Workplace Incivility Scale Research Articles

Translation and adaptation culture: Experience workplace incivility scale in Indonesia

Translation and adaptation culture: Experience workplace incivility scale in Indonesia

Psychometric Properties of the German Version of the Workplace Incivility Scale and the Instigated Workplace Incivility Scale

Abstract. The quality of workplace social environments has been widely recognized as having an important role in employees’ experience of their workplace, which is confirmed by recent research. The greater frequency of incivility, in contrast to the more intense forms of negative workplace interactions, expands opportunities for understanding the social dynamics of workplaces. Important aspects of this research are potential cultural variations in workplace social behavior. Valid translations of measures for the core constructs are part of the essential infrastructure to support such research endeavors. To assess uncivil behavior at the workplace, we prepared a German translation of the Workplace Incivility Scale and the Instigated Workplace Incivility Scale. Our analysis of the responses from 2,168 Austrian workers indicated that the translation of both scales into German was successful, and that the concept of incivility can indeed be transferred to the German-speaking population. The factor solution was comparable to the original version of the scales. Criterion validity coefficients lay in a similar range as the coefficients found in previous studies with Canadian samples. The availability of the scales should stimulate research on incivility among the German-speaking population and can help in organization-diagnostic processes.

Workplace Incivility Among Nationally Certified EMS Professionals and Associations with Workforce-Reducing Factors and Organizational Culture

Background: Incivility, defined as negative interpersonal acts that violate workplace and social norms, has been linked to negative outcomes in healthcare settings. A minimal amount is known regarding workplace incivility among emergency medical services (EMS) professionals. Our objectives were to (1) evaluate the prevalence of incivility and factors associated with experiencing workplace incivility; (2) describe the association between incivility and workforce-reducing factors (stress, career satisfaction, turnover intentions, and workplace absences); and (3) quantify the association between incivility and the organizational culture of an EMS agency. Methods: A random sample of 38,000 nationally-certified EMS professionals received an electronic questionnaire with an EMS-adapted Workplace Incivility Scale, the Competing Values Framework organizational culture scale, and factors that may negatively impact the EMS workforce. All completed surveys from nonmilitary EMS professionals currently providing patient care at the EMT level or higher were included in these analyses. We constructed multivariable logistic regression models (OR, 95% CI) to identify factors associated with experiencing workplace incivility and to examine the associations between experiencing incivility and workforce-reducing factors. We calculated univariable odds ratios to assess the association between organizational culture type and incivility. Results: A total of 3,741 EMS professionals responded to the survey (response rate =10.3%), with 2,815 (75.2%) meeting inclusion criteria. Incivility from supervisors or coworkers was experienced at least once a week by 47.4% of respondents. Factors associated with increased odds of experiencing incivility included female sex, AEMT/paramedic certification level, increasing years of EMS experience, service types other than 9-1-1 response, and higher weekly call volumes. Exposure to regular incivility was associated with increased odds of dissatisfaction with EMS, a main EMS job or a main supervisor; moderate or higher stress levels; intent to leave one’s job and EMS in the next 12 months; and 10 or more workplace absences in the past 12 months. The organizational culture type “market” was associated with the greatest odds of incivility. Conclusions: Nearly half of respondents experienced incivility once a week or more, and incivility was associated with potential workforce-reducing factors. Further research is needed to understand how organizational climate and interpersonal behaviors in the workplace affect the EMS workforce.

Spanish Validation of the Shorter Version of the Workplace Incivility Scale: An Employment Status Invariant Measure.

