Limited research and literature address online student disruptive behavior and the effectiveness of conflict management strategies to address these inappropriate behaviors. Through expanded offerings of online education, higher education institutions need to prepare strategically and intentionally for increased instances of online student disruptive behavior. This research study developed and administered an online survey to obtain quantitative and qualitative data. Utilizing the Qualtrics Research Suite and the Statistical Package for the Social Sciences (SPSS) for quantitative data analysis and MAXQDA for coding the qualitative data this research study examined five research questions identifying online student disruptive behaviors, observed frequencies, and effective strategies used by faculty participants. This quantitative study with qualitative components adds to the limited body of knowledge of online student disruptive behavior by examining faculty perceptions of online student disruption and the effectiveness of conflict management strategies. The research study population consisted of online faculty (N=564) from a regionally accredited, not for profit institution located in the southeast United States. Approximately 279 (49%) of surveyed participants accessed the survey, and 226 (81%) of those participants completed the survey. Although survey participants were limited to one institution, due to the online nature of their employment responsibilities, there was a broad geographical representation of the sample population. One hundred and forty-one faculty participants (54.02%) experienced online student disruptive behaviors and only 27 participants (11.95%) reported that online student disruption is not a problem. The study examined five research questions and faculty responses were similar in identifying online student disruptive behaviors. Conflict management strategies were also studied, and faculty participants identified “addressing the student(s) outside of online class activity through private electronic correspondence” as both the most used (85.97%) and most effective strategy. This study should serve as a foundation for future research on the topic and be a catalyst for exploring and comparing student perceptions of online student disruption. The study also revealed the importance and opportunities for higher education institutions to offer faculty development workshops on effective ways to deal with online student disruption. One hundred and twenty-three (56.95%) faculty participants indicated a lack of training to handle student disruption, and 124 (57.41%) stated that they would probably or absolutely would attend a faculty development workshop on online student incivility. Therefore, there are significant opportunities for higher education institutions to provide faculty members training to improve classroom management skills/techniques while proactively dealing with online student disruption.

This dissertation addresses both the terminological diversity problem raised in the workplace aggression literature and the mechanism by which workplace aggression may impact job performance in a series of studies. In addressing the first question, the factor structure of incivility, interpersonal conflict, bullying, abusive supervision, and social undermining was investigated using a single factor model and a second order model. . Data was collected across two studies consisting of samples of 410 students and 247 working adults, respectively. The results indicated relatively better fit for the second order model, showing all of the workplace aggression constructs items loading on their original construct. The unique variance contributed by workplace aggression constructs was also tested in study two using self-rated performance ratings and the experience of flow-states. The results indicated that there were no tangible differences in the variance explained between the five aggression construct. Together, these findings suggest that there is a terminological diversity problem in the workplace aggression literature as each construct may be tapping into the same latent workplace aggression variable. Further, the indirect effect of workplace aggression through the experience of flow states was supported using multi-wave data. This dissertation highlight the current state of the literature, supporting our understanding that the experience of workplace aggression is both detrimental to work related performance and impacts the mechanisms individuals use in engaging with the world around them.

Studiens syfte är att studera ohövligt beteende som individer i kontorsverksamheten upplever, bevittnar eller själva utövat samt bidra med kunskap om nuvarande typer av ohövligt beteende i samtida arbetsliv samt bidra med kunskap inom området genom att jämföra tidigare forskning som utförts inom ämnet. Studien grundar sig i en kvantitativ metod samt en tematisk analys där en enkätstudie distribuerades via mejl till fyra företag och ett fackförbund placerade runt om i Sverige, samt två sociala medier genom personliga inlägg som var offentliga på hela plattformen. Totalt 51 svar samlades in från enkätstudien. Resultatet visade att ohövlighet är mycket vanligt på kontorsverksamheter i Sverige. Den grupp som har högst risk att utsättas för ohövligt beteende på kontorsverksamheter är kvinnor. Resultatet visade en signifikant skillnad mellan åldersgrupper och grupper med olika yrkeserfarenhet gällande i vilken grad man utsatte andra för ohövligt beteende. Studien visade även ett positivt samband mellan frekvensen av ohövlighet och upplevd trygghet samt upplevd trivsel på arbetsplatsen. Den vanligaste formen av ohövlighet i kontorsverksamheter är olika former av exkludering som undvikande beteende, undanhålla information och att inte ge andra medarbetare respekt. Resultatet visade att den vanligaste formen att diskutera ohövlighet sker i form av officiella schemalagda möten. / The aim of this study was to investigate workplace incivility that individuals may experience, witness or practice in office operations and contribute with knowledge about the current sort of workplace incivility behavior in contemporary working life and compare previous research conducted within the subject. The study is based in a quantitative and a thematic analysis where an online survey was distributed via email to four private companies and one trade union in Sweden and two social media platforms through personal posts that were public across the platform. A total of 51 answers were collected from the online survey. The result from this study showed that workplace incivility is a relative common in office operations in Sweden. The group that has the highest risk of being targeted by workplace incivility in office operations are women. The results showed a significant difference between age groups and groups with different professional experience regarding the degree to expose others to rude behavior. The study also found a positive correlation between the frequency of workplace incivility and experienced safety and also pleasantness at the workplace. The most common behavior of workplace incivility in office operations is different forms of exclusion as avoidance behavior, withholding information and not give another coworkers respect. Results showed that the most common way of communicating working climate are by having official scheduled meetings.

