Workplace Incivility Scale Research Articles

Psychometric Properties and Measurement Equivalence of the Workplace Incivility Scale Across Cultures: Insights from Daily Diary Study.

Despite extensive research on workplace incivility, little attention has been given to its validation in culturally distinct contexts such as China and Pakistan. This study aims to bridge this gap by investigating the psychometric properties of the workplace incivility scale within these cultural frameworks. Additionally, it seeks to explore the cross-cultural measurement equivalence of the workplace incivility scale between these two diverse settings using a daily diary study design. The sample consisted of employees from service-providing organizations in China and Pakistan. Data was collected through snowball sampling, resulting in responses from 100 Chinese and 115 Pakistani employees over 10 consecutive workdays. Analysis of the daily responses, encompassing 748 from Chinese and 833 from Pakistani workers, indicated successful validation of the scale within both populations. This demonstrates the transferability of the concept of incivility to these cultural contexts. An integral aspect of this study is the consideration of potential cultural variations in workplace uncivil behavior. The validation and measurement equivalence of the scale for the core construct serves as essential infrastructure supporting such research endeavors.

Crafting an ultrashort workplace incivility scale and determining cutoffs for varied risk levels through item response theory

Workplace incivility (WI), characterized by disrespectful or rude behavior in the workplace, is linked to poor mental health and overall well-being. The Workplace Incivility Scale (WIS) is a popular 7-item measure for assessing WI. There is a current need for an ultrashort conceptually clear version of the WIS. In addition, the cutoffs for varied at-risks of WI, requiring intervention, remains unknown. Using data from 426 employees across diverse organizations, we employed item response theory (IRT) to create an ultrashort WIS and establish cutoffs for high, moderate, low, and at-not risk of WI. Confirmatory factor analyses were utilized to validate WIS construct validity. In supporting convergent validity, WIS was correlated with workplace bullying and poor health-related quality of life. All items demonstrated adequate severity threshold parameters with very high discrimination and good reliability parameters except for item WIS7. We successfully developed an ultrashort and valid 3-item WIS, specifically comprising items WIS2–4, and identified cutoffs for varying levels of WI risk. This streamlined measure aims to reduce response burden and foster a healthier organizational culture. In essence, cutoff points streamline the classification process, allowing for quicker and more standardized identification of at-risk employees. This concise, valid, and reliable ultrashort WIS holds potential for use in intervention studies conducted by organizational and occupational health psychologists, ultimately promoting employee well-being and cultivating a positive workplace environment. The current study further advances the existing theoretical framework rooted in the social interactionist perspective by delineating WI as a distinct and independent construct.

Karyawan Generasi Y Perusahan Startup Pulau Jawa: Workplace Incivility dan Turnover Intention

Millennials working in startup companies today have faced workplace incivility, which can increase an employee's turnover intention to leave the company. This condition can lead to prolonged stress and potentially trigger burnout and job dissatisfaction. This study aims to determine the relationship between workplace incivility and turnover intention in millennial generation employees in startup companies on the island of Java. This research design is quantitative - correlational. This study has 71 subjects of generation Y employees who work in startup companies on the island of Java. The workplace incivility instrument uses the workplace incivility Scale adapted from Yuniasanti (2019) and the Turnover Intention instrument uses the Turnover Intention Scale adapted from Trisevila (2023). With data analysis using product moment. Based on the results of data analysis, it shows that there is a positive relationship between workplace incivility and Turnover Intention in millennial generation employees in startup companies on the island of Java.

Assessing age discrimination in workplaces: psychometric exploration of the Workplace Age Discrimination Scale (WADS-G).

