Workplace Incivility Research Articles

Influence of Workplace Incivility on Psychological Well-being of Nurses in the Southern of Iraq

Abstract Objectives: The main objective of this study is to find the influence level of nursing incivility on psychological well-being among nurses in southeastern Iraq. Methods: In this descriptive correlational study, a convenience sample of 250 nurses working in three government hospitals in Missan province in the south of Iraq were surveyed using the nursing incivility scale (NIS) and Ryff's psychological well-being scale (PWB) from November 2021, to July 2022. A multivariate multiple regression analysis was done to analyze the multivariate effect of workplace incivility on the psychological well-being of nurses. Results: The study results show a moderate level of nursing incivility at the workplace environment and low to moderate psychological well-being for nurses, non-significant between two variables, nursing incivility, and psychological well-being. Conclusions: Workplace incivility may have a negative influence on the psychological well-being of nurses, in the current study Incivility at the workplace environment does not influence on the psychological well-being of nurses. This study's conclusions may help build human resource strategies to meet nurses' requirements and reduce workplace incivility. Recommendations: The Ministry of Health should formulate policies to reduce workplace incivility. Educating about the roles of each individual in the health institution, setting policies for a code of conduct, and reporting abusive behaviors among nurses and not ignoring them, and improving the psychological well-being of nurses by providing them with a respectful, and supportive environment.

Vicious Circle of Incivility in Hybrid Workplaces: Undermining or Underpinning it

Remote working is a common practice adopted by Industries post covid . Hybrid working is predicted as future of work. A body which is growing continuously pertaining to the research areas explored the incivility, which is basically defined as the aspect of low intensity deviant workplace behaviors along with intent for harming colleagues. Close to the past two decades, some of the theoretical and conceptual introduction about workplace instability has always been constructive and all the research in this domain has taken off in various directions. Much research has been carried out for workplace incivility however in this paper discussion is directed towards incivility in remote working environments. In this particular paper, researchers analyze its respective components, the relationship with the aspect of both incivility and outcomes negatively in terms of well-being. In this paper, researchers also analyze how workplace incivility affects the professional and personal life of each individual. Some of the social and organizational factors are also examined which are responsible for promoting workplace incivility in virtual office spaces.As known through existing literature that increase in amount of collaboration at the workplace, incivility can be very critical because these kinds of actions can negatively impact the aspect of teamwork and even can destroy teams already working together for a longer period of time. The study is done based on secondary research methodology as the literature already in existence will be considered with the help of internet and keywords and relevant, accurate and available information will be reviewed and mentioned in this particular paper. Scopus, Google Scholar, Emerald e journal databases with others have been used to search for existing literature in this topic. Content analysis method was used for finding out this kind of information Keywords: workplace incivility, remote working, negative behaviors, Hybrid workspace etc.

The link between workplace incivility, emotional exhaustion, and job embeddedness: examining the moderating role of power distance

PurposeIntegrating the conservation of resources theory, Hofstede's national culture theory and the cognitive-motivational-relational theory of emotions, the authors propose that power distance (as a moderator) and emotional exhaustion (as a mediator) play a role in the relationship between workplace incivility, emotional exhaustion and job embeddedness.Design/methodology/approachThe data were collected in two stages using an online survey of 404 employees from three sectors, including hospitality, banking and manufacturing, in Indonesia. The authors tested a moderated mediation model using Hayes' macro PROCESS version 3.5.FindingsWorkplace incivility contributes to emotional exhaustion, which predicts job embeddedness. Emotional exhaustion also contributes to job embeddedness. In the moderation model, the authors found that the effect of workplace incivility on emotional exhaustion was more substantial for employees with high perceived power distance. Furthermore, power distance also played a moderating role in the relationship between emotional exhaustion and job embeddedness.Practical implicationsSince workplace incivility and job embeddedness differ across cultures, the results of this study contain practical management implications for Indonesian settings, especially the hospitality, manufacturing and banking sectors. The authors provide practical management implications for redesigning organizational culture to help employees avoid uncivil interactions in the workplace. The authors also provide implications concerning strategic managerial directions to improve communication and supervisors' skills at all levels of management.Originality/valueThis study is the first to introduce power distance as a complementary explanation for the relationship between workplace incivility, emotional exhaustion and job embeddedness while focusing on an Asian developing country.

