Civility, Respect, Engagement in the Workforce (CREW)

By Katerine Osatuke, S. C. Moore, Christopher Ward, S. Dyrenforth, Linda Belton. 2009

287 citations recorded by the source corpus.

Subfields: General Health Professions, Health Information Management

View Paper: https://www.semanticscholar.org/paper/733c8f55ea8557680c5d172280ec0702e367c3a8

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In General Health Professions

In Health Information Management

Citations in the corpus

The influence of prosocial motivation and civility on work engagement:The mediating role of thriving at work (2018, background): “fields of organizational studies, applied psychology, and industrial organizational psychology areas (Osatuke et al., 2009) because it is considered as the antidote for various negative workplace behaviors (Andersson & Pearson, 1999; Pearson et al.”
Attachment styles at work: Measurement, collegial relationships, and burnout (2015, methodology): “Workgroup civility Workgroup Civility was measured with the 8-item CREW civility scale (Osatuke et al., 2009).”
Respect in Organizations: Feeling Valued as “We” and “Me” (2017, background): “…(a) the very desire to enact role, organizational, and character prototypes (since they express and strengthen the individual’s attachment to the collective) and (b) the appreciation of social rewards (since they are conferred by valued others; cf. Leiter et al., 2011; Osatuke et al., 2009).”
Assessing Workgroup Norms for Civility: The Development of the Civility Norms Questionnaire-Brief (2012, methodology): “We also note that we assessed the incremental contribution of the CNQ-B as it related to incivility experiences beyond the measure of interactional justice (Validation Study 1) and the VHA Civility Scale (Validation Study 2).”
Workplace Bullying, Mobbing and General Harassment: A Review (2013, unknown): “applied to workplace bullying by Ramsay et al. (2011), may guide researchers interested in the group level of analysis.”
Key questions regarding work engagement (2011, background): “An example of a sustained intervention is the Civility Respect and Engagement at Work (CREW) programme that builds upon a 6-month sequence of group sessions following principles of organizational development to improve civility among colleagues (Osatuke et al., 2009).”
Beyond Blaming the Victim: Toward a More Progressive Understanding of Workplace Mistreatment (2017, background): “Weekly meetings proceed over months to reiterate the process: problem diagnosis, identification of course of action, implementation, and evaluation (Osatuke et al., 2009).”
Latent burnout profiles: A new approach to understanding the burnout experience (2016, methodology): “Workgroup civility was measured with the 8-item CREW civility scale (Osatuke et al., 2009).”