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The purpose of the current research is to examine the crucial role of employees' perception of an incivility norm in predicting supervisors' incivility behaviors, which in turn, results in employees enacting incivility toward their coworkers and employees' emotional exhaustion.

In Study 1, an experience sampling method (a daily-diary approach) in which 143 male participants from several construction sites completed a total of 1,144 questionnaires was used . In Study 2, cross-sectional data from 156 male employees working in a manufacturing organization was collected. In Study 3, a quasi-experiment was conducted in which 33 and 36 employees were assigned to the intervention and control groups, respectively.

In Studies 1 and 2, it was revealed that employees are likely to experience their supervisor’s incivility behaviors when perceiving such incivility behaviors are more acceptable within the organization (incivility norm). Further, once employees experience incivility from their supervisor, they are more likely to enact incivility toward their coworkers and experience emotional exhaustion. In Study 3, changing organizational policies via implementing grievance procedures was effective in improving the study’s outcome variables.

Incivility norms predict some negative work outcomes such as incivility behaviors as both a victim and instigator, and emotional exhaustion. Further, reducing an adverse organizational norm (i.e. incivility norm) via instituting grievance procedures was effective in reducing incivility behaviors and emotional exhaustion.

The purpose of this paper is to describe the mediating effects of transformational and transactional leadership styles on the relationship between organizational ethics and workplace incivility.

The study employed cross-sectional survey design. Data were obtained from 209 employees from the telecommunication sector. The structural equation model was employed as the analytical tool to test the hypotheses of the study.

Organizational ethics was negatively related to workplace incivility. Both transformational and transactional leadership styles mediated the relationship between organizational ethics and workplace incivility.

Human resource developers and managers can employ, appraise, train and develop managers who can ethically demonstrate transactional, and transformational leadership behaviors to deal with workplace incivilities.

The paper makes an important contribution to the existing organizational literature by establishing the relevance of transformational and transactional leadership styles as mediators of the nexus between organizational ethics and workplace incivility in the telecommunication sector.

Supervisor incivility and organizational gossip are two examples of dark organizational behaviors. Norm of reciprocity theory suggests that employees may develop revenge intentions after exposure to such behaviors while attributing blame to others. This study aims to empirically investigate the mediating effect of blaming others on the impact of supervisor incivility and negative organizational gossip on revenge intention.

Confirmatory factor analysis (CFA) was performed to test the measurement model. Structural equation model was used to test the research hypotheses based on data gathered in Turkey from restaurant employees in Mersin Marina selected by convenience sampling. Data set that consists of 239 questionnaires was subjected to CFA.

The findings show that negative organizational gossip and supervisor incivility increase to employees’ revenge intentions, and blaming others mediates the impact of supervisor incivility and negative organizational gossip no employees’ revenge intentions. In addition, blaming others mediates the impact of supervisor incivility and negative organizational gossip on employees’ revenge intentions.

Empirical study has not been encountered related to dark behaviors of (especially gossip, incivility, blame and revenge intention) restaurant managers and employees as a holistic model. Therefore, this paper contributes to organizational behavior literature. Moreover, this paper suggests to restaurant managers for supply to organizational peace.

This paper aims to investigate the impact of injustice, discrimination and incivility on organizational performance in the hotel industry. In addition to this, the study also investigates the mediating effects of discrimination and incivility between distributive injustice, procedural injustice and organizational performance.

A survey was conducted to collect the data from hotel industry employees on a structured questionnaire by using convenience sampling approach. PLS-SEM was used to analyze the useable data of 285 respondents. In addition to this, to evaluate the predictive performance of exogenous constructs newly suggested hold out sample approach in PLS-SEM was also considered.

Results indicate that incivility and procedural injustice has a negative and significant effect on organizational performance, while the impact of distributive injustice and discrimination on organizational performance was insignificant. Further, incivility was found to be a significant mediator, while mediation of discrimination was not supported between distributive injustice, procedural injustice and organizational performance.

Findings are important for hotel managers to adjust their strategies to improve organizational performance.

This study contributes in existing literature by concentrating on predictors that undermine the organizational performance. To the best of the authors’ knowledge, this is one of the early studies to contribute in literature by investigating the impact of injustice perceptions on employee perceptions specifically perceived incivility and perceived discrimination on organizational performance. Further, it also investigated the mediating impact of perceived incivility and perceived discrimination between injustice perceptions and organizational performance. Such considerations have implications for researchers, students and practitioners. For researchers, this study helps to ponder on an alternative approach by considering those factors which may undermine organizational performance, instead of focusing only on those factors which enhance organizational performance. For research students, such contribution will bring a new avenue to consider further research. Managers will find help to control such factors which minimize organizational performance.