Workplace incivility and organizational citizenship behaviour: moderated mediation model of work engagement and organizational identity

Workplace incivility and organizational citizenship behaviour: moderated mediation model of work engagement and organizational identity

Workplace Incivility and Employee Performance: Does Trust in Supervisors Matter? (A Dual Theory Perspective).

Employee performance is the backbone of achieving competitiveness and sustainability. This study aims to examine the impact of workplace incivility on employee performance. In addition, trust in supervisors is examined as a mediator. The conservation of resources (COR) theory and Maslow's hierarchy of needs theory provided the grounds for developing the framework. The data were collected through closed-ended questionnaires and were analyzed using structural equation modeling with SmartPLS. The results affirmed that incivility is harmful to the performance of employees, and that trust in supervisors helps employees to perform well. The trust in the supervisor significantly mediates the incivility-performance relationship. The examination of the proposed model through the lens of two theories as well as the study of low-intensity deviant workplace behavior in a collectivist and developing economy are the contributions of this study to the growing body of literature. However, the use of a single sector was one of the limitations of this study.

The Relationship Between Workplace Incivility and Patient Safety in Pediatric Nurses.

Workplace incivility may directly influence nurses' involvement in patient safety; however, research on this topic in the pediatric setting has yet to be established. The purpose of this study was to address the prevalence of workplace incivility in pediatric settings in Saudi Arabia (SA) and examine its impact on patient safety culture. A cross-sectional study design was used. Surveys, including the Nursing Incivility Scale and Hospital Survey on Patient Safety Culture, were sent to nurses across 6 pediatric units in Taif, SA. A total of 300 nurses completed the surveys. A significant negative modest correlation was found between incivility and patient safety domains ( P < .05). A higher stress score was associated with older age (>35 years), Saudi nationality, and subdegree education. This study found that pediatric nurses experience high rates of incivility, mostly originating from patients and their families.

Associations among workplace incivility, stress coping, and nursing performance in hospital nurses: A path analysis.

This study aimed to identify the associations among workplace incivility, stress-coping strategy, and nursing performance and confirm how workplace incivility influences nursing performance through the stress-coping strategy. This is a descriptive, cross-sectional study. Data were collected using a self-reported questionnaire from 245 nurses working at seven hospitals in Korea between December 2019 and January 2020. The associations among the study variables (workplace incivility, stress coping, and nursing performance) were analyzed using path analysis with bootstrapping. Supervisors' incivility affected directly and negatively nursing performance although problem-focused coping was mediating between them. By contrast, coworkers' and doctors' incivility was not directly associated with nursing performance through stress-coping strategies. Problem-focused coping enhanced nursing performance and was a more effective stress-coping strategy than emotion-focused coping for nurses affected by coworkers' and doctors' incivilities. Supervisors' incivility may be considered a threatening factor to nursing performance even though problem-focused coping partially mediates between supervisors' incivility and nursing performance. Organizations must prevent all kinds of workplace incivilities from occurring. Nursing managers should periodically monitor the relationship between the supervisors and nurses and be aware of nurses' stress-coping strategies under stressful situations.

Workplace incivility as a risk factor for workplace bullying and psychological well-being: a longitudinal study of targets and bystanders in a sample of swedish engineers

BackgroundThe aim of the present study is to explore whether (experienced and witnessed) workplace incivility is a risk factor for (experienced and witnessed) workplace bullying. An additional aim is to explore whether experienced workplace incivility is associated with psychological well-being above and beyond the influence of (experienced and witnessed) workplace bullying on well-being.MethodsA survey was distributed via e-mail to a panel of Swedish engineers. The survey was administered at three time points over one year. In total, N = 1005 engineers responded to the survey. Of these, N = 341 responded to more than one survey, providing longitudinal data. N = 111 responded to all three surveys.ResultsThe results showed that the likelihood of being targeted by workplace bullying was higher for those who had previously experienced incivility, even when taking previous bullying exposure into account. There was also partial support for a higher likelihood of witnessing bullying at a later time point for those that had previously witnessed incivility. Additionally, the results showed that experienced workplace incivility was negatively related to psychological well-being over time, even when controlling for previous levels of experienced and witnessed workplace bullying and well-being. However, this result was only found over one of the two time lags.ConclusionThe findings of the present study suggests that workplace incivility can be a risk factor for future bullying. In addition, the findings suggest that experienced workplace incivility exerts a unique negative effect on psychological well-being, even when accounting for exposure to workplace bullying.

