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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.

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We integrate followership theory and trust theory to understand the role of employees' proactivity on their leaders' attitudes, cognitions, and behaviours. We propose that (1) employees' proactive personality engenders their leaders' cognition‐ and affect‐based trust, which in turn positively influences empowering leadership; (2) the indirect effects of proactive personality on empowering leadership via cognition‐ and affect‐based trust are contingent on the level of employee task performance and organizational citizenship behaviour, respectively; and (3) the indirect effect of proactive personality on empowering leadership via affect‐ (cognition‐) based trust is stronger when the level of cognition‐ (affect‐) based trust is high rather than low. We conducted two‐wave study, with a sample of 116 supervisor–employee dyads from a large petrochemical firm in South Korea to test proposed effects. Results suggest that leaders' affect‐based trust, but not cognition‐based trust, served to mediate the effect of proactive personality on empowering leadership. Moreover, the results further support that the positive mediation of leaders' affect‐based trust on empowering leadership was present when leaders' cognition‐based trust was high, but not when it was low. Implications for future research are discussed. Practitioner points Leaders report a greater level of trust in employees with a more proactive personality. Leaders are more likely to empower employees in whom they have higher levels of both affect‐based and cognition‐based trust; in other words, employees who they like more and believe to be more competent. To help promote empowering, organizations might consider selecting on the basis of proactive personality and fostering a culture that promotes employee proactivity.

In this article, the authors integrate the theory of work adjustment (Dawis, England, & Lofquist, 1964) and the stressor emotion model of counterproductive work behaviors (CWBs; Spector & Fox, 2005) to examine workplace frustration as an intervening mechanism that mediates relations between person-environment (P-E) fit and CWBs. Moreover, we adopt a multifoci perspective to estimate effects for multiple fit, frustration, and CWB foci. We examine the nature of relations between fit, frustration, and CWB for like foci (target similar effects), as well as cross-foci effects. Study 1 examines proposed effects in a sample of 447 employee-coworker dyads. Study 2 uses a 3-wave survey design and tests effects in a sample of 669 employees. Results from both studies suggest that (a) frustration mediates the effects of P-E fit on CWBs and (b) the most consistent effects were observed among the variables with matching foci. Implications for research and practice are discussed. (PsycINFO Database Record