Workplace Incivility (WI) occurs worldwide and has negative consequences on individuals and organizations. Valid and comprehensive instruments have been used, specifically in English speaking countries, to measure such adverse process at work, but it is not available a validated instrument for research carried out in Spanish speaking countries. In this study we aim to test the psychometric properties of the Matthews and Ritter’s four-item Workplace Incivility Scale (2016) with Spanish workers (N = 407) from different sectors. Participants’ mean age was 38.73 (SD = 10.45) years old and the percentage of female employees was 59.2%. Confirmatory factor analysis using AMOS 19.0 was carried out, presenting a good fit. The internal consistency, convergent and concurrent validity of the scale were examined. Results show good scale reliability and expected high correlations with social undermining. Moreover, the scale related to propensity to leave a job, job satisfaction, and psychological well-being in the expected way. After configural invariance across groups was established, testing for metric invariance and scalar invariance was performed. Considering Δχ2 and ΔCFI tests for two nested models, the 4-item scale was invariant when the employment status is considered (permanent vs. temporal, full-time vs. part-time, and supervisor vs. non-supervisors). Overall, our findings showed good psychometric properties of the shorter version of the WIS in Spain. Theoretical and practical implications of this study are discussed.

The measurement of workplace incivility in Indonesia: evidence and construct validity.

IntroductionA large body of research in workplace incivility has largely been conducted in the West, while in Asia, it is still relatively limited despite its close relationship to local cultural norms. The purpose of this study was to explore workplace incivility experienced by employees in Indonesia and develop a workplace incivility scale based on the behaviors identified.MethodsThis research was divided into two studies. The participants in the first study were 217 employees asked to answer questions on whether they had experienced or had seen their co-workers experiencing incivility from co-workers or supervisor. The second study was the development of a workplace incivility scale based on the findings of the first study. The scale developed was tested on 561 participants in the second study. The participants were representatives of the various regions in Indonesia.ResultsMost participants (88%) reported that they have experienced incivility by their coworker and/or their supervisor. The study found five factors of incivility behavior: personal affairs’ intervention, abandonment, unfriendly communication, inconsiderate behavior, and privacy invasion. We found a set of behaviors that are similar to the original construct of workplace incivility; yet another distinctive behavior also emerged, which we identify as a unique, culturally influenced workplace incivility.ConclusionTherefore, research of workplace incivility should take the specific behavior in each culture into account. Construct validity of workplace incivility scale that we developed in this study is satisfying, although further comprehensive validity testing might be required.

The effects of Machiavellianism and person–group dissimilarity on workplace incivility

Workplace incivility is defined as ‘low-intensity deviant behaviour with ambiguous intent to harm the target, in violation of workplace norms for mutual respect’. According to this definition, when the employees act rudely in their social interactions, it lead to some unexpected consequences damaging their employment and work-related issues in organisations. This study investigate the effects of Machiavellianism and person–group dissimilarity on workplace incivility. The data were collected from a total of 185 employees. Questionnaire technique has been used as the data gathering method. In data collection tool, a 7-item Workplace Incivility Scale , 20-item Mach IV Scale and 6-item Perceived Dissimilarity Scale were used. The results indicated that Machiavellianism and person–group dissimilarity have significant positive contributions on workplace incivility. The findings provide evidence that identifying the individual and situational predictors of workplace incivility lead managers to become more aware of hostile working environments and the need to revise their management techniques. Keywords: Workplace incivility, Machiavellianism, person–group dissimilarity, incivility

Association of the nurse work environment with nurse incivility in hospitals.

To determine whether nurse coworker incivility is associated with the nurse work environment, defined as organisational characteristics that promote nurse autonomy. Workplace incivility can negatively affect nurses, hospitals and patients. Plentiful evidence documents that nurses working in better nurse work environments have improved job and health outcomes. There is minimal knowledge about how nurse coworker incivility relates to the United States nurse work environment. Quantitative, cross-sectional. Data were collected through online surveys of registered nurses in a southwestern United States health system. The survey content included the National Quality Forum-endorsed Practice Environment Scale of the Nursing Work Index and the Workplace Incivility Scale. Data analyses were descriptive and correlational. Mean levels of incivility were low in this sample of 233 staff nurses. Incivility occurred 'sporadically' (mean=0.58; range 0.00-5.29). The nurse work environment was rated highly (mean=3.10; range of 1.00-4.00). The nurse work environment was significantly inversely associated with coworker incivility. The nurse manager qualities were the principal factor of the nurse work environment associated with incivility. Supportive nurse managers reduce coworker incivility. Nurse managers can shape nurse work environments to prevent nurse incivility.

