When Workers Flout Convention: A Study of Workplace Incivility

Pearson, Christine M.; Andersson, Lynne; Wegner, Judith Welch

doi:10.1177/00187267015411001

Cited by 395 publications

(444 citation statements)

References 56 publications

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“…This and other research suggests that such oversight can carry substantial costs, potentially fostering employee distraction and discontentment, job accidents, overuse of sick leave, work team conflict, productivity decline, and turnover (Cortina et al, 2002;Pearson et al, 2000Pearson et al, , 2001. Such outcomes appear to extend beyond direct targets of uncivil conduct.…”

Section: Practical Implicationsmentioning

confidence: 90%

“…We thus see job satisfaction as a key mediator of the process by which incivility drives an employee out of an organization. Supporting these arguments, Pearson and colleagues (Pearson, Andersson, & Porath, 2000;Pearson, Andersson, & Wegner, 2001) found that targets of incivility often experienced negative affective and cognitive reactions at work (e.g., worrying about future interactions with the instigator), and many eventually quit their jobs. Initial data from Cortina et al (2001Cortina et al ( , 2002 also showed direct links between incivility experiences and lower job satisfaction.…”

Section: Work Outcomesmentioning

confidence: 99%

“…Examples of uncivil conduct include sarcasm, disparaging tones and remarks, hostile stares, and the "silent treatment." The three key characteristics of workplace incivility, then, are norm violation, ambiguous intent, and low intensity (Pearson, Andersson, & Wegner, 2001). We discuss each in turn.…”

Section: What Is Workplace Incivility?mentioning

confidence: 99%

“…In a qualitative study, Pearson et al (2000Pearson et al ( , 2001 found that personnel commonly reported negative psychological reactions to uncivil incidents, such as being "depressed" and "hurt." Due to the ambiguity of intent and uncertainty about what might follow, they reported that the impact could last for years after the uncivil event occurred.…”

Section: Mental and Physical Health Outcomesmentioning

confidence: 99%

See 3 more Smart Citations

Personal and workgroup incivility: Impact on work and health outcomes.

Lim

Cortina

Magley

2008

Journal of Applied Psychology

671

668

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This article develops a theoretical model of the impact of workplace incivility on employees' occupational and psychological well-being. In Study 1, the authors tested the model on 1,158 employees, finding that satisfaction with work and supervisors, as well as mental health, partially mediated effects of personal incivility on turnover intentions and physical health; this process did not vary by gender. Study 2 crossvalidated and extended these results on an independent sample of 271 employees, showing negative effects of workgroup incivility that emerged over and above the impact of personal incivility. In both studies, all results held while controlling for general job stress. Implications for organizational science and practice are discussed.

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Section: Practical Implicationsmentioning

confidence: 90%

Section: Work Outcomesmentioning

confidence: 99%

Section: What Is Workplace Incivility?mentioning

confidence: 99%

Section: Mental and Physical Health Outcomesmentioning

confidence: 99%

See 2 more Smart Citations

Personal and workgroup incivility: Impact on work and health outcomes.

Lim

Cortina

Magley

2008

Journal of Applied Psychology

671

668

View full text Add to dashboard Cite

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“…This discrepancy in the treatments of intentionality in workplace crimes makes various types of crime hard to compare. For example, it is difficult to ascertain how crimes in the accounting industry (e.g., fraudulent financial statements) are related to employees' antisocial behaviors, such as organizational retaliatory behaviors (Skarlicki and Folger 1997) and workplace incivility (Pearson et al 2001).…”

Section: Typology Of Workplace Crimesmentioning

confidence: 99%

Love, Hate, Ambivalence, or Indifference? A Conceptual Examination of Workplace Crimes and Organizational Identification

Vadera

Pratt

2013

Organization Science

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A lthough research has shown that there may be very different types of workplace crimes, scholarly work in this area (a) is currently fragmented with very little communication between very similar streams of research and (b) tends to be incomplete and can lead to conflicting findings. We address both of these shortcomings. First, we propose a typology of different types of workplace crimes (consisting of pro-organizational, nonaligned-organizational, and anti-organizational crimes) based on the intentions of the perpetrators. Second, we link these intentions to various identification "pathologies"-such as over-identification and over-disidentification, under-identification and ambivalent identification-and argue that these pathologies are linked to propensities to commit certain types of workplace crimes. Specifically, we contend that over-identification and over-disidentification have direct effects on workplace crimes, whereas under-identification and ambivalent identification indirectly influence the propensity to engage in workplace crimes. We suggest that this research aids us in clarifying the inconsistent conclusions in previous work in the domain of workplace crimes and that it emphasizes the importance of including organizational identification as a key factor in the extant models of workplace crimes. This research also highlights policy implications regarding workplace crimes in that it suggests that different agencies may be more effective in enforcing the law and disciplining those engaged in the different types of workplace crimes. IntroductionIn the wake of several corporate scandals, there has been a renewed interest in better understanding workplace crimes. In addition to reputation-based costs, U.S. corporations estimate that they lose 5% of their revenues because of workplace crimes (Association of Certified Fraud Examiners 2010). In dollar terms, this figure translates to approximately $2.9 trillion in losses, with more than one quarter of companies losing at least $1 million. Even after Enron and similarly salient instances of misconduct, episodes of workplace crime remain high (Ethics Resource Center 2009). In fact, a 2008-2009 study on ethics in the workplace revealed that "nearly three out of four employees (74%) report that they have personally observed or have firsthand knowledge of wrongdoing within their organizations during the previous 12 months" (KPMG 2009, p. iii).Such significant losses provide renewed motivation to better understand the underpinnings of workplace crimes so that episodes of such activity can be minimized. However, attempts to explore the antecedents of workplace crimes have been hindered in at least two ways. 1996). Further, research in this area is fragmented and is conducted in silos with very little communication between similar streams of scholarly work. Thus, broad-brush approaches to understanding all workplace crimes are often limited in scope . Second, although the investigation of the precursors of workplace crimes has informed our knowledge of the cond...

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Respectful Workplaces

Leiter,

Patterson

2014

Workplace Well‐being

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When Workers Flout Convention: A Study of Workplace Incivility

Cited by 395 publications

References 56 publications

Personal and workgroup incivility: Impact on work and health outcomes.

Personal and workgroup incivility: Impact on work and health outcomes.

Love, Hate, Ambivalence, or Indifference? A Conceptual Examination of Workplace Crimes and Organizational Identification

Respectful Workplaces

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