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The current digital work environment promoting a “constant-on” culture is a hotbed for cyber incivility. Thus, there is a pressing need to understand its mechanisms. This study aims to shed light on the triggers, sources and impact of rude behaviours in cyberspace. The authors also present the boundary conditions that exacerbate or alleviate the effects of such negative experiences.

Through a systematic literature review based on predefined search protocols, the authors synthesised the current knowledge on cyber incivility and identified 21 peer-reviewed research articles.

The findings reveal the different sources of cyber incivility, its personal, relational and organisational antecedents and consequences, and its personal and situational boundary conditions that curb or enhance the negative impact.

The authors unravel the main future research avenues based on the review findings by systemising knowledge on cyber incivility. Managerial efforts in the form of interventions and mitigation are also discussed to help combat this grieving issue in the workplace.

This paper presents the first systematic review of the cyber incivility literature and identifies new avenues for future research. Scholars can expand upon the findings of this study to fill gaps and move the incivility in cyberspace forward. It also offers practical insights on mitigating the advancement of such behaviours in organisations.

Incivility can be used to target minority groups as a form of discrimination. This paper aimed to assess the extent to which older workers are particularly targeted by cyber incivility.

Study 1 used a cross-sectional design via an online crowdsourcing platform (N = 208). Study 2 (N = 227) employed a daily diary approach with an age diverse sample.

Age does not directly affect perceptions of cyber incivility, but moderates the relationships between cyber incivility and vitality and vigor. In Study 1, older workers experienced a weaker relationship between perceptions of cyber incivility and increased reports of vigor. Conversely, in Study 2, older workers who experienced cyber incivility reported reduced daily vitality both on the same day and the following day.

The discussion explores the nuances of vigor and vitality in older workers. Additionally, despite research on selective incivility, these studies suggest that while older workers may not be selectively targeted for cyber incivility, they struggle more with its repercussions.

The purpose of this study was to explore the effects of cyber incivility on adverse work outcomes of work withdrawal and turnover intention. Specifically, we draw on self-determination theory and conservation of resources theory to examine the mediating roles of basic need satisfaction and burnout in the relationship between cyber incivility and work outcomes.

We used Mplus 7.4 software with a maximum likelihood robust (MLR) estimator to test the structural equation modeling. We followed Anderson and Gerbing’s guidelines to test the hypotheses.

The results based on time-lagged data from 685 full-time workers in the United States provide support for the hypotheses that cyber incivility is indirectly associated with work withdrawal and turnover intention through basic need satisfaction and burnout. We also found that for individuals with high conscientiousness, the negative direct effect of cyber incivility on basic need satisfaction and the positive indirect effects of cyber incivility on work withdrawal and turnover intention through basic need satisfaction and burnout are stronger than for individuals with lower conscientiousness.

Our research revealed that when employees experience cyber incivility, they enter a defensive mode to protect their already stretched resources from unfulfilled basic need satisfaction. Specifically, experiencing cyber incivility interferes with meeting basic need satisfaction and leads to burnout, which, in turn, triggers defensive work withdrawal and turnover intention.

The advent of information and communication technologies in workplace settings has broadened the range of bullying behaviours that can manifest in the digital realm. However, there is a lack of knowledge concerning the impact of situational factors on employees' perceived cyberbullying within the workplace framework. Broadly, this study aims to investigate the effects of workplace cyberbullying on employees' wellbeing at work and their intention to stay with the organization, across two groups of employees: those who work in a fully remote mode and those employed in hybrid work arrangements.

The current descriptive and time-lagged study was conducted among a sample of 373 employees who work in the information technology sector in India, in either fully-remote or hybrid mode. The study utilized self-report questionnaires, which employed previously validated questionnaires. The hypotheses were tested using structural equation modelling and multi-group analysis using IBM SPSS, AMOS, and STATs Tools Package.

