Emotional and Behavioral Responses to Workplace Incivility and the Impact of Hierarchical Status

Abstract

Using appraisal theory, this research examined targets' emotional responses to workplace incivility, and how these responses impact targets' behavioral responses. Targets who reported greater incivility reported greater anger, fear, and sadness. Targets' anger was associated with more direct aggression against the instigators; targets' fear was associated with indirect aggression against instigators, absenteeism, and exit; and targets' sadness was associated with absenteeism. Status moderated the effects of fear and sadness. Our results underscore the need for organizations to manage civility so that they and their employees can avoid substantial direct and indirect costs associated with workplace incivility. At a broader level, our results suggest the importance of developing greater awareness about the harmful effects of fear and sadness in the workplace.

Workplace Incivility in a Swedish Context

“…As Andersson and Pearson (1999) theorize about a spiral of negative actions in the workplace, where behavior becomes contagious in a 'tit for tat' manner and employees retaliate and reciprocate uncivil behavior, a more concrete exploration of this theoretical frame is warranted. Some support has been shown for this theory, as Porath and Pearson (2012) found that being targeted by aggressive behavior relate, indirectly via anger and fear, to negative behaviors aimed at the instigator. One study directly ties incivility experiences to incivility perpetration among both men and women (Gallus et al, 2014).…”

Destructive de-energizing relationships: How thriving buffers their effect on performance.

“…When employees must deal with a de-energizing colleague, they may dread it, ruminate about future interactions, and feel their creativity or initiative is inhibited (Porath & Pearson, 2012).…”

Sex differences in outcomes and harasser characteristics associated with frightening sexual harassment appraisals.

“…Furthermore, research has also found that frightening appraisals of sexual harassment more strongly mediate the relationship between sexual harassment and psychological well-being than bothersome harassment appraisals, a less intense response (Settles et al, 2011). Other research has found that fear appraisals mediate the relationship between workplace sexual harassment/violence and affective commitment and turnover intentions (Barling et al, 2001), and between incivility and absenteeism and turnover (Porath & Pearson, 2012). Thus, focusing on frightening appraisals may be especially important for understanding when negative outcomes will result from sexual harassment experiences.…”