Conventional research on workplace incivility has shown how damaging the perceptions of workplace racism can be on employee well-being, especially minorities at an individual level within organizations. Consequentially, the prolonged exposure to racial discrimination through experience and observation has resulted in racial trauma, which increases an individual’s sensitivity to racial discrimination. One result of this is the hostile attribution of racial discrimination in the workplace. Research on the impact of racial discrimination in the workplace has shown that there are severe negative implications for employees who perceive it, especially when an individual misattributes an interaction as racial discrimination. This study examined the reactions of individuals who observed a workplace interaction between a leader and their subordinates while manipulating the factors leadership style and the presence workplace incivility. It was theorized that interactions using specific leadership styles to facilitate discussion in different ways would moderate an individual’s perception of interactional justice and their race would influence their perception of justice during the interaction which would influence their perception of discrimination overall. Though no significance was found to support the suggest theoretical relationships, secondary analyses revealed interactions with race leadership style, employment status and correlations between perceived interactional justice, racial discrimination and dispositional measures that warrant further investigation. These relationships, their implications and the limitations of the study are all discussed as well.

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Theories of intersectionality and selective incivility framed this study of interactions between sex, ethnicity, and sexual orientation, and their relationship with incivility and psychological and occupational outcomes. Women, sexual minorities, and people of color were expected to report both the greatest levels of incivility as well as the worst outcomes as a result of receiving incivility. Specifically, sexual minority women of color were predicted to be the most vulnerable to experiencing the highest levels of incivility and to experience the worst outcomes as a result of incivility. Survey data was first collected from a southern United States student sample. Results revealed that sexual minorities reported the most frequent experiences of workplace incivility. In terms of outcomes, sex and sexual orientation interacted with incivility to predict psychological stress and organizational commitment, with sexual minority men evidencing the worst outcomes. To determine the generalizability of the results of Study 1, a second survey was conducted utilizing a United States law school faculty sample. Results from Study 2 revealed that sexual minority women reported significantly higher levels of incivility than members of other groups. Additionally, sexual orientation and ethnicity interacted with incivility to predict job satisfaction and commitment, with sexual minority people of color reporting the worst outcomes. Finally, sex and ethnicity interacted with incivility to predict psychological distress, burnout, job satisfaction, and turnover intentions, with men of color indicating the worst outcomes as a result of incivility.

With the continuing influx of teams in the workplace it is important to understand how incivility affects team success. The purpose of this study was to address this topic by investigating the effects of leader incivility towards team members on team outcomes. The team emergent states of team satisfaction, team cohesion, and team commitment were tested as mediators between team leader incivility and team performance. Additionally, leader sex was examined as a moderator to the incivility emergent states relationship. The current study used a sample of female college basketball teams to test the proposed model. Results revealed that leader incivility had a detrimental effect on team emergent states and subsequently team performance. These findings further the understanding of incivility in a team setting and its effect on team performance.

abstract: This cross-sectional descriptive study was designed to examine critical care registered nurses’ perceptions of nurse-to-nurse incivility and professional comportment, and the extent to which education, nurses’ age, nursing degree, and years of nursing experience is related to their perceptions on these topics. Professional comportment is comprised of nurses’ mutual respect, harmony in beliefs and actions, commitment, and collaboration. Yet, it was unknown whether a relationship existed between a civil or uncivil environment in the nursing profession and nurses’ professional comportment. Correlational analyses were conducted to explore the relationship between perceptions of nurse-nurse incivility and professional comportment, and the relationships between incivility and professional comportment education and perceptions of nurse-nurse incivility and professional comportment. Multiple linear regression analyses were conducted to identify predictors of perceptions of nurse-nurse incivility and professional comportment. Results indicated statistically significant relationships between perceptions of nurse-nurse incivility and professional comportment, and between professional comportment education and perceptions of professional comportment. Professional comportment education was identified as a statistically significant predictor of increased perceptions of professional comportment. Findings of the current study may assist in establishing more targeted and innovative educational interventions to prevent, or better address, nurse-nurse incivility. Future research should more clearly define professional comportment education, test educational interventions that promote professional comportment in nurses, and further validate the Nurse-Nurse Collaboration Scale as a measure of nurses' professional comportment. / Dissertation/Thesis / Doctoral Dissertation Nursing and Healthcare Innovation 2015

