ABSTRACT
We examined the effects of gender and organizational climate for incivility on the relationship between individuals' incivility experiences and perpetration. Based on Andersson and Pearson's (1999) concept of the incivility spiral, Naylor, Pritchard, and Ilgen's (1980) theory of behavior in organizations, and social interactionist theory (Felson & Tedeschi, 1993), we proposed an interaction between incivility experiences, organizational climate for incivility (organizational tolerance and policies), and gender in predicting incivility perpetration. Results indicate that incivility experiences predict incivility perpetration and that men are more likely to be uncivil to others when their organization tolerates rudeness. Women's incivility experiences were associated with increased incivility perpetration, but were unaffected by incivility climate. Implications for research and practice are discussed.
Subject(s)
Interpersonal Relations , Organizational Culture , Workplace , Adult , Female , Humans , Male , Middle Aged , Regression Analysis , Surveys and Questionnaires , UniversitiesABSTRACT
Theoretically grounded in both the cognitive-motivational-relational theory of emotions and affect events theory, the present research used multiple analytic techniques and positioned appraisals and emotions as key variables in understanding the experience of incivility at work. Data consisted of survey responses from a stratified random sample of 522 U.S. working adults. K-means cluster analyses revealed interindividual differences in cognitive/emotional responding to workplace incivility experiences. In addition, multiple mediation analyses revealed that optimism and emotionality may play important roles in showing why the experience of incivility is related to job-related outcomes. The results help to advance workplace mistreatment research and suggest possible strategies for organizations to maintain civil working environments.