Exploring Workplace Incivility and Bullying in Healthcare Workers in a South Florida Community Hospital

Introduction: Workplace incivility and bullying are concerning issues in healthcare with detrimental consequences for healthcare workers (HCW) and healthcare organizations. Organizational leaders’ recognition of incivility/bullying within healthcare organizations, and their sources, is imperative to prevent and/or address issues by creating “zero tolerance” work environments. The purpose of this cross-sectional, descriptive study was to explore HCWs’ experiences with incivility and bullying at a South Florida community hospital. Methods: A convenience sample of HCWs at a South Florida community hospital were recruited to voluntarily complete the Nursing Incivility Scale. Results: A sample of 325 HCWs responded to the survey. The results showed general incivility as the highest source across all HCWs, with certified nursing assistants having the highest level of incivility across all sources (general, nurse, supervisor, physician, and patients). Correlative analysis showed statistically significant relationships between several sources of incivility (general, supervisor, physician, and patient; r = .250 to .390) for those reporting past experiences with incivility/bullying, and healthcare role and physician incivility (r = -.224). Independent t tests and one-way ANOVA showed statistically significant differences. Of note, compared to other HCW roles, registered nurses reported physicians as their highest source of incivility. Discussion: Workplace incivility/bullying is a serious issue in healthcare across all disciplines and roles, requiring healthcare organization leaders’ awareness and subsequent interventions to prevent and address its occurrence. The results of this study provide necessary insight for hospital organization leaders as they endeavor to create and nurture “zero tolerance” work environments. Keywords: workplace incivility, workplace bullying, workplace violence, zero tolerance

Incivility and Dysfunction in the Library Workplace: A Five-Year Comparison

The purpose of this study was to explore the internal library workplace incivility, conflict, and dysfunction which currently exist and identify five-year trends as compared to the results of the study conducted by Henry et al. (2018). Areas of bullying, cyber bullying, mobbing, cyberloafing, and emotional intelligence were explored in addition to the impact of COVID-19 on incivility. The data represents both quantitative and qualitative feedback from 643 library employees through a self-reporting survey distributed by the authors through listservs. Findings indicate since 2017 library workplace dysfunction, cyberloafing, and bullying behaviors have increased while mobbing and emotional intelligence have declined.

Impact of Experienced Workplace Incivility (EWI) on Instigated Workplace Incivility (IWI): The Mediating Role of Stress and Moderating Role of Islamic Work Ethics (IWE)

There has been an increase in uncivil behaviors in the 21st century workplace, emphasizing the need for discussion. The current study is aimed at extending the literature available on workplace incivility by examining the impact of experienced workplace incivility on instigated workplace incivility. The study proposes that stress mediates the relationship between experienced workplace incivility and instigated workplace incivility. Furthermore, it is hypothesized that Islamic work ethics moderates the relationship between experienced and instigated workplace incivility, and between stress and instigated workplace incivility. Data were collected at three-time lags from respondents (N = 258) working in the sustainable public service sector. Results supported the hypotheses that experienced workplace incivility impacts instigated workplace incivility. The results also supported mediation and moderation hypotheses, confirming that stress is a mediator, and Islamic work ethics is a moderator. Theoretical and practical implications are discussed followed by limitations.

Coping with Workplace Incivility in Hospital Teams: How Does Team Mindfulness Influence Prevention- and Promotion-Focused Emotional Coping?

Incivility is a growing concern for researchers and practitioners alike, yet we know little about how the team context is related to the way that employees respond to it. In this study, we examined the role of team mindfulness and its direct and buffering effects on individual-level promotion- and prevention-focused emotional coping. We also examined how these forms of coping were related to individual work engagement. In a temporally lagged study of 73 hospital teams (involving 440 team members), multi-level analyses showed that team mindfulness was directly negatively associated with individual-level prevention-focused emotional coping (behavioral disengagement, denial, and venting); however, it was not positively related to individual-level promotion-focused forms of coping (positive reframing and acceptance). In addition, a cross-level interaction effect was identified whereby team mindfulness reduced the positive relationship between incivility and venting, meaning there was less individual-level venting following incivility in the context of higher team mindfulness. These findings may have implications for work engagement, which was shown to be negatively related to venting and behavioral disengagement. Our findings are useful for managers of teams that regularly experience customer incivility as it uncovers how they can develop a team context that discourages ineffective coping responses.

