Articles de revues : « Inciviltà »

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Triventi, Moris. « Segni di inciviltà sul territorio e “paura” del crimine ». Quaderni di Sociologia, n^o 48 (1 décembre 2008) : 71–99. http://dx.doi.org/10.4000/qds.838.

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Spadafora, Natalie, Jan C. Frijters, Danielle S. Molnar et Anthony A. Volk. « Do little annoyances relate to bullying ? The links between personality, attitudes towards classroom incivility, and bullying ». Educational and Developmental Psychologist 37, n^o 1 (23 janvier 2020) : 30–38. http://dx.doi.org/10.1017/edp.2019.20.

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AbstractCivility relates to following rules that typically are aimed at promoting positive social behaviour. A lack of civility can be either intentional (e.g., insulting a classmate) or unintentional (e.g., packing up early). Civility is an important issue within classroom settings because it not only influences classroom functioning, but may also serve as a gateway to more serious antisocial behaviour. With regard to the latter, we were specifically interested in whether attitudes towards behaviour deemed as ‘incivility’ were associated with more serious bullying behaviour. Beyond any associations with each other, we were also interested in whether incivil attitudes and bullying share common personality correlates among adolescents. To answer these questions, our study examined the links between HEXACO personality traits, intentional and unintentional incivility, and bullying. Adolescents (n = 396) completed self-report questionnaires, and results were analysed with structural equation modelling. There were similarities and differences between the personality correlates of bullying and attitudes towards the two kinds of incivility. In particular, we found a significant association between personality and bullying behaviour that was mediated by attitudes towards intentional incivility. Our results highlight the importance of increasing awareness of educators regarding classroom incivility, given its potential negative implications within a school setting.

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Phillips, Tim, et Philip Smith. « Emotional and behavioural responses to everyday incivility ». Journal of Sociology 40, n^o 4 (décembre 2004) : 378–99. http://dx.doi.org/10.1177/1440783304048382.

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Although antisocial behaviour has become an issue of political and policy concern, social science lacks basic information on such events. This article explores one aspect of such everyday incivility - how people react emotionally and behaviourally to the badly behaved stranger. Mainstream criminology, as well as the social theory of Goffman and Bauman, is oriented around a fear/avoidance vision. This dominant paradigm is unnecessarily restrictive on intellectual inquiry. A raft of other options including anger/intervention; disgust/aversion and indifference/do nothing are analytically reconstructed from the classical social theory of Durkheim, Elias and Simmel. These various models are applied to incidents coded from the transcripts of the Melbourne Everyday Incivility Project. The results show that emotions and behaviours tend to pair up as predicted. Fear/avoidance, however, is a relatively uncommon response to incivil encounters. Anger/intervention and indifference/do nothing are more frequent. The former is especially associated with events where the respondent is a ‘victim’, and the latter with those where the respondent is an onlooker. These findings suggest the limitations of current criminological research in areas related to incivility and fear of crime, and have implications for collective efficacy, social capital and broken windows criminology.

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Elizabeth, Junie, et Neethika Raveendran. « SOCIAL ACCULTURATION, WORKPLACE INCIVILITY AND DIVERSITY ». International Journal of Advanced Research 9, n^o 07 (31 juillet 2021) : 203–8. http://dx.doi.org/10.21474/ijar01/13118.

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The advent and dissemination of technology had made it possible for people to move from one region to another. The movement of people from one geographical area to another resulted in the transfer and exchange of cultures and ways of life. When individuals move from one location to another, they often experience culture shock, given that the culture they are used to is different from the one they have gone to. To adapt, these individuals had to learn and accept the new way of life so as to successfully live and work in a new environment. The process by which an individual acquire, adjusts, and adapts to a new culture is known as social acculturation. In this article, an analysis is made on the impact of social acculturation on the efforts to fight workplace incivility and in the promotion of diversity and inclusivity. The analysis showed that. Through social acculturation, individuals who visited a new environment for the first time experienced acculturative stress. The stress caused those affected to behave in a way that fostered incivility at the workplace. Some of the incivil behaviors expressed by immigrant workers include absenteeism, laziness at work, depression, among others. Social acculturation had also played a role in the assimilation of bad behaviors carried from one culture into a new one by replacing them with the most dominant culture, thus eliminating work-related incivility among new immigrants. Social acculturation had also been crucial in enhancing inclusivity and diversity. Social acculturation enabled the sharing of different cultures through the exchange of food, language, and religion. These cultural phenomenon played important roles in bringing people from diverse backgrounds together, thus fostering diversity and inclusivity regardless among global populations regardless of individual culture and social backgrounds. Acculturation had also played a key role in enhancing globalization which is the most significant arena where diversity and inclusivity play out. By exchanging and adapting to a new culture, people were able to work and live together in peace and harmony.

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Kim, Haemi, et Hailin Qu. « Employees’ burnout and emotional intelligence as mediator and moderator in the negative spiral of incivility ». International Journal of Contemporary Hospitality Management 31, n^o 3 (18 mars 2019) : 1412–31. http://dx.doi.org/10.1108/ijchm-12-2017-0794.

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Purpose This paper aims to study how the negative spiral of incivility from customers to employees happens by measuring the mediating effect of employees’ burnout. Moreover, it investigates how to mitigate the detrimental influences of customer incivility by assessing the moderating effect of employees’ emotional intelligence. Design/methodology/approach A cross-sectional questionnaire survey using MTurk was conducted, targeting full-service restaurant employees. Descriptive statistic, confirmatory factor analysis, structural equation modeling and hierarchical multiple regression analysis were applied. Findings The results presented that there is a direct relationship between customer incivility and employee incivility toward customers and coworkers. Additionally, employees’ burnout significantly mediates the relationship between customer incivility and employee incivility. Moreover, it presented the significant moderating effect of employees’ emotional intelligence on the relationship between customer incivility and employee incivility. Research limitations/implications Experiences of customer incivility during a service encounter directly trigger employee incivility. Moreover, customer incivility indirectly leads to employee incivility by increasing employees’ burnout. In addition, employees’ emotional intelligence mitigates a negative spiral of incivility from customers to employees. However, this study has limitations that provide suggestions for future research. Originality/value This research shows how customer incivility causes employee incivility in the workplace. It also shows a significant moderating role of employees’ emotional intelligence to mitigate the influence of customer incivility on employee incivility.

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Daniels, Shanna R., et Samantha L. Jordan. « The Effect of Paternalism on Incivility : Exploring Incivility Climate as an Important Boundary Condition ». Journal of Leadership & ; Organizational Studies 26, n^o 2 (23 août 2018) : 190–203. http://dx.doi.org/10.1177/1548051818795817.

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In this article, we examine the effects of paternalism on experienced incivility across two studies. Study 1 examines the paternalism—experienced incivility relationship in a sample of health care employees, and Study 2 examines a moderated–mediated relationship, with incivility climate as the moderator of the paternalism—experienced incivility relationship, and counterproductive work behavior as the outcome. Results from these studies suggest that paternalism has a significant positive direct effect on incivility, and an indirect effect on counterproductive work behavior through experienced incivility. Moreover, our results suggest that the relationship between paternalism and experienced incivility is moderated by incivility climate, such that the effect of paternalism on experienced incivility is stronger at higher levels of incivility climate tolerance and lower levels of incivility climate policy.

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Holm, Kristoffer, Eva Torkelson et Martin Bäckström. « Exploring links between witnessed and instigated workplace incivility ». International Journal of Workplace Health Management 12, n^o 3 (3 juin 2019) : 160–75. http://dx.doi.org/10.1108/ijwhm-04-2018-0044.

