Selective Incivility as Modern Discrimination in Organizations

By Lilia M. Cortina, Dana Kabat-Farr, Emily A. Leskinen, M. Huerta, V. Magley. 2013

587 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. A. Erez
2. Dana Kabat-Farr
3. Lilia M. Cortina
4. V. Magley
5. Pauline Schilpzand
6. I. D. Pater
7. K. Nelson
8. Kathi N Miner

In Organizational Behavior and Human Resource Management

1. A. Erez
2. Lilia M. Cortina
3. Dana Kabat-Farr
4. Pauline Schilpzand
5. I. D. Pater
6. V. Magley
7. Barbara Griffin
8. Christine L. Porath

In Sociology and Political Science

1. Pauline Schilpzand
2. A. Erez
3. I. D. Pater
4. Dana Kabat-Farr
5. V. Magley
6. Lilia M. Cortina
7. K. Nelson
8. Christine L. Porath

Citations in the corpus

• Double jeopardy in astronomy and planetary science: Women of color face greater risks of gendered and racial harassment (2017, background): “Third, leaders in the discipline and in individual programs need to model appropriate behavior and define an inclusive, equitable culture for their workplaces, disciplines, and professional societies [Clancy et al., 2014; Cortina et al., 2013 Settles et al., 2006].”
• Researching Rudeness: The Past, Present, and Future of the Science of Incivility (2017, background): “As noted earlier, the WIS asks respondents to provide retrospective accounts of the frequency of their experiences, looking back over the past 5 years (original 7-item WIS; Cortina et al., 2001) or one year (newer 12-item version; Cortina et al., 2013).”
• Workplace incivility: A review of the literature and agenda for future research (2016, background): “This theoretical notion remains to be tested empirically, although as we noted when discussing findings on experienced incivility, research suggests that race and gender minority status did predict the experience of incivility (Cortina et al., 2013).”
• Epistemic Exclusion of Women Faculty and Faculty of Color: Understanding Scholar(ly) Devaluation as a Predictor of Turnover Intentions (2021, unknown): “…that due to their low social status and negative stereotypes about their racial and gender groups, women of color will experience more frequent mistreatment (e.g., Berdahl & Moore, 2006; Cortina et al., 2013), which has been supported in studies of faculty of color (e.g., Griffin et al., 2011).”