Personal and workgroup incivility: impact on work and health outcomes.

@article{Lim2008PersonalAW,
  title={Personal and workgroup incivility: impact on work and health outcomes.},
  author={Sandy Lim and Lilia M. Cortina and Vicki J. Magley},
  journal={The Journal of applied psychology},
  year={2008},
  volume={93 1},
  pages={
          95-107
        }
}
This article develops a theoretical model of the impact of workplace incivility on employees' occupational and psychological well-being. In Study 1, the authors tested the model on 1,158 employees, finding that satisfaction with work and supervisors, as well as mental health, partially mediated effects of personal incivility on turnover intentions and physical health; this process did not vary by gender. Study 2 cross-validated and extended these results on an independent sample of 271… 

Figures and Tables from this paper

Work and nonwork outcomes of workplace incivility: Does family support help?

Investigating the relationships between incivility, work-to-family conflict and family support in Singapore revealed that employees with high family support showed stronger relationships between workplace incvility and negative outcomes, compared with employees with low family support.

WORKPLACE INCIVILITY: "A NEW FACTOR OF JOB STRESS"

The following paper presents a review about the construct of Workplace Incivility .The origin of this construct, its definitions, concepts and differences with other counterproductive work behavior

Workplace Incivility and Employees’ Personal Initiative: A Moderated Mediation Model of Emotional Exhaustion and Meaningful Work

Workplace incivility has many negative effects, but its impact on personal initiative and related mechanisms are still unclear. Drawing from conservation of resource theory, we tested the

Incivility and Counterproductive Work Behavior

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

Incivility and Employee Performance, Citizenship, and Counterproductive Behaviors: Implications of the Social Context

Findings indicate that contextual characteristics of one’s workgroup have an impact on how employees appraise and respond to workplace incivility.

The effects of perceived supervisor incivility on child-care workers’ job performance: The mediating role of emotional exhaustion and intrinsic motivation

In this study, the authors examined how perceived supervisor incivility negatively affected the performance of child-care workers, focusing on emotional exhaustion and intrinsic motivation as

WORKPLACE INCIVILITY EXPERIENCED BY HEALTH ADMINISTRATION FACULTY.

Workplace incivility is low-intensity, nonspecific, discourteous behavior towards others and may negatively affect employee and organizational outcomes. This exploratory study sought to examine the

Emotional Mechanisms Linking Incivility at Work to Aggression and Withdrawal at Home: An Experience-Sampling Study

We report an experience-sampling study examining the spillover of workplace incivility on employees’ home lives. Specifically, we test a moderated mediation model whereby discrete emotions transmit

Job Stress and Incivility

Uncivil behaviors are costly to organizations due to their resulting decrease in health, performance, and attendance among employees. The purpose of the present study is to examine whether job stress
...

References

SHOWING 1-10 OF 79 REFERENCES

Incivility in the workplace: incidence and impact.

Although women endured greater frequencies of incivility than did men, both genders experienced similarly negative effects on job satisfaction, job withdrawal, and career salience, and indices of psychological and physical health were relatively unaffected.

Interpersonal mistreatment in the workplace: the interface and impact of general incivility and sexual harassment.

Findings revealed that general incivility and sexual harassment were related constructs, with gender harassment bridging the two and these behaviors tended to co-occur in organizations, and employee well-being declined with the addition of each type of mistreatment to the workplace experience.

Counterproductive work behavior: Investigations of actors and targets.

Counterproductive work behavior (CWB) encompasses a spectrum of actions that harm employees or organizations. These behaviors include bullying, emotional abuse, revenge, retaliation, mobbing, and

Antecedents and consequences of sexual harassment in organizations: a test of an integrated model.

An empirical test of a recently proposed conceptual model identifying antecedents and consequences of harassment of women employed at a large, regulated utility company found that the model's predictions were generally supported.

When Workers Flout Convention: A Study of Workplace Incivility

Many organizations are concerned about the potential for workplace aggression and violence, yet pay little heed to lesser forms of interpersonal and organizational mistreatment. Drawing from

Job Stress in a Changing Workforce: Investigating Gender, Diversity, and Family Issues

Gender Differences in Stress Symptoms, Stress Producing Contexts and Coping Strategies Desiring Careers but Loving Families - Period, Cohort and Gender Effects in Career and Family Orientations

Chronicity of sexual harassment and generalized work-place abuse: effects on drinking outcomes.

Increased attention to conflictual relationships in the work-place, the relationship between SH and GWA and the dynamic nature of stressors in general is necessary in future research on drinking behavior.

Conceptual and Measurement Issues in the Study of Coping with Chronic Stress

Systematic research on the subject of coping with chronic stress is long overdue. Compared to the voluminous literature that examines responses to acute or short-term stressful events and transitions

A General Measure of Work Stress: The Stress in General Scale

The present study focused on the development and validation of scores on the Stress in General scale. Three diverse samples of workers (n = 4,322, n = 574, n = 34) provided psychometric and validity

Structural equation models of sexual harassment: longitudinal explorations and cross-sectional generalizations.

Sexual harassment and its corresponding outcomes develop and change over time, yet research on this issue has been limited primarily to cross-sectional data. In this article, longitudinal models of
...