scholarly journals IS OVERLOOKING WORKPLACE INCIVILITY JUST LIKE EXPERIENCING “BOILING FROG SYNDROME”? UNCIVIL BEHAVIORS AT WORKPLACE AND THEIR MAJOR NEGATIVE CONSEQUENCES AND HOW TO REDUCE THEIR NEGATIVE OUTCOMES

2020 ◽  
Author(s):  
Can BİÇER
Keyword(s):  
Workplace Incivility ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Uncivil Behaviors

scholarly journals Influence of Teamwork Behaviors on Workplace Incivility as it Applies to Nurses

2016 ◽  
Vol 2 (1) ◽  
pp. 47 ◽  
Author(s):  
Todd R Logan
Keyword(s):  
Literature Review ◽  
Workplace Incivility ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Healthcare Environment ◽  
Nurse Bullying

<p>Workplace incivility, or bullying, experienced by nurses has been shown to have negative consequences on nurses and the care they provide patients. Nurses’ roles are being challenged in the healthcare environment because of incivility in the workplace. These negative outcomes exist despite the support provided by teams on which these nurses work. This literature review is focused on the prevalence and effect of nurse bullying (nurseon- nurse, as well as physician-on-nurse) and the influence of such incivility on healthcare teamwork. Specific attention is given to three important team behaviors: leadership, trust, and communication.</p>

Workplace Ostracism and Its Negative Outcomes

2016 ◽  
Vol 15 (4) ◽  
pp. 143-151 ◽  
Author(s):  
Xiaoming Zheng ◽  
Jun Yang ◽  
Hang-Yue Ngo ◽  
Xiao-Yu Liu ◽  
Wengjuan Jiao
Keyword(s):  
Affective Commitment ◽  
Psychological Capital ◽  
Intention To Leave ◽  
Future Research ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Workplace Ostracism ◽  
Using Data ◽  
The Relationship

Abstract. Workplace ostracism, conceived as to being ignored or excluded by others, has attracted the attention of researchers in recent years. One essential topic in this area is how to reduce or even eliminate the negative consequences of workplace ostracism. Based on conservation of resources (COR) theory, the current study assesses the relationship between workplace ostracism and its negative outcomes, as well as the moderating role played by psychological capital, using data collected from 256 employees in three companies in the northern part of China. The study yields two important findings: (1) workplace ostracism is positively related to intention to leave and (2) psychological capital moderates the effect of workplace ostracism on affective commitment and intention to leave. This paper concludes by discussing the implications of these findings for organizations and employees, along with recommendations for future research.

scholarly journals Usability Flaws in Medication Alerting Systems: Impact on Usage and Work System

2015 ◽  
Vol 24 (01) ◽  
pp. 55-67 ◽  
Author(s):  
E. Ammenwerth ◽  
E. Roehrer ◽  
S. Pelayo ◽  
F. Vasseur ◽  
M.-C. Beuscart-Zéphir ◽  
...  
Keyword(s):  
Patient Safety ◽  
New Technology ◽  
Medication Management ◽  
Secondary Analysis ◽  
Previous Attempt ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Work Systems ◽  
Work System ◽  
Alerting Systems

Summary Objectives: Previous research has shown that medication alerting systems face usability issues. There has been no previous attempt to systematically explore the consequences of usability flaws in such systems on users (i.e. usage problems) and work systems (i.e. negative outcomes). This paper aims at exploring and synthesizing the consequences of usability flaws in terms of usage problems and negative outcomes on the work system. Methods: A secondary analysis of 26 papers included in a prior systematic review of the usability flaws in medication alerting was performed. Usage problems and negative outcomes were extracted and sorted. Links between usability flaws, usage problems, and negative outcomes were also analyzed. Results: Poor usability generates a large variety of consequences. It impacts the user from a cognitive, behavioral, emotional, and attitudinal perspective. Ultimately, usability flaws have negative consequences on the workflow, the effectiveness of the technology, the medication management process, and, more importantly, patient safety. Only few complete pathways leading from usability flaws to negative outcomes were identified.Conclusion: Usability flaws in medication alerting systems impede users, and ultimately their work system, and negatively impact patient safety. Therefore, the usability dimension may act as a hidden explanatory variable that could explain, at least partly, the (absence of) intended outcomes of new technology.

Stigma Consciousness and Work Outcomes of Senior Woman Administrators: The Role of Workplace Incivility

2021 ◽  
Vol 35 (1) ◽  
pp. 69-80
Author(s):  
Janelle E. Wells ◽  
Melanie Sartore-Baldwin ◽  
Nefertiti A. Walker ◽  
Cheryl E. Gray
Keyword(s):  
Intercollegiate Athletics ◽  
Structural Equation ◽  
National Collegiate Athletic Association ◽  
Workplace Incivility ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Stigma Consciousness ◽  
Empirical Examination ◽  
Senior Woman Administrators ◽  
Uncivil Behaviors

Stigmas and incivility are common across all facets of sport, yet empirical examination is lacking, especially when it comes to women in leadership positions. In intercollegiate athletics, the senior woman administrator position is designated by the National Collegiate Athletic Association as the highest ranking woman serving the athletic department, so this study examined the extent to which stigma consciousness and workplace incivility impact the work outcomes of 234 senior woman administrators. Structural equation modeling and open-ended responses demonstrated that stigma consciousness is associated with higher perceived incivility, which is associated with lower job satisfaction and perceived organizational opportunity. Thus, stigma consciousness and workplace incivility not only operate as influential independent factors within the workplace setting, but stigma consciousness also serves as an antecedent to workplace incivility. Managerial strategies empowering professionals may help reduce stigmas, prevent uncivil behaviors in the workplace, and ultimately, improve outcomes.