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Purpose The purpose of this paper is to explore how witnessing workplace incivility from coworkers and supervisors relates to instigating incivility toward others. A further aim was to investigate if witnessed incivility is indirectly related to instigated incivility via perceived stress and low job satisfaction. An additional aim was to study if control, social support and job embeddedness moderate the relationships between witnessed and instigated incivility. Design/methodology/approach A total of 978 individuals, sourced from a Swedish trade union, completed an online questionnaire. Findings The results showed that witnessed incivility, mainly from coworkers but also from supervisors, was related to instigated incivility. Although witnessed incivility was related to both perceived stress and low job satisfaction, witnessed incivility was not linked to instigated incivility via perceived stress or low job satisfaction. In addition, the results showed that participants who had witnessed coworker incivility and at the same time perceived high levels of control, social support (from coworkers) or job embeddedness on average reported higher levels of instigated incivility. Similarly, participants who had witnessed supervisor incivility and at the same time perceived high levels of control, social support (from coworkers and supervisors) or job embeddedness on average reported higher levels of instigated incivility. Originality/value The findings expand the literature on bystander workplace incivility and highlight the importance of including experienced psychosocial work factors in models of incivility.

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Musairah, S. K., Sabiroh Md Sabri et Anis Farhana. « Modeling Workplace Incivility as a Social Process Towards Sustainable Workforce in the Malaysian Context ». Jurnal Intelek 16, n^o 1 (26 janvier 2021) : 175–82. http://dx.doi.org/10.24191/ji.v16i1.378.

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Twenty years since the concept of workplace incivility has been introduced, research has been conducted in a variety of directions. While the literature has been expanding and it has been reported that as many as 96% employees have experienced workplace incivility and 99% have seen it, we still do not know how employees interpret of workplace incivility. Given that such an interpretation of the social process can affect the future thought and behavior of people, this information is important to understand workplace incivility beyond behavioral description. Although we have a comprehensive conceptual understanding of workplace incivility, without understanding the employees’ beliefs about incivility, we cannot effectively develop an integrative model of workplace incivility. The aim of this study is to develop a model on workplace incivility as a social process that includes interaction during and after the occurrence of incivility at the workplace. In addition, this research also aims to create awareness about workplace incivility; as well as employees’ preferences on how to address incivility at work and who should handle it. This qualitative study will investigate workplace incivility to understand incivility from the perspective of employees, refine the theoretical understanding of workplace incivility construct, and collecting data to develop the integrative model of workplace incivility. Employees will be asked to answer open-ended survey questions about the characteristics of workplace incivility and questions about why it happens. Responses will be analyzed with the phenomenological method. This research can also ease the development of practical strategies to manage and prevent workplace incivility. Therefore, the findings of this study can serve as a basis for specific prevention and intervention techniques that can be built in the future. This is because, it is important to uncover effective strategies to manage workplace incivility to improve employee well-being, which in turn would influence organizational performance.

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Holm, Kristoffer, Eva Torkelson et Martin Bäckström. « Models of Workplace Incivility : The Relationships to Instigated Incivility and Negative Outcomes ». BioMed Research International 2015 (2015) : 1–10. http://dx.doi.org/10.1155/2015/920239.

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The aim of the study was to investigate workplace incivility as a social process, examining its components and relationships to both instigated incivility and negative outcomes in the form of well-being, job satisfaction, turnover intentions, and sleeping problems. The different components of incivility that were examined were experienced and witnessed incivility from coworkers as well as supervisors. In addition, the organizational factors, social support, control, and job demands, were included in the models. A total of 2871 (2058 women and 813 men) employees who were connected to the Swedish Hotel and Restaurant Workers Union completed an online questionnaire. Overall, the results from structural equation modelling indicate that whereas instigated incivility to a large extent was explained by witnessing coworker incivility, negative outcomes were to a high degree explained by experienced supervisor incivility via mediation through perceived low social support, low control, and high job demands. Unexpectedly, the relationships between incivility (experienced coworker and supervisor incivility, as well as witnessed supervisor incivility) and instigated incivility were moderated by perceived high control and high social support. The results highlight the importance of including different components of workplace incivility and organizational factors in future studies of the area.

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Witt, Catherine L. « Incivility ». Advances in Neonatal Care 13, n^o 1 (février 2013) : 1–2. http://dx.doi.org/10.1097/anc.0b013e31828005df.

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Wang, Chih-Hung, et Hsi-Tien Chen. « Relationships among workplace incivility, work engagement and job performance ». Journal of Hospitality and Tourism Insights 3, n^o 4 (31 mai 2020) : 415–29. http://dx.doi.org/10.1108/jhti-09-2019-0105.

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PurposeThis empirical study explored how coworker incivility and customer incivility affect the work engagement and job performance of frontline employees.Design/methodology/approachTo investigate the incivility and characteristics of hospitality industry workplaces, this study recruited frontline employees from tourist hotels as study participants. Because complete contact information could not be obtained for this population, convenience sampling was employed. A structured questionnaire was used for data collection.FindingsCoworker incivility and customer incivility reduced work engagement and job performance. The effects of coworker incivility on the work engagement and job performance are greater than those of customer incivility. Furthermore, work engagement has a positive effect on the job performance.Originality/valueAlthough studies have investigated the effects of customer incivility, these effects have not been compared with those of coworker incivility. Moreover, studies on the influence of coworker and customer incivility on job performance and work engagement in the hospitality industry and on those of work engagement on job performance have been scant. The current empirical study investigated the effects of coworker and customer incivility on the job performance and work engagement and of frontline hospitality employees.

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Raza, Muhammad Ali, Noor Ul Hadi, Muhammad Muazzem Hossain, Ishtiaq Ahmed Malik, Muhammad Imran et Bahaudin G. Mujtaba. « Impact of Experienced Workplace Incivility (EWI) on Instigated Workplace Incivility (IWI) : The Mediating Role of Stress and Moderating Role of Islamic Work Ethics (IWE) ». Sustainability 14, n^o 23 (4 décembre 2022) : 16187. http://dx.doi.org/10.3390/su142316187.

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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.

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Zhao, Peng, Xiaohong Xu, Yisheng Peng et Kathi N. Miner. « The Target of Incivility Cannot Be an Island ». Journal of Personnel Psychology 19, n^o 4 (octobre 2020) : 174–83. http://dx.doi.org/10.1027/1866-5888/a000254.

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Abstract. To address the inconsistencies regarding the effects of incivility on employee productivity and career satisfaction, this study adopted a multilevel approach to examine the cross-level moderating effect of department-level incivility on the negative impact of individual-level incivility. We tested our hypotheses using data from 717 faculty nested within 79 departments at a southwestern university. The hierarchical linear modeling results supported that individual-level incivility negatively related to career satisfaction but not productivity. Further, department-level incivility moderated the negative effects of individual-level incivility such that the negative effects of individual-level incivility on career satisfaction and productivity were reduced when most people in the department experienced incivility or when individuals were not singled out for being mistreated. Theoretical and practical implications are discussed.

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Torkelson, Eva, Kristoffer Holm et Martin Bäckström. « Workplace Incivility in a Swedish Context ». Nordic Journal of Working Life Studies 6, n^o 2 (17 juin 2016) : 3. http://dx.doi.org/10.19154/njwls.v6i2.4963.

