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.