Integrative Literature Review: Workplace Incivility: Impacts on Individual and Organizational Performance

By Brad C. Estes, Jia Wang. 2008

250 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Radiological and Ultrasound Technology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/1062b9dd479e42168d6b12baa76d9584ef55192d

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In Organizational Behavior and Human Resource Management

In Radiological and Ultrasound Technology

In Sociology and Political Science

Citations in the corpus

Self-efficacy to spur job performance (2018, background): “As a complement to research that examines direct negative consequences of workplace incivility, we posit specifically that to the extent that some discourteous behaviors are unavoidable – especially in modern organizations that demand fast decision making, rely on impersonal modes of communication, ”
The Mediating Role of Emotional Exhaustion and Job Satisfaction on the Relationship Between Job Demands and Instigated Workplace Incivility (2018, background): “As stressed by Estes and Wang (2008), incivility should be explored in an organizational context, and according to Meier and Semmer (2013), studying the antecedents of instigated workplace incivility could enlighten us to its solutions.”
Social Exchange Theory: A Critical Review with Theoretical Remedies (2017, background): “In order to “jump start” the beneficial cycle, various scholars have recommended training as a tool for promoting a respectful and supportive workplace (e.g., Benson, Hanley, & Scroogins, 2013; Estes & Wang, 2008).”
The relationship between employee satisfaction and organisational performance : evidence from a South African government department : original research (2013, background): “Moreover, poor working conditions also lead to the deterioration of the relationships between managers and employees (Estes & Wang, 2008).”
Workplace Bullying: An Integrative Literature Review (2011, background): “When researching incivility, a form of counterproductive behavior that is of less intensity than bullying, Estes and Wang (2008) suggested that it is important to create an incivility-free workplace, establish policy, and build leadership that is authentic to reduce incivility.”
Job Stress and Incivility (2011, background): “Although researchers have published many studies citing the prevalence and consequences of incivility (Cortina, Magley, Williams, & Langhout, 2001; Estes & Wang, 2008; V. K. G. Lim & Teo, 2009; Pearson, Andersson, & Porath, 2000), very few have explored the antecedents of this phenomenon, resulting…”