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The present study investigated workplace incivility in a Swedish context. The first aim was to assess how common the phenomenon is and the second was to study which groups (gender, age, ethnicity, and power position) are most targeted by workplace incivility and are more prone to act in an uncivil way. Additionally, the relationships between experienced and witnessed incivility and wellbeing as well as instigated incivility were investigated. An online survey was administered by SIFO (the national public opinion poll agency). The collected data consist of a stratified sample whose composition is identical to the working population in Sweden (N = 3001). The results show that almost three quarters of the respondents had been the target of coworker incivility and 52% of supervisor incivility at least one to two times in the past year. Of the respondents, 75% had witnessed coworkers and 58% witnessed a supervisor treating others in an uncivil way. Furthermore, 66% had instigated uncivil acts toward others. The results also show that female and younger employees are slightly more targeted by incivility from coworkers and younger employees and supervisors are slightly more prone to instigate incivility. Moreover, it was found that that experienced incivility was the strongest predictor of low well-being and that witnessed incivility was the strongest predictor of instigated incivility.

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Torkelson, Eva, Kristoffer Holm et Martin Bäckström. « Workplace Incivility in a Swedish Context ». Nordic Journal of Working Life Studies 6, n^o 2 (17 juin 2016) : 3. http://dx.doi.org/10.19154/njwls.v6i2.4969.

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The present study investigated workplace incivility in a Swedish context. The first aim was to assess how common the phenomenon is and the second was to study which groups (gender, age, ethnicity, and power position) are most targeted by workplace incivility and are more prone to act in an uncivil way. Additionally, the relationships between experienced and witnessed incivility and wellbeing as well as instigated incivility were investigated. An online survey was administered by SIFO (the national public opinion poll agency). The collected data consist of a stratified sample whose composition is identical to the working population in Sweden (N = 3001). The results show that almost three quarters of the respondents had been the target of coworker incivility and 52% of supervisor incivility at least one to two times in the past year. Of the respondents, 75% had witnessed coworkers and 58% witnessed a supervisor treating others in an uncivil way. Furthermore, 66% had instigated uncivil acts toward others. The results also show that female and younger employees are slightly more targeted by incivility from coworkers and younger employees and supervisors are slightly more prone to instigate incivility. Moreover, it was found that that experienced incivility was the strongest predictor of low well-being and that witnessed incivility was the strongest predictor of instigated incivility.

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Oyet, Mercy C., Kara A. Arnold et Kathryne E. Dupré. « Differences among women in response to workplace incivility ». Equality, Diversity and Inclusion : An International Journal 39, n^o 3 (12 décembre 2019) : 285–99. http://dx.doi.org/10.1108/edi-06-2018-0108.

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Purpose The purpose of this paper is to explore the consequences of experienced workplace incivility when female employees perceive that they are different from their workgroup. The authors examine how women’s perceptions of demographic dissimilarity from their workgroup moderate the relationships between incivility and psychological wellbeing, and between incivility and turnover intentions. Design/methodology/approach A total of 125 female employees of a post-secondary institution participated in this study. Participants were recruited through an electronic mailing list over the course of one month and completed an online survey. Findings Experienced workplace incivility among females is related to poorer psychological wellbeing and higher turnover intentions. Controlling for actual age and gender dissimilarity at the department level, perceived gender dissimilarity from one’s workgroup moderated the workplace incivility-turnover intentions relationship, whereby the relationship was strengthened at low, but not high levels of experienced incivility. Perceived gender dissimilarity did not moderate the incivility–psychological wellbeing relationship. Perceived age dissimilarity was not a significant moderator. Research limitations/implications The role of perceived dissimilarity and other personal contextual variables should be considered in future work on selective incivility. Perceived dissimilarity can influence some of the negative outcomes associated with incivility, particularly at low levels. Originality/value This research extends the selective incivility literature by incorporating a relational demography perspective to the study of female targets’ experience of workplace incivility. Findings suggest that perceptions of difference may affect the interpretation and outcomes associated with females’ experience of incivility.

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Swinney, Laurie, Bruce Elder et Lloyd "Pat" Seaton. « Incivility In The Accounting Classroom ». American Journal of Business Education (AJBE) 3, n^o 5 (1 mai 2010) : 1–16. http://dx.doi.org/10.19030/ajbe.v3i5.422.

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Classroom incivility is any action that interferes with a harmonious and cooperative learning atmosphere in the classroom (Feldman, 2001). We compared the perceptions of accounting faculty to the perceptions of cross-disciplinary faculty relating to both the definition of student actions as incivility and the occurrence of incivility. We also compared faculty and business administrator perceptions to investigate the level of administrator awareness of accounting classroom incivility. Our results indicate that accounting faculty are more likely to define potentially disruptive student behaviors as incivility and reported higher levels of classroom incivility than cross-disciplinary faculty. We find general agreement between accounting faculty and business administrators relating to both the definition and occurrence of incivility.

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Medler-Liraz, Hana. « Customer incivility, rapport and tipping : the moderating role of agreeableness ». Journal of Services Marketing 34, n^o 7 (20 mai 2020) : 955–66. http://dx.doi.org/10.1108/jsm-06-2019-0220.

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Purpose Although studies have emphasized the need to explore the negative consequences of customer incivility, scant attention has been paid to positive factors that can mitigate its negative effects on employees’ service performance. The purpose of this study is to extend research on customer incivility and its association with rapport and tipping through the prism of conservation of resources theory. It also examines the role of agreeableness as a personal resource in coping with instances of incivility. Design/methodology/approach A total of 502 Israeli restaurant servers took part in this study. Findings Agreeableness significantly moderated the relationship between customer incivility and rapport: agreeable hospitality employees who served customers manifesting low/medium incivility reported better rapport than disagreeable hospitality employees. However, this effect was not significant for high incivility. Further, agreeable hospitality employees who served customers with low/medium incivility reported higher tips than disagreeable hospitality employees. Surprisingly, the findings also suggested that when employees served customers exhibiting high incivility, the tips were lower for servers high on agreeableness than for servers low on agreeableness. Originality/value This study broadens the frontiers of research on customer incivility and provides insights into the critical financial and emotional costs hospitality employees and service organizations incur when encountering incivility. The findings also contribute to the scant research on the potential moderators that may enable employees to handle customer interactions more constructively in the case of incivility within the hospitality industry. Agreeableness appeared to alleviate the negative effects of customer incivility on rapport and tipping but only seemed to be an effective resource up to a certain level of customer incivility.

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Opengart, Rose, Thomas G. Reio Jr. et Wei Ding. « Workplace Incivility and Job Satisfaction ». International Journal of Adult Vocational Education and Technology 10, n^o 2 (avril 2019) : 1–16. http://dx.doi.org/10.4018/ijavet.2019040101.

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Workplace incivility is common in organizations across the world and can have negative effects on individuals and organizations. The purpose of the reported study is to examine the effects of supervisor and coworker incivility on job satisfaction and examines emotion management as a mediator of these relationships. Data from 268 working adults were collected by survey battery and analyzed via a number of multivariate techniques. The model was supported in that both supervisor and coworker incivility had strong direct negative effects on emotion management and job satisfaction, and emotion management partially mediated the incivility-job satisfaction relationship. With supervisor and coworker incivility, the participants reported lower levels of job satisfaction. However, the participants' emotion management mitigated the negative effect of incivility on job satisfaction partially. The findings suggest that organizations need to be aware of the unfavorable consequences of incivility. Organizations need to discover ways to reduce incivility and implement efforts to help employees develop positive emotional management strategies. These actions may help reduce the negative influences of incivility on important organizational outcomes like job satisfaction.

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McCarthy, Kimberly, Jone L. Pearce, John Morton et Sarah Lyon. « Do you pass it on ? An examination of the consequences of perceived cyber incivility ». Organization Management Journal 17, n^o 1 (23 mars 2020) : 43–58. http://dx.doi.org/10.1108/omj-12-2018-0654.

