Assessing Workgroup Norms for Civility: The Development of the Civility Norms Questionnaire-Brief

Walsh, Benjamin M.; Magley, Vicki J.; Reeves, David; Davies-Schrils, Kimberly; Marmet, Matthew D.; Gallus, Jessica A.

doi:10.1007/s10869-011-9251-4

Cited by 123 publications

(180 citation statements)

References 53 publications

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“…This research also provides evidence of an uncivil work milieu as a function of interpersonal mistreatment perpetrated by store employees. Previous research on incivility norms (Walsh et al, ) and workplace mistreatment climate (Yang, Caughlin, Gazica, Truxillo, & Spector, ) has largely focused on individual employee perceptions, and prior research relating performance pressure or leader behavior to workplace incivility has similarly emphasized the individual level of analysis (Harold & Holtz, ; Lee & Jensen, ; Mitchell et al, in press; Walsh et al, ). Although individuals can certainly hold personal beliefs about the extent to which incivility is common in the workplace, it is also important to focus on the emergent or shared properties of behavior.…”

Section: Discussionmentioning

confidence: 99%

Predicting retail shrink from performance pressure, ethical leader behavior, and store‐level incivility

2019

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Summary Retail shrink, a form of inventory loss due primarily to employee theft and shoplifting, is a growing concern for retailers. Prior work on shrink has taken primarily an individual‐level focus to understanding this problem but has yet to really explore how the business context impacts shrink. The current study addresses this need by delineating and testing a unit‐level (i.e., between‐stores) conceptual model, wherein we examine the influence of performance pressure, ethical leader behavior, and store‐level incivility on shrink in a field study of 111 U.S. retail stores. Results demonstrate that performance pressure and ethical leadership interact to influence store‐level incivility. Further, stores with higher incivility also had higher levels of shrink. A focus on the contextual predictors of shrink provides timely insights into the role of performance pressure and leadership on store‐level incivility and consequently on retail shrink. In light of increasingly thin margins in the retail industry, the evidence on how pressure to perform and ethical leadership influences retail shrink may offer a solution to retailers looking to stem financial losses by promoting civility in the workplace.

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Section: Discussionmentioning

confidence: 99%

Predicting retail shrink from performance pressure, ethical leader behavior, and store‐level incivility

2019

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“…However, the reference period participants are asked to consider when reporting incivility differs widely among the extant studies. For example, Chen et al (), Cortina et al (), Taylor, Bedeian, and Kluemper (), Walsh et al (), and Ferguson () ask for its frequency over the past year. Wilson and Holmvall () ask about incivility experiences over the past 6 months.…”

Section: Reference Periodsmentioning

confidence: 99%

“…Situational variables that reduce experienced incivility include higher workgroup norms for civility (Walsh et al, ) and experiencing low role stressors (Taylor & Kluemper, ). Given the high prevalence and costs of workplace incivility, it is noteworthy that three studies found support for the effectiveness of a team‐based intervention for reducing supervisor‐perpetrated (but not coworker‐perpetrated) incivility (Leiter et al, , ; Spence Laschinger et al, ).…”

Section: Types Of Incivility: Experienced Witnessed and Instigatedmentioning

confidence: 99%

Workplace incivility: A review of the literature and agenda for future research

2014

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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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“…Civility norms serve as an informal guide to how employees should act that designates work behaviors for respectful treatment among workgroup members (Walsh et al, 2012) and that constrains deviant behaviors such as CWB (Pearson et al, 2000). The existence of civility norms has the potential to influence workplace behavior for mutual respect, leading employees to minimize the level of disrespectful behavior or workplace incivility (Andersson & Pearson, 1999).…”

Section: The Mediating Role Of the Organizational Civil Normmentioning

confidence: 99%

“…In testing the hypotheses, we controlled for age, gender and work experience (years) in all analyses. These variables were controlled because demographic variables are related to levels of civility norms (see, e.g., Walsh et al, 2012), job calling (see, e.g., Xie, Xia, Xin, & Zhou, 2016;Xie, Zhou, Huang, & Xia, 2017) and customer-directed CWB (see, e.g., Penney & Spector, 2005;Sakurai & Jex, 2012;Skarlicki, van Jaarsveld, Shao, Song, & Wang, 2016).…”

Section: Control Variablesmentioning

confidence: 99%

Employee engagement in CSR initiatives and customer‐directed counterproductive work behavior (CWB): The mediating roles of organizational civility norms and job calling

Hur

Moon

Hangeun

2018

Corp Soc Responsibility Env

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This study aims to examine how service employees' perceptions of corporate social responsibility (CSR) affect their customer‐directed counterproductive work behavior (CWB) and the mediation of this link through their organizational civility norms and job calling. Working with a sample of 252 frontline employees in South Korea hotels, structural equation modeling is employed to test research hypotheses. The results of this study suggest that service employees' perceptions of CSR are negatively related to their customer‐directed CWB. Second, service employees' organizational civility norms mediated the negative relationship between service employees' perceptions of CSR and customer‐directed CWB. Third, service employees' job calling also mediated the negative relationship between their perceptions of CSR and customer‐directed CWB. Finally, the relationship between service employees' perceptions of CSR and customer‐directed CWB is sequentially and fully mediated by organizational civility norms and job calling. The theoretical and managerial implications of the results and limitations of the study are discussed, and future research directions are suggested.

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Assessing Workgroup Norms for Civility: The Development of the Civility Norms Questionnaire-Brief

Cited by 123 publications

References 53 publications

Predicting retail shrink from performance pressure, ethical leader behavior, and store‐level incivility

Predicting retail shrink from performance pressure, ethical leader behavior, and store‐level incivility

Workplace incivility: A review of the literature and agenda for future research

Employee engagement in CSR initiatives and customer‐directed counterproductive work behavior (CWB): The mediating roles of organizational civility norms and job calling

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