Workplace Incivility Research Articles

Spotlighting 'Medical Collegiality'.

'Collegiality' comes from the Latin term 'Collegium', which essentially refers to a community of individuals bounded by their collective pursuit of a common goal. The concept has historical roots in both organised religion and academia, with its use subsequently extended to various industrial and corporate settings including healthcare. Nowadays, 'collegiality' has become a common buzzword adopted by the medical fraternity - often deemed as having a polite and respectful demeanour, maintaining cordial work relationships and being a team player who demonstrates willingness to help others and avoid speaking ill of fellow colleagues. While it is true that workplace incivility, aggression, bullying and verbal abuse are not uncommonly reported in highly stressful healthcare settings, which are concerning phenomena that should be addressed and prevented, the concept of 'medical collegiality' is, in reality, a rich and multi-faceted concept that is not limited to behavioural attributes, but extends to larger cultural principles and organisational constructs. In this article, we herein define 'medical collegiality' as 'a collective manifestation of respect, empathy and solidarity within the medical fraternity, driven by a common pursuit of clinical excellence in patient care, demonstrated through interpersonal/work relationships and organisational culture', by referencing historical origins of 'collegiality' in organised religion and academia. We further review the concept of 'medical collegiality' through three core lenses of cultural, behavioural and structural collegiality. Finally, we discuss the importance of medical collegiality for physician mental health and well-being, and quality of clinical care.

A System Dynamics Perspective on Workplace Spirituality and Employee Behavior

Purpose: This paper seeks to explore the influence of workplace spirituality on employee behavior within organizational settings. Design: Systems thinking is used to explore various interrelated concepts of workplace spirituality (WPS). This study delves into the intricate interactions between WPS and its impact on employee behavior. By highlighting the significance of WPS, the research establishes a foundation for fostering innovation and creativity, facilitating meaningful connections among employees within organizations. Additionally, WPS plays a crucial role in reducing workplace incivility. Causal Loop Diagrams (CLDs) as part of a systems thinking approach are utilized to visually depict the complex interplay of variables and feedback loops within organizations, offering insights into polarities and presenting a long-term perspective on how spiritual initiatives affect the workplace. Results: The findings indicate that WPS assists employees in comprehending their roles, enhancing productivity, increasing motivation, and fostering job satisfaction. Furthermore, WPS contributes to improved employee engagement, satisfaction, and decision-making. Significance: The research underscores the explicit involvement of employees in achieving favorable outcomes and enhances our understanding of the perceptions held by employers and employees regarding their roles and engagement. The study suggests that enhancing employees’ performance is achievable in workplaces where individuals comprehend their roles and align them with the job objectives. Novelty: This paper is unique in two aspects. Firstly, it strives to integrate the fragmented and diverse literature on the outcomes of WPS using a systems thinking approach. Secondly, it raises awareness, particularly in developing countries like Pakistan, regarding the importance of incorporating organizational capabilities into organizational practices.

Profiles of burnout and work engagement in a public service organization: Nature, drivers, and outcomes.

The Canadian Federal Public Service Workplace Mental Health Strategy (the Strategy) seeks to measure, report, and improve employee psychological health, recognizing the National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard) as a starting point. The present research introduced a new survey battery for the assessment of employee psychological health as profiles of burnout and work engagement. It also considered a wide range of predictors aligned with the Standard and several outcomes in accordance with the Job Demands-Resources (JD-R) Model to support the Strategy. A total of 4,781 Statistics Canada employees completed an Employee Wellness Survey in late 2021, during the COVID-19 pandemic, for a response rate of 58%. Additional sociodemographic variables were linked from human resource databases. Survey weights were applied to adjust for non-response. Latent profile analysis uncovered four employee psychological health profiles, ranging from employees who were thriving (15%) to those who were doing well (34%), moving along (38%), or struggling (13%). Job autonomy, role clarity, person-job fit, work-life interference, and workplace incivility -- all workplace psychosocial factors aligned with the Standard -- were consistently associated with profile membership, as expected, and outcome levels were systematically less favourable from the thriving profile to the struggling profile. The results support the validity of the employee psychological health profiles and predictors of profile membership, meeting expectations based on the JD-R literature. Key predictors can serve as metrics to monitor and as targets for workplace interventions designed to improve employee psychological health in support of the Strategy.