The purpose of this study is to evaluate the impact of workplace incivility on innovation, organizational citizenship behaviors, organizational commitment and performance in travel agencies. The study also aims at exploring the mediating roles of innovation, organizational citizenship behaviors and organizational commitment in the relationship between workplace incivility and performance.

The questionnaire was used to collect study data from the sample, which consisted of employees in Egyptian travel agencies, category (A), in Cairo Governorate. The questionnaire link was sent to 854 employees in travel agencies, with 644 obtained responses. Only 586 responses were suitable for analysis.

The results depicted that there is a significant and negative effect of workplace incivility on innovation, organizational citizenship behaviors, organizational commitment and performance. The results also revealed a significant and positive effect of innovation, organizational citizenship behaviors and organizational commitment on performance. Moreover, the results indicated that innovation, organizational citizenship behaviors and organizational commitment play partial mediating roles in the link between workplace incivility and performance.

The current study attempts to measure the mediating role of innovation, organizational citizenship behaviors and organizational commitment in the link between workplace incivility and performance. Managerial implications, limitations and future research are also presented.

本研究的主要目的是评估工作场所不文明行为对旅行社创新、组织公民行为、组织承诺和绩效的影响。 该研究还旨在探讨创新、组织公民行为和组织承诺在工作场所不文明行为与绩效之间关系中的中介作用。

调查问卷用于从样本中收集研究数据, 样本包括开罗省埃及旅行社（A）类的员工。 问卷链接发送给854名旅行社员工, 收到644份回复。 只有 586 个回复适合分析。

结果表明, 工作场所的不文明行为对创新、组织公民行为、组织承诺和绩效产生显着的负面影响。 结果还揭示了创新、组织公民行为、组织承诺对绩效的显着和积极影响。 此外, 结果表明, 创新、组织公民行为和组织承诺在工作场所不文明行为和绩效之间的联系中发挥部分中介作用。

当前的研究试图衡量创新、组织公民行为和组织承诺在工作场所不文明行为和绩效之间的中介作用。 还介绍了管理意义、局限性和未来研究。

El objetivo principal del estudio es evaluar el impacto de la falta de civismo en el lugar de trabajo sobre la innovación, los comportamientos de ciudadanía organizativa, el compromiso de la organización y el rendimiento en las agencias de viajes. El estudio también pretende explorar los papeles mediadores de la innovación, las conductas de ciudadanía organizativa y el compromiso de la organización en la relación entre la incivilidad en el lugar de trabajo y el rendimiento.

Se utilizó el cuestionario para recopilar los datos del estudio de la muestra, que estaba formada por empleados de agencias de viajes egipcias, categoría (A), de la gobernación de El Cairo. El enlace del cuestionario se envió a 854 empleados de agencias de viajes, de los que se obtuvieron 644 respuestas. Sólo 586 respuestas fueron aptas para el análisis.

Los resultados revelaron que existe un efecto significativo y negativo de la falta de civismo en el lugar de trabajo sobre la innovación, las conductas de ciudadanía organizativa, el compromiso de la organización y el rendimiento. Los resultados también revelaron un efecto significativo y positivo de la innovación, los comportamientos de ciudadanía organizativa, el compromiso de la organización sobre el rendimiento. Además, los resultados indicaron que la innovación, las conductas de ciudadanía organizativa y el compromiso de la organización desempeñan papeles mediadores parciales en el vínculo entre la falta de civismo en el lugar de trabajo y el rendimiento.

El presente estudio trata de medir el papel mediador de la innovación, las conductas de ciudadanía organizativa y el compromiso de la organización en el vínculo entre la falta de civismo en el lugar de trabajo y el rendimiento. También se presentan las implicaciones para la gestión, las limitaciones y las investigaciones futuras.

Pervasive and rampant workplace incivility effects have called for more studies on antecedents and possible deterrents of the onset of negative organizational behaviors. Based on social exchange theory (SET), this study proposes a framework investigating the underlying mechanisms of team–member exchange (TMX) on instigated incivility.

The hypothesized model explores the combined effect of interventions on teams and organizational levels. Indeed, the personal norm of negative reciprocity (PNR) and the psychological contract violation (PCV) are hypothesized as mediating variables of such a relationship. The model is empirically tested using covariance-based structural equation modeling (CB-SEM) on a sample of 330 employees of organizations with a team-based design. PNR and PCV resulted as a full mediating variable of the relationship between TMX and instigated incivility.