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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.

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Hameed, Zahid, Ikram Ullah Khan, Muhammad Adnan Zahid Chudhery et Donghong Ding. « Incivility and Counterproductive Work Behavior ». International Journal of Applied Behavioral Economics 6, n^o 3 (juillet 2017) : 1–22. http://dx.doi.org/10.4018/ijabe.2017070101.

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This research aims to extend the literature on stress by exploring the relationship between incivility and employees' counterproductive work behavior (CWB). We investigate the mediating role of psychological distress (PD) to understand the relationship of family and workplace incivility with CWB. The study also evaluates the moderation effect of emotional regulation between incivility and PD. Analysis of three-wave lagged data (N=328), collected from bank employees in Pakistan, indicates that PD mediates the effect of family and workplace incivility on CWB and emotional regulation moderates the effect of family and workplace incivility on PD. Our findings highlight the fact that emotional regulation and PD are important mechanisms in the incivility–CWB relationship. The inclusion of these two constructs is a key to understanding the relationships among family incivility, workplace incivility, and work-related outcomes. The paper concludes with a discussion of theoretical and practical implications.

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Holm, Kristoffer, Eva Torkelson et Martin Bäckström. « Longitudinal Outcomes of Witnessed Workplace Incivility : a Three-Wave Full Panel Study Exploring Mediators and Moderators ». Occupational Health Science 5, n^o 1-2 (mars 2021) : 189–216. http://dx.doi.org/10.1007/s41542-021-00083-8.

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AbstractThe aims of the present study are formulated to test theoretical assumptions of the incivility spiral presented by Andersson and Pearson (1999). The first aim is to investigate possible longitudinal outcomes of witnessed workplace incivility, in the form of instigated incivility and well-being. An additional aim is to explore whether witnessed workplace incivility is indirectly related to instigated incivility or well-being over time, via lower levels of perceived organizational justice. Lastly, we aim to explore if control, social support (from coworkers and supervisors), and job embeddedness moderate the relationship between witnessed and instigated incivility over time. An online questionnaire was distributed to a panel of Swedish engineers at three time points over one year with about six months between waves. Longitudinal data were provided by 341 respondents. Results from longitudinal structural equation panel models showed that witnessed workplace incivility, over time, predicted subsequent higher levels of instigated incivility but not lower levels of well-being. In addition, witnessed incivility predicted lower levels of perceived organizational justice over time but perceived organizational justice did not mediate the relationship between witnessed and instigated incivility or well-being. Finally, the results showed that control, social support from supervisors (but not coworkers), and job embeddedness partly moderated the relationship between witnessed and instigated incivility over time. The relationship between witnessed and instigated incivility between time 1 and time 2 was stronger when levels of control, support and job embeddedness were high. However, job embeddedness was the only robust moderator of the relationship.

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Schwarz, Laura M., et Nancyruth Leibold. « Education as an Intervention Toward Recognizing and Eliminating Incivility ». Creative Nursing 23, n^o 4 (2017) : 232–41. http://dx.doi.org/10.1891/1078-4535.23.4.232.

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Incivility in nursing is a pervasive and evasive problem that many nurses do not easily recognize or may simply shrug off as “normal.” However, incivility produces a hostile work environment and can jeopardize safety. A study was conducted to (a) determine nurses’ ability to recognize incivility in nursing after an online educational intervention on incivility, (b) ascertain the effectiveness of online education toward assisting nurses with understanding how to ward off this behavior, and (c) determine the types and effects of incivility participants experienced. Findings suggest that education on incivility may assist nurses with identifying uncivil behaviors exhibited by nurse peers and help them understand strategies to combat it. The types of incivility reported by participants were similar to findings of other studies; effects included unsafe behaviors and somatic consequences.

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Carmona-Cobo, Isabel, Eva Garrosa et Esther Lopez-Zafra. « Workers’ Observation of Uncivil Leadership : Is Tolerance for Workplace Incivility a Gendered Issue ? » Sustainability 13, n^o 11 (28 mai 2021) : 6111. http://dx.doi.org/10.3390/su13116111.

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In the context of organizational psychology, this study aimed to examine workers’ gender biases in tolerance when observing leaders’ incivility in the workplace. Based on role congruity theory, this paper proposes analyzing the gender differences in workers’ evaluations of awareness and tolerance of workplace incivility considering the gender of a leader who commits different incivility behaviors against an employee. Moreover, we posit that the type of incivility is also gendered. A sample of 547 workers (male and female) randomly played the roles of observers whereby they rated a scenario describing a leader (male or female) who publicly humiliates and openly doubts an employee’s judgment (overt incivility—agentic), or leaves out and pays little attention (covert incivility—communal) to an employee. The results indicate that male workers tolerated incivility less when role incongruence occurred, such as when male leaders used covert incivility. In contrast, female workers were consistently less tolerant when role congruence occurred with the leader’s gender, such as when male leaders were overtly uncivil. Furthermore, compared to males, female workers were more aware and less tolerant of incivility when a female leader was overtly or covertly uncivil. This paper provides empirical insights and fulfills an identified need to study how gender bias in workplace incivility can be enabled in organizations. The implications for practice can drive the development of prevention strategies within the field of management and human resources.

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Andel, Stephanie A., Christopher O. L. H. Porter, Brittney Amber et Kristyn P. X. Lukjan. « Differential effects of rude coworkers and patients on nurses' safety performance : an emotional labor perspective ». Journal of Managerial Psychology 37, n^o 3 (12 janvier 2022) : 224–42. http://dx.doi.org/10.1108/jmp-03-2021-0119.

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PurposeThis paper examines how nurses differentially respond, both emotionally and behaviorally, to incivility from coworkers (i.e. other healthcare staff) and from their patients. Specifically, the authors explore how coworker and patient incivility distinctly influence the extent to which nurses engage in emotional labor, which in turn, may impact nurses' safety performance. The authors further examine how nurses' hostile attribution biases exacerbate and mitigate these effects.Design/methodology/approachA three-week longitudinal study was conducted with 187 nurses in which they reported their experiences with incivility, surface and deep acting, hostile attribution biases and safety performance (i.e. safety compliance and participation).FindingsPatient incivility led to more surface acting across all nurses. Further, the effects of coworker incivility on emotional labor strategies were conditional on nurses' hostile attribution biases (HAB). Specifically, coworker incivility led to more surface acting among nurses higher on HAB, and coworker incivility led to less deep acting among those lower on HAB. Finally, surface acting was associated with reduced safety participation, and deep acting was associated with greater safety compliance and safety participation.Originality/valueThe nursing context allowed the current research to extend understanding about how incivility affects an unexplored outcome—safety performance. The current research also offers a rare examination of the effects of incivility from multiple sources (i.e. coworkers and patients) and demonstrates the different processes through which incivility from these different sources impacts nurses' ability to perform safely.

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Welbourne, Jennifer L., Ashwini Gangadharan et Celina A. Esparza. « Coping style and gender effects on attitudinal responses to incivility ». Journal of Managerial Psychology 31, n^o 3 (11 avril 2016) : 720–38. http://dx.doi.org/10.1108/jmp-11-2014-0340.