In contemporary workplaces characterized by diverse age groups working collaboratively, the assessment of age discrimination as an interpersonal phenomenon has gained heightened significance. This study focuses on adapting and scrutinizing the psychometric properties of the German iteration of the Workplace Age Discrimination Scale (WADS-G). Comprehensive Confirmatory Factor Analysis (CFA) results affirm a robust fit for the unidimensional model. Convergent validity is established through correlations between WADS-G scores and related instruments, while discriminant validity is evidenced by its lack of association with extraversion. Noteworthy findings include a positive correlation with turnover intention and negative correlations with job satisfaction, occupational self-efficacy, and organizational affective commitment. Despite its merits, the predictive efficacy of the WADS-G is notably inferior when juxtaposed with the Workplace Incivility Scale. Its explanatory power for turnover intention is constrained when accounting for variables such as job satisfaction, work environment, neuroticism, and core self-evaluation. Although measurement invariance testing across gender groups reveals scalar to strict measurement invariance, the examination across age groups indicates metric invariance. However, Confirmatory Factor Analyses for the 18-30 and 50+ age groups, central to the research emphasis, reveal suboptimal model fit. These outcomes prompt a nuanced discussion on whether the WADS-G aptly captures age-discriminatory experiences across diverse age and gender cohorts among employees.

The current situation and influencing factors of depersonalization in clinical nurses

Objective: To investigate the depersonalization status and to analyze the effect of workplace incivility perception, intrusive rumination and fear of negative evaluation on depersonalization in clinical nurses. Methods: In May 2019, 10 cities were selected as sampling cities by the method of grabbing random ball in Henan Province and Fujian Province. Using the stratified sampling, clinical nurses were selected as the research objects for a questionnaire survey in 22 tertiary hospitals and 23 secondary hospitals, included 1200 nurses. A total of 1200 questionnaires were issued and collected, and 1159 valid questionnaires were collected with effective recovery of 96.6%. Clinical nurses were investigated by Workplace Incivility Scale, Event Related Rumination Inventory, Fear of Negative Evaluation Scale, Maslach Burnout Inventory-General Survey. The demographic characteristics of nurses' depersonalization were compared and analyzed with t test and single factor analysis of variance. The influence mechanism of workplace incivility perception, intrusive rumination and fear of negative evaluation on depersonalization was analyzed with Bootstrap. Results: Depersonalization scores were (9.3±2.6) points, 467 of those had depersonalization symptoms in clinical nurses (40.3%). The scores of depersonalization of those with <3 years of service [ (10.5±2.9) points] was higher than those with 3-10 years [ (9.1±2.8) points] and 11-31 years [ (9.0±2.9) points]. The scores of depersonalization of those with monthly earning of <3000 yuan [ (10.1±2.8) points] was higher than those with 3000-7999 yuan [ (8.4±2.7) points] and 8000-12000 yuan [ (8.0±2.9) points]. The scores of depersonalization of clinical nurses in surgical departments [ (10.0±2.9) points] was higher than those in non-surgical departments [ (8.7±2.6) points]. The scores of depersonalization of clinical nurses in tertiary hospitals [ (10.0±2.7) points] was higher than those in secondary hospitals [ (8.6±2.8) points]. The differences were statistically significant (P<0.05). Workplace incivility perception affected depersonalization through the single mediating role of intrusive rumination, fear of negative evaluation and the chain mediating role of intrusive rumination and fear of negative evaluation (β=0.16, 0.17, 0.07, 95%CI: 0.15-0.20, 0.15-0.21, 0.03-0.09, P<0.05) . Conclusion: Workplace incivility perception directly or through the independent mediating effects of intrusive rumination or fear of negative evaluation, and the chain mediating effects of intrusive rumination and fear of negative evaluation influences the depersonalization of clinical nurses.

The effect of nurses' perceived workplace incivility on their presenteeism and turnover intention: The mediating role of work stress and psychological resilience.

