Download or read book IS IT THEM OR IS IT YOU EXAMINING PERCEPTIONS OF WORKPLACE INCIVILITY BASED ON PERSONALITY CHARACTERISTICS written by Alison M. Rada-Bayne and published by . This book was released on 2018 with total page 66 pages. Available in PDF, EPUB and Kindle. Book excerpt: Despite a wealth of research on the antecedents and outcomes of workplace incivility, little is known about the effect of individual differences on perceptions of incivility. The current study sought to examine whether personality and additional individual difference characteristics were predictive of perceptions of incivility. A sample of 295 working adults were exposed to vignettes depicting workplace interactions that could be interpreted as uncivil, and were asked to rate the degree to which each of these were perceived as rude, as well as to describe how they would hypothetically respond to a subset of these items. Results indicated that conscientiousness, narcissism, and hostile attribution bias were positively related to perceptions of incivility. Qualitative analysis demonstrated that the majority of participants would not escalate the described situations. Analyses additionally demonstrated that customer- and coworker-perpetrated incivility were perceived as more uncivil than supervisor incivility. Theoretical and practical implications of these findings for future incivility research are discussed.
Download or read book Perceptions of Workplace Incivility Based on Personality Characteristics written by Sergey Mazuritsky and published by . This book was released on 2018 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: The purpose of the current study is to replicate a previous study by Sliter, Withrow, and Jex (2015) that sought to determine whether personality characteristics influence how individuals perceive uncivil behaviors in the workplace. The original study is the only one that has attempted to isolate incivility perceptions from the reported experience of incivility. The original study determined that positive affect and trait anger were the strongest predictors of perceived incivility. Results from the current study show the same pattern. Theoretical and practical implications are discussed.
Download or read book Research Handbook on Destructive Leadership written by Birgit Schyns and published by Edward Elgar Publishing. This book was released on 2024-09-06 with total page 367 pages. Available in PDF, EPUB and Kindle. Book excerpt: In this Research Handbook, Birgit Schyns, Pedro Neves, and Kimberley Breevaart bring together expert contributing authors to lay out a state-of-the-art overview of destructive leadership and explore how this can cause harm to individuals, teams, organizations, and even societies. Outlining a breadth of methodologies, the book provides new avenues for the investigation of destructive leadership to stimulate more systematic, high-quality research on the topic.
Download or read book The Effects of Personality and Spirituality on Perceptions of Workplace Incivility written by Erik Naimon and published by . This book was released on 2009 with total page 200 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Analyzing and Theorizing the Dynamics of the Workplace Incivility Crisis written by Michael Leiter and published by Springer Science & Business Media. This book was released on 2012-10-24 with total page 93 pages. Available in PDF, EPUB and Kindle. Book excerpt: Contemporary worklife builds upon a foundation for teamwork among skilled and dedicated people. Despite the utility of supportive working relationships and despite extensive consulting activity on leadership and team building, employees complain extensively about mistreatment by their bosses and colleagues. Analyzing and Theorizing the Dynamics of the Workplace Incivility Crisis presents a theoretic framework for considering the fundamental issues of group dynamics and individual psychology that lie behind this ongoing workplace incivility crisis. It contextualizes the need for belonging as a motivation that shapes expressed social behaviour and intensifies received social behaviour. Looking at cognitive elements as well as rudeness rationales that pertain to workplace incivility and its justification, this work maps social constructs, including the role of team leadership, that lead to setting implicit social norms. In addition to formulating a theoretical framework, Analyzing and Theorizing the Dynamics of the Workplace Incivility Crisis considers methods to address the dynamics that perpetuate incivility at work and actively points at setting an action agenda to evaluate their impact.
Download or read book Mastering Civility written by Christine Porath and published by Hachette UK. This book was released on 2016-12-27 with total page 176 pages. Available in PDF, EPUB and Kindle. Book excerpt: "The most useful, well-written, and emotionally compelling business book I have read in years. I couldn't put it down." -- Robert I. Sutton, Stanford Professor and author of The No Asshole Rule "A must-read for every leader in their field." -- Daniel H. Pink, bestselling author of To Sell is Human Incivility is silently chipping away at people, organizations, and our economy. Slights, insensitivities, and rude behaviors can cut deeply. Moreover, incivility hijacks focus. Even if people want to perform well, they can't. Customers too are less likely to buy from a company with an employee who is perceived as rude. Ultimately, incivility cuts the bottom line. In Mastering Civility, Christine Porath shows how people can enhance their influence and effectiveness with civility. Combining scientific research with fascinating evidence from popular culture and fields such as neuroscience, medicine, and psychology, this book provides managers and employers with a much-needed wake-up call, while also reminding them of what they can do right now to improve the quality of their workplaces.
