The Experts below are selected from a list of 7284 Experts worldwide ranked by ideXlab platform
Porismita Borah - One of the best experts on this subject based on the ideXlab platform.
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does it matter where you read the news story interaction of Incivility and news frames in the political blogosphere
Communication Research, 2014Co-Authors: Porismita BorahAbstract:The political blogosphere is replete with uncivil discussions and is apt to examine the influence of Incivility on news frames. The present study brings in literature from Incivility and framing effects and uses two experiments to examine the influence of Incivility on news frames for democratic outcomes such as willingness to participate, online participation, openmindedness, and attitude certainty. Primary findings indicate the detrimental effects of Incivility causing less openmindedness and more attitude certainty. At the same time, Incivility causes more willingness to participate and online participation. More importantly, the findings demonstrate how Incivility interacts with news frames. Implications for news framing effects in the social media landscape are discussed.
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Interactions of News Frames and Incivility in the Political Blogosphere: Examining Perceptual Outcomes
Political Communication, 2013Co-Authors: Porismita BorahAbstract:The anonymity and flexibility of the online world allows the free expression of views. This same anonymity and unconstrained expression can initiate uncivil debate. The political blogosphere is thus replete with uncivil discussions and becomes an apt context to examine the influence of Incivility on news frames. Moreover, although there is an increasingly growing literature on framing, few have examined framing effects in the contemporary media landscape. Thus, the present study brings in literature from Incivility and framing effects to examine the influence of Incivility on news frames for perceptual outcomes. The study uses an experiment embedded in a Web survey. Findings show that Incivility increases the credibility of a news article while decreasing political trust and political efficacy. Further, results demonstrate the interactions of Incivility and news frames. For instance, news credibility is increased only in the value framed condition. And a combination of strategic frames and Incivility resu...
Kristoffer Holm - One of the best experts on this subject based on the ideXlab platform.
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Longitudinal Outcomes of Witnessed Workplace Incivility: a Three-Wave Full Panel Study Exploring Mediators and Moderators
Occupational Health Science, 2021Co-Authors: Kristoffer Holm, Eva Torkelson, Martin BäckströmAbstract:The aims of the present study are formulated to test theoretical assumptions of the Incivility spiral presented by Andersson and Pearson ( 1999 ). The first aim is to investigate possible longitudinal outcomes of witnessed workplace Incivility, in the form of instigated Incivility and well-being. An additional aim is to explore whether witnessed workplace Incivility is indirectly related to instigated Incivility or well-being over time, via lower levels of perceived organizational justice. Lastly, we aim to explore if control, social support (from coworkers and supervisors), and job embeddedness moderate the relationship between witnessed and instigated Incivility over time. An online questionnaire was distributed to a panel of Swedish engineers at three time points over one year with about six months between waves. Longitudinal data were provided by 341 respondents. Results from longitudinal structural equation panel models showed that witnessed workplace Incivility, over time, predicted subsequent higher levels of instigated Incivility but not lower levels of well-being. In addition, witnessed Incivility predicted lower levels of perceived organizational justice over time but perceived organizational justice did not mediate the relationship between witnessed and instigated Incivility or well-being. Finally, the results showed that control, social support from supervisors (but not coworkers), and job embeddedness partly moderated the relationship between witnessed and instigated Incivility over time. The relationship between witnessed and instigated Incivility between time 1 and time 2 was stronger when levels of control, support and job embeddedness were high. However, job embeddedness was the only robust moderator of the relationship.