False Face Must Hide What the False Heart Doth Know: Review and Model of Workplace Microaggression

Microaggression contains elements of workplace aggression, bullying, incivility, stigmatization, and ostracism. We argue that studies of the phenomenon should be broadened to cover all workplace members. Anyone with distinctly different ascribed status, physical and/or psychological characteristics from the mainstream may be subjected to negative micro-acts. We address two questions of concern: Why microaggression has not been recognized to be as problematic in “normalized” work settings as with bullying and harassment, and how workers exposed to such micro-aggressive acts might respond. Theories of signal detection and coordinated management of meaning are used to explain how targets attribute the reasons for these negative acts, and manage to either mitigate or prevent them. We suggest ways of reducing the prevalence of microaggression by coordinating the management of meaning between the perceiver-as-target and the perpetrator. This leads to adaptive coping (Marrs, 2012) and fosters supportive workplace climates (Kim et al., 2018). Implications for workplace practices and policies are provided.

Can Paradoxical Leadership Be the Game Changer in Driving Organisations against Negative Practices?

Abstract Employees have suffered as a result of bad organisational practices, and they now perceive the workplace as unfriendly. In recent years, there has been an upsurge in the search for a remedy for this. This study looks at the impact of paradoxical leadership, which is beneficial when it takes a two-way approach to leadership. This study investigated the link that exists between paradoxical leadership styles and workers using the Theory of Social Exchange. In California, USA, 200 surveys were collected from restaurant staff. We examined the data using structural equation modeling to hypothesise linkages. It was shown that paradoxical leadership had a negative association with job insecurity, amotivation, and organisational tolerance for workplace incivility, while having a favorable relationship with employee psychological safety. Job insecurity, on the other hand, partially and fully mediates the link. The findings have implications for managers and the organisation overall. This is the first study that tries to investigate this relationship in the restaurant industry using paradoxical leadership and incivility.

Customer Incivility and Employee Silence: A Short-Longitudinal Model Relationship and Its Effect on Turnover Intention

The main objective of this study is to explore the dynamic relationship between customer incivility and employee silence in the hospitality sector over time. In addition, turnover intention as an outcome of workplace incivility and employee silence is also analyzed. The data was collected from two waves of 226 frontline employees from six hotels to test the proposed model. PLS-SEM analysis revealed a stable relationship between workplace incivility and employee silence at Time 1 and 2, respectively. This study also shows that workplace incivility is positively related to employee silence, and in the future, employee silence is also positively associated with customer incivility. Furthermore, both workplace incivility and employee silence are predictors of turnover intention. This study offers theoretical and practical implications for future researchers and practitioners to study employee silence and incivility in the hospitality sector.

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.

The Influence of Workplace Incivility on Employee Job Satisfaction at PT. Sumatera Tropical Spices With Emotional Exhaustion As Mediation Variable.

This Study aims to find out and analyze : (1) Influence workplace incivility to job satisfaction (2) Influence workplace incivility to emotional exhaustion (3) The effect of emotional exhaustion on job satisfaction (4) The effect of workplace incivility on job satisfaction with emotional exhaustion as a mediating variable. This research is a causal research. The population of this research is all employees of PT. Sumatera Tropical Spices with a working period of less than two years, totaling 56 people. The sampling technique uses total sampling. The analysis technique used is SmartPLS4 software. The results of data processing in this study show that: (1) Workplace incivility negative and significant effect on job satisfaction (2) Workplace incivility positive and significant effect to emotional exhaustion (3) Emotional exhaustion has a negative and significant effect on job satisfaction (4) Emotional exhaustion mediates the negative effect of work place incivility on job satisfaction.