Download or read book Workplace Abuse Incivility and Bullying written by Maryam Omari and published by Routledge. This book was released on 2015-10-05 with total page 232 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book bridges an existing gap in the literature relating to the study of workplace abuse, incivility and bullying. It provides broad perspectives to capture some of the diversity associated with the study of (negative) human behaviours using different methodological approaches, and in different cultural contexts. Studies in the area have grown in leaps and bounds over the last few decades. As we come to know more about the nature of these adverse behaviours, the reasons they happen, and the impact they have on individuals and beyond, new gaps in knowledge emerge. On one hand the paucity of research is assisting in better understanding and management of these negative behaviours, on another, generalised information without an appreciation of the context in which the behaviours unfold may be detrimental to the cause, especially given a globalised and multicultural world. Workplace Abuse, Incivility and Bullying presents findings from under-researched methodological, and unique cultural perspectives. Such an approach will allow us to gain deep insights into the diversity and complexities associated with perceiving, being subjected to, and experiencing negative behaviours at work. The book has applicability across a broad range of audience from academics through to practitioners, and even victims and suspected perpetrators.
Download or read book Predicting Workplace Incivility written by Sarah Margaret Heidel and published by . This book was released on 2017 with total page 102 pages. Available in PDF, EPUB and Kindle. Book excerpt: Research indicates that women are more likely than men to be the targets of repeated uncivil behaviors in the workplace. Members of ethnic and racial minority groups are also at increased risk of experiencing incivility. Repeated experiences of this low-grade aversive treatment can lead to negative physical and psychological outcomes, affecting both the personal and professional lives of the target as well as bystanders and the organization itself. Notably, these outcomes have been linked to job withdrawal, leading researchers to investigate selective incivility as a potential contributing effect of the glass ceiling for women and minorities in the United States. While much research has focused on the perspective and outcomes of the targets of incivility, few investigations have focused on the perspective of the instigators of these uncivil behaviors, nor the interactional relationships that can occur between these two groups. The current study investigated the relationships between specific personality characteristics and perpetration of incivility against women and minorities. Personality characteristics including narcissism, aggression, and sexism were recorded for both males and females. Findings in the current study mirrored existing literature in that employees who have been treated unfairly are more likely to reciprocate unfair treatment. Rates of incivility did not differ based on race, ethnicity, or gender. Finally, those who have only instigated uncivil behavior and do not report experiences as a target were more likely to report aggressive beliefs and attitudes. Implications and suggestions for future research are discussed.
Download or read book Examining Perceived Organizational Injustice as a Moderator in the Relationship of Dark Tetrad Personality Traits to Counterproductive Work Behavior written by Sean Geraghty and published by . This book was released on 2019 with total page 222 pages. Available in PDF, EPUB and Kindle. Book excerpt: A recent meta-analysis by Berry, Ones, and Sackett (2007) revealed that perceptions of organizational justice and employee personality were two significant predictors of counterproductive work behaviors. The facets that make up the organizational justice construct are: procedural justice, distributive justice, interpersonal justice, and informational justice (Berry et al., 2007). Employees perceive justice when organizational justice rules are adhered to. However, when these rules are violated, employees may perceive injustice. The effect of perceived injustice on CWB might depend on individual characteristics, such as personality, particularly Dark Tetrad traits. The Dark Tetrad includes narcissism, Machiavellianism, psychopathy, and sadism (Buckels, Jones, & Paulhus, 2013). The intent of this study was to investigate the relationship between the Dark Tetrad traits and counterproductive work behaviors, as well as examine the moderating influence of perceived organizational injustice (distributive, procedural, interpersonal, informational, and overall injustice) on the relationship between the Dark Tetrad personality traits and four types of CWB; CWB directed towards supervisors, coworkers, the organization itself, and total CWB. Participants completed a two-part online study through Amazon Mechanical Turk, the first of which assessed perceptions of organizational (in)justice (Full-range justice scale; Colquitt, Long, Rodell, & Halvorsen-Ganepola, 2015) as well as levels of Dark Tetrad personality traits (Short Dark Triad Scale SD-3; Jones and Paulhus, 2014, and the Short Sadistic Impulse Scale SSIS; O'Meara, Davies, & Hammond, 2011). The first part of the survey also assessed participants’ negative affectivity (Negative Affectivity subscale of the Positive and Negative Affect Schedule; Watson, Clark, & Tellegen, 1988), and justice sensitivity (Victim Perspective subscale of the Justice Sensitivity Scale; Schmitt, Gollwitzer, & Arbach, 2005). The second survey was distributed 5 days after the first survey and assessed participants’ frequency of engagement in each type of CWB (Workplace Deviance Scale (WDS); Bennett & Robinson, 2000; modified using items from the Supervisor-Directed Deviance Scale; Mitchell & Ambrose, 2007). It was hypothesized that each DT trait would have a significant positive relationship with each type of CWB. This hypothesis was shown to be supported. It was also hypothesized that low levels of perceived organizational justice would moderate the relationships between the DT traits and CWB. This hypothesis was partially supported. Linear regression analyses were conducted, and the results showed that none of the justice facets significantly moderated the relationship of Machiavellianism with any of type of CWB. However, several justice facets showed significant moderating effects between the other three DT traits (narcissism, psychopathy, and sadism) and types of CWB. These results suggest that when individuals perceive a higher level of perceived organizational justice, those with dark tetrad personality traits are more likely to report engaging in fewer counterproductive work behaviors, relative to those who perceive lower levels of perceived organizational justice. The implications are that by improving perceptions of organizational justice, organizations could potentially reduce counterproductive work behavior in employees with strong dark tetrad personality traits.