Indiana University-Purdue University Indianapolis (IUPUI) / This study explored the perspectives of six public sector human resource professionals on social media policies and how it maintains the behavior of employees that engage on social media. The expansion of technology in the public sector allows personnel to build relationships with the people they serve and participate in public forums. As more legislators and professionals use social media for work and personal matters, they are more likely to face public humiliation and disciplinary punishment over uncivil behavior. This research shows the public sector institutions in the Indianapolis area have lenient social media policies. In addition, this research argues that work policies, i.e., social media, should be modernized and relevant for all cultures. This dissertation analyzes how social media policies are established and executed within local government organizations using a multi-method approach. The first phase of this study surveyed and interviewed human resources professionals. While social media issues are still relatively new, progressive disciplinary procedures are most likely to be implemented when an employee engages in uncivil behavior on social media. The Logic of Appropriateness as the framework for the content analysis of social media policies from eight local agencies explores how the organizations direct employee behavior. The analysis findings determine certain public sector institutions in the Indianapolis area have social media policies for legal protection but place ethical value on respect as an expectation for employee conduct. This study backs the development of transparent social media policies in public sector agencies, especially since there is a recurring shift in the generational and cultural background of public representatives.

A review of literature documents that higher education faculty are likely to be the target of student harassment. A scenario in which a person of lesser power in an organization harasses a person of greater power is known as contrapower harassment. Students' acts of harassment range from mild incivilities to aggressive and threatening behaviors. The purpose of this quantitative web-based survey study is to document (a) the prevalence of contrapower harassment in a sample of U.S. pharmacy school faculty (n = 110), a previously unstudied population, (b) gender differences in faculty experiences of contrapower harassment, (c) faculty characteristics which may predict harassment, and (d) differences in the level of contrapower harassment associated with accusing a student of academic dishonesty. It was proposed that contrapower harassment is the result of the college environment in which the student is treated as an entitled consumer. Critical systems, emancipatory, and organizational theories were used to help understand the environment that fosters faculty harassment. Analysis of quantitative data employed MANOVA, chi-square, and multiple linear regression. Results confirmed 94% of pharmacy faculty have experienced at least one of the harassing behaviors. Males reported greater levels of incivility and females experienced greater distress from sexual attention. The act of confronting a student for academic dishonesty increased student harassment including incivility, bullying, and sexual attention. Positive social change may result from identifying the prevalence of contrapower harassment in pharmacy schools, leading to changes in the university environment that foster student harassment of faculty.

Workplace bullying has detrimental effects on victims and organizations. Research from the bully's perspective is lacking resulting in unknown causes for the aggressive behavior. Research indicates some child bullies have histories of maltreatment and that bullying may persist throughout adulthood. The purpose of this non-experimental quantitative study was to examine associations between workplace bullying and childhood abuse/neglect, actual or perceived current victimization, attachment style, and the desire to gain social dominance. An examination of the possible influence of social dominance on the relationship between abuse and workplace bullying was also included. Social dominance theory and attachment theory provided the framework for the study. The sample consisted of 126 adult men and women. The survey instrument included the Bullying Behavior Scale, Social Dominance Q-Scale, Social Dominance Orientation Scale, Childhood Trauma Questionnaire, Coercion and Conflict Scale, and Adult Attachment Scale. Data analysis included ANOVA, Pearson correlation, and linear regression. ANOVA results indicated significant associations between low- to mid-range incomes and certain industries and workplace bullying. There was a negative correlation between the relationship workplace bullying and childhood abuse/neglect. Results for domestic violence, social dominance need, and attachment style were not significant. There were no moderating effects of social dominance on the occurrence of workplace bullying and childhood abuse/neglect. Improvements to workplace environments and coping programs for bullies might result from this study's outcome.

Incivility has infiltrated our institutions of higher learning as well as the world of nursing. All too familiar in nursing is the phrase “eating their young,” which aptly describes how nurses treat other nurses, even though they should be nurturing and caring professionals. The investigator explored nursing and health science students’ perceptions of student and faculty uncivil behaviors within the academic environment, seeking the levels and frequency of the problem. Bandura’s social learning theory presents a sound theoretical framework for this dissertation. The research methodology consisted of a quantitative descriptive approach. The Incivility in Higher Education-Revised (IHE-R) Survey was used to compare nursing and health science student perceptions of the level and frequency of student and faculty incivility. Descriptive statistics and independent t tests were used to compare the different student perceptions. The study results indicated that perceptions of student behavioral levels were between somewhat and moderately uncivil. Student perceptions of faculty behavioral levels were found to be more moderate. Review of the frequency levels reflected students’ frequencies to be never as compared with faculty, which indicated a frequency of sometimes. These results indicated that students perceived incivility to not be problematic within their individual programs, although it found faculty behavior levels were more uncivil even when similar behaviors were demonstrated by students. In general, these results were atypical than other results as incivility is found to be a rising problem. Further study is needed to confirm these results.

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