This study aims to determine the effects of nurses' perceived workplace incivility on nurses' presenteeism and turnover intention and to reveal the mediating role of work stress and psychological resilience in the possible impact. Nurses directly contribute to the treatment of patients. The problems nurses encounter in the workplace can negatively affect nurses' attitudes towards work. Therefore, the problems faced by nurses should be determined. This study complies with the STROBE checklist. This cross-sectional survey was conducted with 302 nurses working in a university hospital in the Konya province of Turkey. Data were collected in May-July 2021. The questionnaire consisted of six parts: sociodemographic characteristics form, workplace incivility scale, psychological resilience scale, work stress scale, turnover intention scale and presenteeism scale. The data were analysed using descriptive statistical methods and partial least-squares path analysis. It was determined that workplace incivility positively and significantly affected turnover intention, presenteeism and work stress. In contrast, it negatively and significantly affected psychological resilience. In addition, psychological resilience played a mediating role in the effect of workplace incivility on presenteeism. The results reveal that the behaviours of incivility encountered by nurses in the workplace increase their presenteeism and turnover intention, and work stress further strengthens these effects. The psychological resilience of nurses is a factor that can help them eliminate their negative emotions and attitudes. Therefore, it is recommended that nursing and health managers first identify the stress factors in the workplace and be determined to fight them. In addition, organizing training and providing psychological support to increase nurses' psychological resilience may enable nurses to develop more positive feelings about their jobs and workplaces. Nursing and health managers must determine workplace incivility behaviours and inform all employees about these behaviours, their consequences and how to deal with such incivility. In addition, nursing and health managers must determine the stress factors in the workplace and be adamant about combating these factors. In addition, nursing and health managers must give importance to training that will increase the psychological resilience of nurses.

Social anxiety mediates workplace incivility and work engagement

The average working person spends between 35 and 60 h a week in the workplace, making it an influential place for mental well-being and a place for socioeconomic contribution. Workplace incivility can diminish positive mental health outcomes and negatively impact work engagement through increased social anxiety. To investigate this, 118 working adults in Singapore aged between 19 to 67 years old were recruited for a survey consisting of demographic questions, the Workplace Incivility Scale, the Brief DSM-5 Social Anxiety Disorder Severity Scale, and the Utrecht Work Engagement Scale-9 between November 2022 to April 2023. Correlational, regression, and mediation analysis showed workplace incivility scale scores to significantly predict social anxiety after controlling for covariates. This supports our hypothesis that employees exposed to workplace incivility would have higher social anxiety levels mediating work engagement after controlling for age and gender. The findings here show workplace incivility as a possible intervention target for social anxiety, in order to reduce negative impact on work engagement to improve employee experience and retention for organizations.

Bullying, incivility, and intention to leave the job among novice nurses: A multicenter cross-sectional study

One of the major challenges in the world healthcare system is the bullying, incivility, and intention to leave the job among novice nurses. The study focused on bullying, incivility, and intention to leave the job and the relationship and factors associated with them among novice nurses. In a cross-sectional study, novice nurses working in 26 educational and treatment hospitals in northern Iran were enrolled. Data were collected via census sampling from March to April 2018 using a four-part questionnaire including demographic and work-related characteristic information form, workplace incivility scale, workplace bullying scale (EAPA-T), and intention to leave the job scale. A total of 600 out of 653 novice nurses were included in the study (response rate=91.8%). There were significant positive correlations between intention to leave the job score and scores of bullying (r=0.312, P&lt;0.001) and incivility (r=0.304, P&lt;0.001). There was also positive correlation between bullying and incivility scores (r=0.731, P&lt;0.001). Multiple linear regression analyzes showed that having more than one year of experience (b=0.160, P=0.046), lack of interest in nursing (b=0.489, P&lt;0.001), insufficient salary (b=0.281, P&lt;0.001), high bullying score (b=0.237, P=0.002) and high incivility score (b=0.127, P=0.032) were significantly related to high intention to leave the nursing profession. Nursing managers and policymakers need to eliminate factors associated with intention to leave the job such as bullying and incivility through educational measures. Also, increasing interest in the nursing profession and the salary of novice nurses, in general, can reduce their intention to leave the job.

