Social Dominance Orientation and Emotion Regulation: A Parallel Multiple Mediator Model of Instigated Incivility Moderated By Workgroup Civility Climate

While most of the existing research on the topic of workplace incivility has focused upon its consequences on employee and organizational well-being, researchers are recognizing the need for research on predictors, mediators, and moderators of uncivil workplace behavior. The current study contributes to this new wave of workplace incivility research by emphasizing the links among variables not previously explored in incivility research. This nonexperimental correlational study (N = 1027) developed and tested a parallel multiple mediator model of instigated incivility. The model examined the mediation of the emotion regulation strategies – cognitive reappraisal and expressive suppression – on the relation of two types of social dominance orientation – intergroup dominance (SDO-D) and intergroup antiegalitarianism (SDO-E) – on the outcome of instigated incivility, and tested the moderating effects of workgroup civility climate on the paths of the proposed model. An Internet-based self-report survey battery was administered to a sample drawn from Amazon’s Mechanical Turk worker population. Hypotheses were tested though structural equation modeling analytic procedures. Findings suggest that intergroup dominance (SDO-D) increases instigated incivility and the relationship is not moderated by workgroup civility climate norms. In contrast, intergroup antiegalitarianism (SDO-E) decreases instigated incivility. Further, this study found that SDO-D had an indirect effect on instigated incivility through the emotion regulation strategy of expressive suppression. Additional findings suggest that the emotion regulation strategy of cognitive reappraisal has the potential to reduce uncivil workplace behavior. Future research was proposed to test the model examined in this study in different cultural settings, with additional mediators and moderators, and longitudinally. The practical findings suggest that HRD practitioners may find emotion regulation and civility trainings useful to reduce the likelihood of uncivil workplace behavior

Cyber Incivility Perpetrator: The Influence of Dissociative Anonymity, Invisibility, Asynchronicity, and Dissociative Imagination

cyber incivility is a communication behavior that violates ethics for mutual respect between one person and another in online. The impacts of cyber incivility include decreasing of satisfaction and work commitment, deliberate in job deviation until turnover intention. Unfortunately, empirical studies have so far only addressed the antecedents of cyber incivility perpetrators from the point of view of work domains and user communications user personalities, but rarely review online characteristics that cause a person to engage in social disinhibition. Therefore this study aims to prove the influence of anonymity, invisibility, asyncronicity, and dissociative imagination on cyber incivility behavior. This study uses correlational design with multiple linear regression analysis techniques. The subjects were 111 workers from various types of work (66 females, 45 males, mean of age = 32,8739, standard deviation of age = 5,73) domiciled in Indonesia recruited by purposive sampling. The result shows that anonymity, invisibility and asincronicity have a significant effect on the presence of cyber incivilit

Do you pass it on? An examination of the consequences of perceived cyber incivility

Purpose: The emerging literature on computer-mediated communication at the study lacks depth in terms of elucidating the consequences of the effects of incivility on employees. This study aims to compare face-to-face incivility with incivility encountered via e-mail on both task performance and performance evaluation. Design/methodology/approach: In two experimental studies, the authors test whether exposure to incivility via e-mail reduces individual task performance beyond that of face-to-face incivility and weather exposure to that incivility results in lower performance evaluations for third-parties. Findings: The authors show that being exposed to cyber incivility does decrease performance on a subsequent task. The authors also find that exposure to rudeness, both face-to-face and via e-mail, is contagious and results in lower performance evaluation scores for an uninvolved third party. Originality/value: This research comprises an empirically grounded study of incivility in the context of e-mail at study, highlights distinctions between it and face-to-face rudeness and reveals the potential risks that cyber incivility poses for employees

Systematization of Antecedents and Effects of Workplace Incivility

Based on the literature review, the article presents the systematization of antecedents and effects of workplace incivility. Variables contributing to deviant workplace behaviour (antecedents) are placed within three categories: dispositional, behavioural, and contextual. Dispositional antecedents, which include characteristics of targets (certain demographic characteristics and personality traits) and characteristics of instigators (position and power, attributes, attitudes, and certain personality traits), are presented. After that, behavioural antecedents of targets (such as counterproductive work behaviour, annoying or provocative behaviour, etc.) and instigators (inappropriate conflict management style, “workaholism”, response to negative emotions, etc.) are stated. Furtherly, contextual antecedents that are divided into organizationally-based (organizational change and downsizing, hierarchy and autocracy, lack of organizational justice, inadequate organizational culture and climate, certain negative aspects of e-communication, etc.), and work-based antecedents (job design issues, inappropriate working conditions, performance pressure, etc.) are explained at the end. Finally, negative consequences of workplace incivility on employees and the organization are presented. The article ends with the concluding remarks, the implication of the research, and suggestions for future studies

Workplace Toxic Online Disinhibition: Causes and Effects

Although the prevalence of information and communication has enabled collaboration within geographically distributed organizations, the prevalence of toxic online disinhibition within these new technologies also poses novel intrapersonal problems to front line managers and people leaders. This annotated bibliography consists of peer reviewed literature published between 2005 and 2015. Literature has been selected and reviewed with the intent of exploring the causes and repercussions of toxic online disinhibition in the workplace

