What is Workplace Incivility? An Investigation of Employee Relational Schemas

Samosh, Jonathan

doi:10.1080/15416518.2019.1604197

Cited by 13 publications

(10 citation statements)

References 51 publications

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“…Workplace incivility can also be devious and portrayed by the perpetrator either with or without intention; as well as with or without an intention to harm the victim (Samosh, 2019). However, the causes of incivility at the workplace are usually ambiguous and open to subjective interpretations (Cortina et al, 2001).…”

Section: Literature Review Workplace Incivilitymentioning

confidence: 99%

“…It involves ambiguous intent because observers cannot be certain that the uncivil behavior was done specifically to harm the target or for some other reasons; for example, the perpetrator could claim that s/he did not realize that the behavior could hurt the victim. Nevertheless, incivility at the workplace involves violating workplace norms of respect towards each other (Samosh, 2019).…”

Section: Definitional and Behavioral Components Of Workplace Incivilitymentioning

confidence: 99%

“…Workplace mistreatment has been related to many negative psychological outcomes (Aquino & Thau, 2009). Following workplace incivility, victims may understandably engage in coping techniques to deal with victimization (Samosh, 2019). Cortina and Magley (2009) classified five major summaries of coping with workplace incivility, including behavioral and cognitive technique, along with non-coping.…”

Section: Events Following Workplace Incivilitymentioning

confidence: 99%

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Modeling Workplace Incivility as a Social Process Towards Sustainable Workforce in the Malaysian Context

Musairah¹,

Sabri²,

Farhana³

2021

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Twenty years since the concept of workplace incivility has been introduced, research has been conducted in a variety of directions. While the literature has been expanding and it has been reported that as many as 96% employees have experienced workplace incivility and 99% have seen it, we still do not know how employees interpret of workplace incivility. Given that such an interpretation of the social process can affect the future thought and behavior of people, this information is important to understand workplace incivility beyond behavioral description. Although we have a comprehensive conceptual understanding of workplace incivility, without understanding the employees’ beliefs about incivility, we cannot effectively develop an integrative model of workplace incivility. The aim of this study is to develop a model on workplace incivility as a social process that includes interaction during and after the occurrence of incivility at the workplace. In addition, this research also aims to create awareness about workplace incivility; as well as employees’ preferences on how to address incivility at work and who should handle it. This qualitative study will investigate workplace incivility to understand incivility from the perspective of employees, refine the theoretical understanding of workplace incivility construct, and collecting data to develop the integrative model of workplace incivility. Employees will be asked to answer open-ended survey questions about the characteristics of workplace incivility and questions about why it happens. Responses will be analyzed with the phenomenological method. This research can also ease the development of practical strategies to manage and prevent workplace incivility. Therefore, the findings of this study can serve as a basis for specific prevention and intervention techniques that can be built in the future. This is because, it is important to uncover effective strategies to manage workplace incivility to improve employee well-being, which in turn would influence organizational performance.

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Section: Literature Review Workplace Incivilitymentioning

confidence: 99%

Section: Definitional and Behavioral Components Of Workplace Incivilitymentioning

confidence: 99%

Section: Events Following Workplace Incivilitymentioning

confidence: 99%

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Modeling Workplace Incivility as a Social Process Towards Sustainable Workforce in the Malaysian Context

Musairah¹,

Sabri²,

Farhana³

2021

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“…Fritz (2002) suggested that busy body might not be very harmful to people. However, with the rising concerns of workplace privacy in present day (Bhave et al, 2020), the invasion is an issue (Samosh, 2019;Stone-Romero et al, 2003), and it is very negative in the Asian culture (Su, 2019).…”

Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

The Effects of Difficult Co-Workers on Employee Attitudinal Responses and Intention to Leave Among Chinese Working Adults

2021

SAGE Open

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Difficult co-workers cause stress and create unpleasant work environments. Yet, the characteristics of difficult co-workers are not thoroughly explored. Following Fritz’s typology of troublesome others at work, this study conceptualized difficult co-workers as those whose traits and behaviors may provoke antipathy. The study also hypothesized that difficult co-workers would trigger negative attitudinal responses. Data were collected from 719 Chinese working adults. Results of structural equation modeling showed that difficult co-workers led to negative employees’ attitudes toward them, and indirectly led to employee intention to leave. Specifically, the study explored the cause of antipathy at work by identifying major unpleasant traits and behaviors of difficult co-workers.

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“…Cognitive restructuring sets the stage for critical reasoning and can employ such strategies such as cognitive rehearsal, simulation, and scripting 59 . Cognitive restructuring is the introduction of new ideas to change previous thoughts about civility and incivility 60 . To accomplish this, an example of a teaching/learning strategy is the use of unfolding case studies, as they represent real‐world scenarios in nursing practice while incrementally revealing information 39 .…”

Section: Progression Of Seven Steps For Civility Awarenessmentioning

confidence: 99%

Promoting civility in nursing practice using systems thinking: Evidence‐based teaching strategies for nurse educators

et al. 2020

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There is a critical need for nurse educators to promote civility in nursing practice using systems thinking to promote quality and safety and improve patient outcomes by preventing undue patient harm. In this article, evidence is synthesized in order that readers can recognize, respond and manage workplace incivility. Systems thinking is introduced as a best practice solution for advancing a civil workplace culture. The author‐created Systems Awareness Model, adapted for civility awareness, guides nurse educators with evidence‐based strategies for teaching nurses the essential skills to promoting a civility culture within health systems. The strategies can be used by nurse educators in practice to interface workplace application. Proposed examples of evaluation methods are aligned with the teaching strategies. The purpose of this article is to provide nurse educators in practice with evidence‐based teaching strategies and evaluation methods to address incivility in health care using a systems thinking perspective.

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What is Workplace Incivility? An Investigation of Employee Relational Schemas

Cited by 13 publications

References 51 publications

Modeling Workplace Incivility as a Social Process Towards Sustainable Workforce in the Malaysian Context

Modeling Workplace Incivility as a Social Process Towards Sustainable Workforce in the Malaysian Context

The Effects of Difficult Co-Workers on Employee Attitudinal Responses and Intention to Leave Among Chinese Working Adults

Promoting civility in nursing practice using systems thinking: Evidence‐based teaching strategies for nurse educators

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