The correlation between experienced workplace incivility with the psychological well-being of employees

This study aims to determine the relationship between experienced workplace incivility and the psychological well-being of employees. The research hypothesis is that there is a negative relationship between experienced workplace incivility and psychological well-being. The subjects in this study were 40 employees who filled out the experienced workplace incivility scale and the psychological well-being scale. The data analysis method used is the Pearson product-moment correlation. Based on data analysis, in testing the hypothesis of the relationship between experienced workplace incivility, a correlation coefficient of rxy -.368 (p&lt;.005) is obtained, which means a negative relationship exists between experienced workplace incivility in employees. The coefficient of determination (R2) is .136 or 13.6%, and other factors influence the remaining 86.4%.

Attributions and perpetrators of incivility in academic surgery.

Although incivility has been described in other specialties, little is known about the attributes and perpetrators of it in academic surgery. The goal of this study was to identify attributes and commonly associated perpetrators of incivility experienced by trainees and faculty at academic surgery programs in the U.S. A web-based survey including the Workplace Incivility Scale (WIS) and questions regarding attributions and perpetrators of incivility was sent to trainees and faculty at academic institutions across the U.S. In addition to descriptive statistics, multivariable regression models were built to determine the impact of perpetrator type and number on overall incivility scores. We received 367 of 2,661 (13.8%) responses. Top three reasons for incivility were surgery hierarchy (50.1%), respondent's gender (33.8%) and intergenerational differences (28.1%). Faculty (58.6%), patients (36.8%), and nursing staff (31.9%) were the most reported parties responsible for incivility. Female surgeons reported experiencing incivility more frequently from all three top responsible parties (i.e., faculty, patients, and nurses) when compared to other gender identities. Additionally, those who reported faculty (β = 0.61, 95%CI 0.39-0.82) or nurses (β = 0.23, 95%CI 0.009-0.45) as perpetrators of incivility reported an increase in overall incivility scores. Incivility in surgery is frequently attributed to surgery hierarchy, gender, and intergenerational differences. Surgical trainees and faculty reported that faculty, patients, and nurses were the most commonly identified as responsible for uncivil events in the surgical workforce. Exposure to a greater variety of perpetrators of incivility increases overall levels of incivility, emphasizing the importance of eliminating incivility from all sources. The online version contains supplementary material available at 10.1007/s44186-023-00129-1.

Frequency and outcomes of workplace incivility in healthcare: A scoping review of the literature.

We aim to evaluate the frequency and outcomes of workplace incivility in healthcare for nursing management. Incivility in the workplace is a significant problem that is important to nurse managers, as it goes directly against the fundamental values and ethics of providing high-quality care to patients. The Joint Commission (2021) and the American Nurses Credentialing Center have called on healthcare organizations to identify and intervene in the problem of workplace incivility. Studies included in this scoping review were those that measured and analysed the frequency and outcomes of workplace incivility in healthcare. Four databases were searched, and 28 articles were reviewed. Evaluation was based on general quality, including study characteristics, instruments, and statistical analyses. Studies used a quasi-experimental design, and most focused on the Registered Nurse population. The Workplace Incivility Scale was the most commonly used instrument to measure workplace incivility frequency. The most frequently studied work-related outcomes were burnout, satisfaction, and turnover. Although the frequency of workplace incivility in healthcare is not clear, its consequences are substantial. Multiple studies have revealed significant relationships between workplace incivility and work-related outcomes that are important to nurse managers. Research is needed on non-nursing healthcare professionals, and validation studies are needed on instruments used to measure workplace incivility frequency. The findings of this review can help nurse managers better understand the phenomenon, frequency, and impact of workplace incivility in the healthcare setting and move toward addressing the problem of workplace incivility among nurses and other healthcare professionals.

Incivility or Just Another Form of Mistreatment at Work?