Healthism and Weight-Based Discrimination

2016 ◽  
Vol 44 (2) ◽  
pp. 139-170 ◽  
Author(s):  
Karen M. Powroznik
Keyword(s):  
Health Promotion ◽  
Experimental Design ◽  
Workplace Health Promotion ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Workplace Health ◽  
Health Promotion Programs ◽  
Discrimination In Employment

Health promotion programs have become increasingly common in U.S. workplaces, yet little research has examined the unintended and potentially negative consequences of these initiatives. Overweight and obese employees face widespread prejudice and pervasive discrimination in employment settings, and this study investigates whether workplace health promotion may lead to more negative outcomes for these workers. Using an experimental design, the author finds that overweight and obese employees are rated more negatively and receive lower hiring recommendations when evaluated for companies with health promotion programs. These findings suggest that health promotion increases the salience and perceived legitimacy of negative fat stereotypes that facilitate weight-based discrimination.

scholarly journals How Knowledge-Hiding Behavior Among Manufacturing Professionals Influences Functional Interdependence and Turnover Intention

2021 ◽  
Vol 12 ◽  
Author(s):  
Lalatendu Kesari Jena ◽  
Deepika Swain
Keyword(s):  
Statistical Analysis ◽  
Turnover Intention ◽  
Positive Association ◽  
Significant Loss ◽  
Workplace Incivility ◽  
Significant Difference ◽  
Uncivil Behaviors ◽  
Hiding Behavior ◽  
Knowledge Hiding ◽  
The Impact

Objectives: Knowledge hiding is inappropriate behavior of employees at the workplace that makes the entire organization suffer a subtle yet significant loss. Lack of sharing makes the journey of learning an arduous process. This, in turn, gives rise to a series of uncivil behaviors, hence resulting in a decrease of functional interdependence (FI). The cascading result toll is a turnover intention (TI), resting only after turnover—an actual separation from the employer. Statistical analysis of the empirical data collected depicts the intensity of influence of FI and TI as a result of the knowledge-hiding behavior.Methods: Three hundred sixty-three executives employed in three public and two private manufacturing organizations in eastern India were the respondents in our study. To analyze the difference in variables of the study, a t-test was carried out. The statistical findings suggest no significant difference among study variables. This specifies that, despite a considerable difference in levels of management, there was no significant difference in perceiving workplace incivility, knowledge-hiding behavior, FI, and TI items of our instruments.Results: Correlation findings show a negative association between workplace incivility and functional interdependence (r = −0.37 when the value of p is &lt;0.01) and a positive association among workplace incivility and turnover intention (r = 0.32 when the value of p is &lt;0.01). The condensed effect of workplace incivility (β = −0.59 when the value of p is &lt;0.001) along with an important presence of knowledge-hiding behavior (β = −0.68 when the value of p is &lt;0.01) when the dependent variable is FI indicates that knowledge-hiding behavior is mediating a partial association among workplace incivility and FI. Similarly, the effect of workplace incivility (β = 0.43 when the value of p is &lt;0.01) is decreased when the impact of knowledge-hiding behavior (β = 0.66 when the value of p is &lt;0.001) was sizeable with TI being the dependent variable.Conclusion: The effect of knowledge hiding is inversely proportional to FI, whereas sharing has a direct relation with TI. An exhaustive data sample and a rigorous statistical analysis may give a clear picture of the amount of impact of TI and FI due to the lack of knowledge sharing and/or knowledge hiding.

An institutional perspective on workplace incivility: case studies from academia

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Devi Akella ◽  
Niveen Eid
Keyword(s):  
Case Studies ◽  
Cultural Beliefs ◽  
Workplace Incivility ◽  
Cultural Dimensions ◽  
General Context ◽  
Academic Institutions ◽  
Institutional Perspective ◽  
Content Type ◽  
Geographical Regions ◽  
Uncivil Behaviors

PurposeThis research study looks at issues such as why does incivility occur, dynamics responsible for incivility with an emphasis on causes stimulated by the general context and its influence on the behavior of individuals, groups and organizations.Design/methodology/approachThis paper provides a fresh perspective on workplace incivility by integrating institutional theory with empirical data from two case studies from academic institutions located in different continents to understand incivility in organizations. A comparative case analysis across two different geographical regions is used to validate the argument that institutional antecedents can influence micro-level organizational events such as employee incivility despite variance in geographical locations and cultural dimensions.FindingsThe findings of the study reveal that academic institutions are subject to uncivil behaviors, which could be a direct offshoot of the historical and cultural beliefs of the society. The general context of the studied cases led to workplace incivility mainly in the form of racial prejudices and sectarianism transferred to the organizational day-to-day practice. The paper suggests a pragmatic view for possible interventions to humanize workplaces where it is better not to adopt a “one size fits all” recipe to deal with such a complex phenomenon.Originality/valueThis paper provides a macro-level analysis of workplace incivility by assuming an institutional perspective to explore the relationships if any between incivility experienced by employees within an organization and the wider political and historical structuration of the society.

