Uncivil Behavior Research Articles

Destructive Leadership: “Boss From Hell”, How Not To Be One?

Leaders should motivate and inspire employees at the same time mitigating their discrepancies and creating synergy for the organizational goals. On the other hand, bosses and employees come and go but the negative effects of the destructive- toxic leadership will still remain in the organization. Destructive leadership might be regarded as positive if the organization is observed and evaluated as peaceful when all the works done in the nick of time, associated with the rules and the regulations of the organization. However, if the individuals reach a consensus that they are mistreated at workplace, they begin to sit on pins and needles and feel themselves unsecure and stressed. When the employees realize that they experience unacceptable, unfair and uncivil behaviors from the leaders or coworkers, then they feel worthless and disrespected, and begin to think about leaving and it leads to employee turnover. So, such negative outcomes may cause huge hidden costs like the organization will lose its reputation and its business contacts because of the leaving, offended employees. In this conceptual study, toxic, destructive leadership will be identified in detail through a literature overview and its consequences and countermeasures will be explained and major solutions will be offered.

Workaholism and workplace incivility: the role of work–family enrichment

PurposeThis paper investigated the relationships among workaholism, work–family enrichment (work–life enrichment), and workplace incivility.Design/methodology/approachData on workaholism, incivility, and work–family enrichment were collected through the administration of a survey on 414 employees of a public bank in Iran.FindingsWorkaholism and life–work enrichment were positively and negatively related to uncivil behaviors, respectively, and workaholism was positively associated with work–family enrichment. Overall, work–family enrichment did not act as a mediator variable between workaholism and uncivil behaviors.Research limitations/implicationsFuture researchers should consider public or private organizations and assess the different instigators of incivility considering the mediator or moderating role of gender.Practical implicationsManagers should focus on reducing workaholism and developing life–work enrichment in order to decrease uncivil behaviors.Social implicationsGiven the hard economic and complex political conditions in Iran and increasing likelihood of uncivil behaviors, the results of the present study offer ways to minimize workplace incivility in employees.Originality/valueThe study contributes to the research on uncivil behavior by improving the understanding of organizational and personal factors (workaholism and work–life enrichment) that can influence workplace incivility among employees working in public organizations. It also addresses the usefulness of examining work–life enrichment disposition in understanding the relationship between workaholism and workplace incivility.

Workplace incivility and knowledge hiding: a research agenda

PurposeContemporary organizations report a sharp increase in the incidences of workplace incivility. The purpose of this paper is to capture the impact of workplace incivility on the victimized employee's knowledge-hiding behaviours. The paper proposes that the victim will hide knowledge by playing dumb, evasive hiding and rationalized hiding behaviour.Design/methodology/approachThe paper first focusses on a review of literature on workplace incivility and summarizes the findings through a conceptual review model. Subsequently, the paper puts forth a conceptual model depicting the relationship of incivility with knowledge hiding.FindingsDrawing from the affective events theory, the paper demonstrates that incivility will arouse negative emotions in the victim, enticing the individual to respond by engaging in knowledge hiding. It establishes knowledge hiding to be more than just a consequence of reciprocal exchange relationships. The authors also propose this positive relationship to vary with gender.Originality/valueThe paper draws attention towards the counterproductive knowledge behaviours that can be stirred as a result of negative emotional experiences. It explores the employee’s response to an active form of workplace mistreatment, workplace incivility. It advocates the need to check uncivil and disrespectful behaviours in the organization so as to build a healthy work environment.