Critical Review of Scales of Incivility Behaviors in Nursing Education

Background and Aim: Incivility behavior is a multidimensional and growing behavior and effects of it are considered to be lasting and important. These behaviors not only crash the learning environment but also question the ethical values of the nursing profession. The American National Association of Nurses has considered the necessity of creation of an ethical environment and promotion of civic culture which is the same respect for human dignity in 2015 in its ethical codes and has considered behaviors such as humiliation, harassment and threats to be morally unacceptable. Hence, the measurement of incivility in nursing education will identify these behaviors and adopt appropriate strategies and interventions to reform nursing education. The have so far been a limited number of studies and scales in the field of incivility behavior in nursing education. It is necessary to evaluate the quality of methodological studies which explain the characteristics of such scales. This study has been carried out with the objective of having a critical review about psychometry of scales for evaluation of incivility behavior in nursing due to the importance of incivility behaviors in nursing education and its destructive effect on learning environment. Materials and Methods: systematic search was used to conduct the study. For this purpose, related English and Persian articles were first searched for in Google Scholar without a time limit and then, specified search was done in Science Direct, ProQuest, Wiely Inter Science, PubMed databases using the keywords of incivility or nursing education or Nursing Educators or Nursing Students and Scale. The screening result of these articles was identification of 15 scales in the field of incivility behavior. The results were organized in two sections of introduction and critique of scales after studying and analyzing these scales. Scales were initially described based on the time of design and creation and the same scales were then criticized. Ethical considerations: Integrity and trustworthiness were observed in analyzing, reporting and publishing the results. Findings: From 80 received articles, 15 articles which were devoted to nursing were studied and analyzed. All the studied scales were designed in accordance with the culture of the target society and had satisfactory validity and reliability and could be used in different studies. Most studies showed a Cronbach’s Alpha between 0.80 - 0.90. Internal consistency, content validity and methodology have been referred from all necessary criteria raised for verifying the validity and reliability of all the examined scales. INE, OCS, NIS, and UBCNE scales demonstrate a good content validity in aspect of being related and comprehensive and are quite consistent with the target population. Most scales evaluated the incivility behavior of instructors or students alone. The only tool which evaluates the incivility behavior of instructors or students with each other is incivility behavior measurement tool in nursing education by Clark et al. in which the validity and reliability of tool has been accurately mentioned while Casmin indexes are not met in other scales. The list of these scales is as follows: “Incivility in Nursing Education Scale (INES) “ “Work place Incivility Scale (WIS) “Workplace Aggression Tolerance Questionnaire (WATQ)” “Uncivil Work place Behavior Questionnaire (UWBC)” “Incivility in Nursing Education Scale (INES)” “Bullying in nursing education Questionnaire (BNEQ) ” “Negative Acts Questionnaire –Revised (NAQ-R)” “Nursing Education Environment Survey (NEES)” “Nursing Incivility Scale (NIS)” “Uncivil Behavior in Clinical Nursing Education (UBCNE)” “Incivility in Online Learning Environments (IOLE)” “Nurses Intervention for civility Education Questionnaire (NICE-Q)” “Faculty –to-faculty Incivility Survey (F-FI)” “Incivility in Nursing Education Scale- Revised (INES)-R” Conclusion: Most studies showed Cronbach Alpha between 0.80 and 0.90. Burns & Groove (2005) write that high levels of internal correlation show high level of correlation between phrases that measures the concept of study. On the other hand, compatibility of an external instrument with the culture of the target society is essential for using this type of tool which will make comparison of scientific findings with other countries possible by creating a common language. Hence, proper translation and adaptation of the foreign scales with the culture of the research society is extremely important. In each society, there is the need to design and use scales appropriate to its social and cultural conditions. Since incivility behavior is a two-way interaction and on the other hand, some of the studied scales did not meet the social and cultural conditions of the society, these scales of behavior in two interacting groups should be designed in accordance with conditions of the society. Please cite this article as: Masoumpoor A, Abbaszadeh A, Rassouli M, Alavimajd H. Critical Review of Scales of Incivility Behaviors in Nursing Education. Med Ethics J 2017; 11(40): 93-102.