Download or read book Examining the Role of Cognitive Appraisal and Personality in the Relationship Between Incivility and Well being written by Liezel B. Abinuman and published by . This book was released on 2012 with total page 126 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Theoretical Research Programs written by Joseph Berger and published by Stanford University Press. This book was released on 1993 with total page 540 pages. Available in PDF, EPUB and Kindle. Book excerpt: Analyzing the structure and growth of major theoretical research programs in the sociological study of group processes, this book considers such topics as exchange processes and network structures, bargaining and conflict, status characteristics and status organizing processes, social interaction, and legitimation processes.
Download or read book The Cost of Bad Behavior written by Christine Pearson and published by Penguin. This book was released on 2009-07-09 with total page 240 pages. Available in PDF, EPUB and Kindle. Book excerpt: Why incivility at work is a bigger problem than you suspect In an accessible and informative style, Pearson and Porath examine the toll that bad behavior can have on otherwise well-functioning companies. And they reveal strategies that successful organizations are using to stop incivility before it takes hold. Whether it's a standoffish coworker or an arrogant boss, incivility at the office doesn't just affect the moods of a few employees; it hurts an entire company. Consider these statistics: 12 percent of all employees say they've left jobs because they were treated badly. Fortune 1000 executives spend roughly seven weeks per year resolving employee conflicts. And an astonishing 95 percent of Americans say they've experienced rudeness at work. Christine Pearson and Christine Porath examine the devastating toll that bad behavior can have on otherwise well-functioning companies. Combining their own scientific research with stories from fields as diverse as criminology, education, and psychology, they show how to spot the roots of incivility, rip them out, and create a culture of respect. They urge managers to stop making excuses, set a zero-tolerance policy, and lead by example. Bestsellers like The No Asshole Rule and The Power of Nice have shown the hunger for more civility at work; now The Cost of Bad Behavior shows exactly what to do about it.
Download or read book Contrasting Workplace Ostracism and Workplace Incivility Via Observer Reactions written by Meng Chen and published by . This book was released on 2018 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: Workplace ostracism and workplace incivility are similar constructs in that both are low-intensity negative behaviors at work yet with ambiguous intent to harm (Andersson & Pearson, 1999). Thus, it is not clear whether the two constructs should be considered the same or not. I argue that workplace ostracism can be differentiated from workplace incivility by examining observer reactions to workplace ostracism and workplace incivility. To contrast workplace ostracism with workplace incivility, I examine how observers of workplace ostracism and workplace incivility react to those who are directly involved in workplace ostracism and workplace incivility: the targets toward whom workplace ostracism and workplace incivility are directed, and the perpetrators who are the source of workplace ostracism and workplace incivility. I also examine observer reactions to those who are completely uninvolved in workplace ostracism and workplace incivility: unrelated others, or nonspecific others in the workplace with whom observers of workplace ostracism and workplace incivility may interact subsequently. In particular, first, drawing on an evolutionary and stigmatization framework, I argue that observers will react more negatively to the targets of workplace ostracism compared to the targets of workplace incivility. Second, as observers of workplace ostracism are less likely to perceive workplace ostracism as unjust, immoral and harmful, I argue that observers will react more positively to the perpetrators of workplace ostracism compared to the perpetrators of workplace incivility. Third, as workplace ostracism primes the need to belong in observers of workplace ostracism, I argue that observers of workplace ostracism will be motivated to conform toward the opinions of unrelated others and behave prosocially towards unrelated others at work. On the other hand, social learning theory, social information processing theory, and priming frameworks together suggest that observers of workplace incivility can learn from or be primed with uncivil thoughts after observing incivility, and thus are less likely to conform toward the opinions of unrelated others and behave prosocially towards unrelated others. Results from three studies generally supported these predictions. That is, observers of workplace ostracism and workplace incivility reacted differently to the target, perpetrators, and unrelated others: compared to observers of workplace incivility, observers of workplace ostracism were more likely to react negatively to the target and positively to the perpetrators (Study 1), and to conform (but not behave prosocially) to unrelated others (Study 3). However, findings of explanations for these effects were mixed: compared to workplace incivility, more stigmatization of the target did not explain observers more negative reactions to the