negative behavior. Second, the need for affiliation of organizational members was found to significantly reduce the relationship between workplace incivility and knowledge hiding. In other words, the experience of workplace incivility of members with high need for affiliation was found to significantly lower knowledge hiding compared to those with low need for affiliation. Based on the results of this study, the implications of theoretical and human resource management were suggested.

Knowledge and Frequency of Experience of Workplace Incivility among the Staff Nurses

Now a day’s health care setting shows increase in incidences of workplace incivility. Workplace incivility has a greater impact on quality of nursing care by causing stress and dissatisfaction of job among the staff nurses. The present study was conducted to assess the knowledge and frequency of experience of workplace incivility among the staff nurses. Quantitative cross-sectional descriptive survey approach was used to conduct the present study. A total of 34 staff nurses were selected by convenient sampling technique from the wards and ICU of selected Multi-speciality hospital. Structured self- administered knowledge questionnaire was used to collect the data regarding knowledge and frequency of experience of workplace incivility. Findings of the study showed that mean age of the participants was 32 years. Majority (91%) were females and they studied General Nursing and Midwifery. Majority (76%) of the participants had up to 15 years of working experience and 44% of them were temporary employees. Almost 56% of them were working 8 hours per day. Assessment of knowledge regarding workplace incivility revealed that the majority (82%) of the staff nurses had inadequate knowledge regarding workplace incivility and majority (77%) experienced incivility in their workplace.

Knowledge and Frequency of Experience of Workplace Incivility among the Staff Nurses

Now a day’s health care setting shows increase in incidences of workplace incivility. Workplace incivility has a greater impact on quality of nursing care by causing stress and dissatisfaction of job among the staff nurses. The present study was conducted to assess the knowledge and frequency of experience of workplace incivility among the staff nurses. Quantitative cross-sectional descriptive survey approach was used to conduct the present study. A total of 34 staff nurses were selected by convenient sampling technique from the wards and ICU of selected Multi-speciality hospital. Structured self- administered knowledge questionnaire was used to collect the data regarding knowledge and frequency of experience of workplace incivility. Findings of the study showed that mean age of the participants was 32 years. Majority (91%) were females and they studied General Nursing and Midwifery. Majority (76%) of the participants had up to 15 years of working experience and 44% of them were temporary employees. Almost 56% of them were working 8 hours per day. Assessment of knowledge regarding workplace incivility revealed that the majority (82%) of the staff nurses had inadequate knowledge regarding workplace incivility and majority (77%) experienced incivility in their workplace.

No Herd for Black Sheep: A Meta‐Analytic Review of the Predictors and Outcomes of Workplace Ostracism

Ostracism is a ubiquitous and inevitable part of human personal and professional lives. Despite its prevalence, organizational scholars have yet to provide a comprehensive review of the empirical literature on workplace ostracism. In this study, I use belongingness theory, conservation of resources theory, and need‐threat/need fortification theory to conduct a meta‐analysis of the relationships between the predictors and outcomes of workplace ostracism. My results suggest that experiences of workplace incivility and victim personality traits have a significant influence on the perceptions of workplace ostracism. I also found that self‐esteem partially mediates the relationship between workplace ostracism and work outcomes. In addition, workplace ostracism was related negatively to numerous health and work outcomes. Furthermore, national culture (collectivistic vs. individualistic cultures) of study samples moderated some of the proposed relationships. Finally, results from relative weight analyses revealed a unique contribution of workplace ostracism in the prediction of job satisfaction, although abusive supervision and interpersonal deviance were important predictors of OCBs and deviant work behaviors. I conclude with a discussion of these findings.

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.

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.