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Using observational and experimental designs, the purpose of this study was to explore if the power relation between the offender and the victim of incivility and the level of perceived severity of the incivility were associated with bystanders’ intentions to help when witnessing workplace incivility.

In Study 1, 160 participants completed a questionnaire where they described a recent uncivil incident they had witnessed, and completed measures of perceived severity and measures of their behavioural response as bystanders. In Study 2, 183 participants were randomised to read one of two vignettes (a manager being uncivil towards a subordinate or vice versa), and completed measures of perceived severity and of their motivation to intervene. The authors investigated whether the power relation between perpetrator and victim, and the perceived severity of the uncivil exchange, were associated with prosocial bystander behaviours in Study 1 and with motivation to defend the victim of incivility in Study 2.

Higher perpetrator power was significantly associated with the incident being perceived as more severe, and higher perpetrator power was directly related to greater tendency to confront, and lower tendency to avoid, the perpetrator. Perpetrator power was indirectly associated with social support according to the perceived severity. A supervisor acting in an uncivil manner was rated as more severe than a subordinate acting in such a way. Perceived severity mediated the relationship between perpetrator power and the witness’s introjected, identified and intrinsic motivation to intervene.

This study extends previous work by investigating how the perpetrator’s power influences both the bystander’s prosocial behaviour and their motivation to defend the victim. Furthermore, previous research has not considered how perceptions of severity might mediate the relationship between power, behaviour and motivation.

This study aims to examine the relationship between abusive supervision and workplace incivility using a dual theoretical framework. First, it draws on the ego depletion theory to investigate the relationship between abusive supervision and incivility by exploring the mediating role of ego depletion. Second, it integrates the job demands–resources model with the ego depletion theory to examine how perceived co-workers’ support functions as a buffer in mitigating the effects of ego depletion on incivility.

The authors tested our moderated mediation model using hierarchical linear modeling through an experience-sampling study based on data collected from a participants across five consecutive workdays.

The findings reveal employees subjected to abusive supervision are more likely to experience a depletion of self-regulatory resources. Moreover, the authors found a positive association between ego depletion and workplace incivility, suggesting that diminished self-control resulting from abusive supervision contributes to a higher likelihood of engaging in uncivil workplace behaviors. In addition, perceived coworkers’ support emerged as a significant moderating factor that attenuates the indirect impact of abusive supervision on workplace incivility through ego depletion. Specifically, when perceived coworkers’ support is high, the negative influence of abusive supervision on ego depletion, and subsequently, on workplace incivility, is mitigated.

By exploring ego depletion as the underlying mechanism and boundary conditions imposed by perceived coworker support on the relationship between abusive supervision and workplace incivility, this research contributes to a nuanced understanding of the intricate dynamics of this relationship. Based on the research findings, the authors advocate that organizations should establish and integrate support services, such as counseling and employee assistance programs, to reduce the emotional turmoil caused by abusive supervision.

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 examine the influence of job seekers' perceived incivility during job search on their job search intensity via job search-specific self-esteem, and to explore how the job seekers' level of dispositional mindfulness buffers these relationships.

Using self-report measures, time-lagged data were obtained from 242 graduating students of a Chinese university.

Results showed that perceived incivility during job search was negatively related to job search-specific self-esteem, and that job search-specific self-esteem was positively related to job search intensity. Further, dispositional mindfulness mitigated the direct link between perceived incivility and job search-specific self-esteem and the indirect link between job seekers' perception of incivility and job search intensity through job search-specific self-esteem.

By integrating the recruitment and job search literature, we investigated how negative experiences (perceived incivility during recruitment) stemming from the context of job search influence the motivation of job seekers to continue their job search via the mediating role of job search-specific self-esteem. Further, for the first time, we explored the moderating role of dispositional mindfulness in the job search literature by utilizing the framework of positive psychology.

The purpose of this study was to investigate the impact of perceived workplace incivility (WPI) on psychological well-being (PWB) in teachers of higher education and to test for the moderating role of gender and organizational tenure on the relationship between perceived WPI and PWB.

Data were collected from teachers (N = 341) employed in government and private colleges through convenience sampling. A structural equation modeling technique was used for model testing.

