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This study aims to propose a model to examine the relationship between authentic leadership (AL), civility and burnout among health-care employees. This model proposes that civility mediates the relationship between AL and burnout.

Data were collected from 360 (72% response rate) registered health-care employees working in two large public hospital centers in Lisbon, Portugal. The sample was predominantly female (79.4%). The instruments used to measure the variables were the AL inventory, workplace civility scale and Maslach Burnout Inventory-General Survey. Hayes’ PROCESS macro for mediation analysis in SPSS was used to test the hypothesized model.

The results suggest that AL has a positive direct effect on civility, adding to the negative effect of the aforementioned variables on burnout. Furthermore, civility was found to have a mediating effect on AL and burnout.

This study may be useful for hospital management and the health-care sector as a whole, underlining the importance of AL and civility in preventing detrimental effects of burnout among health-care employees.

Considering that mainstream literature on AL mainly focuses on nurses, there is a scarcity of literature integrating the relationship between AL, civility and burnout among a wide range of occupational groups in the health-care sector. Furthermore, the research model has not been previously introduced when considering the mediating role of civility in the relationship between AL and burnout.

Este estudio propone un modelo para examinar la relación entre el liderazgo auténtico, la civilidad y el burnout entre los trabajadores de la salud. Este modelo plantea que la civilidad media la relación entre el liderazgo auténtico y el burnout.

Se recopilaron datos de 360 trabajadores de salud registrados (tasa de respuesta del 72%) que trabajan en dos grandes centros hospitalarios públicos en Lisboa, Portugal. La muestra fue predominantemente femenina (79,4%). Los instrumentos utilizados para medir las variables fueron el Inventario de Liderazgo Auténtico, la Escala de Civilidad de Trabajo y el Inventario de Burnout de Maslach. Se utilizó el macroproceso de Hayes para el análisis de mediación en SPSS para probar el modelo hipotetizado.

Los resultados sugieren que el liderazgo auténtico tiene un efecto directo positivo en la civilidad, sumándose al efecto negativo de las variables mencionadas anteriormente en el burnout. Además, se encontró que la civilidad tiene un efecto mediador en el liderazgo auténtico y el burnout.

Este estudio puede ser útil para la gestión hospitalaria y el sector de la salud en su conjunto, destacando la importancia del liderazgo auténtico y la civilidad para prevenir los efectos perjudiciales del burnout entre los trabajadores de la salud.

Dado que la literatura predominante sobre el liderazgo auténtico se centra principalmente en las enfermeras, existe una escasez de literatura que integre la relación entre el liderazgo auténtico, civilidad y el burnout en una amplia gama de grupos ocupacionales en el sector de la salud. Además, el modelo de investigación no se ha presentado previamente al considerar el papel mediador de la civilidad en la relación entre el liderazgo auténtico y el burnout.

O presente estudo propõe um modelo para análise da relação entre liderança autêntica, civilidade e burnout entre profissionais de saúde. O modelo propõe civilidade como mediadora na relação entre liderança autêntica e burnout.

Os dados foram recolhidos de 360 (com taxa de resposta de 72%) funcionários registados do sistema de saúde em dois centros hospitalares de Lisboa, Portugal. A amostra foi predominantemente feminina (79,4%). Os instrumentos usados para medir as variáveis foram Authentic Leadership Inventory, Escala de Civilidade no Trabalho e Maslach Burnout Inventory-General Survey. O modelo proposto foi testado fazendo uso da macro Hayes PROCESS para análise de mediação no SPSS.

Os resultados sugerem que a liderança autêntica tem um efeito positivo direto na civilidade, além do efeito negativo no burnout. Adicionalmente, verificou-se um efeito mediador da variável civilidade nas variáveis liderança autêntica e burnout.

Este estudo pode ser útil a administradores hospitalares e gestores no sector da saúde em geral, sublinhando a importância da liderança autêntica e civilidade na prevenção dos efeitos prejudiciais do burnout em profissionais de saúde.

Considerando que a literatura prevalente sobre liderança autêntica foca maioritariamente enfermeiros, existe uma escassez de estudos que integram liderança autêntica, civilidade e burnout num amplo espetro de grupos profissionais no setor da saúde. Adicionalmente, o modelo de investigação considerando o papel mediador da civilidade na relação entre liderança autêntica e burnout não foi introduzido.