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The present study examines differences in political perspectives and moral identity as facilitators of retaliation of workplace incivility. It is proposed that following uncivil treatment, emotional appraisals of uncivil treatment will influence targets' retaliatory behavior; individuals who feel angry or demoralized after being treated uncivilly will be more likely to retaliate than individuals who do not negatively appraise incivility. In addition, political affiliation and moral identity are posited as moderators of the relationship between experiencing incivility and emotionally appraising the experience, as well as the relationship between emotional appraisal and retaliation. This study utilized a sample of 355 participants who completed an online survey regarding their experiences with incivility three weeks before and one week after the 2008 U.S. presidential election. Results indicate that Democrats most frequently retaliated against Republicans at high levels of received incivility from Republicans, yet Republicans engaged in the most retaliatory incivility against Democrats at low levels of incivility from Democrats. Furthermore, internalization buffered the likelihood of retaliation, while symbolization enhanced it. In three-way interactions predicting retaliatory incivility, low internalization and high symbolization Democrats most frequently retaliated against Republicans; unexpectedly, high symbolization Democrats also most frequently retaliated against Democrats. Predicting emotional appraisals from received incivility, symbolization enhanced relationships between incivility and appraisals. High internalization Republicans reported the greatest increase in anger when treated uncivilly by Democrats. Predicting retaliation from appraisals, Republicans retaliated against Democrats most frequently when angered or demoralized, but Democrats did not report retaliating against Republicans. Additionally, high symbolization Republicans reported retaliating against other Republicans when angered or demoralized. Results were not completely aligned with past theory and research, but they generally indicate that morality plays a large role in the prediction of emotional appraisals and retaliation in response to uncivil treatment. Furthermore, morality seems to be a more important predictor of retaliation than social identity processes. Finally, it is clear that emotions relate to the receipt and retaliation of incivility, and future research should clarify these relationships. This study contributes to the literature by examining how social issues that are seemingly unrelated to the workplace can negatively affect interpersonal interactions at work.

Workplace incivility is increasing in prevalence in healthcare organizations. Despite the adverse effects of workplace incivility on employee engagement and voluntary employee turnover, some organizations do not have policies to address workplace incivility among employees. The purpose of this descriptive, single case study was to explore successful strategies leaders at healthcare organizations with 50 or more employees used to reduce workplace incivility and improve employee retention. The spiral theory provided the conceptual framework for the study. Semistructured interviews were held with 2 human resources (HR) professionals and 1 department manager with experience dealing with employee relations and success in retaining healthcare employees within Greenville, South Carolina. Interviews and policies were reviewed, analyzed, and coded for themes and subthemes. To assure the credibility and trustworthiness of the findings, member checking and methodological triangulation were used to verify and compare the interpretations from the interviews and the organization's policies and processes. Among the key themes that emerged were the uniform use of strategies and processes for addressing workplace incivility including consistently communicating and enforcing policies for addressing workplace incivility, using one-on-one communication techniques between managers and employees, and addressing key implementation barriers such as resistance to change. To effect positive social change, HR professionals and department managers in similar organizations can assess the findings' relevance for reducing workplace incivility, reducing employee turnover, and increasing retention for improving the quality of patient care to benefit patients, families, and communities.

Workplace ostracism is a ubiquitous phenomenon that can have negative implications for both individuals and organizations. Despite evidence indicating that ostracism is a painful experience associated with detrimental health and work-related outcomes, very little research has investigated the potential role of personal resources and workplace interventions in mitigating the prevalence and harmful impact of ostracism on employees. Mindfulness--due to its implications for enhanced attention in personal interactions, heightened awareness of others' needs, and acceptance of stressful situations--is one such resource that could prove beneficial in this regard. The current research examined the role of both trait and state mindfulness in reducing the propensity to commit ostracizing behaviors and attenuating perceptions of being "out of the loop" due to one's own lack of attention. Additionally, mindfulness was expected to buffer the harmful impact of workplace ostracism on need satisfaction, and thus have relevance for more distal health-related (i.e., psychological well-being) and work-related (i.e., job satisfaction and organizational citizenship behaviors) outcomes. Three studies investigated these relationships through cross-sectional (Study 1), experimental laboratory-based (Study 2), and quasi-experimental intervention-based (Study 3) designs. Evidence of the benefits of mindfulness in decreasing exclusionary behaviors and protecting targets of ostracism was apparent in each study. The current studies yield support for the relevance of mindfulness in addressing the substantial problem of ostracism within workplaces and other organizations.

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