Track topics on Twitter Track topics that are important to you
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.
This article was published in the following journal.
Name: The Journal of psychology
Faculty frequently express anecdotal concerns that poorly behaving nursing students will go on to behave poorly as licensed nurses. Unfortunately, no empirical evidence exists to support or refute the...
Although several systematic reviews have addressed the antecedents and consequences of adolescent motherhood, none have examined adolescent fatherhood.
This study explored subgroups of performance profiles measured by organizations' Well Workplace Checklist (WWC) benchmark scores and examine company characteristics associated with performance subgrou...
This study examined the effects of workplace bullying on facades of conformity in the work domain and on work-family conflict in the family domain. In this research, workplace bullying is seen as a re...
Depression in the workplace is a very common problem that exacerbates employees' functioning and consequently influences the productivity of organizations. Despite the commonness of the problem and th...
Research indicates that sedentary behaviours, such as prolonged sitting, have negative health consequences and increases risk for disease. Unfortunately, many office-workers spend a high p...
This pilot study will compare workplace health intervention delivered by advisors based in GP practices with normal GP care to assess the usefulness of the concept and its potential for wi...
The study evaluates the effect of workplace interventions on work ability promotion among workers with back problems. The half of participant will receive Information, advice and guidance ...
To identify the early emergence and stability of children's hostile behaviors and their associated psychophysiological responses to behavioral challenges, which are possible risk factors...
This study aim to evaluate the effectiveness of exercise at workplace for manual material handling workers. This is a randomized control trial study by cluster with three parallel groups (...
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.
The consequences of exposing the FETUS in utero to certain factors, such as NUTRITION PHYSIOLOGICAL PHENOMENA; PHYSIOLOGICAL STRESS; DRUGS; RADIATION; and other physical or chemical factors. These consequences are observed later in the offspring after BIRTH.
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.