In the 22 years since the concept of workplace incivility was introduced to scholars (Andersson & Pearson, 1999), a substantial body of empirical work on potential antecedents, negative outcomes, and various boundary conditions has accumulated. Despite the fascination and the considerable interest shown in investigating incivility, there are some criticisms regarding how the construct is defined and measured. There are concerns that one of the most common measurement instruments used to assess workplace incivility (the WIS-R, Cortina et al., 2013) may not be identifying uncivil behaviors in particular, but rather it may be capturing employee appraisals of various forms of interpersonal mistreatment. For example, mistreatment might encompass perceptions of another person at work engaging in bullying, undermining, abuse, or some other form of mistreatment. To support this position, a content analysis of the Workplace Incivility Scale Revised, [WIS-R] (Cortina et al., 2013) was conducted to assess if the way workplace incivility is measured is differentiating incivility from other related interpersonal mistreatment constructs. The findings bring into question the content validity of the WIS-R and raise concerns about the current approaches to the measurement of workplace incivility and workplace mistreatment in general.

The relationship between workplace incivility and turnover intention in nurses: A cross-sectional study.

The aim of this study was to examine the relationship between workplace incivility and the turnover intention in nurses. Studies assessing the association between nurses' turnover intention and workplace incivility are limited. The research was carried out on a total of 250 nurses working in three private hospitals in Antalya, Turkey. The data were collected using a Demographic Questionnaire, the Workplace Incivility Scale and the Turnover Intention Scale. The mean workplace incivility scores of the nurses were determined to be 6.68 ± 7.96. The mean turnover intention scores of the nurses were 6.38 ± 3.44. A statistically significant positive relationship was found between workplace incivility scores and turnover intention scores (r = 0.632, p = 0.0001). The linear regression model showed that workplace incivility, working in the emergency or intensive care unit, and dissatisfaction with the current institution were independent factors of turnover intention. The results of the study demonstrated a significant relationship between workplace incivility and turnover intention in nurses. Nurses who are less exposed to workplace incivility were seen to have a lower turnover intention. Simple measures that organisations may take to reduce workplace incivility may increase nurses' workplace satisfaction, reduce turnover intention and enable them to work more efficiently. It would be useful for nursing managers to lead initiatives in institutions to reduce workplace incivility and improve the culture of civility.

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.

The influence of workplace incivility on the fatigue of female nurses: The mediating effect of engagement.

To identify the associations of workplace incivility, engagement and fatigue among Chinese female nurses, and further explore whether engagement can play a mediating role. Nurses are at a high risk of fatigue. However, no research has been done to examine the associations among nurses' workplace incivility, engagement and fatigue. The cross-sectional study was conducted in Jiangsu Province, China. Self-administered questionnaires were distributed to 1200 female nurses, including The Fatigue Scale, Workplace Incivility Scale, Gallup Workplace Questionnaire and demographic variables. Valid responses were obtained from 1035 (86.3%) of participants. Hierarchical multiple regression analysis was performed to examine the associations among workplace incivility, engagement and fatigue. The mean fatigue score was 6.54 ± 3.07. Workplace incivility and engagement were related to fatigue (P < .01). Engagement partly mediated the association between workplace incivility and fatigue (a*b = 0.086, bias-corrected 95% confidence interval [CI]: 0.059, 0.116; P < .01), and the proportion of the mediating effect accounted for by engagement was 33.0%. Chinese female nurses suffered from high level of fatigue. The improvement of female nurses' engagement may be helpful to alleviate the impact of workplace incivility on fatigue. Managers should reduce workplace incivility of female nurses by promoting engagement to reduce fatigue.

Prevalence of incivility between ophthalmology and emergency medicine residents during interdepartmental consultations.

