Summary A growing body of research explores workplace incivility, defined as low‐intensity deviant workplace behavior with an ambiguous intent to harm. In the 15 years since the theoretical introduction of the workplace incivility construct, research in this domain has taken off, albeit in a variety of directions. We review the extant body of research on workplace incivility and note the multitude of samples, sources, methodologies, and instrumentation used. In this review article, we provide an organized review of the extant body of work that encompasses three distinct types of incivility: experienced, witnessed, and instigated incivility. These three types of incivility serve as the foundation for a series of comprehensive models in which we integrate extant empirical research. In the last part of this review article, we suggest directions for future research that may contribute to this growing body of work. Copyright © 2014 John Wiley & Sons, Ltd.

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We report a field study examining within‐individual effects of workload on distress at work and daily well‐being. The study was conducted using experience‐sampling methodology to measure daily workload, affective distress, and blood pressure throughout and at the end of each of 10 workdays, and emotional burnout and daily strain (two indicators of low well‐being) during the evening in a sample of 64 full‐time employees who provided a total of 354 person‐day data points. We also measured employees’ job control and perceived organizational support with a separate survey. Results showed that workload was positively associated with affective distress and blood pressure, and with the indicators of low daily well‐being. Furthermore, affective distress mediated the relationship between workload and daily well‐being. More importantly, job control and organizational support had cross‐level moderating influences on the relationships of workload with affective distress and blood pressure such that these relationships were weaker for participants who reported having more control on their job, as well as for participants who reported receiving more organizational support.

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This expaloratory study examines the relationship between personality characteristics (extraversion, core self evaluations), social tie characteristics (number, breadth, depth), and three types of expatriate adjustment (general, interaction, and work). Data was collected at two points in time from 75 expatriate employees from one organization on international assignments around the world. Results indicate that core self-evaluations, but not extraversion, are positively related to the number of ties formed with other expatriates and host country nationals. Social ties with other expatriates were found to provide greater social support, but similar access to information, than those with host country nationals (HCNs). In general, depth and breadth of relationships with other expatriates predicted general and work adjustment; whereas, breadth and total number of relationships with HCNs predicted all three types of adjustment. Overall, these results provide initial support for the importance of social ties in facilitating expatriate adjustment.