Overlooked but not untouched: How rudeness reduces onlookers’ performance on routine and creative tasks

By Christine L. Porath, A. Erez. 2009

303 citations recorded by the source corpus.

Subfields: Clinical Psychology, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/2ca9f77f539d9720bf2f6299da4066f7138eae59

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In Clinical Psychology

In Social Psychology

In Sociology and Political Science

Citations in the corpus

You cannot leave it at the office: Spillover and crossover of coworker incivility (2012, background): “(2011) DOI: 10.1002/job witness the behavior in that it diminishes observer performance on both routine and creative tasks and leads to negative affect (Porath & Erez, 2009).”
Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test. (2010, background): “Indeed, research has shown that resources consumed dealing with negative emotions and the psychological threat associated with hindering situations are associated with decreased levels of motivation and engagement (May et al., 2004; Porath & Erez, 2009).”
To act out, to withdraw, or to constructively resist? Employee reactions to supervisor abuse of customers and the moderating role of employee moral identity (2013, background): “Given that deontic emotions and dissonance arousal are construed as automatic and instinctive (Cropanzano et al., 2003), laboratory experiments may be particularly useful for investigating these effects (e.g. O’Reilly et al., 2012; Porath and Erez, 2009).”
Emotional and Behavioral Responses to Workplace Incivility and the Impact of Hierarchical Status (2012, background): “When angered, targets of incivility may retaliate directly or indirectly against the instigator, or they may displace negative affect on other individuals or on the organization to avert the risk of repercussion from the instigator (Andersson & Pearson, 1999; Porath & Erez, 2007, 2009).”
Can employees be emotionally drained by witnessing unpleasant interactions between coworkers? A diary study of induced emotion regulation (2012, background): “In particular, the emotionally draining effect we found may help explain why people who witness negative events (e.g., rudeness) subsequently engage in less positive discretional behaviour (e.g., Porath & Erez, 2009).”
Understanding the relationship between experiencing workplace cyberbullying, employee mental strain and job satisfaction: a dysempowerment approach (2017, background): “Empathy may play a role because when a person witnesses bullying they imagine how the victim is feeling and consequently experiences some of the bullying impact (Porath & Erez 2009).”
The influence of prosocial motivation and civility on work engagement:The mediating role of thriving at work (2018, methodology): “Civility was measured by the 4-item scale developed by Porath and Erez (2009).”
Predicting employee reactions to perceived organizational wrongdoing: Demoralization, justice, proactive personality, and whistle-blowing (2012, background): “, 1997) and incivility (Porath and Erez, 2009) occur with many other types of organizational wrongdoing as well.”
The Relationship of Coworker Incivility to Job Performance and the Moderating Role of Self-Efficacy and Compassion at Work: The Job Demands-Resources (JD-R) Approach (2017, background): “There is evidence that mere observation of uncivil verbal and nonverbal behaviors can damage employees by fostering negative thoughts and emotions (Porath and Erez 2009), and further increase burnout and turnover intentions, and reduce job satisfaction and commitment (Miner-Rubino and Cortina 2007).”
Workplace incivility: A review of the literature and agenda for future research (2016, methodology): “Another study showed that witnessing incivility results in higher levels of witnesses’ negative affect, reduces their task performance, creative performance, and helpfulness toward others, and increases dysfunctional ideation (Porath & Erez, 2009).”