ObjectivesSince incivility is linked to adverse effects in patient care and health care worker well‐being, evaluation of the prevalence of incivility during the formative years of residency training is warranted. The aim of this study was to determine the perceived presence and degree of incivility between emergency medicine (EM) and ophthalmology residents during emergency department (ED) consultations.MethodsWe conducted a single‐site, survey‐based study, targeted to ophthalmology and EM residents. The survey we distributed included questions adapted from validated and widely used surveys measuring incivility in the workplace (Workplace Incivility Scale) and incivility within the ED.ResultsOphthalmology (13/15, 86.7%) and EM (42/48, 87.5%) residents participated, with an overall response rate of 55 of 63 (87.3%). Most residents (47/55, 85.5%) reported some degree of incivility during consultations, with a greater proportion of females reporting incivility (100%) than males (77.4%, p = 0.033). A total of 52.7% of respondents reported occurrence of incivility on a quarterly basis; 21.8% reported monthly, 10.9% weekly, and none daily. Incivilities were reported most commonly during nonurgent consults (85.5%). The two most common incivilities reported by trainees were when the other party paid little attention to their statements or opinions (80% of residents) or doubted their professional judgment (74.5% of residents). More female trainees reported jokes being told at their expense compared to males (15.8% vs. 0%, p = 0.049). Residents most often attributed incivility to stress (78.2%), loss of empathy/burnout (63.6%), or attempts to shift responsibility to another party (60.0%). Among EM residents surveyed, incivility was identified as occurring most often during consultations with surgical specialties.ConclusionsIncivility during interdepartmental consultations between EM and ophthalmology is commonly reported by physicians‐in‐training. It occurs more often during consultations deemed as nonurgent and is more commonly reported by females. Given its associations with adverse outcomes, interventions to decrease incivility early in training may be warranted.

Perpetrated Incivility: Individual vs Contextual Antecedents – A Reflective Viewpoint

The goals of the current study are twofold. Its first goal was to provide further insight into the primary antecedents of instigated workplace incivility. The current study shows whether context or personality explains better perpetration incivility. Its second goal was to construct and validate a new reflective measurement scale for measuring incivility based on the target's emotional experience rather than on the uncivil act's frequency. Data were analyzed using Partial Least Squares Structural Equation Modeling, which distinguishes between formative and reflective measurement scales and evaluates those, relying on robust measurement theory. Results indicated that both moral disengagement and the contextual variables could predict incivility perpetration. Yet it was found that contextual antecedents predicted instigated incivility better. Additionally, a new reflective scale – the Reflective Workplace Incivility Scale (RWIS) for measuring perceived incivility, was constructed and validated. The first contribution of the current article is integrating contextual and individual drivers into one model, contributing to understanding the precursors of instigated incivility. Such an integrative viewpoint in incivility research is overlooked, although its importance to a comprehensive understanding of incivility. The second contribution is related to the measurement of experienced workplace incivility. Studies thus far, have relied mostly on formative measures to capture the different aspects of incivility. Although these measures facilitated empirical research on workplace incivility, they were centred on the frequency of the uncivil incidents and less on the individual experience, which is the essence of the construct. All in all, incivility research from different viewpoints allows us to mitigate workplace exclusion and enhance inclusion in workplaces.

LGB-KASH and Shortened Workplace Incivility Scale Scores Among Athletic Trainers: A Pilot Study

Current literature suggests that Lesbian, Gay, Bisexual, Transgender, Queer, Intersex, and Asexual (LGBTQIA) athletic trainers encounter difficulties in their workplace given their status as minorities. Previous studies have examined the attitudes of athletic trainers towards LGBTQIA patients but have not looked into attitudes of athletic trainers and coaches towards LGBTQIA athletic trainers. However, in order to effectively assess these attitudes, it is important to have a valid and reliable instrument to do so. Therefore, the purpose of this study was to describe the scores on the LGB-KASH and Shortened Workplace Incivility Scale among credentialed athletic trainers in the state of Texas. A total of 42 credentialed athletic trainers participated in this study (age= 33 ± 10 years, certified experience = 11 ± 10 years). Participants were sent an electronic survey by email that gathered data on demographics, LGB-KASH scores, and Shortened Workplace Incivility Scale scores. Measures of central tendency (means, standard deviations, frequencies) were calculated for all survey items. Pearson Correlations were used to assess correlations between age, years of experiences, all subcategories of the LGB-KASH, and the Shortened Workplace Incivility Scale. An independent samples t-test was performed to determine differences between responses from heterosexual participants and gay, lesbian, and bisexual participants. Data analysis yielded several significant correlations. There was a low positive correlation between age and the Hate subcategory, and a low negative correlation between age and the Civil Rights subcategory. There was also a high negative correlation between the Hate subcategory and the Civil Rights subcategory. There were also significant differences between groups in the Knowledge, Religious Conflicts, and Internalized Affirmation subcategories. There were no significant differences in the Hate or Civil Rights subcategories, or on the Shortened Workplace Incivility Scale. Future research should examine the causes of the correlations described in this pilot study. Future research should also be directed towards examining the impact of lack of education and knowledge of LGBTQIA individuals and the issues they encounter on feelings of discomfort and self-consciousness.