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Purpose – The purpose of this paper is to examine whether emotion- and problem-focussed employee coping styles affect the relationship between workplace incivility and job attitudes (job satisfaction, sense of community), and whether these effects vary by gender. Design/methodology/approach – Survey methodology was used to obtain self-report data from a sample of 314 working adults (90 percent Hispanic, 62 percent female) enrolled in courses at a public university. Findings – Targets of workplace incivility experienced lower job satisfaction and sense of community at work. Employees who typically used problem-focussed coping (PFC) to respond to work stressors experienced greater negative outcomes associated with incivility. Mixed results were found for employees who typically engaged in emotion-focussed coping (EFC) at work: frequent use of avoidant coping and religious coping buffered against the impact of incivility, however, support seeking coping styles strengthened the negative outcomes associated with incivility. These effects varied by gender. Practical implications – The results highlight the benefits of two EFC styles (religious coping, avoidance coping) in the context of workplace incivility. The findings also indicate limitations of PFC and support seeking coping in the context of incivility. Accordingly, the authors make suggestions for managers to facilitate employees to overcome problems of incivility. Originality/value – Few studies have investigated qualities that enable employees to effectively manage incivility. Further, the role of coping styles in relation to incivility is relatively unexplored. To address these gaps, the authors examined the extent to which PFC and EFC styles impact the relationship between incivility and work attitudes.

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Vargas, Emily A., et Ramaswami Mahalingam. « Experiences of Patient Incivility : A Qualitative Study ». Journal of Patient Experience 7, n^o 4 (24 septembre 2019) : 615–20. http://dx.doi.org/10.1177/2374373519878037.

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Background: Incivility is one of the most prevalent forms of interpersonal mistreatment. Although studies have examined the full range of experiences of incivility against nurses and other hospital personnel, very few studies examined the forms of incivility that patients face in a hospital. Objective: To empirically investigate the range of uncivil experiences targeted against patients. Our study furthers our understanding of the phenomenology of incivility from the patients’ perspective. Method: We used interpretative phenomenological analysis to analyze participant’s (n = 173) experiences of incivility in a hospital. Results: We identified 6 major themes of incivility, namely Insensitivity, Identity Stigma, Gaslighting, Infantilization, Poor Communication, and Ignored. Conclusion: The findings highlight that instances of incivility are present in almost all aspects of the patient experience and take on unique forms, given the patient’s role in the hospital. Implications for health consequences are discussed.

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Park, Lauren S., Larry Martinez et Shi Xu. « Job experience as a buffer against incivility : a daily diary study ». Journal of Managerial Psychology 37, n^o 3 (21 février 2022) : 243–63. http://dx.doi.org/10.1108/jmp-03-2021-0194.

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PurposeIncivility is pervasive in organisational settings, particularly in healthcare, and is associated with negative employee outcomes. The aim of this study was to analyse the relationships between experienced incivility, sleep quality and emotional outcomes, positioning sleep quality as a mediator. Additionally, the protective role of tenure and the unique effects of incivility from different sources were examined.Design/methodology/approachThis study used a daily diary longitudinal design using self-report questionnaires with 92 nurses of varying tenure.FindingsThis research demonstrates that experiencing incivility negatively impacts sleep quality, which, in turn, increases surface acting and emotional exhaustion. Furthermore, the negative relationship between incivility and sleep quality is attenuated among nurses who have longer tenure.Practical implicationsThese findings are helpful in developing targeted practical practices, such as incivility interventions and mentorship programs to reduce the incidence and impact of incivility.Originality/value This study draws upon theories of self-regulation and emotion regulation to examine how incivility diminishes self-control resources, leading to negative outcomes. This study also positions job tenure as a buffer against incivility and examines the differential impact of different sources of incivility.

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Vargas, Emily A., Ramaswami Mahalingam et Riley A. Marshall. « Witnessed Incivility and Perceptions of Patients and Visitors in Hospitals ». Journal of Patient Experience 8 (1 janvier 2021) : 237437352110280. http://dx.doi.org/10.1177/23743735211028092.

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Research has examined instances of incivility witnessed by physicians, nurses, or employees in hospitals. Although patients and visitors are members in hospitals, witnessed incivility from their perspective has rarely been empirically investigated. The aims of the current study are 2-fold: (1) to investigate the forms of incivility patients/visitors witness in hospitals and (2) to examine whether these patients/visitors believe these incivilities impact the target’s sense of perceived control. An integration of interpretative phenomenological analysis and thematic analysis was used to code qualitative data (N = 77). Eight themes of witnessed incivility and 3 themes for impact on perceived control were identified. The results illuminate patterns of incivility targeted at marginalized groups, historically underrepresented in hospital-focused incivility research (eg, homeless individuals, incarcerated individuals, the elderly individuals). The majority of witnesses believed the incident of incivility would negatively impact the target’s perception of control, possibly affecting their experience and health. The current study demonstrates that empirically investigating witnessed incivility from the patient/visitor perspective provides critical information about the unique patterns of mistreatment occurring within hospital contexts.

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Vargiu, Chiara. « It’s All Relative : Perceptions of (Comparative) Candidate Incivility and Candidate Sympathy in Three Multiparty Elections ». Politics and Governance 10, n^o 4 (30 décembre 2022) : 261–74. http://dx.doi.org/10.17645/pag.v10i4.5677.

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While growing attention has been devoted to candidates’ use of incivility in campaigns, its role in informing voters’ feelings toward candidates is still debated. This study embraces a constructionist perspective on incivility and focuses on the relationship between perceptions of candidate incivility and candidate sympathy. Its contribution is twofold. First, it extends incivility research generalizability by testing the association between voters’ perceptions of candidate incivility and candidate sympathy during three election campaigns beyond the US context. Second, it builds upon the notion of incivility as a norm violation and tests the hypothesis that perceptions of a candidate’s uncivil behavior are negatively associated with candidate sympathy when this behavior is inappropriate (i.e., it violates injunctive civility norms) and especially when it is uncommon (i.e., it violates descriptive civility norms). These interests are pursued through post‐electoral survey data collected in the Netherlands, Germany, and France. Findings show that incivility perceptions can, but not always, correspond to more negative feelings toward candidates. Furthermore, it is the incivility of candidates relative to that of their competitors that really counts for candidate sympathy.

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Moon, Chanki, et Catarina Morais. « Understanding the consequences of workplace incivility : the roles of emotional exhaustion, acceptability and political skill ». International Journal of Conflict Management 33, n^o 3 (20 janvier 2022) : 425–47. http://dx.doi.org/10.1108/ijcma-09-2021-0147.

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Purpose Workplace incivility is a common deviant behavior happening in organizational contexts, and it can have serious negative consequences such as decreasing employees’ organizational citizenship behavior (OCB) and increasing their turnover intentions. This study aims to test the argument that emotional exhaustion and acceptability of workplace incivility can act as mediators in this relationship between incivility and OCB and turnover intentions. Moreover, the assumption that employees’ political skill can act as a buffer on job strain caused by incivility displayed by both coworkers and supervisors was tested. Design/methodology/approach In total, 703 South Korean employees recruited online completed a self-assessment on their political skill first and then they were randomly assigned to one of the two conditions: either recalled a co-worker or a supervisor who had previously displayed uncivil behaviors toward them. Findings The stronger the employees’ experience of incivility, the lower their OCB-O and the higher their turnover intentions. These relationships were mediated by acceptability of incivility and emotional exhaustions. Interestingly, results also supported the moderating role of political skill on the relationship between incivility and turnover intentions mediated by acceptability, with higher politically skilled employees being more likely to accept incivility when compared to lower politically skilled employees. Originality/value Using a between-subjects design, the findings expand the current knowledge regarding the negative impacts of workplace incivility. Specifically, they showed that acceptability is an important mechanism to understand the impact of workplace incivility on OCB and turnover intention.

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Ali, Bibi Hajira Irshad, Khairunnisa Aziz Dhamani et Naghma Rizvi. « Perceptions of nursing students and nursing faculty about incivility and its factors in nursing education : A descriptive qualitative study ». Journal of Shifa Tameer-e-Millat University 5, n^o 1 (3 septembre 2022) : 3–10. http://dx.doi.org/10.32593/jstmu/vol5.iss1.140.