Turkish Reliability and Validity on Nurses of Workplace Incivility Scale

Turkish Reliability and Validity on Nurses of Workplace Incivility Scale

Impact of Incivility and Self-Compassion on Burnout in Healthcare Workers

BACKGROUND: There is a large body of literature discussing CS, BO and STS in physicians, residents, medical students and nurses. Mid-level providers (MLPs) have not previously been assessed. Incivility has correlated to burnout in other professions, but not been assessed in a healthcare environment. Other constructs of psychological flexibility have rarely been evaluated. METHODS: A survey was sent to 501 MLPs. One hundred fifty-five completed the survey. The survey included: demographics, the Professional Quality of Life Scale, the Self Compassion Scale (SCS), the Perceived Stress Scale, the Satisfaction with Life Scale, the Interpersonal Reactivity Index, the Resilience Scale, the Workplace Incivility Scale, and the Health Provider Shame Scale. RESULTS: Approximately 38% of respondents fulfilled criteria for BO and 20% reported a high degree of incivility in the workplace. Residents and staff physicians were identified most often as the culprits. Significant predictors of BO included: SCS (β=−0.203, P=.04), incivility (β=0.233, P=.003), and perceived stress score (β=0.159, P=.001). DISCUSSION: Perceived incivility in the workplace can significantly impact BO, STS, and a decrease in CS in health care workers. The lack self-compassion increases individual's risk for BO. Programs to decrease burnout must look at not only how we relate to others, but how we relate to ourselves.

The Influence of Perceived Organizational Politics on Workplace Incivility Among Private and Public Employees in Ogun State, Nigeria

This study examined the influence of perceived organizational politics on workplace incivility. A total of four hundred (400) participants ( M = 200: F = 200) were randomly selected from private and public organizations in Ogun State, Nigeria. A battery of psychological instruments was used in the collection of data for this study which include: Workplace Incivility Scale and Perception of Organizational Politics Scale. Descriptive statistical methods, Pearson’s product moment correlation and Independent Sample t-tests were used to analyse data in order to test the five hypotheses formulated. The findings show that perceived organizational politics had a significant influence on workplace incivility. This implies that, the lower the level of perception of organizational politics, the lower the report of incivility and vice versa ( t = 5.26, p <0.05). Furthermore, a significant positive relationship existed between perceived organizational politics and workplace incivility ( r = .331, p <0.05). It also revealed that there was a significant difference in the report of incivility among private and public employees. Employees from public organizations reported significantly higher workplace incivility. However, the result indicated that age and gender had no significant influence on workplace incivility. Based on these findings, management should put measures in place to minimize perceived organizational politics in order to reduce uncivil behaviour in workplace.

The validation of a workplace incivility scale within the South African banking industry

Orientation: Workplace incivility holds consequences for both individuals and organisations. Managers are becoming increasingly aware of this phenomenon. Currently, there is no workplace incivility scale validated for use within the South African context. Research purpose: To investigate the reliability and validity of the adapted workplace incivility scale by Leiter and colleagues for use within South Africa. Motivation for the study: As it is currently difficult to measure workplace incivility within the South African context because of the lack of a valid and reliable scale, it is necessary to validate such a scale.Research design, approach and method: A cross-sectional research approach was used for the study. Convenience sampling (N = 345) was used within the South African banking industry. Specifically, the factor structure, convergent validity, discriminant validity and predictive validity were investigated in order to establish the overall validity of the scale. Main findings: The results confirmed that the scale showed a three-factor structure as bestfitting with acceptable reliability coefficients. Furthermore, discriminant validity could be shown between workplace incivility and workplace bullying, that is, supporting that these two constructs are not the same phenomenon. In terms of relationships, colleague incivility did not significantly predict any of the outcome variables and instigated incivility only being a negative predictor of job satisfaction and a borderline statistically significant negative predictor of work engagement. However, supervisor incivility predicted all the outcomes negatively. Practical/Managerial implications: Based on the results, workplace incivility should be addressed because of the harmful effects it can have, not only on employees but also on organisations. It is therefore necessary for managers to create awareness of workplace incivility in order to ensure that it does not integrate within the organisational culture and affect individual and organisational performance. Contribution/Value-add: The study contributes to the limited research available in South Africa regarding workplace incivility by providing a scale that is valid and reliable.