Examining the pathway linking workplace incivility and employee well-being: a study among frontline hotel employees in India

PurposeThis study aims to analyze the direct relationship between workplace incivility and employee well-being among frontline hotel employees. Anchoring on affective events theory, this study also analyzes the explanatory role of loneliness and the role of workplace social support as a boundary condition influencing the proposed relationships in the model.Design/methodology/approachResponses were collected from 243 frontline hotel employees using established scales in two-time points through survey method. The proposed hypotheses were analyzed using SPSS PROCESS macros.FindingsThe results confirmed the detrimental effect of incivility at work on employee well-being and the mediating role of loneliness at work. This. study has also demonstrated that workplace social support conditions the mediated effect of workplace incivility on employee well-being via loneliness.Practical implicationsThis study has vital practical implications for mitigating the adverse effects of workplace incivility on employee well-being through loneliness at work by developing interventions that foster social support among employees. This study also provides directions to reduce workplace incivility and loneliness at work.Originality/valueThis study provides a unique understanding of the consequences of workplace incivility on employee well-being. To the best of the authors’ knowledge, this could be the first study that has established loneliness as a pathway linking workplace incivility and employee well-being. This study results have unique significance in the management of hospitality employees.

What factors help and hinder efforts to address incivility in Australasian emergency departments? A modified Delphi study of FACEM perspectives.

Workplace incivility is a global challenge for healthcare and a major leadership challenge facing emergency physicians. However, little is known about emergency physicians' understanding of the factors that help and hinder attempts to address incivility, or what emergency physicians believe are the priority factors to address. The present study makes a novel contribution to research in this area by examining the perceived enablers of, and barriers to, efforts to address incivility in Australian and Aotearoa New Zealand EDs. An online modified Delphi study was conducted with 22 FACEMs. To structure the process, participants were sorted into four panels. Using a three-phase Delphi process, participants were guided through the process of brainstorming, narrowing down and ranking the factors that help and hinder attempts to address incivility in EDs. There was general agreement that FACEMs' cross-department relationships and networks were key helping factors, and that poor workplace culture and time pressure were major hindering factors. However, despite agreement about these three factors, a wide range of intrapersonal, interpersonal, intergroup, and organisational factors were identified as pertinent to attempts to address incivility in EDs. The causes of incivility in Australian and Aotearoa New Zealand EDs are complex and highlight incivility in EDs as a key adaptive leadership challenge of emergency physicians. Fundamentally, the results underscore the need to foster a workplace culture of respect, inclusion and civility in Australasian hospitals.

Workplace incivility: A retrospective review and future research agenda

Workplace incivility (WI), since its formalization as a research construct in 1999, has come to occupy an increasingly important place in scientific discourse, resulting in exponential growth in its research output. WI is servere as it is widely considered as the “cancer” of the workplace, thereby calling for urgent and serious attention. The persistence of WI and its continued research further highlight the all-pervasive nature of this unprofessional behavior. The goal of the present study is to map the terrain of extant research on WI, conducted over 22 years (1999–2021), using a bibliometric analysis and the theory–characteristics–context–methodology (TCCM) framework for greater efficiency and objectivity. Using data of 382 publications retrieved from the Scopus database, we investigate the output and obtain information about influential authors, countries and territories, institutions, publications, and outlets for WI research. We also engage in a network analysis to unearth relationships between topics represented through keywords to identify the themes and sub-themes in the body of WI research. Finally, using the TCCM framework, we identify important gaps in the WI literature, such as the lack of WI research across cross cultural settings, the lack of sectorial comparisons on the WI phenomenon, and the lack of analyses of both pre-emptive and redressal interventions to prevent and address WI, among other gaps. Finally, we outline a set of 12 specific recommendations for future research on WI.

Nurse leadership in promoting and supporting civility in health care settings: A scoping review.

