The goal of this study was to extend the concept of safety climate into the aggression research domain. In order to address this goal I developed and validated the perceived workplace civility climate scale (PWCC), which assesses the extent to which employees perceive the importance an organization places upon managing and preventing acts of incivility and verbally aggressive actions in the workplace. The factor analytic results produced three factors: (1) Intolerance, (2) Response, and (3) Policies and Procedures. All dimensions demonstrated adequate reliability and correlated significantly to hypothesized stressors and strains. Lastly, correlation results (i.e., convergence) between self- and peer reports provided support that PWCC is a form of climate within organizations. Regression analyses indicated that the PWCC dimensions of intolerance and response are important predictors of individual and organizational strains.

This dissertation used an experience sampling design to examine effects of experienced workplace incivility from three categories of organizational insiders (coworkers, supervisors, and physicians) and from organizational outsiders (patients and their visitors) on targets' emotions, burnout, physical symptoms, and their own uncivil behaviors toward each of the four groups of people. Data were collected from 75 nurses with each nurse responding to online surveys twice per week for 5 consecutive weeks. Results from hierarchical linear modeling showed that within individuals, negative emotions were positively associated with experienced workplace incivility (overall and source-specific), burnout was positively associated with overall workplace incivility and incivility from coworkers, and that physical symptoms were positively associated with experienced workplace incivility from supervisors. In addition, within individuals overall and source-specific experienced workplace incivility all positively predicted targets' own uncivil behaviors correspondingly. None of the proposed moderating effects of three between-person level personality traits (emotional stability, hostile attribution bias, and emotional competence) were supported, and the only significant moderating effect found was that emotional stability moderated the relationship between experienced workplace incivility from- and targets' own uncivil behaviors toward- supervisors was opposite to the prediction. Further, both violence prevention climate and civility climate showed main effects in negatively predicting participants' own uncivil behaviors, but only violence prevention and two of its dimensions (policies and procedures, and pressure for unsafe practices) buffered some of the negative effects of experienced workplace incivility. In summary, the current study found that within individuals experienced workplace incivility had negative effects on targets' emotions, well-being, and behaviors, and that perceived violence prevention climate buffered some of the negative effects.

In the face of competition and competing demands on organizations, employees are taxed to exert more effort with fewer resources. The type of environment can create the recipe for increased levels of occupational stress and an environment of increased workplace incivility.Therefore, it is not surprising that research has begun to look at the interaction between occupational stress and workplace incivility. The current work environment requires employees to exert more effort or face negative consequences from supervisors and peers. All too often, the salary increases, bonus structure, career progression, job security and mobility that might be reasonably expected from producing such extra effort do not align with organizational reality. The vexing situation creates workplace settings in which employees would be more likely to release their frustrations generated by unmet expectations through engaging in uncivil behaviors. Andersson and Pearson (1999) define workplace incivility as a “low-intensity deviant behavior with ambiguous intent to harm the target, in violation of workplace norms for mutual respect” (p. 457). The purpose of this quantitative study was to explore the relationship between occupational stress and instigator workplace incivility, as moderated by personality, to select organizational outcomes (i.e., perceived physical health and intent to turnover). Data were collected from 206 fulltime working adults in the healthcare industry utilizing Amazon MTurk. Moderated hierarchical regressions were conducted to test the possible moderating role of personality on the stress-incivility relationship; the results demonstrated partial support for H1-H4. Hierarchical regression analyses were conducted also to explore the degree stress and incivility predicted the outcome variables of perceived physical health and intentions to turnover; the data indicated support for the notion that greater stress and incivility positively predicted turnover intent. The findings suggest that personality did play a role in the stress-incivility relationship. Conscientiousness and agreeableness dampened the relationship, while neuroticism and extraversion strengthened the relationship. Further, this study found that intent to turnover increased as workplace incivility also increased, even after controlling for stress. Future research was proposed to test the models examined in this study in different settings, with additional moderators, and longitudinally. The practical findings suggest the possible utility of stress reduction training to reduce the likelihood of uncivil behavior.

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.

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.