Workplace gender-based violence and associated factors among university women in Enugu, South-East Nigeria: an institutional-based cross-sectional study

BackgroundExposure to workplace gender-based violence (GBV) can affect women's mental and physical health and work productivity in higher educational settings. Therefore, this study aimed to examine the prevalence of GBV (workplace incivility, bullying, sexual harassment), and associated factors among Nigerian university women.MethodsThe study was an institutional-based cross-sectional survey. The multi-stage sampling technique was used to select 339 female staff from public and private universities in Enugu, south-east Nigeria. Data was collected using the Workplace Incivility Scale (WIS), Modified Workplace Incivility Scale (MWIS), Negative Acts Questionnaire-Revised (NAQ-R), and Sexual Experiences Questionnaire (SEQ). Descriptive statistics, independent samples t-test, Pearson’s Chi-square test, univariate ANOVA, bivariate, and multivariable logistic regression analyses were conducted at 0.05 level of significance.ResultsThe prevalence of workplace incivility, bullying, and sexual harassment (SH) was 63.8%, 53.5%, and 40.5%. The 12-month experience of the supervisor, coworker, and instigated incivilities was 67.4%, 58.8%, and 52.8%, respectively. Also, 47.5% of the participants initiated personal bullying, 62.5% experienced work-related bullying, and 42.2% experienced physical bullying. The 12-month experience of gender harassment, unwanted sexual attention, and sexual coercion were 36.5%, 25.6%, and 26.6%, respectively. Being aged 35–49 years (AOR 0.15; 95% CI (0.06, 0.40), and ≥ 50 years (AOR 0.04; 95% CI (0.01, 0.14) were associated with workplace incivility among female staff. Having a temporary appointment (AOR 7.79, 95% CI (2.26, 26.91) and casual/contract employment status (AOR 29.93, 95% CI (4.57, 192.2) were reported to be associated with workplace bullying. Having a doctoral degree (AOR 3.57, 95% CI (1.24, 10.34), temporary appointment (AOR 91.26, 95% CI (14.27, 583.4) and casual/contract employment status (AOR 73.81, 95% CI (7.26, 750.78) were associated with workplace SH.ConclusionsThe prevalence of GBV was high. There is an urgent need for workplace interventions to eliminate different forms of GBV and address associated factors to reduce the adverse mental, physical, and social health outcomes among university women.

Employee turnover intention among Millennials: The role of psychological well-being and experienced workplace incivility

High turnover intention is a problem in the workforce today. The purpose of this study is to determine the relationship between experienced workplace incivility and psychological well-being on turnover intention. The subjects of this study were 46 millennial employees who had worked for at least three months. Data were collected with turnover intention scale, experienced workplace incivility scale, and psychological well-being scale. Partial Least Square PLS-SEM analysis was used to analyze the data. Findings indicate that experienced workplace incivility is positively related to turnover intention, while psychological well-being is negatively related to employee turnover intention. The results show that workplace incivility affects employee turnover intention higher than psychological well-being for millennial employees. Connections and communality are characteristics of millennial employees; therefore, they consider that the environment is essential. Therefore, it is essential for employers to develop a work condition that minimalizes experienced workplace incivility and improves the psychological well-being of their employees to reduce turnover intention among millennial employees.