Incivility in nursing practice education in the operating room

BackgroundIncivility toward nursing students has been identified as a contributor to negative experiences in clinical education and may cause a weakened learning environment, anxiety, depression and workplace violence. However, few data with regard to uncivilized behavior toward nursing students in the operating room are available. The operation room is a special place where the tempo is fast and the risk is high. Nursing students may have to face pressure from different people, such as anesthesiologists, surgeons, clinical instructors, and staff nurses. ObjectivesTo explore uncivilized behavior toward nursing students in the operating room and to discuss the source of uncivilized behavior and the attitude of clinical instructors when it occurs. MethodA total of 215 nursing students in the operating room of the Second XiangYa Hospital from January to December 2018 were investigated. The uncivilized behavior in clinical nursing education tool and self-designed questionnaire were used. ResultsThe incivility mean score was (4.6 ± 6.7). In all, 122 (56.7%) participants had experienced various degrees of uncivilized behavior in the operating room. There were significant differences in incivility toward students according to degree of education and age. The most frequent uncivilized behavior toward students was raising of the voice when speaking to students (41.9%), followed by inappropriate tone (36.7%), being embarrassed in front of others (36.3%), and snide remarks (34.4%). Surgeons (59%) were considered as the most important source of uncivil behaviors, followed by staff nurses (46.7%). When students experienced uncivilized behavior, 61.5% clinical instructors defended and comforted them, 23% comforted them privately, 13.1% ignored them, and 2.5% even criticized them together with the uncivil behavior actor. ConclusionNursing managers and instructors should pay more attention to the incivility toward students and take actions to foster a healthy, civilized and respectful work environment in the operating room for students.

Workplace Incivility: Causes and Consequences among Nurses

Workplace Incivility is labelled by way of rudeness, impolite behaviour towards the employees. This is an alarmingly an important problematic thing for all the organization. Discovering the motives for the Workplace Incivility is the main and primary step for every administration to overcome the problem. This Workplace Incivility comes from both the direction of Supervisor as well as coworker. In this paper, we are going to highlight the reasons of Workplace Incivility from Supervisor and Coworker among nurses and which is leaving the intention to quit the Job. Individuals who are engaging in uncivil behaviour or activities might not have the intention to bully others. Advanced development has been taking place in all the fields, especially in the field of Healthcare. Nurses who are the most trusted professionals in the healthcare industry. After getting advice from the doctors, nurses are the people who are taking care of the patients well and good. The care and wellbeing of nurses also should be taken care by the organization. This paper attempts to bring out the reasons and outcomes of Workplace Incivility among nurses of Karaikudi region. The sample consists of 160 respondents, who were the private hospital nurses at Karaikudi. Convenient sampling technique was followed to collect the sample. In this paper, we have also provided suggestions for the hospital nurses to overcome Workplace Incivility and how to overcome it. ANOVA, Chi-Square, and Garrett Ranking Methods have been adopted to find out the relationships and association between the variables.

Identification of Enablers for Reducing Student Incivility in Classrooms-An Exploratory Investigation

Objective: There is a growing concern about student incivility in classrooms among academicians and institutional leaders. This study humbly tried to identify various enablers for reducing student incivility in classrooms through an exploratory investigation.Methods: This study uses empirical qualitative methods of investigation in a higher educational institution based at Delhi, NCR, INDIA. The authors have conducted open-ended, unstructured interviews with 8 faculty members of various departments of the institution.Results: This study able to develop three major themes and twelve sub themes as enablers to reduce student incivility in the classroom.Implications: The thematic map shall help the faculties and policy makers to integrate various mechanisms to control student incivility in classrooms.Theoretical and Managerial Contributions: This research has several contributions which would add to the existing body of knowledge. Firstly, this study explores various enablers which can reduce student incivility behaviours in classrooms. It also develops various propositions along with the thematic map that can be empirically investigated further. Additionally, this study attempts to link course planning, course scheduling, course content, scope for participation, giving breaks in between, norms and rules policy, transparent evaluation, applications of the subject, mutual agreement, counselling, live/group based projects, human touch which can result in student-centric pedagogy development, deep engagement in learning process and social accountability which will be an important extension of existing literature on higher education. The research offers valuable insights to academicians, institutional leaders by providing various enablers which can be used to reduce student incivility behaviours in the classroom level and developing the students as good citizens of the country and nurturing the young brains with the true spirit of innovation and ideas. As a result, teachers would be able to develop and maintain healthy and cordial relationships with the students which can result in reducing uncivil behaviours, burn outs, counterproductive work behaviour, attrition rates at the classroom context.Key Words：student incivility, academicians, institutional leaders, qualitative

An educational intervention to promote civility in nursing: a pilot study.