The Effect of Workplace Incivility Toward Expatriates on Their Service Innovation: A Conservation of Resources Perspective

ABSTRACT Drawing from the conservation of resources theory, this study explores when and how workplace incivility toward expatriates affects their service innovation, which is critical for the success of multinational hotels. Additionally, we examine work engagement as a mediator and expatriate collectivism as a moderator in the above relationship. Data were collected in the hospitality industry in China, and we found that workplace incivility impaired expatriate service innovation through reduced work engagement. Furthermore, our findings revealed that expatriate collectivism could serve as a mitigating factor against the adverse consequences of workplace incivility toward expatriates. Finally, we discussed the theoretical and practical implications of multinational hotel management strategies.

Perpetrator-Targeted Reciprocated Incivility: The Investigation of the Incivility Spiral and the Effects of Agreeableness as a Moderator

Workplace incivility can result in detrimental effects for the members of the organization. One characteristic of the workplace incivility theory is that this low-intensity behavior can escalate into more severe forms of aggression through incivility exchange. Using the experimental vignette method and content analysis technique, the present study examined perpetrator-targeted reciprocated incivility and the moderating effects of agreeableness in order to clarify the effects of the incivility spiral. 296 employees in the United States were recruited from Amazon’s Mechanical Turk. The results of the multilevel regression analyses suggest that the more an individual perceived their coworker’s behavior as uncivil, the more likely they were to reciprocate incivility. Individuals high on agreeableness were less likely to reciprocate uncivil behavior.

When workplace incivility begets ineffectual employee silence-the role of rationalized knowledge hiding and regulation of emotion

PurposeThe purpose of the study is to investigate the relationship between workplace incivility (WIN) and ineffectual employee silence (IES) through rationalized knowledge-hiding (RKH) and regulation of emotion, drawing on the conservation of resources (COR) and social exchange theory (SET).Design/methodology/approachThe study employed a cross-sectional design and used the partial least squares (PLS)-structural equational modeling (SEM) algorithm to test the reliability, validity of the measurement and hypotheses using a sample of 252 information technology (IT) professionals.FindingsThe results demonstrate that experienced WIN and RKH behavior significantly exacerbate IES. On the other side, the regulation of emotion decreases the negative influence of WIN and aids in the reduction of IES.Practical implicationsThe study suggests that organizations should take appropriate measures to alleviate WIN, which might prevent concealing information/knowledge, IES and encourage employees to practice regulation of emotion.Originality/valueThe study significantly contributes to the relationship between uncivil behavior and ES and expands the knowledge on the mediating roles of RKH and regulation of emotion.

Examining the influence of Islamic work ethics, organizational politics, and supervisor-initiated workplace incivility on employee deviant behaviors

ABSTRACT This study investigates the connection between following Islamic work ethics (IWE) and workplace deviance, and explores the role of perceived organizational politics as a mediator and the impact of incivility initiated by supervisors as a second-stage moderator. Data were collected via a two-wave survey of 205 professionals in various industries. Results show that those who adhere to IWE exhibit a negative link to workplace deviance, as they have less involvement in organizational politics. The study also finds that incivility initiated by supervisors intensifies the positive relationship between perceived organizational politics and workplace deviance. Interestingly, the study shows that the effect of IWE in reducing workplace deviance through organizational politics is stronger when incivility is high. The findings offer valuable insights for organizations on the positive impact of adhering to IWE on reducing perceived organizational politics and workplace deviance.

