Respect as a Moral Response to Workplace Incivility

2019 ◽  
Vol 18 (3) ◽  
pp. 249-271 ◽  
Author(s):  
Leslie Sekerka ◽  
Marianne Marar Yacobian
Keyword(s):  
Workplace Incivility ◽  
Moral Response

"I Feel Your Pain": Empathy And Personal Distress As Predictors Of Bystander Intervening In Workplace Incivility

2017 ◽  
Author(s):  
Jennifer L. Welbourne ◽  
Ana M. Sariol ◽  
Sanjana Khosla ◽  
Mario Arredondo
Keyword(s):  
Workplace Incivility ◽  
Personal Distress

The multidimensionality of workplace incivility: Cross-cultural evidence.

2019 ◽  
Vol 26 (4) ◽  
pp. 356-366
Author(s):  
Yiwei Chen ◽  
Zhongjun Wang ◽  
Yisheng Peng ◽  
Jennifer Geimer ◽  
Olga Sharp ◽  
...  
Keyword(s):  
Workplace Incivility ◽  
Cross Cultural

Workplace Incivility Measure

2018 ◽  
Author(s):  
Karsten Klinberg ◽  
Khaled Gadelhak ◽  
Sabrina N. Jegerlehner ◽  
Adam D. Brown ◽  
Aristomenis K. Exadaktylos ◽  
...  
Keyword(s):  
Workplace Incivility

Workplace Incivility Scale--Short Form; Spanish Version

2018 ◽  
Author(s):  
Donatella Di Marco ◽  
Inés Martínez-Corts ◽  
Alicia Arenas ◽  
Nuria Gamero
Keyword(s):  
Short Form ◽  
Workplace Incivility ◽  
Spanish Version

Scale Development: Measuring Job-Family Incivility

2019 ◽  
pp. 31-48
Author(s):  
W G S Mahalekamge ◽  
Nilakshi W K Galahitiyawe
Keyword(s):  
Scale Development ◽  
Work Environment ◽  
Development Process ◽  
Workplace Incivility ◽  
Dynamic Processes ◽  
Validity And Reliability ◽  
Development Approach ◽  
The Impact ◽  
Compound Effect

The main contribution of this paper is the development of the job-family incivility scale. This paper seeks to explore the complex inter-relationships between workplace incivility and family incivility dimensions of job-family incivility by examining the dynamic processes by which job-family incivility is initiated and sustained using a scale development approach. In doing so, the paper highlights the absence of valid and reliable measures that estimate the compound effect of workplace incivility and family incivility – referred to as job-family incivility. A scale development process introduced by Quazi et al. (2016) is presented and stages in the construction of the scale are discussed including measures of validity and reliability. The findings of the study demonstrate the validity and reliability of the job-family incivility scale developed by the current researchers. The main aims of this research are to emphasize the impact of workplace incivility and family incivility on the employees in the work environment, and to discuss the techniques that can be used to mitigate such detrimental activities.

scholarly journals Workplace gender-based violence and associated factors among university women in Enugu, South-East Nigeria: an institutional-based cross-sectional study

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Olaoluwa Samson Agbaje ◽  
Chinenye Kalu Arua ◽  
Joshua Emeka Umeifekwem ◽  
Prince Christian Iheanachor Umoke ◽  
Chima Charles Igbokwe ◽  
...  
Keyword(s):  
Sexual Harassment ◽  
Employment Status ◽  
Associated Factors ◽  
Doctoral Degree ◽  
Workplace Incivility ◽  
Gender Based Violence ◽  
Cross Sectional ◽  
University Women ◽  
Contract Employment ◽  
Gender Based

Abstract Background Exposure to workplace gender-based violence (GBV) can affect women's mental and physical health and work productivity in higher educational settings. Therefore, this study aimed to examine the prevalence of GBV (workplace incivility, bullying, sexual harassment), and associated factors among Nigerian university women. Methods The study was an institutional-based cross-sectional survey. The multi-stage sampling technique was used to select 339 female staff from public and private universities in Enugu, south-east Nigeria. Data was collected using the Workplace Incivility Scale (WIS), Modified Workplace Incivility Scale (MWIS), Negative Acts Questionnaire-Revised (NAQ-R), and Sexual Experiences Questionnaire (SEQ). Descriptive statistics, independent samples t-test, Pearson’s Chi-square test, univariate ANOVA, bivariate, and multivariable logistic regression analyses were conducted at 0.05 level of significance. Results The prevalence of workplace incivility, bullying, and sexual harassment (SH) was 63.8%, 53.5%, and 40.5%. The 12-month experience of the supervisor, coworker, and instigated incivilities was 67.4%, 58.8%, and 52.8%, respectively. Also, 47.5% of the participants initiated personal bullying, 62.5% experienced work-related bullying, and 42.2% experienced physical bullying. The 12-month experience of gender harassment, unwanted sexual attention, and sexual coercion were 36.5%, 25.6%, and 26.6%, respectively. Being aged 35–49 years (AOR 0.15; 95% CI (0.06, 0.40), and ≥ 50 years (AOR 0.04; 95% CI (0.01, 0.14) were associated with workplace incivility among female staff. Having a temporary appointment (AOR 7.79, 95% CI (2.26, 26.91) and casual/contract employment status (AOR 29.93, 95% CI (4.57, 192.2) were reported to be associated with workplace bullying. Having a doctoral degree (AOR 3.57, 95% CI (1.24, 10.34), temporary appointment (AOR 91.26, 95% CI (14.27, 583.4) and casual/contract employment status (AOR 73.81, 95% CI (7.26, 750.78) were associated with workplace SH. Conclusions The prevalence of GBV was high. There is an urgent need for workplace interventions to eliminate different forms of GBV and address associated factors to reduce the adverse mental, physical, and social health outcomes among university women.

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