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Introduction: Incivility is commonly observed in number of schools including nursing institutions around the world. It affects both, students and faculty members by interrupting class discipline and the learning environment. Thus, understanding the factors leading to incivility in nursing college will assist in identifying strategies to deal with the problem. Objective: To explore the perceptions of nursing students and faculty members about incivility and its factor in nursing education. Methodology: A qualitative descriptive design was used and participants, from a private college of nursing Islamabad, Pakistan, were recruited through purposive sampling. One on one in-depth interview was conducted with five faculty members and 12 students using an open-ended interview guide. Using content analysis, codes were identified and similar codes formed the categories and theme evolved from the categories. Results: Data analysis generated a description of incivility, uncivil behaviors, factors causing incivility, and strategies to overcome incivility as categories. The most leading factors of incivility were the lack of teaching-learning strategies and the socio-cultural and family background of students. The strategies that suggested overcoming incivility were orientation sessions, professional development activities, and developing policies to reduce incivility in the institution. Conclusion: For improving civility in nursing college, insight about incivility among students and faculty members is to be developed and policies to be in place to address unacceptable behaviors in a timely and effective manner.

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Chen, Hsi-Tien, et Chih-Hung Wang. « Incivility, satisfaction and turnover intention of tourist hotel chefs ». International Journal of Contemporary Hospitality Management 31, n^o 5 (13 mai 2019) : 2034–53. http://dx.doi.org/10.1108/ijchm-02-2018-0164.

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Purpose This study examines the relationships among workplace incivility, job satisfaction and turnover intention for tourist hotel chefs. Furthermore, emotional intelligence is taken as the moderating variable on the relationships between workplace incivility and job satisfaction and workplace incivility and turnover intention. Design/methodology/approach Tourist hotel chefs were invited to participate in this study using purposive sampling, and a structured questionnaire was administered to carry out the investigation on tourist hotel chefs. Findings The results show that workplace incivility has negative effects on job satisfaction and casts positive effects on turnover intention through job satisfaction. Emotional intelligence has a significant moderating effect on the relationship between workplace incivility and job satisfaction. Originality/value This study firstly demonstrated the relationships among workplace incivility, job satisfaction and turnover intention for tourist hotel chefs. Furthermore, the moderating effect of emotional intelligence on the relationship between workplace incivility and job satisfaction was also validated.

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Kim, Haemi, et Hailin Qu. « The Effects of Experienced Customer Incivility on Employees’ Behavior Toward Customers and Coworkers ». Journal of Hospitality & ; Tourism Research 43, n^o 1 (19 mars 2018) : 58–77. http://dx.doi.org/10.1177/1096348018764583.

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This study investigates how customer incivility is related to employee incivility toward both customers and coworkers by assessing the effects of emotional job demands and burnout. The target population of this research is frontline employees working in the full-service restaurant segment in the United States. Convenience sampling was used to select participants for an online survey. The results show that employees’ experienced customer incivility is positively associated with both emotional job demands and burnout. In addition, emotional job demands mediate the association between experienced customer incivility and burnout. Moreover, it presents the positive relationships not only between burnout and employee incivility toward customers but also between burnout and employee incivility toward coworkers. This study provides theoretical and practical implications by investigating the detrimental influence of customer incivility as a stressor to trigger emotional job demands and burnout, which can lead to deviant behaviors toward both customers and coworkers.

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Holmvall, Camilla M., et Shayda Maria Sobhani. « Incivility toward managers : gender differences in well-being outcomes ». Equality, Diversity and Inclusion : An International Journal 39, n^o 3 (3 juin 2019) : 301–17. http://dx.doi.org/10.1108/edi-07-2018-0120.

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Purpose Drawing on selective incivility theory (Cortina, 2008) and the literature on gender and leadership (e.g. Vial et al., 2016), the purpose of this paper is to investigate well-being outcomes of often neglected targets of incivility – those who manage or lead the work of others. The authors examined links between managers’ experiences of incivility from those to whom they report and five well-being outcomes, controlling for co-worker and subordinate incivility. Design/methodology/approach The authors used a cross-sectional correlational design to test the hypotheses, with a sample of 50 employees (28 females, 22 males) who supervise, manage or lead the work of others. Findings Male and female managers reported similar levels of incivility from subordinates and higher-ups; males reported greater incivility from co-workers. Significant interactions were also found: the relationship between incivility from those higher up and positive affect (high and low intensity) and perceived impact were significantly stronger for female (vs male) managers. Research limitations/implications Women did not experience greater workplace incivility than men, albeit the two-week timeframe of measurement may be too short to capture differences. The authors did, however, find evidence that well-being implications of experienced incivility from those higher up are generally stronger for female leaders. Originality/value The study investigates multi-source incivility directed at those in leadership/managerial positions and contributes to a growing literature seeking to understand the experiences of women in these roles. Although women in management roles may experience similar levels of incivility as men, they may interpret the behavior in a more negative light, in line with the persistence of sexism in the workplace.

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Reio, Thomas G., et Stephanie M. Reio. « Workplace Incivility in Schools ». International Journal of Adult Vocational Education and Technology 2, n^o 1 (janvier 2011) : 23–35. http://dx.doi.org/10.4018/javet.2011010103.

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This paper investigates the prevalence of coworker and supervisor incivility in the context of K-12 schools and incivility’s possible link to teachers’ commitment to the school and turnover intent. The data were collected via surveys from 94 middle school teachers in the United States. Results indicated that 85% of the teachers experienced coworker incivility over the past year; 71% experienced supervisor incivility. MANOVA results suggested no statistically significant differences in incivility by gender or ethnicity. Hierarchical regression results suggested that supervisor incivility was associated negatively with commitment and positively associated with turnover intent. Coworker incivility was not a significant predictor in the regression equations. Macro- and micro-level human resource strategies are offered as possible tools to lessen the likelihood of uncivil behavior.

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Shin, Yuhyung, et Won-Moo Hur. « When Do Service Employees Suffer More from Job Insecurity ? The Moderating Role of Coworker and Customer Incivility ». International Journal of Environmental Research and Public Health 16, n^o 7 (11 avril 2019) : 1298. http://dx.doi.org/10.3390/ijerph16071298.

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The present study examines the effect of service employees’ job insecurity on job performance through emotional exhaustion. We identified workplace incivility (i.e., coworker and customer incivility) as a boundary condition that strengthens the positive relationship between job insecurity and emotional exhaustion. To test this moderating effect, we collected online panel surveys from 264 Korean service employees at two time points three months apart. As predicted, the positive relationship between job insecurity and job performance was partially mediated by emotional exhaustion. Of the two forms of workplace incivility, only coworker incivility exerted a significant moderating effect on the job insecurity–emotional exhaustion relationship, such that this relationship was more pronounced when service employees experienced a high level of coworker incivility than when coworker incivility was low. Coworker incivility further moderated the indirect effect of job insecurity on job performance through emotional exhaustion. These findings have theoretical implications for job insecurity research and managerial implications for practitioners.

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Shin, Yuhyung, Won-Moo Hur et Seongho Kang. « Mistreatment from Multiple Sources : Interaction Effects of Abusive Supervision, Coworker Incivility, and Customer Incivility on Work Outcomes ». International Journal of Environmental Research and Public Health 18, n^o 10 (18 mai 2021) : 5377. http://dx.doi.org/10.3390/ijerph18105377.

