Research studies have shown that workplace incivility is associated with numerous negative work and non-work outcomes. The underlying mechanisms explaining why workplace incivility is associated with these outcomes, as well as contextual buffers of these relationships, have received less attention. This study extends workplace incivility research by examining the mediating role of negative rumination as a potential factor undergirding the relationship between experiences of incivility from colleagues at work and detrimental outcomes. We also investigated perceived organizational support and family supportive work environment as potential mitigators of the indirect relationship between incivility and negative outcomes. Data were collecfrom 154 university faculty members on two occasions. The results showed that negative rumination mediated the relationships between workplace incivility and both work (job satisfaction, burnout) and non-work (work-to-family conflict, life satisfaction) outcomes. Furthermore, results from the moderated mediation analyses revealed that perceived organizational support buffered the mediated effect of negative rumination and job satisfaction and a family-supportive work environment buffered the mediated effect of negative rumination on work-tofamily conflict. Overall, the results demonstrate that negative rumination helps explain why workplace incivility negatively affects both work and non-work outcomes and underscores the important role of organizational context as buffers for these relationships.

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The purpose of this meta-analysis was to provide a comprehensive quantitative review of research to date on the antecedents of psychological and organizational safety climate. Building upon and expanding Zohar’s conceptual model, antecedents were organized into three broad categories: situational factors, interpersonal interactions, and personal factors. Data were gleaned from 136 primary studies to calculate effect sizes for 38 antecedents and the relative importance of each antecedent within the three categories. Antecedent effect sizes were generally homologous for psychological and organizational safety climate, with the strongest effect sizes for interpersonal interactions followed by organizational climate and leadership. The magnitude of the safety climate antecedent effect sizes tended to be stronger in health-care industry studies and varied inconsistently as a function of the industry-specific nature of the safety climate measure. This meta-analysis provides a much needed summary of the research to date in an effort to guide future research and practice on the development and improvement of safety climate in organizations.

The workplace is an environment where individuals have little choice about with whom they interact. As such, employees may find themselves engaged in conversations with coworkers whose political opinions and perspectives are divergent from their own. In the present study, we examined how coworkers' (dis)similarity in political identity is related to the quality of their interpersonal interactions and subsequent well‐being. We predicted that political identity dissimilarity is associated with experiences of workplace incivility and, in turn, declines in psychological and occupational well‐being. We tested our hypotheses in a four‐wave survey study conducted during the 2012 U.S. presidential election using structural equation modeling. Consistent with our expectations, results indicated that political identity dissimilarity was associated with increased reports of incivility experiences instigated by coworkers, which, in turn, was associated with increased burnout and turnover intentions and diminished job satisfaction. The relationship between incivility and well‐being was mediated by psychological distress. Overall, the findings demonstrate that political identity dissimilarity is detrimentally related to job attitudes and well‐being via triggering workplace incivility, which provides meaningful implications for organizations on how to mitigate the negative influences of identity dissimilarity.

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While research on microaggressions has accumulated in recent decades, doubts have arisen over their impact on individuals. Hence, the purpose of this study was to analyze the relations between microaggressions and psychological well-being, physical health, job outcomes, and positive and negative coping. Potential moderators (i.e., microaggression target, publication year, publication status, sample occupation, and inclusion of nonstigmatized group members) were also examined. A meta-analytic approach was chosen to summarize the findings in the microaggression literature.Several search terms and databases were used to identify articles for inclusion. After review, a total of 141 articles with 154 samples contributed effect sizes to our analyses.The results showed that microaggressions were negatively related to psychological well-being and physical health and positively related to coping. The pattern of results was generally the same regardless of the microaggression target, the year the study was conducted, the publication status of the paper, the occupation of the sample, and whether the sample included nonstigmatized groups members or not. This meta-analysis demonstrates the stable, harmful effects associated with experiencing microaggressions. Specifically, microaggressions predicted negative outcomes across individuals and contexts. Thus,

Agency and Communion, the Big Two of social perception, appear to have unique subdimensions, but they have differed across studies and not all may be relevant for understanding gender stereotypes. Across two sets of studies (Total N = 1,648), we examined self-and group gender stereotypes using Abele and colleagues' (2021) conceptualization of agency as a vertical dimension that conveys information about social status and communion as a horizontal dimension that conveys information about approaching groups and individuals. Group stereotype analyses suggested that the vertical dimension comprised assertiveness/dominance and ability subdimensions, whereas the horizontal dimension was unidimensional. In contrast, self-stereotype analyses suggested that the vertical dimension comprised assertiveness/dominance and independence subdimensions and the horizontal dimension comprised a single nurturance subdimension-a unique morality subdimension did not emerge. As expected, women were perceived and rated themselves as higher on the horizontal dimension (group stereotypes), more nurturing (self-stereotypes), and less assertive/ dominant (both group and self-stereotypes) than men. Gender differences in nurturance and assertiveness/dominance were stronger, as expected, among individuals whose gender was salient. We discuss implications for examining gender stereotypes and the potential consequences of misspecifying the Big Two as unidimensional.

According to situation strength theory, organizational climate should have a stronger effect on group behavior when members’ perceptions of the climate are both unambiguous (i.e., very high or very low) and shared than when they are more ambiguous and less shared. In the organizational climate literature, this proposition is typically examined by testing the interaction between climate level (i.e., mean) and strength (i.e., variability); surprisingly, the preponderance of empirical research testing this interaction does not support this theoretical expectation. This may be because the traditional variable-centered approach fails to consider the possibility of overlooked subpopulations consisting of unique combinations of climate level and strength, creating distinct climate profiles. To address this issue, we use a group-centered conceptualization and analyses (i.e., latent profile analysis) to examine the extent to which 302 workgroups (Sample 1) and 107 organizations (Sample 2) evidence statistically and practically meaningful climate profiles. Results revealed four to six distinct climate profiles across multiple climate types were differentially associated with theoretically relevant outcomes, including objective financial measures. Consistent with situation strength theory, groups with strong and favorable profiles tended to have more positive outcomes, whereas groups with weaker, less favorable profiles tended to have less positive outcomes. In contrast, the traditional variable-centered approach was generally unsupportive of an interaction between climate level and strength. Overall, these findings provide evidence that the group-centered approach is a more sensitive statistical modeling technique for testing a fundamental tenet of situation strength theory in the context of organizational climate research.