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Organizations Behaving Badly: Antecedents and Consequences of Uncivil Workplace Environments.

08:00 EDT 29th March 2019 | BioPortfolio

Summary of "Organizations Behaving Badly: Antecedents and Consequences of Uncivil Workplace Environments."

The present study investigated the relationship between employees' perceptions of five characteristics emphasized in their work organization (i.e., individualism, hostile interaction styles, competition, hierarchical governance, and email reliance) and the occurrence of incivility in that context. We also examined how perceptions of uncivil environments, in turn, related to personal experiences of workplace incivility and negative outcomes for targets. The proposed model was examined in two samples of university faculty. Study 1 tested the model with three organizational characteristics (individualism, hostile interaction styles, and competition) and three outcomes (job satisfaction, turnover intentions, and physical health) in a sample of faculty from a wide range of departments at a large Southern university. The second study investigated two additional organizational characteristics (hierarchical governance and email reliance) and an additional outcome (psychological distress) in a nationwide sample of law faculty. Results demonstrated that all but one of the characteristics (email reliance) related to perceptions of an uncivil workplace environment; uncivil environment perceptions, in turn, predicted personal experiences of incivility and negative occupational and health outcomes.

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This article was published in the following journal.

Name: The Journal of psychology
ISSN: 1940-1019
Pages: 1-27

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Medical and Biotech [MESH] Definitions

Adverse psychological and behavioral reactions caused by the pressures and demands of employers or clients or other factors, such as the physical environment of the workplace, WORKPLACE VIOLENCE; or WORKPLACE BULLYING.

Organizations which are not operated for a profit and may be supported by endowments or private contributions.

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A form of discrimination in the workplace which violates the Civil Rights Act of 1964. Sexual harassment takes two forms: quid pro quo, where the employee must submit to sexual advances in exchange for job benefits or be penalized for refusing; or a hostile environment, where the atmosphere of the workplace is offensive and affects the employee's well-being. Offensive sexual conduct may include unwelcome advances, comments, touching, questions about marital status and sex practices, etc. Both men and women may be aggressors or victims. (Slee and Slee, Health Care Terms, 2d ed, p.404). While civil rights legislation deals with sexual harassment in the workplace, the behavior is not restricted to this; it may take place outside the work environment: in schools and colleges, athletics, and other social milieus and activities.

Organizations representing designated geographic areas which have contracts under the PRO program to review the medical necessity, appropriateness, quality, and cost-effectiveness of care received by Medicare beneficiaries. Peer Review Improvement Act, PL 97-248, 1982.

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