Results showed a moderate level of perceived WPI by teachers from their colleagues or supervisors. Perceived WPI had a negative impact on PWB. Sixteen percent of the variance in PWB was explained by perceived WPI. Further, the multigroup analysis showed gender to moderate the relationship between perceived WPI and PWB, and this relationship was stronger for males than females. Organizational tenure was not a significant moderator.

These findings expand the literature on perceived WPI and suggest that stringent policies are essential in academia to minimize the incidence of WPI. Additionally, interventions are to be introduced to mitigate the negative outcomes of WPI both at the individual and organizational levels.

The study explores the role of demographic variables (gender and organizational tenure) in the relationship between perceived WPI and PWB in teachers. The empirical evidence suggests higher perceived WPI in male teachers leading to lower PWB. The organizational tenure of an employee shows no influence on the assessment of the stressor.

The study adopts the conservation of resources (COR) theory for providing a better theoretical understanding of punitive supervision as an antecedent of employees’ minor deviant behaviors (namely, employee time theft and knowledge hiding) via creating cognitive mechanisms (employees’ perceived incivility). The purpose of this paper is to examine the moderating role of employees’ RESILIENCY on employees’ ability to buffer the impacts of punitive supervision.

Data was gathered from 265 frontline hospitality employees in Pakistan. A survey was administered in person to establish trust and rapport with employees and so, collect reliable data.

The findings confirmed a direct and mediated impact of punitive supervision on employee minor deviant behaviors via creating perceived incivility. The moderating role of employees’ resiliency was also confirmed, as the employees’ resiliency helped them mitigate the impact of punitive supervision on perceived incivility.

Data was collected from employees’ perceptions working in one industry and cultural setting. As employees’ perceptions (influenced by their cultural background) significantly affect their interpretations and reactions to punitive behavior, future research should validate and refine the findings by collecting data from a wider and diversified cultural and industry setting.

The findings provide theoretical explanatory power of the drivers and the contextual factors leading to minor employee deviant behaviors. The findings guide managers on how to develop pro-active and re-active strategies for deterring the occurrence and eliminating the consequences of punitive supervision.

This study contributes to the literature in multiple ways. It identifies and validates punitive supervision as an antecedent of Deviant Work Behavior (DWB). It provides a theoretical underpinning for explaining how punitive supervision spurs cognitive mechanisms, which in turn drive DWB. It also studies the nexus between destructive supervision and its outcomes in its entirety by studying the mediated and the moderating impacts of punitive supervision and perceived incivility, respectively.

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 study investigates the effect of an uncivil comment made by a party representative on social media and tests whether it can lead to a change in observers' attitude toward the party.

Data are collected from 196 respondents using a scenario-based survey. Proposed model is tested using partial least square structural equation modeling (PLS-SEM).

It is found that individual's moral identity and issue involvement influence perceived civility of the online post, which in turn affects attitude toward the party as well as the individual. It is observed that for high partisans, effect of perceived civility on attitude toward the party is stronger compared to low partisans. Party's lack of responsiveness to address the uncivil comment from its representative increases party's incivility accountability and lowers the partisan attitude toward the party.

The study presents a novel understanding of how political party representatives can influence the image of the party by engaging in an uncivil discourse on social media. Results support that strong partisan would react more unfavorably indicating that loyalty toward the party cannot be taken for granted.

The peer review history for this article is available at: https://publons.com/publon/10.1108/OIR-03-2020-0084

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.

Drawing upon theories of modern discrimination, the present study focuses on cyber incivility and interpersonal incivility as mechanisms through which race leads to perceived discrimination. Participants included 408 full-time working adults who responded to an online survey. The results indicate that Non-White employees experience subtle forms of discrimination through the use of e-mail, which accentuate the need for organizations to eradicate workplace mistreatment so that their employees can avoid the adverse outcomes associated with experiencing cyber incivility. The purpose of this paper is to extend the understanding of selective incivility and concludes with directions for future research and practical implications.

Participants included 408 full-time working adults who responded to the survey online.

The results indicate that race was indirectly associated with discrimination through cyber incivility. The results indicate that Non-White employees experience subtle forms of discrimination through the use of technology and cyber space which accentuate the need for organizations to eradicate workplace incivility so that their employees can evade the adverse outcomes associated with experiencing incivility at work.

This study extends the understanding of selective incivility and concludes with directions for future research and practical implications.

This paper is the first to explore the relationship between race, cyber incivility and discrimination.