Drawing upon self-determination theory, this study investigates the direct and indirect impact of health-promoting leadership on employee engagement via workplace relational civility and explores the moderating effect of employability on these factors.

The authors collected a total of 723 matched and valid responses from nurses in Guangxi, China. Data regarding health-promoting leadership, workplace relational civility, employability and employee engagement were gathered using a survey administered in two waves, 1 week apart. The authors utilised structural equation modelling and linear regression to test the model.

This study reveals that health-promoting leadership has both direct and indirect positive effects on nurses' engagement through workplace relational civility. Furthermore, the authors found that employability negatively moderates the impact of workplace relational civility on nurses' engagement but does not moderate the impact of health-promoting leadership on nurses' engagement.

This is one of the few studies that have examined the effects of health-promoting leadership within the nursing industry. The authors confirm the importance of health-promoting leadership and workplace relationship civility on employee engagement. In addition, this study demonstrates the moderating role of employability in employment relationships.

This paper aims to propose a model studying the relationship of authentic leadership (AL), structural empowerment (SE) and civility in the palliative care sector. This model proposes SE as a mediator between AL and civility.

Data was collected from 213 employees working in five major public palliative care hospitals in central Portugal. The study sample was predominantly female (80.3%) and the response rate was 42.6%. Variables were measured using the Authentic Leadership Inventory, Workplace Civility Scale and Conditions of Work Effectiveness Questionnaire II scales. Hayes’ PROCESS macro for mediation analysis in SPSS was used to test the hypothesized model.

Results suggest that AL has a significant positive direct relationship with both SE and civility. Furthermore, SE demonstrated to play a partial mediation effect between AL and civility.

This study may be of use for healthcare administration encouraging the development of AL, suggesting that the more leaders are seen as authentic, the more employees will perceive they have access to workplace empowerment structures and a civil environment.

Considering the mainstream literature in healthcare management, to the best of the authors’ knowledge, this is the first study to date to integrate the relation of AL, SE and civility in the palliative care sector. Further, the research model has not previously been introduced when considering the mediating role structural empowerment can play between AL and civility.

This study aimed to examine the relationship between leader humility, civility climate and employee voice and uncover the moderating effect of competitive climate on the relationship between leader humility, civility climate and employee voice.

Three hundred seventy-nine respondents from various sectors in Indonesia participated in this study. All hypotheses were examined using hierarchical multiple regression analysis using the Hayes' macro PROCESS.

Leader humility positively and significantly impacts civility climate and employee voice. Competitive climate was confirmed as a moderator in the relationship between leader humility and civility climate and employee voice. The effect of team humility and civility climate on employee voice was strongest in a highly competitive climate.

By encouraging the adoption of leader humility, organizations can develop a civility climate and promote employee voice in the workplace. Leader humility is congruent with leadership practices in Asian countries, which are more strongly influenced by the virtues of certain religions. Leaders should demonstrate humble behaviors to generate a civility climate and employee voice. Authoritarian leadership and the high power distance inherent in Asian countries pose a challenge to the prioritization of humble behavior.

This study adds to the extant literature by revealing that leader humility fosters a civility climate and civility climate has positive consequences on employee voice; it is the first study to examine these relationships. Drawing on the social exchange theory, new insights explain the psychological mechanism underlying the relationship between leader humility, civility climate and employee voice while proposing a competitive climate as the boundary condition.

Research has consistently shown that organizational constraints lead to deviant behavioral reactions. Although many studies have investigated personality variables as moderators of such predictors of deviance, considerably less research has considered cross-level moderators of these effects. The purpose of this paper is to draw on several related theories to test team civility climate as a cross-level moderator of the organizational constraints – interpersonal deviance relationship.

Data were collected using paper-and-pencil surveys from 239 employees nested within 68 work teams. Teams were employed in various industries including healthcare, insurance, manufacturing/engineering, and financial services.

Results from hierarchical linear modeling analyses demonstrated that the effect of organizational constraints on interpersonal deviance varied significantly across teams. In addition, the positive relationship between organizational constraints and interpersonal deviance was attenuated in teams with a high civility climate.

Organizational constraints may be difficult to eliminate in many workplaces. However, results suggest that by developing a positive civility climate, teams can help prevent deviant behaviors that may be associated with experienced constraints.

This is one of the first studies to examine civility climate as a shared property of the team and as a cross-level moderator. Findings from this research contribute to theories of deviant organizational behavior by highlighting the critical role of variables emanating from levels of analysis beyond the individual.

