When does incivility lead to counterproductive work behavior? Roles of job involvement, task interdependence, and gender.

This research investigated the conditions under which exposure to incivility at work was associated with engaging in counterproductive work behavior (CWB). Drawing from stressor-strain and coping frameworks, we predicted that experienced incivility would be associated with engaging in production deviance and withdrawal behavior, and that these relationships would be strongest for employees who had high levels of job involvement and worked under task interdependent conditions. Gender differences in these effects were also investigated. A sample of 250 United States full-time employees from various occupations completed 2 waves (timed 6 weeks apart) of an online survey. Results indicate that employees with high job involvement were more likely to engage in production deviance and withdrawal behavior following exposure to incivility than were employees with low job involvement. The moderating effect of task interdependence varied by gender, such that the relationship between incivility and CWB was strengthened under high task interdependence for female employees, but weakened under high task interdependence for male employees. These findings highlight that certain work conditions can increase employees' susceptibility to the impacts of incivility, leading to harmful outcomes for organizations. (PsycINFO Database Record

Ethnicity and cultural values as predictors of the occurrence and impact of experienced workplace incivility.

Workplace incivility is a subtle type of deviant work behavior that is low in intensity and violates workplace norms of respect. Past research demonstrates the harmful impact of incivility on work attitudes and employee wellbeing; however, little is known about how incivility is experienced by individuals of different ethnicities and cultural orientations. In the current study, we compared the amount and impact of workplace incivility that was experienced by Hispanic and white, non-Hispanic employees. Further, we examined whether cultural dimensions of vertical and horizontal individualism and collectivism moderated the relationships between workplace incivility and work and health outcomes. A sample of 262 university employees (50% Hispanic; 63% female) provided self-reports of experienced incivility, burnout, job satisfaction, and cultural values. Although male Hispanic employees experienced more incivility, female Hispanic employees experienced less incivility than non-Hispanic employees of the same gender. Hispanic employees displayed greater resilience against the impact of incivility on job satisfaction and burnout, compared with non-Hispanic employees. Additionally, employees with strong horizontal collectivism values (emphasizing sociability) were more resilient against the impact of incivility on burnout, whereas employees with strong horizontal individualism values (emphasizing self-reliance) were more susceptible to burnout and dissatisfaction when faced with incivility. These findings suggest that employees' ethnicity and cultural values may increase or decrease their vulnerability to the impact of incivility at work.

Effects of risk-focused and recommendation-focused mental imagery on occupational risk communication.

This study examined the impact of mental imagery instructions in a National Institute for Occupational Safety and Health (NIOSH) safety document conveying risk and safety information to farmers. A sample of 314 farmers recruited from a large Southeastern state fair was randomly assigned to conditions in a 2 x 2 design. Participants received a NIOSH safety document about skid steer loader safety in which 2 types of mental imagery instructions were manipulated: (a) risk-focused (imagery vs. control) and (b) recommendation-focused (imagery vs. control). Results indicate that risk-focused imagery influenced perceptions of susceptibility to workplace accidents, whereas recommendation-focused imagery influenced attitudes toward engaging in safety behaviors, intentions to share safety information with others, and perceptions of the safety message. Further analyses indicated that ease of imagery partially mediated the relationship between the imagery manipulations and these outcomes. Other potential mechanisms for these effects are discussed.

A communication matrix intervention to increase adoption of federal government safety recommendations.

A 3-year, multichannel intervention project assessed adoption of federal government workplace safety testing methods among 3 randomly drawn samples of industrial hygienists. A communication matrix (McGuire, 1985, 1989) framework focusing on stages of reception, processing, and response was used to create, implement, and evaluate the intervention. Participants were interviewed by phone during 3 waves: baseline, immediately following year 1 of the intervention, and immediately following year 2 of the intervention. Results indicate a gain in reception over the course of the intervention. Increases in attitudes, control beliefs, intentions, and self-reported behavior were found between baseline and the 1st year of the intervention, and were maintained (although not increased) during the 2nd year of the intervention. Strengths and weaknesses of the intervention are viewed through the scope of the communication matrix.