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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.

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

The purpose of this paper is to examine the formative potential of the case method on MBA students’ “civility” – the procedural dimension of the ethics field. While a robust literature has focussed on the impact of teaching ethics (content) on students’ behavior, to-date no study has explored the link between the pedagogy used (method) and students behavioral dispositions.

A thorough theory review was conducted, covering the different pedagogy literatures that frame the discussion on the link between learning methods and ethics in general, and civic-minded behavior in particular. Drawing on relevant findings from these literatures, some implications are drawn, and tentative propositions are laid out.

The study seeks to readdress the existing imbalance between the cognitive and the formative aspects of education, placing emphasis on the latter. The paper proposes that, other things being equal, MBA programs that make intensive and systematic use of the case method will foster civility among students. Through the iterative practices embedded in the case method, students internalize a number of behavioral predispositions that form the basis of civic behavior.

This paper calls for an approach in managerial education that goes beyond the transmission of knowledge. In particular, the paper emphasize the importance of seeing the MBA as “little schools of democracy,” where civic-oriented inclinations can take root in future business leaders. This finding carries substantial implications for business schools and professors, in Latin America and beyond.

The transmission of technical knowledge has traditionally been considered the backbone of managerial education – a purely cognitive process. This paper, on the other hand, seeks to highlight the transformative potential of the MBA through the use of the appropriate learning methodologies - the case method in particular. By focussing on the concept of civility, the paper seek to go beyond the prevailing focus on content among ethics scholars and highlight the relevance of habits as a necessary first step on the shaping of civic-minded business leaders. This paper adds a much needed missing link between learning methods and civic behavior.

Considerable research has examined the negative consequences of customer incivility on employees (e.g. turnover intention and sabotage behavior toward the customer). However, there is scant research investigating how other customers, as observers, may react to incivility. This knowledge gap should be filled because hospitality services are often consumed in the public setting where customers can observe and be influenced by each other. The purpose of this study is to fill this gap by examining observing customers’ willingness to revisit the company following customer incivility.

Participants are American consumers recruited from a crowdsourced online panel. Two scenario-based experimental studies in the restaurant setting are conducted. Customer incivility and relationship norms (communal versus exchange) are manipulated, while relationship closeness is measured.

Study 1 shows that following fellow customer incivility (vs civility), observing customers’ intention to revisit the company was lower when they perceive a distant relationship with the employee. This intention did not differ regardless of incivility and civility when they perceive a close relationship with the employee. Study 2 shows that when observing customers perceive a communal relationship with the employee, their revisit intention was even higher following customer incivility (vs civility).

Hospitality managers need to train employees to identify signs of customer incivility and assume appropriate actions to reduce the negative consequences on observers. Hospitality managers should also communicate their expectations for respectful customer behaviors through an organization-wide campaign. Finally, hospitality businesses should foster a close relationship with their customers, particularly a communal relationship to offset the negative consequences of customer incivility on observers.

This study adds to previous research by challenging the universally negative view of customer incivility. The authors do so by examining the moderating effects of relationship closeness and norms in observer reactions to customer incivility. This study contributes to previous research drawing on script theory and deontic justice theory.

The purpose of this paper is to evaluate the effectiveness of a short, online training program focused on respect in the workplace.

Using a wait-list control design the authors collected measures of workplace behaviors prior to, immediately following and six weeks following the training from a sample of long-term care employees.

The training was associated with a small increase in reported civility. Post hoc subsample analyses suggested that the training was particularly effective in increasing civility and efficacy perceptions among those respondents who had themselves reported engaging in incivility.

The data offer support for the effectiveness of the training but suggest that more intensive interventions may be necessary. Results also suggest that the effects of training may vary across subgroups of employees.

Training is one of the most frequently advocated solutions to incivility in the workplace. The findings offer support for a short, online training program.

Valuing diversity emphasizes the awareness, recognition, and appreciation of human differences and revolves around creating an inclusive environment in which everyone feels esteemed. This generally takes place through a series of training programs that attempt to improve interpersonal relationships among workers by asking participants to become more tolerant—generally understood today as an approval and acceptance of others' practices and beliefs. Because tolerance is such a highly desirable quality in many Western societies, and seemingly one of its few non‐controversial values, rarely is its significance questioned. Nevertheless, contemporary interpretations of tolerance can be problematic for multicultural programs, and tolerance understood as respect and civility toward others may be a more appropriate tool to easing hostile tensions between individuals and groups and to helping communities move past intractable conflict. The purpose of this paper is to offer a reinterpretation of tolerance.

This literature review suggests that contemporary interpretations of tolerance often used in multicultural workshops as the recognition, appreciation, acceptance, and celebration of differences may be problematic.

An understanding of tolerance involving civility and respect for others, not their beliefs or conduct, may lead to greater effectiveness of diversity training efforts. This new interpretation of tolerance may also help counter the belief among a number of leaders, particularly in Europe, that multiculturalism has failed.

Given the resistance and backlash that sometimes emerge in response to terms such as “diversity,” “inclusion,” and “discrimination,” it is possible that focusing on civility instead could improve the efficacy of existing multicultural training programs.

Workplace incivility has been identified as a specific form of social mistreatment causing distress despite its low intensity. Research on workplace incivility has touched on a variety of personal and contextual factors associated with incivility’s prevalence including research on both antecedents and outcomes. The research has been especially concerned with identifying a wide range of negative consequences of incivility, including various occupational, interpersonal, and health-related implications. Theoretical explorations have considered links of incivility to sexism and racism, and its reflection of attachment styles, as well as its inherent connection with the stressor-emotion model of counterproductive work behavior (Spector & Fox, 2005). The power of incivility to elicit distress has been attributed to its capacity to signal riskiness of social situations that thwart core social motives (i.e., self-control). Intervention research has been relatively rare, but progress is evident.

The purpose of this paper is to critically appraise the Public Spaces Protection Orders (PSPOs) policy that was introduced by the Anti-Social Behaviour, Crime and Policing Act (2014). Within a designated area assigned by the local council, PSPOs can prohibit or require specific behaviours to improve the quality of life for people inhabiting that space. Those who do not comply face a fixed penalty notice of £100 or a fine of £1,000 on summary conviction. However, the practical and theoretical impact associated with the development of these powers has yet to be fully explored.

Using Bannister and O’Sullivan’s (2013) discussion of civility and anti-social behaviour policy as a starting point, the authors show how PSPOs could create new frontiers in exclusion, intolerance and criminalisation, as PSPOs enable the prohibition of any type of behaviour perceived to negatively affect the quality of life.

Local councils in England and Wales now have unlimited and unregulated powers to control public spaces. The authors suggest that this has the potential to produce localised tolerance thresholds and civility agendas that currently target and further marginalise vulnerable people, and the authors highlight street sleeping homeless people as one such group.

There has been little academic debate on this topic. This paper raises a number of original, conceptual questions that provide an analytical framework for future empirical research. The authors also use original data from Freedom of Information requests to contextualise the discussions.

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.