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The purpose of this study is to assess the relationship between incivility and two organizational and personal attitudes, namely, perceived ethical climate and perceived quality of work-life of nurses, in the framework of organizational climate.

Quantitative data of 148 nurses working in a medium-sized hospital in Israel were collected. Furthermore, qualitative data were collected through semi-structured interviews with 12 nurses and 14 doctors from the same hospital, constructing a mixed-method approach.

Findings revealed that witnessing or experiencing incivility affected the nurses' perception of the ethical climate of their work unit and their perceived quality of their work-life. Additionally, we found that the relationship between incivility and nurses' perceived quality of work-life was partially mediated through their perceived ethical climate. The qualitative data supported some of the findings.

The article stretches the incivility theory beyond its dyadic boundaries, prominently showing the spillover effect of incivility as an organizational problem. Additionally, it offers some evidence-based support for the multidimensionality of incivility, strengthening the need for a construct cleanup.

In the current study framework, the authors test the underlying assumptions of affective events theory concerning the impact of job satisfaction and job insecurity driven by incivility on intrapreneurial behaviour.

Data were collected with a sample of 510 employees from five organisations. All hypotheses were tested via SmartPLS3. Additionally, a distinction between formative and reflective measures was performed.

Findings revealed that incivility decreases intrapreneurial behaviour, mediated by job satisfaction and job insecurity. Additionally, this study’s results show that the relationship between job satisfaction and job insecurity and intrapreneurial behaviour distinguishes unionised employees from employees who are not unionised.

The cross-sectional nature of the present data precluded definitive statements about causality. Additionally, further studies should increase the sample size and include an international perspective to ensure the overall generalisability of the results.

Practically, this study’s findings point to the need for organisational management to understand better underlying employees' perceptions and their antecedents and consequences.

The study results contribute to the literature by testing the core assumptions of affective events theory and by extending the affective events theory model, incorporating contextual influences on the relationship between attitudes and behaviours. The authors also show for the first time that incivility can be directly (compared to indirectly) linked to emotional-based responses, but not to those responses driven by cognitive appraisals. Thus, the study also contributes to the incivility literature and the understanding of various antecedents and consequences of incivility. Additionally, this study addressed the notion of formative versus reflective measurement models for the first time relating to incivility and intrapreneurial behaviour, allowing for more sensitive and less biased results. Herein lies an additional methodological contribution.

The pursuit of happiness as a fundamental human goal is an ancient and widely discussed concept. Recent studies have noted that Gen Zers experience higher levels of stress than previous generations. At the same time, findings of the global study show that while Gen Zers are not overly optimistic, they are realistic, somewhat flexible and adaptable to situations, socially connected, and engaged and committed to making a difference in the world. While these qualities may at least partly mitigate stress levels and contribute to Gen Z's happiness, resilience should be cultivated in Gen Z.

This chapter provides an overview of the factors influencing interpersonal dynamics in contemporary culture, including high levels of volatility, uncertainty, complexity, and ambiguity (VUCA), new technologies, growing competition for resources, highly diverse societies, and changing needs of professions and their likely effect on Generation Z's perspectives on interpersonal dynamics. Gen Zers prefer to do a task than lead it; like to work in groups; and are motivated by relational indicators. Overall, this is a generation that wants to come together to find solutions to epic challenges.

Having good relationships with friends and a trusting romantic partnership are extremely important for members of Generation Z. In social relationships with other young people, they experience solidarity and support with problems and crises, and learn to stand by others. Young people are therefore intensely concerned with how to enter into relationships and their expectations of them. Overwhelmingly, what they are looking for in friendships is similar across cultures – a set of shared values and similar hobbies. For romantic relationships, though, shared values and close proximity are key.

The rise of the digital era has greatly transformed communication, enabling it to transcend time and geographic boundaries. Generation Z grew up in this era and was exposed to a wide range of communication options, including in-app messaging, video calls, and social media platforms. Increased connectivity made possible by technological advancements has resulted in changes in communication etiquette and opened up more room for miscommunication. Despite heavily engaging in digital communication like text or in-app messaging, this generation still prefers to communicate face-to-face.

This article examines the dialectics of wrongful life and wrongful birth claims in Israel from 1986 until 2012. In May 2012 Israeli Supreme Court declared that while wrongful birth claims were still permitted, wrongful life claims were no longer accepted in a court of law. The article examines the conditions that allowed for and supported the expansion of wrongful life/birth claims until 2012. The article identifies two parallel dynamics of expansion: a broadening of the scope of negligent conduct and a view of milder forms of disabilities as damage that merits compensation. The article further suggests four explanations for such doctrinal evolution, two of which emanate from doctrinal ambiguities and the other two are rooted in social factors that have shaped the meaning of disability as a tragedy and state of inferiority. While recent developments seem promising, the article concludes with a word of caution. Such changes may reproduce past injustices mainly because the compensation mechanism has remained an individual-torts based one, which may run counter to the broader struggle for social change for disabled people.