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Exploring links between witnessed and instigated workplace Incivility
International Journal of Workplace Health Management, 2019Co-Authors: Kristoffer Holm, Eva Torkelson, Martin BäckströmAbstract:The purpose of this paper is to explore how witnessing workplace Incivility from coworkers and supervisors relates to instigating Incivility toward others. A further aim was to investigate if witnessed Incivility is indirectly related to instigated Incivility via perceived stress and low job satisfaction. An additional aim was to study if control, social support and job embeddedness moderate the relationships between witnessed and instigated Incivility.,A total of 978 individuals, sourced from a Swedish trade union, completed an online questionnaire.,The results showed that witnessed Incivility, mainly from coworkers but also from supervisors, was related to instigated Incivility. Although witnessed Incivility was related to both perceived stress and low job satisfaction, witnessed Incivility was not linked to instigated Incivility via perceived stress or low job satisfaction. In addition, the results showed that participants who had witnessed coworker Incivility and at the same time perceived high levels of control, social support (from coworkers) or job embeddedness on average reported higher levels of instigated Incivility. Similarly, participants who had witnessed supervisor Incivility and at the same time perceived high levels of control, social support (from coworkers and supervisors) or job embeddedness on average reported higher levels of instigated Incivility.,The findings expand the literature on bystander workplace Incivility and highlight the importance of including experienced psychosocial work factors in models of Incivility.
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Workplace Incivility in a Swedish Context
Nordic Journal of Working Life Studies, 2016Co-Authors: Eva Torkelson, Kristoffer Holm, Martin BäckströmAbstract:The present study investigated workplace Incivility in a Swedish context. The first aim was to assess how common the phenomenon is and the second was to study which groups (gender, age, ethnicity, and power position) are most targeted by workplace Incivility and are more prone to act in an uncivil way. Additionally, the relationships between experienced and witnessed Incivility and wellbeing as well as instigated Incivility were investigated. An online survey was administered by SIFO (the national public opinion poll agency). The collected data consist of a stratified sample whose composition is identical to the working population in Sweden (N = 3001). The results show that almost three quarters of the respondents had been the target of coworker Incivility and 52% of supervisor Incivility at least one to two times in the past year. Of the respondents, 75% had witnessed coworkers and 58% witnessed a supervisor treating others in an uncivil way. Furthermore, 66% had instigated uncivil acts toward others. The results also show that female and younger employees are slightly more targeted by Incivility from coworkers and younger employees and supervisors are slightly more prone to instigate Incivility. Moreover, it was found that that experienced Incivility was the strongest predictor of low well-being and that witnessed Incivility was the strongest predictor of instigated Incivility.
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Factors contributing to the perpetration of workplace Incivility: the importance of organizational aspects and experiencing Incivility from others
Work and stress, 2016Co-Authors: Eva Torkelson, Kristoffer Holm, Martin Bäckström, Elinor SchadAbstract:In recent years a growing amount of research has been conducted in the area of workplace Incivility. Whereas many studies have focused on the victims and the consequences of Incivility, little attention has been paid to the perpetrators and antecedents of workplace Incivility. This study aims to identify possible antecedents of workplace Incivility, by investigating organizational aspects as well as the possibility that being the target of Incivility from co-workers and supervisors could induce Incivility. A total of 512 employees (378 women and 133 men) in the school sector in a Swedish municipality completed an online questionnaire. Overall, the results of structural equation modelling analyses showed that organizational variables were related to the perpetration of Incivility. A direct relationship was found between being uncivil and organizational change, job insecurity, low social support from co-workers and high job demands. However, the strongest relationship was found between experienced Incivility from co-workers and instigated Incivility. This could be reflecting a climate or culture of Incivility in the organization, and carry implications for future practice in interventions against workplace Incivility. The results indicate the importance of focusing on the perspective of the instigator to gain knowledge about the process of workplace Incivility.
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Models of Workplace Incivility: The Relationships to Instigated Incivility and Negative Outcomes.
BioMed research international, 2015Co-Authors: Kristoffer Holm, Eva Torkelson, Martin BäckströmAbstract:The aim of the study was to investigate workplace Incivility as a social process, examining its components and relationships to both instigated Incivility and negative outcomes in the form of well-being, job satisfaction, turnover intentions, and sleeping problems. The different components of Incivility that were examined were experienced and witnessed Incivility from coworkers as well as supervisors. In addition, the organizational factors, social support, control, and job demands, were included in the models. A total of 2871 (2058 women and 813 men) employees who were connected to the Swedish Hotel and Restaurant Workers Union completed an online questionnaire. Overall, the results from structural equation modelling indicate that whereas instigated Incivility to a large extent was explained by witnessing coworker Incivility, negative outcomes were to a high degree explained by experienced supervisor Incivility via mediation through perceived low social support, low control, and high job demands. Unexpectedly, the relationships between Incivility (experienced coworker and supervisor Incivility, as well as witnessed supervisor Incivility) and instigated Incivility were moderated by perceived high control and high social support. The results highlight the importance of including different components of workplace Incivility and organizational factors in future studies of the area.