scholarly journals Joining a group diverts regret and responsibility away from the individual

2020 ◽  
Vol 287 (1922) ◽  
pp. 20192251
Author(s):  
Marwa El Zein ◽  
Bahador Bahrami
Keyword(s):  
Group Decision ◽  
Negative Emotions ◽  
Positive Outcomes ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Protective Shield ◽  
The Individual ◽  
Lottery Choices ◽  
Negative Outcome

It has recently been proposed that a key motivation for joining groups is the protection from the negative consequences of undesirable outcomes. To test this claim, we investigated how experienced outcomes triggering loss and regret impacted people's tendency to decide alone or join a group, and how decisions differed when voluntarily made alone versus in group. Replicated across two experiments, participants ( n = 125 and n = 496) selected whether to play alone or contribute their vote to a group decision. Next, they chose between two lotteries with different probabilities of winning and losing. The higher the negative outcome, the more participants switched from deciding alone to with others. When joining a group to choose the lottery, choices were less driven by outcome and regret anticipation. Moreover, negative outcomes experienced alone, not part of a group vote, led to worse subsequent choices than positive outcomes. These results suggest that the protective shield of the collective reduces the influence of negative emotions that may help individuals re-evaluate past choices.

Workaholism and workplace incivility: the role of work–family enrichment

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fatemeh Taheri ◽  
Mohammad Asarian ◽  
Pooyan Shahhosseini
Keyword(s):  
Workplace Incivility ◽  
Work Life ◽  
Personal Factors ◽  
Content Type ◽  
Uncivil Behaviors ◽  
Work Family ◽  
Work Family Enrichment ◽  
Life Work ◽  
Family Enrichment

PurposeThis paper investigated the relationships among workaholism, work–family enrichment (work–life enrichment), and workplace incivility.Design/methodology/approachData on workaholism, incivility, and work–family enrichment were collected through the administration of a survey on 414 employees of a public bank in Iran.FindingsWorkaholism and life–work enrichment were positively and negatively related to uncivil behaviors, respectively, and workaholism was positively associated with work–family enrichment. Overall, work–family enrichment did not act as a mediator variable between workaholism and uncivil behaviors.Research limitations/implicationsFuture researchers should consider public or private organizations and assess the different instigators of incivility considering the mediator or moderating role of gender.Practical implicationsManagers should focus on reducing workaholism and developing life–work enrichment in order to decrease uncivil behaviors.Social implicationsGiven the hard economic and complex political conditions in Iran and increasing likelihood of uncivil behaviors, the results of the present study offer ways to minimize workplace incivility in employees.Originality/valueThe study contributes to the research on uncivil behavior by improving the understanding of organizational and personal factors (workaholism and work–life enrichment) that can influence workplace incivility among employees working in public organizations. It also addresses the usefulness of examining work–life enrichment disposition in understanding the relationship between workaholism and workplace incivility.

scholarly journals Impact of Exploitative Leadership on Workplace Incivility: Role of Psychological Distress -Evidence from Banking Sector

2021 ◽  
Vol 14 (1) ◽  
Author(s):  
Aamir Saif Kiyani ◽  
Mesut Atasever ◽  
Tahir Hussain Rizvi
Keyword(s):  
Psychological Distress ◽  
Boundary Conditions ◽  
Banking Sector ◽  
Workplace Incivility ◽  
Negative Consequences ◽  
Destructive Leadership ◽  
Sector Employee ◽  
The Relationship ◽  
Quantitative Nature

  Aim: The present study investigated the effect of exploitative leadership on workplace incivility banking Sector employee with the role of psychological stress as a moderator Background: Destructive leadership, the mostly exploitative leadership, had been less thoughtful earlier in banking research. Additionally, fundamental mechanisms and boundary conditions that occur between exploitative leadership and employee outcomes such as workplace incivility were also missing in the banking literature with the context of psychological distress. Methods: This present research quantitative nature in which data had collected from the banking Sector (N = 310) working in the Pakistani banking sector through self-administrative questionnaires. Results: psychological distress moderate the relationship between exploitative leadership and workplace incivility among banking sector employees when psychological distress was high. Conclusions: Exploitative leadership had a significant impact on outcomes in the form of workplace incivility and psychological distress significantly moderating between exploitative leadership and workplace incivility when psychological distress was high at the banking sector in Pakistan Implications for Banking Sector Management: It is among the pioneer studies to unveil the exploitative side of leadership and its negative consequences for banking sector employees. Psychological distress in the banking sector can be reduced by discouraging leader exploitative behavior. Banking can utilize workplace incivility from work as a tool to reduce destructive outcomes of leader exploitative behavior.

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