Objectives Nursing students are ill equipped to handle uncivil situations in the workplace. The purpose of this project was to determine if providing students with education about identifying and addressing incivility would alter how students perceived their ability to recognize and address uncivil situations when encountered. Methods This pre-post-test comparative pilot study used the Generalized Self Efficacy Scale along with The Confidence Scale to measure student self-efficacy and confidence before and after the receipt of educational interventions on recognizing and addressing uncivil behaviors. Results The statistical analysis reveals an increase in both self-efficacy and confidence scores in recognizing and addressing uncivil behaviors following the educational interventions (p=0.000, p<0.001, respectively). Conclusions Educating pre-licensure nursing students about incivility increases self-efficacy and confidence levels in pre-licensure nursing students to recognize and address uncivil behaviors when encountered.

Location! Location. Location? Investigating the impact of status and context on incivility in academia

ABSTRACT Incivility has been reported as having an adverse impact on student learning, faculty staff retention and student commitment within Higher Education. As such this behaviour has the potential to reduce student achievement and could have a financial impact. The aim of this research was to examine the impact of teaching context (lecture versus tutorial) and instigator status (staff versus student) on the perception and impact of incivility in academia. Study 1 recruited Scottish participants and utilised a vignette-based approach to evaluate status and context effects across four teaching scenarios. Study 2 recruited participants from the UK and Ireland and used an online survey to gather quantitative and qualitative data investigating uncivil behaviours within lectures and tutorials. The results indicate that the uncivil behaviours absenteeism, non-participation, ignoring and unrelated behaviours were all more frequent during a lecture than a tutorial. Uncivil behaviours were associated with a higher emotional impact within tutorials and an assertive response. In terms of status student behavior was perceived as more uncivil than the equivalent staff behavior, yet a higher emotional response was reported for staff as opposed to student incivility. These results indicate the need for a tailored context-specific approach to addressing incivility within Higher Education.

The dark sides of engaging in creative processes: Coworker envy, workplace ostracism, and incivility

Previous research has intensively investigated the positive consequences of creative behaviors while the negative consequences have mostly been neglected. Based on the social comparison theory, the current research investigates coworker envy, workplace ostracism and incivility as the dark sides of creative process engagement, while the focal employee’s helping behavior is suggested to mitigate this negative influence. With a three-wave supervisor-employee matched data from China, our hypothesized mediated moderation framework was examined and confirmed. Specifically, our study found that helping coworkers could moderate the relationship between the focal employee’s creative process engagement and coworker envy. Specifically, this relationship is significantly positive with low levels of helping behaviors but not significant with high levels of helping behaviors. The resulting coworker envy further leads to coworker workplace ostracism and the focal employee’s uncivil behaviors towards coworkers. Furthermore, coworker envy mediated the interactive effect of creative process engagement and helping behaviors on coworker workplace ostracism and the focal employee’s incivility. Theoretical and practical implications have been discussed.

Dark Triad, Counterproductive Work Behaviors, Workplace Incivility, and the Role of Islamic Work Values: A Moderated Mediation Model

