Unseen Injustice: Incivility as Modern Discrimination in Organizations

By Lilia M. Cortina. 2008

797 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/5df397f86a93a42aa73198e9ab6b22620c80e7ab

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

In Sociology and Political Science

Citations in the corpus

Discrimination and Mental Health Among Sexual Minority College Students: The Type and Form of Discrimination Does Matter (2014, background): “Parallel to the assertion that modern day racism and sexism are expressed through incivility, that is, low-intensity, discourteous behaviors (Cortina, 2008), it is possible that contemporary sexual prejudice is enacted in analogous ways.”
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): “In doing so, we address the call for research into ways to help employees cope with the detrimental effects of coworker incivility (Cortina 2008; Sakurai and Jex 2012).”
An approach-avoidance framework of workplace aggression (2016, background): “For example, incivility is defined as “lowintensity conduct that lacks a clear intent to harm” (Cortina, 2008: 55) and many of its items can be interpreted as being unclear with respect to responsibility or hostility (e.g., items assessing whether others “doubted your judgment on a matter over…”
Overlooked but not untouched: How rudeness reduces onlookers’ performance on routine and creative tasks (2009, background): “This may be especially important because rudeness is often a top–down phenomenon, and thus more likely to go unreported (e.g., Cortina, 2008; Pearson, Andersson, & Porath, 2000).”
Emotional and Behavioral Responses to Workplace Incivility and the Impact of Hierarchical Status (2012, background): “This research provides initial evidence of ways in which employees push their responses to mistreatment underground, as scholars have contended (e.g., Cortina, 2008; Cortina et al., 2001; Fletcher, 1999; Pearson et al., 2000).”
Workplace incivility: A review of the literature and agenda for future research (2016, background): “…that overt discriminatory conduct in the form of sexism and racism are decreasingly tolerated and legislation prohibits such conduct in workplaces, Cortina (2008) suggests that the stealthy and ambiguous nature of incivility might make more prejudiced individuals more likely to express their…”
The battered apple: An application of stressor-emotion-control/support theory to teachers’ experience of violence and bullying (2010, methodology): “This is beyond the scope of the current article, but based upon previous studies (e.g. Cortina, 2008; Fox and Stallworth, 2005), further analysis of data from the current study and additional studies are underway investigating bullying in the context of gender, race/ ethnicity and power.”
Workplace Bullying: Considering the Interaction Between Individual and Work Environment (2015, background): “the individual, but also the group and organization (Cortina 2008; Samnani and Singh 2013).”
Experiencing Incivility in Organizations: The Buffering Effects of Emotional and Organizational Support (2012, background): “Thus, this research is perhaps the first to examine incivility that is specifically attributable to the target’s gender group, a type of selective incivility (Cortina, 2008).”
The Role of Job Demands and Emotional Exhaustion in the Relationship Between Customer and Employee Incivility (2010, background): “These reactions can negatively affect the incivility target’s occupational, psychological, and physical health (Cortina, 2008; Lim, Cortina, & Magley, 2008).”
Selective Incivility as Modern Discrimination in Organizations (2013, background): “Cortina (2008) identified both person and situation factors that can fuel this behavior, and interventions for each of these factors could be considered.”
Subtle Discrimination in the Workplace: A Vicious Cycle (2017, background): “Indeed, research on victimization (Jensen, Patel, & Raver, 2014) and incivility (Cortina, 2008) suggests that discrimination, at times, can be subtle but also conscious and intentional.”
Not So Subtle (2016, background): “Until recently, the term discrimination conjured up images of workplace behaviors that reflect “blatant antipathy, beliefs that [members of stereotyped groups] are inherently inferior, [and] endorsement of pejorative stereotypes” (Cortina, 2008: 59).”