This scoping review aimed to identify the existing evidence on how nurse leaders promote and maintain civility amongst nurses in health care settings. Research on managing workplace incivility in nursing, a prevalent and concerning issue worldwide, recommends nurse leaders to command cultural change through strong leadership and civility interventions. However, there is very little empirical evidence summarizing and analysing how nurse leaders pragmatically achieve civility, and combat workplace incivility, in the health care setting. A scoping review was undertaken using the electronic databases CINAHL, Emerald Insight, MEDLINE, PsychINFO, PubMed and Scopus. Google Scholar was used to search for grey literature. The eight studies included in this review describe how nurse leaders promote and maintain civility under four key themes: (1) creating a shared vision, (2) educating self and others, (3) fostering accountability and (4) providing support. The review provides an overview of commonly used strategies and actions that pragmatically promote and maintain civility in the health care setting by nurse leaders, while also highlighting areas of future research needed to strengthen the evidence base. It is important for nurse leaders to gain an understanding of evidence-based practices when addressing workplace incivility in order to address this prevailing problem for the future and safety of nurses moving forward.

Systematization of Antecedents and Effects of Workplace Incivility

Systematization of Antecedents and Effects of Workplace Incivility

How does Workplace Incivility in the Public Higher Learning Institution in Saudi Influence the Job Satisfaction of the Faculty Employees?

Scholars like Vickers have made an interesting observation that while the public administration scholars have put a keen interest in management rhetoric, they have ignored an equally significant area that also has weighty impacts on the public administration practitioners as well as the people they serve; workplace incivility. For this end, this paper examines the prevalence of workplace incivility in the Saudi Arabian public universities&amp;rsquo; faculty as well as how does workplace incivility in the Saudi Arabian public universities&amp;rsquo; faculties influence the job satisfaction of the faculty employees. The findings revealed that job satisfaction has a positive correlation with workplace incivility. The findings supported the hypothesis which postulated that workplace incivility among the Saudi faculty members could result in reduced job satisfaction. These findings have important policy implications. First, the management of public universities in Saudi Arabia should endeavor to create a healthy workplace climate by cultivating an organizational culture that is intolerant of uncivil practices, and where such practices are actively discouraged by all employees. Second, organizations can mitigate workplace incivility by enforcing a clear policy that defines workplace incivility. A zero-tolerance to incivility policy should be enacted, and efforts should be made to nurture a civil workplace culture through training, counseling, and punishment where necessary.

Workplace Incivility: A Conceptual Review

Bu çalışmada işyeri nezaketsizliğinin tanımı yapılmış, kavramın farklı kavramlarla olan ilişkileri incelenmiş ve işyeri nezaketsizliğinin genel özellikleri hakkında bilgi verilmiştir. İşyeri nezaketsizliğinin gelişim süreci ve işyeri nezaketsizliğinin ortaya çıkmasında etkili olan faktörler incelenerek konuya bir bakış açısı kazandırılmaya çalışılmıştır. Çalışma kapsamında işyerinde görülen nezaketsiz davranışlarla ilgili örnekler sunulmuş ve bu davranışların işletmeler açısından sonuçları ve önemi hakkında bilgiler de verilmiştir. Son olarak işyerinde nezaketsizlik konusuyla ilgili literatürde yer alan çalışmalardan bazıları ele alınmıştır. Kavramla ilgili sunulan bilgiler ve yöneticilerin işyeri nezaketsizliğini önlemelerini sağlayabilecek yöntemlerin incelenmesi bakımından, çalışmanın literatüre, yöneticilere ve konuyla ilgili yapılması olası gelecek çalışmalara katkı sağlaması umulmaktadır.

The Effect of Passive Leadership on Behavioral Incivility and Workplace Incivility of Employees in Indonesia Public Organizations

&lt;p&gt;The purpose of this study was to analyze the relationship between Passive Leadership variables and Behavioral Incivility, the relationship between Passive Leadership variables and Workplace Incivility and the relationship between Workplace Incivility variables and Behavioral Incivility in Indonesia public organizations. This research belongs to the type of descriptive quantitative research, namely research that aims to explain and explain descriptive information. The subjects taken in this study were 210 employee in Indonesia public organizations during the COVID-19 pandemic which were determined by the random sampling system method. Data was obtained by distributing online questionnaires with a Likert scale of 1 to 7 through social media. The analysis technique used Structural Equation Modeling (SEM) with data processing tools SmartPLS 3.0 software. The independent variable in this study is Passive Leadership, while the dependent variables are Behavioral Incivility and Workplace Incivility. The increase in the passive leadership variable does not have a significant effect on the behavioral incivility variable. There is a significant effect of passive leadership on workplace incivility in Indonesia public organizations. There is a significant influence between workplace incivility on behavioral inclusivity in Indonesia public organizations.&lt;/p&gt;&lt;p&gt; &lt;/p&gt;