The organization’s ethical climate increases productivity at the individual the organizational level; further, it reduces the harmful characteristics and negative intensity of individuals’ inflated self-esteem. Integration of the theory of threatened egotism and ethical climate theory, this study’s objective was to examine the mediating mechanism of workplace incivility between dark triad (Narcissism, Psychopathy and Machiavellianism) and counterproductive work behaviors with the sample from public sector (judiciary) institution. Additionally, in the present study, we also test the moderating effect of Islamic work values between the mediating relationship of workplace incivility and counterproductive work behaviors. Close-ended questionnaires were used to collect data from a sample size of 268 participants (permanent employees of the judiciary) of a public sector organization who voluntarily participate in the process of data collection for this study. To test the study’s proposed hypothesis, different statistical techniques, i.e., correlation, regression were applied to test the direct effects, and Hayes PROCESS-macro method was applied to test indirect effects (mediation), moderation, and moderated mediation. Findings of the study indicate that workplace incivility mediates the association of dark triad and counterproductive work behaviors. Furthermore, findings reveal that Islamic work values moderate the mediated relationship between workplace incivility and counterproductive work behaviors. We also tested the moderated mediation model, and findings indicate that Islamic work values weaken the positive intensity of dark triad and counterproductive work behaviors in the presence of workplace incivility. This study’s findings further declare that a higher level of Islamic work values weaken the intensity of negative personality on counterproductive work behaviors and decrease the uncivil behaviors of individuals at the workplace. Policymakers and higher management of public sector institutions especially focus on the psychological health and organizational climate to reduce the workplace’s harmful behaviors. Finally, this study theoretically enhances knowledge of personality psychology literature by explaining the negative consequences of negative personalities at the workplace. Overall, this study contributed to the theory of threatened egotism and ethical climate theory by integrating dark triad, workplace incivility, counterproductive work behaviors, and Islamic work values collaborations with exciting outcomes, specifically with the background of public sector institution of Asian developing country. Keywords: Dark Triad; Workplace Incivility; Islamic Work Values; Counterproductive Work Behaviors; Theory of Threatened Egotism; Ethical Climate Theory.

A Moderated Mediation Model: Mediating Mechanism of Workplace Incivility and Moderating Role of Islamic Work Ethics between Dark Triad and Organizational Citizenship Behavior

The main aim of this study was to examine the impact of the Dark Triad (DT) on Organizational Citizenship Behavior (OCB). The mediation effect of Workplace Incivility (WPI) between the relationship of DT and OCB was also analyzed. Furthermore, the moderating role of Islamic Work Ethics (IWE) was also tested between the relationship of WPI and OCB, in terms of the Theory of Threatened Egotism (TTE) and Ethical Climate Theory (ECT). Hypotheses of this study were tested using data of 326 employees (male/female) working in different public sector organizations (Lahore High Court, Lahore, and Rawalpindi Bench, Advocate General, and Attorney General Office). Data was analyzed by using SPSS 25.0 and Smart-PLS, a direct relationship was tested by using hierarchal regression, the indirect effect was tested by using the methods of Barron and Kenny, Sobel, and Hayes, and moderation effect was tested by using PROCESS-macro. Findings support the hypothesis of this study, as workplace incivility indirectly with the presence of dark personality negatively influence the organizational citizenship behavior of employees. Findings further explore that moderation of Islamic work ethics reduces the strength of the negative indirect effect of dark personality via workplace incivility on organizational citizenship behavior. Investigation of this study contribute to the literature of personality psychology and organizational behavior, by showing that the dark side of personality develops the features of uncivil behavior that reduce the level of organizational citizenship behavior, IWE as a potential moderator provide an ethical climate in the organization that reduces the intensity of these negative behaviors.

Large Group Regression and the Emergence of Psychopolitical Criminality

AbstractThis article examines criminality that can emerge within the context of a political party’s large group regression. The group behavior of the Democratic party after its loss in the 2016 United States Presidential election serves as a case that illustrates this concept. Psychoanalytic concepts discussed by Vamik Volkan are used as the framework for understanding the party’s group behavior. Since its loss in the election, the Democratic party has demonstrated remarkable coherence in its hostility towards Republicans. The hostility has ranged from uncivil behavior to violence manifested across a range of socioeconomic statuses and locations. The steep decline in the Democratic party’s civility towards its opponent is indicative of a large group regression. The loss of the 2016 Presidential election precipitated the party’s regression, which has left its members responding in primitive psychological ways. A range of criminality has emerged within this regressed state, such as assault, battery, and false police allegations. The regressed state of the party leaves it vulnerable to malignant narcissistic leadership or dysfunctional ideologies, which can normalize the regressive behavior. The large group regression examined in this paper may apply to other Western societies that experience dramatic sociopolitical change.

Burning out? Watch your own incivility and the emotions you spread.