Martin Bäckström - One of the best experts on this subject based on the ideXlab platform.
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Longitudinal Outcomes of Witnessed Workplace Incivility: a Three-Wave Full Panel Study Exploring Mediators and Moderators
Occupational Health Science, 2021Co-Authors: Kristoffer Holm, Eva Torkelson, Martin BäckströmAbstract:The aims of the present study are formulated to test theoretical assumptions of the Incivility spiral presented by Andersson and Pearson ( 1999 ). The first aim is to investigate possible longitudinal outcomes of witnessed workplace Incivility, in the form of instigated Incivility and well-being. An additional aim is to explore whether witnessed workplace Incivility is indirectly related to instigated Incivility or well-being over time, via lower levels of perceived organizational justice. Lastly, we aim to explore if control, social support (from coworkers and supervisors), and job embeddedness moderate the relationship between witnessed and instigated Incivility over time. An online questionnaire was distributed to a panel of Swedish engineers at three time points over one year with about six months between waves. Longitudinal data were provided by 341 respondents. Results from longitudinal structural equation panel models showed that witnessed workplace Incivility, over time, predicted subsequent higher levels of instigated Incivility but not lower levels of well-being. In addition, witnessed Incivility predicted lower levels of perceived organizational justice over time but perceived organizational justice did not mediate the relationship between witnessed and instigated Incivility or well-being. Finally, the results showed that control, social support from supervisors (but not coworkers), and job embeddedness partly moderated the relationship between witnessed and instigated Incivility over time. The relationship between witnessed and instigated Incivility between time 1 and time 2 was stronger when levels of control, support and job embeddedness were high. However, job embeddedness was the only robust moderator of the relationship.
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Exploring links between witnessed and instigated workplace Incivility
International Journal of Workplace Health Management, 2019Co-Authors: Kristoffer Holm, Eva Torkelson, Martin BäckströmAbstract:The purpose of this paper is to explore how witnessing workplace Incivility from coworkers and supervisors relates to instigating Incivility toward others. A further aim was to investigate if witnessed Incivility is indirectly related to instigated Incivility via perceived stress and low job satisfaction. An additional aim was to study if control, social support and job embeddedness moderate the relationships between witnessed and instigated Incivility.,A total of 978 individuals, sourced from a Swedish trade union, completed an online questionnaire.,The results showed that witnessed Incivility, mainly from coworkers but also from supervisors, was related to instigated Incivility. Although witnessed Incivility was related to both perceived stress and low job satisfaction, witnessed Incivility was not linked to instigated Incivility via perceived stress or low job satisfaction. In addition, the results showed that participants who had witnessed coworker Incivility and at the same time perceived high levels of control, social support (from coworkers) or job embeddedness on average reported higher levels of instigated Incivility. Similarly, participants who had witnessed supervisor Incivility and at the same time perceived high levels of control, social support (from coworkers and supervisors) or job embeddedness on average reported higher levels of instigated Incivility.,The findings expand the literature on bystander workplace Incivility and highlight the importance of including experienced psychosocial work factors in models of Incivility.
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Workplace Incivility in a Swedish Context
Nordic Journal of Working Life Studies, 2016Co-Authors: Eva Torkelson, Kristoffer Holm, Martin BäckströmAbstract:The present study investigated workplace Incivility in a Swedish context. The first aim was to assess how common the phenomenon is and the second was to study which groups (gender, age, ethnicity, and power position) are most targeted by workplace Incivility and are more prone to act in an uncivil way. Additionally, the relationships between experienced and witnessed Incivility and wellbeing as well as instigated Incivility were investigated. An online survey was administered by SIFO (the national public opinion poll agency). The collected data consist of a stratified sample whose composition is identical to the working population in Sweden (N = 3001). The results show that almost three quarters of the respondents had been the target of coworker Incivility and 52% of supervisor Incivility at least one to two times in the past year. Of the respondents, 75% had witnessed coworkers and 58% witnessed a supervisor treating others in an uncivil way. Furthermore, 66% had instigated uncivil acts toward others. The results also show that female and younger employees are slightly more targeted by Incivility from coworkers and younger employees and supervisors are slightly more prone to instigate Incivility. Moreover, it was found that that experienced Incivility was the strongest predictor of low well-being and that witnessed Incivility was the strongest predictor of instigated Incivility.