The results demonstrate that cyberbullying negatively affects wellbeing at work and employees' intentions to stay with the organization. Remote-work employees experienced higher effects of workplace cyberbullying on their wellbeing at work. Also, the indirect effect of wellbeing at work was more pronounced and influential among remote work employees than hybrid work employees, suggesting the need for tailored support and resources for remote workers. Multi-group analysis across employees working in remote and hybrid work arrangements revealed that the relationship between workplace cyber-bullying and wellbeing at work is statistically stronger for remote-work employees.

This study represents a novel approach to developing and evaluating a theoretical model that explores the relationship between workplace cyberbullying, wellbeing at work, and the intention to stay with the organization within the context of remote/hybrid work arrangements. The findings offer theoretical and practical implications regarding the impact of workplace cyberbullying on job outcomes and aim to bridge a gap in current research. Particularly, the study highlights the positive outcomes of hybrid work over remote work and offers recommendations to mitigate the negative experiences among employees who work remotely.

This study investigates the influence of personality traits on the personal digital hoarding behaviors of college students. Emotional attachment is included as a mediating variable, thereby enhancing the relevant theoretical frameworks associated with such behaviors.

A total of 370 college students were investigated using the Big Five personality scale, the digital hoarding behaviors scale, and a self-compiled emotional attachment scale. The collected data were analyzed using SPSS26.0 software.

Personality traits exerted a significant influence on individual digital hoarding behaviors, among which neuroticism (r = 0.526**), extroversion (r = 0.232**), and agreeableness (r = 0.233**) demonstrated notable effects. However, no significant correlation was found to link conscientiousness and openness with personal digital hoarding behaviors. Emotional attachment (r = 0.665**) significantly impacted personal digital hoarding behaviors. Regression analysis further showed that personality traits also affect personal digital hoarding behaviors through the partial mediating effect of emotional attachment. Dependency security was identified as a partial mediator of the effects of agreeableness and neuroticism on personal digital hoarding behaviors. Possession attachment was observed to be another partial mediator of the relationship between neuroticism and personal digital hoarding behaviors. Furthermore, fear of missing out was observed to partially mediate the effects of agreeableness and neuroticism on personal digital hoarding behaviors.

The generalizability of the self-compiled emotional attachment scale requires further verification in future research, as the selection of participants was relatively simplistic.

Our study showed the distinctive personality traits of individuals and their relationship with personal digital hoarding behaviors, along with the mediating role of emotional attachment. Our findings provide valuable insights for future personal information management and digital hoarding de-cluttering.

This research explores the influence of personality traits on the personal digital hoarding behaviors of college students and examines the mediating role of emotional attachment.

Considering the detrimental impact of workplace cyberbullying on employees and organizations, it is necessary to understand factors that potentially induce employees to engage in cyberbullying and to recognize personal characteristics that may help employees mitigate its impact. This research applies the conservation of resources (COR) theory to investigate the effect of organizational politics and political skill on employees' exposure to workplace cyberbullying as well as to analyze the subsequent impact on emotional exhaustion. Moreover, the interaction effect of political skill and organizational politics on employees' exposure to workplace cyberbullying is analyzed.

The total of 358 complete questionnaires were obtained from one medium-sized public university in Thailand. The partial least squares structural equation modeling (PLS-SEM) was used to analyze the data.

The analysis supports the positive association between organizational politics and employees' exposure to workplace cyberbullying. Employees' exposure to workplace cyberbullying also has a positive association with emotional exhaustion. On the other hand, the analysis showed that political skill has a negative association with employees' exposure to workplace cyberbullying. The result from the moderating effect analysis further shows that political skill also reduces the impact of organizational politics on employees' exposure to workplace cyberbullying.

The incorporation of the COR theory provides theoretical insight into how political skill of employees can buffer the impact of organizational politics on exposure to workplace cyberbullying. It advances the knowledge found in previous research that lacked solid theory to explain the interaction between organizational politics and political skill of employees in the area of workplace cyberbullying.

