Incivility hates company: Shared incivility attenuates rumination, stress, and psychological withdrawal by reducing self-blame

By Pauline Schilpzand, Keith Leavitt, Sandy Lim. 2016

122 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/82a39fc99a4d0c0440c7681828e36f3c9d7844c4

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. Lilia M. Cortina
2. Dana Kabat-Farr
3. V. Magley
4. Barbara Griffin
5. A. Erez
6. Christine L. Porath
7. Denise Salin
8. Kathi N Miner

In Social Psychology

1. Dana Kabat-Farr
2. Lilia M. Cortina
3. V. Magley

In Sociology and Political Science

1. Dana Kabat-Farr
2. V. Magley
3. Lilia M. Cortina
4. K. Nelson
5. Barbara Griffin
6. A. Erez
7. Kathi N Miner
8. Christine L. Porath

Citations in the corpus

• Researching Rudeness: The Past, Present, and Future of the Science of Incivility (2017, background): “Schilpzand, Leavitt, and Lim (2016) found a buffering effect, whereby targets who perceived they were not alone in their experiences (i.e., witnessed a team member being treated uncivilly) had lower appraisals of self-blame and, in turn, less stress, rumination, and withdrawal.”