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Factors contributing to the perpetration of workplace Incivility: the importance of organizational aspects and experiencing Incivility from others
Work and stress, 2016Co-Authors: Eva Torkelson, Kristoffer Holm, Martin Bäckström, Elinor SchadAbstract:In recent years a growing amount of research has been conducted in the area of workplace Incivility. Whereas many studies have focused on the victims and the consequences of Incivility, little attention has been paid to the perpetrators and antecedents of workplace Incivility. This study aims to identify possible antecedents of workplace Incivility, by investigating organizational aspects as well as the possibility that being the target of Incivility from co-workers and supervisors could induce Incivility. A total of 512 employees (378 women and 133 men) in the school sector in a Swedish municipality completed an online questionnaire. Overall, the results of structural equation modelling analyses showed that organizational variables were related to the perpetration of Incivility. A direct relationship was found between being uncivil and organizational change, job insecurity, low social support from co-workers and high job demands. However, the strongest relationship was found between experienced Incivility from co-workers and instigated Incivility. This could be reflecting a climate or culture of Incivility in the organization, and carry implications for future practice in interventions against workplace Incivility. The results indicate the importance of focusing on the perspective of the instigator to gain knowledge about the process of workplace Incivility.
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Models of Workplace Incivility: The Relationships to Instigated Incivility and Negative Outcomes.
BioMed research international, 2015Co-Authors: Kristoffer Holm, Eva Torkelson, Martin BäckströmAbstract:The aim of the study was to investigate workplace Incivility as a social process, examining its components and relationships to both instigated Incivility and negative outcomes in the form of well-being, job satisfaction, turnover intentions, and sleeping problems. The different components of Incivility that were examined were experienced and witnessed Incivility from coworkers as well as supervisors. In addition, the organizational factors, social support, control, and job demands, were included in the models. A total of 2871 (2058 women and 813 men) employees who were connected to the Swedish Hotel and Restaurant Workers Union completed an online questionnaire. Overall, the results from structural equation modelling indicate that whereas instigated Incivility to a large extent was explained by witnessing coworker Incivility, negative outcomes were to a high degree explained by experienced supervisor Incivility via mediation through perceived low social support, low control, and high job demands. Unexpectedly, the relationships between Incivility (experienced coworker and supervisor Incivility, as well as witnessed supervisor Incivility) and instigated Incivility were moderated by perceived high control and high social support. The results highlight the importance of including different components of workplace Incivility and organizational factors in future studies of the area.
Christine M Pearson - One of the best experts on this subject based on the ideXlab platform.
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tit for tat the spiraling effect of Incivility in the workplace
Academy of Management Review, 1999Co-Authors: Lynne Andersson, Christine M PearsonAbstract:In this article we introduce the concept of workplace Incivility and explain how Incivility can potentially spiral into increasingly intense aggressive behaviors. To gain an understanding of the mechanisms that underlie an “Incivility spiral,” we examine what happens at key points: the starting and tipping points. Furthermore, we describe several factors that can facilitate the occurrence and escalation of an Incivility spiral and the secondary spirals that can result. We offer research propositions and discuss implications of workplace Incivility for researchers and practitioners.
Sandy Lim - One of the best experts on this subject based on the ideXlab platform.