Managing workplace incivility: The role of conflict management styles—antecedent or antidote?

AbstractThe workforce of the 21st century is dealing with rapid changes and increased competition across industries. Such changes place stress on management and workers alike, increasing the potential for workplace conflict and deviant workplace behaviors, including incivility. The importance of effective conflict management in the workplace has been highlighted but, to date, conflict management and workplace incivility have not been linked in the literature. The manner in which conflict is managed affects the process and outcome of conflict. This study explores the relationship between conflict management styles and workplace incivility. Conflict management styles (integrating, accommodating, avoiding, compromising, and dominating) were assessed with the 20‐item DUTCH Test for Conflict Handling (De Dreu, Evers, Beersma, Kluwer, &amp; Nauta, 2001). Instigator and target workplace incivility were measured using a modified version of the Workplace Incivility Scale (WIS) developed by Cortina, Magley, Williams, and Langhout (2001). Employees of three midwestern companies served as participants for the study (N = 289; 48.0% female). Hierarchical regression analyses suggested that conflict management style predicted frequency of workplace incivility among instigators and targets of uncivil behavior. Thus, the manner in which conflict was managed (as determined through preferred conflict style) influenced the likelihood of uncivil behavior. The integrating and dominating styles significantly predicted both instigator and target incivility, while the accommodating, avoiding, and compromising styles did not attain statistical significance in the regression equations. Implications for HRD research and practice are explored.

Thinking About Workplace Engagement

The Problem. This study investigated the frequency with which employees (N = 272) in a computer sciences company in the United States were the target of supervisor and coworker incivility as well as the link between this incivility and worker engagement. Participants completed a paper-and-pencil survey consisting of the Workplace Engagement Scale (Shuck) and modified versions of the Workplace Incivility Scale (Cortina, Magley, Williams, &amp; Langhout). The Solution. Results indicated that 78% of the participants had experienced supervisor incivility and 81% had experienced coworker incivility during the past year. MANOVA analysis revealed that females had experienced more coworker incivility and males had experienced more supervisor incivility. Hierarchical regression analyses indicated that after controlling for gender and age, both incivility variables were negative predictors of safety and availability engagement. Specifically, coworker incivility more powerfully predicted safety engagement whereas supervisor incivility was more closely linked with availability engagement. Recommendations for HRD research and practice are discussed. The Stakeholders. Stakeholders include workplace supervisors/managers, HRD professionals, HR managers, organizational leaders, and employees.

Development and validation of the Uncivil Workplace Behavior Questionnaire.

This article describes the development and validation of a new measure of workplace incivility, the Uncivil Workplace Behavior Questionnaire (UWBQ). Participants included 5 samples of Australian adult employees (total N=368). Principal axis factoring of the UWBQ yielded 4 interpretable factors (Hostility, Privacy Invasion, Exclusionary Behavior, and Gossiping), all of which exhibited high internal consistency. The 4-factor structure received further support from a confirmatory factor analysis on a hold-out sample. A series of correlation and regression analyses revealed that the UWBQ subscales exhibited sound convergent, divergent, and concurrent validity. The psychometric properties of the UWBQ are contrasted with those of the Workplace Incivility Scale (L. M. Cortina, V. J. Magley, J. H. Williams, & R. D. Langhout, 2001), to the authors' knowledge the only other measure of the workplace incivility construct available to date.