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Despite the large body of research on workplace mistreatment, surprisingly few studies have examined the interaction effect of multiple interpersonal stressors on employee outcomes. To fill this gap, our research aimed to test the moderating effects of coworker incivility and customer incivility on the relationship between abusive supervision, emotional exhaustion, and job performance. Analyses conducted on 651 South Korean frontline service employees revealed that abusive supervision exerted a significant indirect effect on job performance through emotional exhaustion. Customer incivility strengthened the positive relationship between abusive supervision and emotional exhaustion, as well as the indirect effect of abusive supervision on job performance through emotional exhaustion. Our post hoc analysis demonstrated a three-way interaction between abusive supervision, coworker incivility, and customer incivility; the relationship between abusive supervision and emotional exhaustion was significantly positive only when coworker incivility was high and customer incivility was low. We discuss the implications of our findings for theory and practice.

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Spadafora, Natalie, Ann H. Farrell, Daniel A. Provenzano, Zopito A. Marini et Anthony A. Volk. « Temperamental Differences and Classroom Incivility : Exploring the Role of Individual Differences ». Canadian Journal of School Psychology 33, n^o 1 (13 mai 2016) : 44–62. http://dx.doi.org/10.1177/0829573516648946.

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Incivility involves rude, discourteous, and disrespectful attitudes and behaviours. The present study examined how various temperament traits were related to beliefs of classroom incivility among adolescents. The sample comprised of 222 adolescents (120 boys) between the ages of 12 and 17 ( Mage = 14.07, SD = 1.54) who were recruited from various extracurricular clubs and sports teams in Southern Ontario. Both intentional and unintentional incivility were examined through separate hierarchical multiple regressions. Lower Effortful Control and lower Frustration significantly predicted unintentional incivility. In addition, lower Affiliation and lower Effortful Control significantly predicted intentional incivility. The results are discussed highlighting practical implications in educational settings, as well as suggestions for future research on incivility, given its potential associations with more negative antisocial behaviours. The results suggest that although there may be shared temperament traits of adolescents who take part in classroom incivility, a disposition for specific subtypes may differ based on the specific temperament characteristics of adolescents.

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Jamal, Rabbia, et Danish Ahmed Siddiqui. « The Effects of Workplace Incivility on Job Satisfaction : Mediating Role of Organizational Citizenship Behavior, Intrinsic and Extrinsic Motivation, Emotional Exhaustion ». International Journal of Human Resource Studies 10, n^o 2 (18 mars 2020) : 56. http://dx.doi.org/10.5296/ijhrs.v10i2.16389.

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Scholars have baptized for investigation relating to the antecedents and sways of workplace incivility and means to condense it. To address this concern, this study proposes a theoretical framework that explains the linkages of workplace incivility (WI) with Job satisfaction (JS). We theorized that incivility decreases employees’ motivation, increases emotional exhaustion and further leads to restricted OCB. These factors, in response, confine employees’ job satisfaction. Further ahead, age, and gender moderates the effect of incivility on job satisfaction. Hence, OCB, exhaustion, and motivation mediate incivility and job satisfaction nexus. These relationships were theorized in a singular model to portray the overall impact of the variables occurring at once. Empirical validity was established through a survey conducted through close-ended questionnaire from 272 employees working in Karachi. Results proposed that there is a negative mediatory impact of emotional exhaustion, whereas, OCB, extrinsic and intrinsic motivation had no mediatory effect on experienced incivility and job satisfaction. With regards to instigated incivility, it doesn’t cause any significant or material job dissatisfaction, however, intrinsic motivation and emotional exhaustion play a negative mediatory role. Witnessed incivility directly affect JS as its coefficient was negative and significant, however, no mediatory role was found.

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Masullo Chen, Gina, Ashley Muddiman, Tamar Wilner, Eli Pariser et Natalie Jomini Stroud. « We Should Not Get Rid of Incivility Online ». Social Media + Society 5, n^o 3 (juillet 2019) : 205630511986264. http://dx.doi.org/10.1177/2056305119862641.

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Incivility and toxicity have become concepts du jour in research about social media. The clear normative implication in much of this research is that incivility is bad and should be eliminated. Extensive research—including some that we’ve authored—has been dedicated to finding ways to reduce or eliminate incivility from online discussion spaces. In our work as part of the Civic Signals Initiative, we’ve been thinking carefully about what metrics should be adopted by social media platforms eager to create better spaces for their users. When we tell people about this project, removing incivility from the platforms frequently comes up as a suggested metric. In thinking about incivility, however, we’ve become less convinced that it is desirable, or even possible, for social media platforms to remove all uncivil content. In this short essay, we discuss research on incivility, our rationale for a more complicated normative stance regarding incivility, and what other orientations may be more useful. We conclude with a post mortem arguing that we should not abandon research on incivility altogether, but we should recognize the limitations of a concept that is difficult to universalize.

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San Pascual, Ma Rosel. « The Climate of Incivility in Philippine Daily Inquirer’s Social Media Environment ». Plaridel 17, n^o 1 (juin 2020) : 177–207. http://dx.doi.org/10.52518/2020.17.1-06snpscl.

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My study describes the atmosphere of incivility in a specific local online setting by looking at the incidence of incivility in the reader comments field of Philippine Daily Inquirer’s (PDI) news website and official Facebook page. Even though studies about online incivility in deliberative intercourse are not new, there is a dearth in scholarly research examining incivility in the context of local online discourse. A total of 5,255 reader comments were gathered from PDI’s top trending news article of the day over a seven-day constructed week sampling, which covered a total of seven top trending news articles selected during September and October 2017. Findings reveal that 76.6% of the total comments contained at least one form of incivility and it was found to be more present during the first 12 hours after an article’s online posting. The most popular forms of incivility across comment levels were character assassination, stand assassination, mockery, and name-calling and were typically directed at others outside the discussion thread. While there was no significant difference between PDI’s website and Facebook page in terms of forms and timeline of incivility, a higher density of incivility was found in its website. Moderation of comments is thus recommended as well as media and information literacy campaigns to address the incidence of online incivility.

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Daniels, Shanna, et LaDonna M. Thornton. « Race and workplace discrimination ». Equality, Diversity and Inclusion : An International Journal 39, n^o 3 (16 juillet 2019) : 319–35. http://dx.doi.org/10.1108/edi-06-2018-0105.

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Purpose Drawing upon theories of modern discrimination, the present study focuses on cyber incivility and interpersonal incivility as mechanisms through which race leads to perceived discrimination. Participants included 408 full-time working adults who responded to an online survey. The results indicate that Non-White employees experience subtle forms of discrimination through the use of e-mail, which accentuate the need for organizations to eradicate workplace mistreatment so that their employees can avoid the adverse outcomes associated with experiencing cyber incivility. The purpose of this paper is to extend the understanding of selective incivility and concludes with directions for future research and practical implications. Design/methodology/approach Participants included 408 full-time working adults who responded to the survey online. Findings The results indicate that race was indirectly associated with discrimination through cyber incivility. The results indicate that Non-White employees experience subtle forms of discrimination through the use of technology and cyber space which accentuate the need for organizations to eradicate workplace incivility so that their employees can evade the adverse outcomes associated with experiencing incivility at work. Research limitations/implications This study extends the understanding of selective incivility and concludes with directions for future research and practical implications. Originality/value This paper is the first to explore the relationship between race, cyber incivility and discrimination.

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Gadi, Paul Dung, Naanmiap Mathew Rena et Gayus Musa Ngyak. « Workplace incivility and intention to quit among Civil Servants. The moderating role of gender ». GATR Global Journal of Business and Social Science Review (GATR-GJBSSR) 10, n^o 2 (29 juin 2022) : 104–13. http://dx.doi.org/10.35609/gjbssr.2022.10.2(4).