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This thesis examines the role of management with regard to reducing and preventing workplace incivility through a care-focused and conflict transformation theory lens. The discussion on workplace incivility is expanded through an exploration of two theories: care-focused theory and conflict transformation theory. These theories are integrated into one theoretical framework, The Care-Centered Moral Imagination Framework (CMIF), which is applied to current literature recommendations on reduction and prevention of workplace incivility. The current literature recommendations were summarized through an ethnographic content analysis on existing academic studies conducted on workplace incivility. The result is a précis of current themes in the literature with regard to managing workplace incivility followed by a discussion of missing elements of management as determined through the application of the CMIF. These elements were rolled into ten valuable actions: care ethic, humility, pragmatism, treasure relations, embracing change and diversity, relationship building, dialogue, engagement, understanding and reflect and critique, that were recommended for managers to adopt and model in the workplace. The actions are suggested strategies for managers to use in the workplace when engaging with workplace incivility. I discuss suggestions and implications of the research in the concluding remarks. / Graduate / 0617 / 0344 / 0534 / lynn_86@msn.com

On an everyday basis, employees may be subjected to low intensity negative behaviours from those they work with. Uncivil behaviours may cumulatively add up over time to have detrimental effects on employees’ wellbeing and commitment to stay with their organisation. Since most of the research has been cross-sectional, capturing a snapshot in time, knowledge regarding the day-to-day effects of experiencing workplace incivility is limited The broad aim of the present research was to develop a new data collection tool in the form of a digital diary Smartphone app, to explore these day-to-day effects, measuring face-to-face and online workplace incivility. Three studies were conducted to develop and test the app. The first pilot study sought to test the proposed measures for use in the app. In particular, the commonly used Workplace Incivility Scale (WIS) was adapted to apply to online as well as face-to-face interactions. Statistical analysis of this pilot confirmed that both the face-to-face and online versions of the WIS were reliable and valid, and determined that experiencing workplace incivility via both modes was significantly associated with emotional exhaustion, and intentions to quit. On the basis of the first pilot, the app was developed and its feasibility tested in a second pilot focusing on the usability of the new app, which resulted in minor design changes being implemented prior to the final launch. The main research study sought to validate the new app and test a series of hypotheses about the day-to-day effects of workplace incivility. Participants completed an initial web-based survey and were then instructed to complete the questions on the app for one month. Multilevel analyses revealed that employees experienced higher levels of emotional exhaustion, and intention to quit on days when they were exposed to face-to-face or online incivility. The amount of incivility that participants experience on a day-to-day basis (Level 1) predicts emotional exhaustion, and intention to quit on a daily basis, and the average amount of incivility (Level 2) that participants experience also predicts their emotional exhaustion, and intention to quit when not considering other factors. Anger and fear were found to mediate the relationship between both forms of incivility and intention to quit. For the rumination-mediated models, the relationship between both forms of workplace incivility and emotional exhaustion is significantly mediated by rumination. Theoretically, this research contributes by providing insight into workplace incivility and its effects on a daily basis. Methodologically, this research advances the field by providing a new reliable and valid repeated measures data collection tool that other researchers may share to overcome and build upon the limitations inherent in cross-sectional studies.

Workplace incivility is increasing in prevalence and is associated with increased job stress, depression, and anxiety; it is also associated with decreased productivity, job satisfaction, and organizational commitment. Despite the monetary and psychosocial cost of incivility to organizations and individuals, little research has focused on mitigation strategies. The purpose of this correlational study was to determine the relationships between emotional intelligence and instigation of workplace incivility. The theoretical framework was emotional intelligence theory. The central research question posited that higher levels of emotional intelligence are inversely related to instigated workplace incivility. Data were collected electronically from 260 full time employed adult men and women in the United States using the Instigated Workplace Incivility Scale and the Trait Emotional Intelligence Questionnaire Short Form. Hypotheses were tested using Pearson's correlation coefficient and stepwise multiple regression analysis. Findings showed that instigation of workplace incivility was significantly inversely correlated with global trait emotional intelligence (r = -.23, p = .001) and with the emotional intelligence subscales of self-control (r = - .25, p = .001) and emotionality (r = -.21, p = .001). Stepwise multiple regression analysis showed that younger age and lower levels of self-control and emotionality predicted higher levels of incivility. Social change implications include the potential for organizational leaders to preempt incivility by developing employees' emotional intelligence through training and education. Future research is needed to investigate the impact of emotional intelligence training on incivility and key outcomes (e.g., job stress, job satisfaction, productivity, etc.).