Personal and workgroup incivility: impact on work and health outcomes.

By Sandy Lim, Lilia M. Cortina, V. Magley. Journal of Applied Psychology, 2008

873 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/2f8866a210fa27b9b191a997f1382f570a182e15

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Citations in the corpus

Self-efficacy to spur job performance (2018, methodology): “, 2016), job burnout (Rahim and Cosby, 2016), dissatisfaction with work (Lim et al., 2008), less knowledge sharing (Sharifirad, 2016), and reduced work efforts (Pearson and Porath, 2005).”
Epistemic Exclusion of Women Faculty and Faculty of Color: Understanding Scholar(ly) Devaluation as a Predictor of Turnover Intentions (2021, neutral): “Although all employees may be targets of exclusion, research suggests that women and people of color may be especially likely to have these experiences (Cortina & Magley, 2009; Cortina et al., 2001; Lim et al., 2008; Mor Barak & Levin, 2002; Zimmerman et al., 2016).”
Researching Rudeness: The Past, Present, and Future of the Science of Incivility (2017, background): “Lim, Cortina, and Magley (2008) found that workgroup-level incivility predicted turnover intentions and health impairments beyond individual experiences of incivility, and this was mediated by (declines in) mental health and job satisfaction.”
The emotional aftermath of incivility: anger, guilt, and the role of organizational commitment (2016, background): “Incivility targets often think about leaving— and ultimately do exit—their organizations at greater rates than nontargets (Cortina et al., 2001; Lim et al., 2008; Pearson et al., 2001).”
Towards a multi‐foci approach to workplace aggression: A meta‐analytic review of outcomes from different perpetrators (2010, background): “Researchers have proposed several theoretical frameworks for understanding the effects of workplace aggression (e.g., Barling, 1996; Keashly & Harvey, 2005; Lim, Cortina, & Magley, 2008; Zapf & Einarsen, 2005).”
Workplace Bullying, Mobbing and General Harassment: A Review (2013, neutral): “Thus, incidents in the workplace, such as bullying, can be considered an affective event (see Ghosh et al. 2011; Glasø et al. 2011; Lee and Brotheridge 2006; Lim et al. 2008).”
Exploring linkages among transformational leadership, workplace spirituality and well-being in health care workers (2011, background): “Conversely, research has also shown that employees who perceive their supervisor as supportive, experienced reduced work stress, compared to support from other sources, even co-workers (Lim et al. 2008).”