The present study focuses on perpetrators of workplace incivility. We set to answer two questions: 1) why the perpetrator instigates uncivil behaviors in the workplace, and 2) what are the consequences of workplace incivility on the perpetrator him/herself. We examined the perpetrator burnout outcome of instigated incivility and infected emotional contagion as predictor of one's uncivil behaviors towards others and tested the cross-country structural invariance of the hypothesized nomological network on data from the U.S. and Italy. Data from employees in the U.S. (N = 350) and Italy (N = 273) suggest that contagion of joy infected into others and anger infected into others were related to instigated incivility, which, in turn, was positively related to emotional exhaustion and cynicism. Our results were structurally invariant across the two countries. Similar to the victims of incivility, the perpetrator of workplace incivility also suffers from heightened burnout. As such, an employee experiencing and infecting into other employees his/her own negative/positive emotions increases/decreases his/her own tendency to initiate rude behaviors toward others. Overall, our findings shed light on predictors and consequences of workplace instigated incivility. We hope our research can serve as a springboard to the understanding and prevention of incivility initiated by employees.

The incidence and importance of uncivil behaviors of nursing students: Comparing the perception of educators and students

Background: Higher education plays a key role in helping students achieve civility, however uncivil behaviors are growing.The aim of this study was to assess and compare the educators and students perceptions of frequency and importance of the incivility of nursing students. Methods: In this descriptive comparative study,178 nursing students were selected by a stratified random sampling . By purposive sampling,Sixty-seven educators of the Lorestan University of Medical Sciences were participated. Data were collected using Incivility in Nursing Education-Revised Survey. All analyses were carried out using SPSS, version 20 and descriptive statistics and chi-square test and variance analysis. Results: Educators and students, disagreed on the frequency and importance of some uncivil behaviors.The uncivil behaviors most experienced by educators were: “expressing disinterest about course content”( %73), and “ arriving late for class”(%69. 9). According to students, the uncivil behaviors most experienced were: “ expressing disinterest about course content”(%78.6), and “ using a media device in class (%70. 2).Also,from the perspectives of educators and students, the maximum mean score belonged to“ physical violence ”(3.9±0.53, 3.84±0.58),“ property damage”( 3.87±0.49 , 3.83±0.59),and “ physical threats or harm to others”( 3.87±0.58 , 3.83±0.59) items, which indicated the high importance of these items. In contrast, the lowest mean score belonged to“ demanding make-up exams, extensions”( 2.19±1.07,1.99±1.08), and “being distant and cold toward others” items( 2.33±0.9,2.41±1.02). Conclusion:Given the similarities and differences between the views of educators and students on the importance and frequency of uncivil behaviors, the necessity of designing strategies tot increasing their awareness of civilization, rooting out the causes of such behaviors, or considering the topic in undergraduate nursing curriculum are felt.

Faculty Staff versus Nurse Students' Perceptions Regarding Uncivil Behavior in the Classroom

Background: Uncivil behavior of a student is a very serious problem in higher education. It changes the teaching and learning environment by diverting both student and faculty staff attention away from the lecture, disrupting the discussions and has negatively consequences on the learning outcomes. The aim of the study: assess the faculty staff and nurse students' perception regarding uncivil behavior in the classroom. Research design: A descriptive, comparative cross-sectional design was used to carry out this study. Setting: The study was conducted at Faculty of Nursing –Ain Shams University. Subjects:101 faculty staff and 261 nurse students. Tools: Data were collected by using incivility in nursing education questionnaire sheet. Result: Faculty staff had the highest perception level regarding aggressive behaviors while nurse students had the highest perception level regarding disagreeable behaviors. Conclusion: There were highly statistically significant difference between faculty staff and nurse students' perception regarding total uncivil behaviors in the classroom. Recommendations: enhancing rules and policies, specifically student codes of conduct. Faculty staff have to enhance positive relationships through professional role modeling and use zero tolerance technique to prevent the uncivil behavior's occurrence.