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Incivility hates company: Shared Incivility attenuates rumination, stress, and psychological withdrawal by reducing self-blame
Organizational Behavior and Human Decision Processes, 2016Co-Authors: Pauline Schilpzand, Keith Leavitt, Sandy LimAbstract:Abstract Although episodes of workplace Incivility can lead to deleterious personal and performance outcomes, we suggest that differences in how Incivility is experienced (i.e., as a singled-out target, or in the company of another who is also treated uncivilly) can have significant impact on the cognitions and behaviors that follow uncivil treatment. Drawing from Sociometer Theory, we test the notion that sharing the experience of Incivility with another target can greatly diminish individual-level harm, and demonstrate that causal beliefs related to self-blame mediate consequent downstream effects. Using an experimental design within a team task environment, we found that experiencing Incivility from a team member increased participants’ rumination about mistreatment, task-related stress levels, and psychological withdrawal behavior. Moreover, we found support for conditional indirect effects, such that viewing mistreatment of a fellow team member at the hands of the same uncivil team member (shared Incivility) attenuates the harmful effects of Incivility, by reducing self-blame.
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work and nonwork outcomes of workplace Incivility does family support help
Journal of Occupational Health Psychology, 2011Co-Authors: Sandy Lim, Alexia LeeAbstract:This study extended Incivility research beyond the confines of the workplace by exploring the relationships between Incivility, work-to-family conflict and family support. Data collected from 180 employees from various organizations in Singapore showed that Incivility is not a rare phenomenon in Asian cultures. Employees experienced more Incivility from superiors than coworkers or subordinates, and these experiences were related to different outcomes. Coworkerinitiated Incivility was associated with decreased coworker satisfaction, increased perceptions of unfair treatment, and increased depression. On the other hand, superior-initiated Incivility was associated with decreased supervisor satisfaction and increased work-to-family conflict. Results also revealed that employees with high family support showed stronger relationships between workplace Incivility and negative outcomes, compared with employees with low family support.
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personal and workgroup Incivility impact on work and health outcomes
Academy of Management Annual Meeting, 2008Co-Authors: Sandy Lim, Lilia M Cortina, Vicki J. MagleyAbstract:This article develops a theoretical model of the impact of workplace Incivility on employees' occupational and psychological well-being. In Study 1, the authors tested the model on 1,158 employees, finding that satisfaction with work and supervisors, as well as mental health, partially mediated effects of personal Incivility on turnover intentions and physical health; this process did not vary by gender. Study 2 cross- validated and extended these results on an independent sample of 271 employees, showing negative effects of workgroup Incivility that emerged over and above the impact of personal Incivility. In both studies, all results held while controlling for general job stress. Implications for organizational science and practice are discussed. Over the past decade, workplace aggression has garnered in- creasing interest in the social and organizational sciences. In researching such conduct as bullying (e.g., Rayner, 1997), psycho- logical aggression (e.g., Baron & Neuman, 1996), and interper- sonal aggression (Glomb & Liao, 2003), scholars have focused on behaviors that involve a clear sense of intentional hostility from the aggressor. In contrast, the current study addresses workplace Incivility, a "milder" form of interpersonal mistreatment in which intentionality is less apparent. Unlike other antisocial work behav- iors, such as harassment or sabotage, Incivility typically does not warrant legal attention. Yet because of the lack of sanctions, organizations might often dismiss Incivility as transient and trivial conduct that merits no intervention. We aim in this study to dispel these notions by demonstrating that seemingly minor instances of disrespect can have a measurable adverse impact on the workforce. Specifically, this study extends the nascent literature on workplace Incivility in three primary ways. First, we propose a model of medi- ating processes that link Incivility to key outcomes in occupational health psychology. Although it might seem obvious that experiences of mistreatment should have negative outcomes, it is important to understand why and how such everyday forms of disrespect can have wide-ranging costs. We help advance the Incivility-outcome literature by grounding our model more extensively in theory (e.g., affective events theory; dysempowerment theory) and by identifying both direct and indirect pathways of harm. Second, extant research on workplace Incivility has been restricted to a single level of analysis, focusing primarily on individual instigators and targets. This has likely led to the assumption that Incivility is an individual-level problem that is limited to the parties directly involved. We challenge this assumption by examining Incivility at the group level and inves- tigate whether its negative impact extends beyond targeted individuals to other employees who work alongside them. Finally, theory sug- gests that women demand stronger norms of respect than men do because of enhanced interpersonal sensitivity. Although Incivility represents a violation of interpersonal norms of respect, past research has not examined whether men and women experience the effects of workplace Incivility differentially; we address this question in the current study.