Findings suggest that, by encouraging high-quality TMX, human resource (HR) managers could reduce employees’ willingness to instigate incivility toward colleagues other than team members. However, focusing only on TMX may be insufficient because of the role played by individual attitudes and organizational levers such as PNR and PCV.

The authors enrich current works on incivility by analyzing the role of positive sentiments in minimizing deviant behaviors. Further, the authors investigate negative organizational phenomena through a positive lens and contribute to building a more comprehensive understanding of the factors that might produce uncivil behaviors.

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.

The purpose of this paper is to investigate the factors that can hinder employee performance. Thereof, this study also investigates the mediating role of perceived incivility and the moderating role of psychological capital (PsyCap) to address “why” and “when” employee performance is undermined.

Data from 485 employees of hotel industry were gathered in two-time intervals (T1 and T2) by conducting a survey. The time interval gap between Time 1 and Time 2 was 15 days. The data of the respondents were analyzed by using Smart PLS3.

The results revealed that injustice perceptions led to perceived incivility, while organizational dehumanization and perceived incivility decreased employee performance. Perceived incivility mediated the relationship between interactional injustice and employee performance. Moreover, PsyCap played the moderating role in curbing the effect of stressor.

This study offers hotel managers a valuable insight to formulate effective strategies that can enhance performance and PsyCap amongst their employees, aside from minimizing stressors within the context of hotel industry.

This research contributes to literature by focusing on factors that can undermine employee performance. The study outcomes have essential implications for students, researchers and practitioners. The valuable insights facilitate researchers to focus on factors that lead to deterioration of employee performance, instead of investigating the often-sought employee performance increment factors. This study aids fresh research endeavor by establishing a new avenue for investigation. Hotel managers may find this study insightful to minimize adverse stressors that could deteriorate employee performance.

The purpose of this study was to test a mediated-moderated model with revenge cognitions as a coping mechanism through which experienced incivility leads to perpetrated incivility. The authors further explore the role of organizational climate for incivility.

Two studies were tested utilizing ordinary least squares (OLS) regression and Hayes (2017) process for mediation and moderation. Study 1 was completed by 321 employees, and study 2 was completed by 197 employees each from across many occupations.

Study 1 results indicate support for a positive relationship between experienced incivility and perpetrated incivility. Study 2 results indicate support for a mediated-moderated relationship where experienced incivility was indirectly associated with incivility perpetration through revenge, and the perception of an incivility climate moderated this relationship.

This is the first study to examine revenge as an explanatory mechanism for responding to incivility. It addresses concerns about revenge cognitions to experiencing incivility and the role climate perceptions play in shaping whether an individual will reciprocate with an uncivil act. The authors’ results accentuate the need for organizations to decrease or eradicate incivility so that their employees can evade the associated adverse outcomes.

This study aims to investigate the mediating role of perceived person-organization (P-O) fit in the relationship between workplace incivility and affective organizational commitment (AOC) and the moderating effect of moral identity. The context is set in the organizational socialization process of externally hired managers.

A theoretical model was developed based on social identity theory. With the help of Alumni offices of 4 Master of Business Administration (MBA) programs in Vietnam, 461 MBA graduates recently hired as managers were invited to participate in the study. A time-lagged survey was conducted and resulted in data from 386 participants. Hypotheses were tested using latent moderated structural equation method (LMS).

Perceived P–O misfit partially mediated the negative effect of workplace incivility on managers' AOC. The moderating impact of moral identity was also found such that the positive association between workplace incivility and perceived P-O misfit was stronger when moral identity was higher.

This study's limitations are threefold. First, the relatively new appearance of MBA programs in Vietnam made it difficult for us to conduct longitudinal research. Second, this study focused on MBA graduates as externally hired managers, a population that, as mentioned earlier, comes from a polite and respectful environment. Third, the current study mainly used self-evaluation to measure factors which might not be fully objective and reflect externally hired managers' situation. Future research could strengthen this method by equipping it with the evaluations of other organization members.

A clash of identities generated by value incongruence when externally hired managers experience incivility should be recognized and mitigated during socialization. More attention should be paid to managers with moral identities.

The study extends the organizational socialization literature in two ways. The first way is by elucidating how a negative organizational factor – workplace incivility – leads to socialization failures. The second way is by exploring the impacts of relatively new self-identity facets, including MBA graduates as externally hired managers and moral identity.