To complain or not to complain: Management responses as a moderator in the relationship between workplace incivility and workplace outcomes among Australia and singaporean targets

Workplace incivility is a challenging global occupational risk that is frequently considered trivial by managers and organizations. Often, complaints from targets are ignored; when this occurs, complaints can quickly escalate into formal grievances that cost businesses millions of dollars. While existing studies have uncovered cultural and gendered differences in how targets and organizations respond to workplace incivility, few cross-cultural studies have empirically examined how targets and organizations react to formal complaints. This study responds to this gap by using selective incivility, the transactional stress model, and national/cultural theories to conduct a multifaceted analysis of the underlying mechanisms responsible for targets’ organizational outcomes. Specifically, we tested a moderated model with 303 Australian (152 males and 151 females) and 304 Singaporean (154 males and 150 females) employees working in multinational organizations to determine whether the degree to which organizations took incivility complaints seriously moderated the organizational outcomes of work withdrawal and work satisfaction. Overall, the results indicated that, compared to Singaporean employees and Australian female employees, Australian male employees were less tolerant of being mistreated and continued to experience heightened job dissatisfaction and withdrawal even when their complaints were taken seriously by their organization. These results suggest that complex gendered and cultural differences influence the impact of incivility complaints on work-related outcomes.

The effects of descriptive and injunctive social norms on workplace incivility

AbstractThis research examines workplace incivility through the lens of the focus theory of normative conduct, demonstrating effects of descriptive and injunctive norms on incivility perpetration. Using an experimental vignette methodology, Study 1 demonstrated that incivility intentions toward an insulting colleague were higher when organizational incivility (vs. civility) was described as both common (descriptive norm) and approved (injunctive norm). Study 2 disentangled the influences of descriptive from injunctive norms, demonstrating that each exerts an independent effect on incivility intentions. In Study 3, workers' perceptions of the descriptive and injunctive norms for incivility at their organizations predicted their uncivil intentions toward an insulting colleague—beyond the effects of other established workplace mistreatment predictors. Study 4 replicated these findings in predicting uncivil behavior frequency; additionally, job satisfaction accentuated the effects of both norm types and organizational identification amplified the effects of injunctive norms. Overall, results support key tenets of the focus theory of normative conduct, provide novel evidence for individual difference moderators of the norms' effects, and suggest that norm‐based persuasive messaging interventions may hold promise for discouraging workplace incivility.

Does workplace incivility affect travel agency performance through innovation, organizational citizenship behaviors, and organizational commitment?

ObjetivoEl objetivo principal del estudio es evaluar el impacto de la falta de civismo en el lugar de trabajo sobre la innovación, los comportamientos de ciudadanía organizativa, el compromiso de la organización y el rendimiento en las agencias de viajes. El estudio también pretende explorar los papeles mediadores de la innovación, las conductas de ciudadanía organizativa y el compromiso de la organización en la relación entre la incivilidad en el lugar de trabajo y el rendimiento.Diseño/metodología/enfoqueSe utilizó el cuestionario para recopilar los datos del estudio de la muestra, que estaba formada por empleados de agencias de viajes egipcias, categoría (A), de la gobernación de El Cairo. El enlace del cuestionario se envió a 854 empleados de agencias de viajes, de los que se obtuvieron 644 respuestas. Sólo 586 respuestas fueron aptas para el análisis.ResultadosLos resultados revelaron que existe un efecto significativo y negativo de la falta de civismo en el lugar de trabajo sobre la innovación, las conductas de ciudadanía organizativa, el compromiso de la organización y el rendimiento. Los resultados también revelaron un efecto significativo y positivo de la innovación, los comportamientos de ciudadanía organizativa, el compromiso de la organización sobre el rendimiento. Además, los resultados indicaron que la innovación, las conductas de ciudadanía organizativa y el compromiso de la organización desempeñan papeles mediadores parciales en el vínculo entre la falta de civismo en el lugar de trabajo y el rendimiento.Originalidad/valorEl presente estudio trata de medir el papel mediador de la innovación, las conductas de ciudadanía organizativa y el compromiso de la organización en el vínculo entre la falta de civismo en el lugar de trabajo y el rendimiento. También se presentan las implicaciones para la gestión, las limitaciones y las investigaciones futuras.

