Summary In this study, we propose and examine an integrative framework to investigate factors contributing to the experience of workplace incivility (including victim demography, dispositional individual differences, and environmental factors); the affective, health‐related, social exchange‐based, and behavioral outcomes associated with experienced incivility; and boundary conditions for their relationships. To this end, we conduct a comprehensive meta‐analysis on the antecedents and consequences of experienced workplace incivility based on 253 statistically independent samples from 219 primary studies and examine several moderators such as differences in time‐related research design (cross‐sectional vs. time‐lagged), incivility instigator source, and occupation. Further, by integrating meta‐analytic effect sizes from the current study with effect sizes from existing meta‐analyses, we also investigate the extent to which the impact of experienced incivility on outcomes differs from that of higher intensity forms of workplace mistreatment inclusive of bullying, abusive supervision, and sexual harassment, thereby enhancing understanding regarding the nomological net of experienced incivility in comparison with more intense forms of workplace mistreatment. We discuss the implications of these findings along with study limitations and future directions for incivility scholarship.

The application of proton beam radiation therapy in the treatment of head and neck cancer has grown tremendously in the past few years. Globally, widespread interest in proton beam therapy has led to multiple research efforts regarding its therapeutic value and cost-effectiveness. The current standard of care using modern photon radiation technology has demonstrated excellent treatment outcomes, yet there are some situations where disease control remains suboptimal with the potential for detrimental acute and chronic toxicities. Due to the advantageous physical properties of the proton beam, proton beam therapy may be superior to photon therapy in some patient subsets for both disease control and patient quality of life. As enthusiasm and excitement for proton beam therapy continue to increase, clinical research and widespread adoption will elucidate the true value of proton beam therapy and give a greater understanding of the full risks and benefits of proton therapy in head and neck cancer.

Takedown of a fused-hip can be a challenging procedure. Although patients can benefit functionally, both patients and surgeons need to be aware of the complications and increased risk of further revision procedures, which should be an important part of the pre-operative discussion.

Scholars have clearly demonstrated that abusive supervision can precipitate a variety of destructive reactions from employees. Employees, however, do not universally reciprocate mistreatment with their own destructive behaviour and yet our current understanding of how victims of abusive supervision might choose to react less destructively, or potentially constructively, is still limited. Further, we lack a sufficient understanding of the psychological mechanisms that help explain why employees may react less destructively to abusive supervision. Drawing from appraisal theories of emotions, this research investigates whether the emotion of shame helps to explain why employees might engage in exemplification as a relatively constructive coping strategy in response to abusive supervision. An experimental (Study 1) and a field study (Study 2) found that shame mediated the effect of abusive supervision on employee exemplification. We further examined locus of control as a moderator of the indirect relationship between abusive supervision and exemplification and found individuals with internal (compared to external) locus of control were more likely to experience shame from abusive supervision and cope with shame by engaging in exemplification. In turn, the positive relationship between abusive supervision and exemplification, via shame, was strengthened for individuals with internal locus of control. Practitioner points Practicing managers should help guide employees to make more informed judgements about how to react to abuse in ways that are most suitable for their well‐being and career. Common reactions such as leaving the organization or retaliating against the abusive supervisor may not be a good personal and professional choice for employees. As such, employees should know that there are other viable avenues, such as engaging in exemplification, that can help cope with shame induced by abusive supervision. Organizations should identify formal procedures and practices that reward and celebrate employees that go above and beyond. If employees perceive that their exemplification has gone unnoticed, they may feel that their self‐concept is not being restored at their desired rate, consequently driving employees to cope with the feeling of shame through withdrawal (e.g., turnover).

The aim of this study was to characterize the motion, morphology, and pressure of the upper esophageal sphincter (UES). The UES and its surrounding structures were evaluated in seven normal subjects and four human cadavers, using simultaneous high-resolution endoluminal sonography and manometry. The UES musculature on ultrasound is a C-shaped structure with an angle of 107 +/- 19 degrees. The mean peak resting UES pressure was 74 mm Hg, with a total cross-sectional area (CSA) of 0.87 +/- 0.33 cm2. During swallowing, the UES moved in an orad direction. Localizing the UES sonographically, the peak UES pressure in the cadavers was 19.7 +/- 10.0 mm Hg. The UES has a greater muscular CSA and resting pressure than the upper esophageal body. In the cadaver studies, the UES was imaged in conjunction with a significant increase in pressure, indicating that the pressure is due to passive mechanical conformational changes.