Nurses’ attitudes and behaviors during bachelor of nursing students’ clinical learning experiences

Objective: This study aimed to examine the nurse-student relationship during clinical learning experiences.Methods: Students at all levels of a Bachelors nursing program completed the Nursing Student Perception of Civil and Uncivil Behaviors tool (NSPCUB) after clinical experiences during each semester over one calendar year at a small Midwestern university. The tool included 12 items, four demographic questions, and two qualitative questions.Results: A total of 302 surveys were returned. The majority of surveys were completed by second semester students on a medical-surgical unit. The majority of students had positive experiences. Night shift nurses had a significantly higher mean on two variables. There was also statistical significance between second and third semester students on two variables. There were no statistical differences between units and hospitals. Student’s comments were mostly positive, though negative experiences still occurred.Conclusions: Nurses can positively impact student’s clinical learning experiences. Students have both positive and negative experiences in the clinical setting. Several positive themes were identified including role modeling, skill acquisition/teaching, communication and critical thinking development. Negative themes also occurred including rudeness, feeling ignored and inappropriate behavior. Further research is recommended.

Faculty-to-Faculty Incivility in Social Work Education

ABSTRACT This study explores faculty-to-faculty incivility in schools of social work, which has implications for the implicit curriculum and modeling professional values. A total of 243 social work faculty participated in the study, and faculty-to-faculty incivility was perceived as a moderate to serious problem. Physical threats were considered the most uncivil behavior, and failing to perform one’s share of the workload was the most frequently experienced uncivil behavior. Contributing factors to faculty-to-faculty incivility included a sense of entitlement and superiority and unclear roles and expectations. Fear of retaliation and a lack of administrative support were cited as the top reasons for choosing not to address incivility. Structural causes of incivility and the dynamics affecting women and minority faculty are discussed.

Is Context the Key? The (Non-)Differential Effects of Mediated Incivility in Three European Countries

There is a worry that serious forms of political conflict, in particular, uncivil behavior of politicians, increases political cynicism and demobilizes the public. Despite the close relation of incivility with social and cultural norms of what is an acceptable form of discussion, studies are mostly restricted to one country. To overcome this blind spot, we conduct a cross-national experiment in three countries (the Netherlands, UK and Spain) testing whether civil and uncivil forms of mediated political conflict affect cynicism toward the EU, political participation intentions, and the support for the policies discussed. Results indicate that despite different levels of conflict in the news, and different levels of cynicism and participation in these countries, the effects of incivility are homogenous. Uncivil political conflict has negative effects on political participation intention and policy support but does not significantly affect cynicism – in each of the three countries. We also test the role of an individual-level factor, namely Tolerance for Disagreement (TfD). Citizens with low levels of TfD are more affected by uncivil conflict, while subjects with high TfD seem to be immune against violations of social norms. We discuss these finding against the backdrop of individual and cultural influences on political communication effects and cross-cultural experimental research in more general terms.

Psychometric Properties Of The Persian Version Of The Uncivil Behavior In Clinical Nursing Education Among Nursing Students.

BackgroundSome clinical staff nurses show unprofessional behavior toward nursing students in clinical nursing education that can negatively affect their self-esteem and professionally. Examination of uncivil behavior toward nursing students requires a valid and reliable instrument. Therefore, the goal of the present study was to examine the psychometric properties of the Persian version of the Uncivil Behavior in Clinical Nursing Education (UBCNE) among nursing students.MethodsIn this methodological study, a total of 558 nursing students participated who were selected using a convenience sampling method, and were asked to complete the Persian version of the UBCNE. The UBCNE was translated based on the WHO guidelines. The face, content, and construct (using explanatory and confirmatory factor analysis) validities were assessed. In addition, internal consistency was assessed using the McDonald’s omega and the Cronbach’s alpha coefficient, and stability was assessed using the test-retest method.ResultsExplanatory factor analysis led to two factors, including Dismissive Behavior and Exclusionary Behavior that together explained 62.1% of the total variance of uncivil behavior. In the confirmatory factor analysis, the comparative and parsimonious fit indices were very good, but the absolute fit indices were poor (RMSEA=0.116, GFI=0.98, NFI=0.97, AFGI=0.83, PNFI=0.78). Reliability of the UBCNE was found to be 0.93 and 0.97, using the Cronbach’s alpha coefficient and the test-retest method, respectively.ConclusionThe two-factor structure of the UBCNE has good validity and reliability among nursing students. Therefore, it can be used to assess civil behavior in clinical nursing education.

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.