It has been long understood that there are expectations that leaders support the wellbeing of their followers but when it comes to followers’ support for the wellbeing of leaders, this is less appreciated. This chapter offers insight from the research into wellbeing practices focused on faculty colleagues in the higher education. Using a sample of 254 faculty members with distinguishing administrative and non-administrative roles, as proxies for leaders and followers, the authors conducted a study on how higher education administrative faculty and non-administrative faculty members supported each other in terms of wellbeing. Based on this study, the authors present a chapter that explores the relational aspects of workplace wellbeing, how people feel at work, what worries them, their perceived marginal value from relationship with colleagues, marginal wellbeing issues and their mood state conditions, the minimization of distress, and the optimization of workplace wellbeing. The premise was that colleagues in these two role sets need to support the wellbeing of each other despite their roles and the authors set out to learn from both what this looked like in the lived experiences.

The purpose of this review is to explore and identify gaps within the trends that have occurred in research relating to the bullying of higher education employees.

A systematized review procedure following preferred reporting items for systematic reviews and meta-analyses (PRISMA) guidelines was used to search for and review literature for inclusion in the study. Studies were evaluated against predefined inclusion and exclusion criteria. Included studies were then put through a critical appraisal process before being inductively coded using the NVivo software. Codes were then grouped into classifications, which were further grouped into themes.

The review identified three major themes among the included studies: (a) cause and effect, (b) demographic examinations and (c) institutional approaches to bullying. On their own, each theme stands as a pillar of the research trends explored in the decade of publication included in this review, highlighting several of the many approaches that could be taken when conducting bullying research. Within each theme, findings converge to provide insight to the actual landscape of bullying occurrences among higher education faculty.

Although there are a number of studies exploring bullying among employees in the field of higher education, to the best of the author’s knowledge, this is one of the first papers to identify the themes of that research, ultimately summing up our current understanding of the phenomena and where the gaps in our knowledge lie.

First, with real-life examples and current research, this study aims to demonstrate the existence of various forms of ostracism (linguistic, gender, social and workplace). Second, following the “need-threat model,” this research addresses the previously unaddressed topic of coping with, reducing, mitigating or curbing workplace ostracism. Moreover, the researchers also proposed a “multiplying effect model” of ostracism.

Data was gathered from 199 service sector employees. The NVivo software is used for the thematic analysis of qualitative data(suggestions) gathered using open ended question on how to mitigate/reduce/curb ostracism.

The results generated were the suggestive measures, which were further categorized under three major themes: individual, society and organizational. The measures to reduce, mitigate and stop the practices of workplace ostracism can be initiated on all these three levels.

This is the only study that addresses the subject of decreasing, alleviating or eliminating workplace ostracism and explains the compounding effect of ostracism by suggesting a multiplying effect model. The study will pique the interest of the government and legislators to propose legal measures to prevent ostracism and achieve sustainable development goals (gender equality and reduced inequalities. The study’s practical, social, theoretical and managerial utility are discussed in the implications section.

Drawing on affective events theory, the purpose of this paper was to investigate direct and indirect relationships between perceived organizational politics and workplace cyberbullying (WCB) perpetration mediated through anger, as well as to examine the moderating role of gender in these relationships.

The sample comprised 534 white-collar employees who were employed in a variety of service industries, including banking, higher education, telecommunications, health care and insurance in Islamabad, Pakistan. Data were analyzed using the structural equation modeling technique in Amos.

Results demonstrated that perceived organizational politics has a direct positive effect on WCB perpetration. Moreover, results indicated that perceived organizational politics evokes anger among employees that, in turn, triggers WCB perpetration. Results of a multigroup analysis revealed that the positive effect of perceived organizational politics on WCB perpetration was not significantly different between men and women. However, the positive relationship between perceived organizational politics and anger was significantly stronger for men than for women. Likewise, this study found a significantly stronger relationship for men than for women between anger and WCB perpetration. Anger partially mediated the relationship between perceived organizational politics and WCB perpetration only among men.

This study contributes to the literature by demonstrating that perceived organizational politics triggers WCB perpetration directly and indirectly through its impact on anger. Moreover, this study identified gender differences in the experience and expression of anger in response to perceived organizational politics.