Do entrepreneurs mistreat probationary employees? The mediating role of perceived ethical climate and moderating roles of core job characteristics

PurposeRecent high-profile ethical scandals in start-up organizations have made people wonder whether entrepreneurship may cultivate a work environment with less emphasis on ethics. This study examined a psychological process about how an organization’s entrepreneurial orientation (EO) can affect its treatment of probationary employees, a vulnerable yet understudied group of workers.Design/methodology/approachThe authors recruited 241 participants through Amazon Mechanical Turk. They answered an online survey about their experiences as probationary employees.FindingsThis study found that job feedback and meaning moderated the relationship between EO and ethical climate, such that this relationship was statistically significant and positive only among participants who reported high levels of feedback and job meaning. Ethical climate, in turn, was found to be related to a reduction in workplace incivility experienced by probationary employees. The indirect effect of EO on incivility via ethical climate was contingent on job feedback and meaning.Research limitations/implicationsThis study extends the discussion on the entrepreneurial context, adds to EO literature with findings on its indirect effect on nonfinancial performance and reinforces institutional theory through job characteristics’ moderating roles. However, a methodological limitation is conducting a cross-sectional single-source survey due to limited access to firms and probationary employees, considering the hidden population involved.Practical implicationsThis study found no evidence of probationary employee exploitation in high EO organizations. Job seekers should embrace probationary work at start-ups. Entrepreneurial leaders should balance being proactive, innovative and caring toward employees.Originality/valueIt is debatable whether entrepreneurship leads to unethical organizational conduct. By studying a vulnerable group of employees, the authors discovered that EO, when paired with favorable job design factors, can create a more ethical workplace where temporary talents are treated with dignity and respect.

Workplace Ostracism and Instigated Workplace Incivility: A Moderated Mediation Model of Narcissism and Negative Emotions

Workplace Ostracism and Instigated Workplace Incivility: A Moderated Mediation Model of Narcissism and Negative Emotions

Confrontation and Avoidance of Uncivil Behaviors in the Workplace: Empirical Evidence From the Tourism Industry

This study examines factors hindering employee engagement, focusing on perceived workplace incivility and its relationship with work engagement. It also presents the mediating and moderating roles of emotional responses and coping mechanisms in the workplace to determine “why” and “when” employee engagement is destabilized. The cross-sectional study used 391 samples from the hotel industry; data were collected from the crew staff via self-administered questionnaires and analyzed using Smart PLS. The study’s outcome draws attention to perceived workplace incivility and its significant negative impact on work engagement. The results also reveal that employees’ emotional responses and coping mechanisms play significant mediator and moderator roles in the relationship between workplace incivility and work engagement. In terms of theoretical background, the study makes a novel theoretical contribution by applying Affective Events Theory (AET) when employees confront incivility that triggers emotional reactions and then shows how those reactions lead to adverse work outcomes and behaviors. The study outcomes have significant implications for strategic hotel industry staff and policymakers and provide insights for future researchers. Hotel management might consider this study helpful for generating a crew-supportive work environment and stabilizing employee engagement.

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<0.001) and incivility (r=0.304, P<0.001). There was also positive correlation between bullying and incivility scores (r=0.731, P<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<0.001), insufficient salary (b=0.281, P<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.

AN INVESTIGATION ON WORKPLACE INCIVILITY AND NON-WORK-RELATED PRESENTEEISM IN HEALTH CARE CENTRES

Presenteeism, the phenomenon in which individuals are physically present at work but fail to perform to their full capacity for a variety of reasons, has received substantial attention in recent years, particularly in healthcare industry. While considerable amount of research has focused on sickness-related presenteeism, there is scarcity of studies exploring non-job-related presenteeism, which encompasses behaviors such as disengagement from work or engaging in personal activities during work hours. Understanding the dynamics of non-work-related presenteeism is critical in Pakistan, a developing country with fast-expanding healthcare industry. This study aims to investigate impact of workplace incivility on non-work-related presenteeism and explore the moderating role of emotional intelligence in this relationship. A questionnaire-based survey was carried out with 315 health sector employees from various districts in Pakistan. The regression analysis was used to analyses data. The findings show a positive association between. This study adds to the limited body of knowledge on non-work-related presenteeism and gives useful insights for healthcare organizations in Pakistan and beyond.