target of workplace ostracism; and a greater need to belong did not mediate workplace ostracism observers conformity and prosocial behaviors toward unrelated others (Study 3). However, justice perceptions did explain observers more positive reactions to the perpetrators of workplace ostracism (Study 1), and supplemental analyses suggest less empathic concern toward the target may play a role in explaining observers more negative reactions to the target of workplace ostracism. Finally, findings regarding moderators of observer reactions were mixed: perceiving the target as an in-group or out-group member largely did not change observer reactions (Study 1), and target resistance did not change observer reactions (Study 2). In summary, by showing that observers of workplace ostracism and workplace incivility reacted differently to the target, perpetrators, and unrelated others, this study established that the two constructs have fundamental differences despite of their similarities and that workplace ostracism should be treated as a unique construct. As findings regarding mediating and moderating variables were mixed, this study also calls more future research to examine the underlying mechanisms and potential moderators of these observer reactions. Practical implications of the study were also discussed.
Download or read book How Groups Encourage Misbehavior written by Kevin R Murphy and published by Routledge. This book was released on 2021-05-26 with total page 361 pages. Available in PDF, EPUB and Kindle. Book excerpt: How Groups Encourage Misbehavior explores the psychological and social processes by which groups develop a tolerance for and even encourage misbehavior. Drawing from decades of research on social, cognitive and organizational psychology, as well as a deep well of historical research, this book shows how commitment to groups, organizations and movements can turn moral individuals into amoral agents. Pulling together what have been traditionally distinct areas of study, How Groups Encourage Misbehavior provides a detailed and unified account of how good organizations go bad and how groups of all types can push otherwise honest and upright individuals to behave in ways that violate laws and social norms. This text describes how social norms, rationalization, the characteristics of formal and informal groups, attachment to groups and organizations, and the structure of organizational life can all contribute to misbehavior. Each chapter includes one or more sidebar discussions of relevant and interesting examples to illustrate the ways groups and organizations encourage and support misbehavior. The final two chapters discuss how many of these same attributes and processes can be used to encourage positive behaviors and foster recovery from dysfunctional and corrupt cultures and modes of behavior. A valuable text for a broad range of psychology courses, How Groups Encourage Misbehavior will especially appeal to practitioners, scholars, and students interested in ethics in organizations and the intersection between social psychology and organizational behavior.
Download or read book Self Esteem written by Roy F. Baumeister and published by Springer Science & Business Media. This book was released on 2013-11-11 with total page 278 pages. Available in PDF, EPUB and Kindle. Book excerpt: Summarizing and integrating the major empirical research of the past twenty years, this volume presents a thorough review of the subject, with a special focus on what sets people with low self-esteem apart from others. As the subject is central to the understanding of personality, mental health, and social adjustment, this work will be appreciated by professionals and advanced students in the fields of personality, social, clinical, and organizational psychology.
Download or read book Workplace Ostracism written by Cong Liu and published by Springer Nature. This book was released on 2021-01-04 with total page 310 pages. Available in PDF, EPUB and Kindle. Book excerpt: Workplace mistreatment is a burgeoning topic of interest, with the majority of workers having experienced it in some form. This book explores workplace ostracism and its negative effects on employee and organizational outcomes, such as employee attitudes, behaviors, and well-being. This edited volume defines workplace ostracism and examines how to differentiate ostracism from other type of workplace mistreatment, such as workplace incivility and interpersonal conflict. Among the questions it seeks to answer are: 1) what are the individual, relational, and contextual factors that influence employees’ workplace ostracism experiences; and 2) what constitutes ostracism in stigmatized populations, such as international students, immigrant workers, and older workers. Researchers in organizational behavior, I/O psychology, and the sociology of work will find this book to be a valuable resource.
Download or read book Counterproductive Work Behavior written by Suzy Fox and published by Amer Psychological Assn. This book was released on 2005-01-01 with total page 329 pages. Available in PDF, EPUB and Kindle. Book excerpt: Counterproductive work behavior (CWB) encompasses a spectrum of actions that harm employees or organizations. These behaviors include bullying, emotional abuse, revenge, retaliation, mobbing, and aggression. This volume examines the conditions and events that contribute to CWB, as well as the steps organizations might take to combat it.