Nurse Faculty Perceptions of Role Stress and Faculty-to-Faculty Incivility

The purpose of this study was to determine the relationship between nurse faculty perceptions of role stress and faculty-to-faculty incivility using the stressor-emotion model of counterproductive work behaviors. A convenience sample of 79 nurse faculty from 39 undergraduate nursing programs in Iowa responded to an online survey. The survey consisted of two instruments: Workplace Incivility Civility Scale and Role Strain Scale. Findings revealed 76 participants perceived incivility as a problem and identified stress (n = 64) and demanding workloads (n = 54) as contributing factors. Pearson correlation results revealed a positive relationship between experienced incivility and nurse faculty perceptions of role stress (r = .509, p \u3c .001), role conflict (r = .506, p \u3c .001), role ambiguity (r = .560, p \u3c .001) role overload (r = .298, p \u3c .008). Pearson correlation results further revealed a positive relationship exists between three constructs of role stress (role conflict, role ambiguity, and role overload) and each of the three constructs of experienced faculty-to-faculty incivility (hostility towards individuals, self-serving behaviors, and hostility towards work environment). Limitations included a convenience sample limited to undergraduate programs in one state. Future research should replicate this study in larger diverse populations and educational settings. Positive social change includes the recruitment and retention of nurse faculty who can grow and advance in a healthy academic work environment

The mediating role of emotional exhaustion and job satisfaction on the relationship between job demands and instigated workplace incivility

High job demands are considered a risk factor for uncivil behavior in the workplace but the mechanism behind this relationship remains unclear. The current study aimed to analyze emotional exhaustion and job satisfaction as sequential mediators of the relationship between job demands and instigated workplace incivility within the integrative framework of affective events theory and the job demand–control model. Data were collected from 102 university academic staff in Klang Valley, Malaysia, via snowball sampling method. The results supported the predicted three-path mediation model with age, gender, and employment contract type as covariates. High job demands led to emotional exhaustion, which, in turn, led to a decrease in job satisfaction level and as a result gave rise to instigated workplace incivility. Implications, limitations of these findings, and directions for future research are further discussed on how to enhance and establish a civil and respectful workplace

Nurse Practitioners Incivility Experiences and Intent to Leave Clinical Practice

Nurse practitioner (NP) incivility is a problem for the profession of nursing and interferes with the establishment of a culture of respect and safety. Incivility affects healthy work environments, impedes patient safety and collaboration, and causes physical and psychological stressors for NPs. The purpose of this quantitative study, guided by Lazarus and Folkman’s appraisal theory, was to determine if there was a relationship between (a) frequency of incivility and a nurse practitioners’ intent to leave clinical practice, (b) the source of incivility and a nurse practitioners’ intent to leave clinical practice,(c) the frequency of incivility and NPs intent to leave clinical practice mediated by years of clinical practice, and (d) frequency of incivility and the NPs intent to leave clinical practice mediated by the effect of work-related stress. There were 158 study participants who completed the Guidroz’ Nursing Incivility Scale (NIS), Gray-Toft and Anderson’s Nursing Stress Scale, and the Turnover Intention Scale. Data were analyzed using linear regression and ANOVA, which showed that NIS was negatively associated with NPs intent to leave. There was a significant relationship between patient and family NIS and frequency of NP stress. The number of years of NP practicing was not significant. Future research should be conducted using a qualitative or mixed methods approach with a larger NP participant size to gain insight into a NPs incivility experience, sources of incivility, and years of clinical practice. Although incivility in the workplace is common, how incivility influences NP communication and work-related stress can gain insight into NPs leaving their organization which can effect positive social change

J Occup Health Psychol

Although e-mail incivility is becoming a growing concern in the workplace, it remains an understudied topic. Scholars have paid inadequate attention to its dimensionality (i.e., active and passive e-mail incivility) and its impact on well-being outcomes, thus precluding a more comprehensive understanding of its implications in the workplace. To address these gaps, we conducted two studies to investigate the nature and outcomes of e-mail incivility. In Study 1, we surveyed a sample of working employees about their e-mail incivility experiences at work and collected their appraisals of a discrete e-mail incivility event. Confirmatory factor analysis results provide support for the empirical distinction between the 2 dimensions. Findings from event-level appraisals highlight that active e-mail incivility leads to a greater level of emotionality appraisal, whereas passive e-mail incivility is viewed as more ambiguous. In Study 2, we conducted a diary study to examine the spillover effects of e-mail incivility on well-being. Multilevel modeling results indicate that passive e-mail incivility is positively associated with insomnia, which then leads to heightened negative affect at the beginning of the workday. Overall, this research clarifies the nature of e-mail incivility dimensions, highlights their detrimental effects on employee well-being, and identifies important implications for occupational health scholars and practitioners. (PsycInfo Database Record (c) 2020 APA, all rights reserved).20202021-01-10T00:00:00ZT42 OH008491/OH/NIOSH CDC HHSUnited States/T42OH008491/ACL/ACL HHSUnited States/University of Iowa; Heartland Center for Occupational Health and Safety/Centers for Disease Control and Prevention; National Institute for Occupational Safety and Health/32584118PMC83629231060