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Objective - The objective of the investigation was to examine the correlation between workplace incivility and employees' viewpoints by intention to quit and to investigate if gender buffers the link and the variations in workplace incivility tolerance between female and male civil servants. Methodology/Technique – The study respondents were comprised of 375 civil servants that filled out a self-administrated survey. Hypothesis testing uses the SmartPLS version 3.3,7. Finding – The outcomes showed that workplace incivility was significantly correlated to the intention to quit, and gender is not supported as a moderator of the incivility-intention to quit correlation. Conclusively, there was a substantial difference in workplace incivility between men and women. Surprisingly, men sensed even more extreme degrees of workplace incivility than women. Novelty – This study might be worthwhile evidence that workplace incivility has a positive effect on the intention to quit among civil servants, and the relationship was not moderated by gender. The higher civil servants perceived workplace incivility the higher the intent to quit the organization. The study might be worthwhile evidence for administrators to pinpoint, avert, avoid, avert and manage negative attitudes in the work environment more efficiently. Type of Paper: Empirical JEL Classification: M12, M19. Keywords: Workplace Incivility; Gender; Intention To Quit, Civil Servant Reference to this paper should be referred to as follows: Gadi, P.D.; Rena, M.N.; Ngyak, G.N. (2022). Workplace incivility and intention to quit among Civil Servants. The moderating role of gender, GATR-Global J. Bus. Soc. Sci. Review, 10(2), 104–113. https://doi.org/10.35609/gjbssr.2022.10.2(4)

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Rabow, Jerome, et Keisha E. Payne. « Invited Editorial : Responding to Incivility in the Classroom : A Case Study ». European Scientific Journal, ESJ 12, n^o 19 (29 juillet 2016) : 1. http://dx.doi.org/10.19044/esj.2016.v12n19p1.

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This paper briefly reviews the literature of incivility in the university. We then describe a case study of incivility in a university classroom. We analyze how incivility can be handled as a teaching moment that facilitates deeper learning. Rather than seeing incivility as the disruption of learning, we argue that it provides the possibilities for engagement in a form of pedagogy that stresses inclusiveness and democratic values.

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Kenski, Kate, Kevin Coe et Stephen A. Rains. « Perceptions of Uncivil Discourse Online : An Examination of Types and Predictors ». Communication Research 47, n^o 6 (3 avril 2017) : 795–814. http://dx.doi.org/10.1177/0093650217699933.

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Incivility in public discourse has become a pressing concern of citizens and scholars alike, but most research has focused narrowly on incivility in elite discourse. The present study examines how the lay public perceives incivility, using two surveys to track differences in perceptions of specific types of uncivil speech and identify predictors of those perceptions. The results show that different types of incivility elicit different responses. In particular, name-calling and vulgarity were rated as more uncivil than were other speech acts. In addition, several demographic, personality, and news consumption variables were analyzed as predictors of incivility perceptions.

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Sharifirad, Mohammad Sadegh. « Can incivility impair team’s creative performance through paralyzing employee’s knowledge sharing ? A multi-level approach ». Leadership & ; Organization Development Journal 37, n^o 2 (4 avril 2016) : 200–225. http://dx.doi.org/10.1108/lodj-05-2014-0092.

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Purpose – The purpose of this paper is to examine how a supervisor’s incivility in teams impact team’s creative performance through the mediating factor of knowledge sharing intention among team members. Moreover, the moderating role of collaborative climate was investigated as protector against leaders’ incivility. Design/methodology/approach – The proposed multi-level model was tested by surveying 312 health care providers nested within 42 work units at eight large hospitals in Iran. Multi-level regression analysis was used to analyze the data. Findings – The findings revealed that those team members experiencing incivility from their supervisors are more likely to show reluctance to share knowledge with team members and as a consequence this response further decreases team’s creative performance. However, the climate of collaboration inside hospitals can buffer the negative impact of incivility on their readiness to share knowledge. Practical implications – In team-based organizations, a supervisor’s incivility can stifle the creative performance of his/her team through blocking the knowledge sharing of members. First, human resource department should have some plans to curtail incivility of supervisors. Second, establishing a climate of collaboration and trust among team members can mitigate the insidious effects of supervisors’ incivility. Originality/value – In prior research studies, the role of incivility on individual outcomes has been highlighted. This paper, according to the best knowledge of the author, is the first considering the negative impact of incivility on team’s performance. Moreover, collaborative climate is a novel moderator considered in this study.

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Ghosh, Rajashi, Thomas G. Reio Jr et Ague Mae Manongsong. « Incivility experienced by immigrants struggling with acculturation : exploring buffering effects of holding behaviors by mentors ». Career Development International 27, n^o 4 (3 août 2022) : 467–90. http://dx.doi.org/10.1108/cdi-07-2021-0169.

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PurposeChallenges with acculturation in organizations may make employees an easy target of workplace incivility and awareness of what constitutes uncivil behaviors at work can influence the association between acculturation and incivility. The current study examined the links between acculturation, incivility and tested mentor holding behavior as a moderator.Design/methodology/approachSurvey data including responses to incivility vignettes were collected from 163 full-time first- and second-generation immigrant employees in the southeastern United States. The data were analyzed through moderated hierarchical regression analysis.FindingsThe results indicated that those experiencing separation or marginalization in trying to acculturate into the dominant culture reported experiencing uncivil behaviors from supervisors and coworkers. Also, one's awareness of incivility moderated the positive relationship between experience of separation and experiences of incivility, such that this relationship was stronger for those who had higher awareness of what constitutes uncivil behavior. Additionally, the effect of marginalization on reported incivility was dampened with higher levels of mentor holding behavior.Originality/valueThis study’s findings extend the application of the selective incivility theory beyond the minoritized categories of race and gender to the immigrants struggling with acculturation in organizations. Also, our study lends support to widening the theoretical lens for mentoring to include relational systems theory.

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Gupta, Aditi, Anshika Sharma et Prof Patiraj Kumari. « A Thematic Analysis Of Incivility In Online Classroom : A Study In Indian Context ». Journal of University of Shanghai for Science and Technology 23, n^o 09 (3 septembre 2021) : 65–84. http://dx.doi.org/10.51201/jusst/21/08487.

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The current situation of COVID 19 not only involves global health crisis but also economic and social crises. It has brought about a change in the system of education by conducting all academic activities online. Acc. to ILO, a world of universal distance education (as nearly 94% of learners have faced school closures) is created. Online education is a new concept for most Indians, creates room for incivility. Incivility is defined as a lack of manners, courteousness, and respect which deteriorates the decorum leading to disturbance in teaching and learning of the class. This study is focused on incivility in online teaching and learning. A total of 130 college students from around the country were asked to fill an open-ended online questionnaire to know their views on incivility in the online classroom. The overall thematic analysis resulted in the identification of three themes i.e. reported incidents, possible causes, and measures to reduce incivility in the online classrooms. In the time of pandemic where almost all the dissemination of education is done online to minimize the effect of the pandemic on the education system, incivility is a stumbling block. Therefore, it is important to bring incivility in online education in limelight as tackling incivility is the need of the hour.

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Alramadan, Ali, et Mengzhong Zhang. « How does Workplace Incivility in the Public Higher Learning Institution in Saudi Influence the Job Satisfaction of the Faculty Employees ? » Public Administration Research 11, n^o 2 (30 octobre 2022) : 19. http://dx.doi.org/10.5539/par.v11n2p19.

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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’ faculty as well as how does workplace incivility in the Saudi Arabian public universities’ 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.

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