The antecedents and consequences of work engagement have been extensively discussed and analyzed in the previous literature; however, identifying cost-effective measures that can sustain work engagement to boost work outcomes has received sparse attention in the Indian information technology (IT) context. This study aims to provide new insights concerning the associations of job crafting and workplace civility with work engagement and its corresponding outcomes, such as change perception, general life satisfaction and intention to quit.

Hypotheses were tested using structural equation modeling on data obtained from 369 software developers in India using questionnaire surveys.

Results confirmed that work engagement partially mediated the association of job crafting and workplace civility with the perception of change and general life satisfaction. The negative associations of job crafting and workplace civility with the intention to quit were also partially mediated by work engagement. The findings can be used to inform human resources strategies to boost work engagement and subsequent work outcomes.

The results of this empirical work will offer insights to managers who are looking for cost-effective interventions and behaviors aimed at increasing work engagement and, consequently, achieving effective work outcomes.

This study contributes by empirically testing the application of novel employee-driven practices in improving work engagement and work outcomes, particularly in the context of IT companies in India.

Working on the assumption that civility is the core value of R.G. Collingwood's political philosophy, the paper aims to examine the capacity of civility to curb economic excess in the absence of distributive justice.

The paper investigates the economic and political writings of Collingwood to see if they can be made to yield restraints on economic excess when based on civility alone. Comparisons are drawn between Collingwood and modern liberal philosophers such as John Rawls in order to identify where Collingwood stands on key concepts in the argument. Contrasts are established with Hobbes and Ruskin on the issues at stake, so clarifying what can be drawn from Collingwood on the specific topic under discussion.

The paper concludes that there is theoretical scope within Collingwood's political writings for a curb on economic excess in the absence of a concept of distributive justice, even though this takes a different form from the approach of modern liberals such as John Rawls.

It is shown that Collingwood's economic writings are relevant to modern discussions of social justice even when it is civility and not justice that is Collingwood's main focus.

The purpose of this paper is to expose some underlying implications of the term “civility” as a developmental issue for preferred behavior in organizations.

The terms “civility” and “community” are contrasted with the intent of determining what behaviors we really want at work.

Civility invokes rules and behavioral codes that might preclude community.

“Civility” and “community” require distinct sets of interaction behavior and understanding.

Reflection on what we really want in our interaction with others at work should drive organizational policies regarding preferred organizational behavior.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy‐to‐digest format.

The purpose of this paper is to expand the research on workplace mistreatment and its effects on individual employees while taking into account the organizational setting. This cross-level study explores the interaction between the team Civility climate (CC) and individual experience of exclusion and their combined effect on the target’s organization-based self-esteem (OBSE).

In total, 251 individuals nested in 71 teams (mean team size=4.6) completed surveys. A two-way multi-level interaction model was used to test the moderation hypothesis.

The cross-level interaction between CC and exclusion was significant, which means that CC influenced the strength of the relationship between exclusion and OBSE. Specifically, it was found that the higher the group-level civility norms, the stronger the negative relationship between exclusion and OBSE.

The main limitation of this study is its cross-sectional design. All variables were self-reported and collected at one time-point.

The present study contributes to workplace mistreatment literature by using a multi-level design to examine exclusion as a predictor of OBSE and team CC as a cross-level moderator of this relationship.

The globalisation of the world economy has left governments less powerful and threatened cultures with homogenisation. The Huntington thesis – that the world is now divided into rival civilisations and that they are likely to be the source of the next round of world conflicts – may seem weak in the light of this. In fact many people fear that economic efficiency will produce a single culture and, because it will be dominated by hotly competing corporations with little restraint, will threaten civility itself. R.G. Collingwood even argued that economics as a practical science threatens civilisation by its very existence. This paper argues that, if one takes seriously Collingwood’s own distinction between wealth and riches, and if a co‐operative economy can be made to flourish, civilisation can readily survive. Wealth in these terms is a community resource which frees up human possibilities, riches are personal barricades and a source of power, and we can understand how to maximise wealth without creating unnecessary riches. In these terms the three main competing civilisations – that of the West, that of Islam, and the Chinese civilisation which is exemplified, for instance in Taiwan, may well survive and remain distinct. They represent basic human choices. For one can have societies in which the major focus is on individuals, societies in which it is on the community as a whole, and societies in which it is on families, social groups, churches and other institutions which comprise civil society.