Testing a Moderated Mediational Model of Workgroup Incivility: The Roles of Organizational Trust and Group Regard

By Kathi Miner-Rubino, W. D. Reed. 2010

107 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/acd274d9eec51f2a342b1e34370cb7e7032eed40

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Workplace incivility: A review of the literature and agenda for future research (2016, methodology): “…has indicated that it may be important to include the team setting in future research on workplace incivility, because group-level incivility positively relates to group members’ turnover intentions, and burnout, and negatively relates to group members’ job satisfaction (Miner-Rubino & Reed, 2010).”
Abusive supervision climate: : A multiple-mediation model of its impact on group outcomes (2014, background): “When team members are treated with disrespect and hostility by others, negative attitudes toward the group emerge (Miner-Rubino & Reed, 2010), and members are less likely to develop and maintain stronger social bonds with one another (Cropanzano et al., 2011; Tyler & Blader, 2000).”
Escaping bullying: The simultaneous impact of individual and unit-level bullying on turnover intentions (2012, background): “…report heightened withdrawal and turnover intentions when they experience mistreatment at work (e.g. Cortina et al., 2001; Glomb et al., 1997; Hershcovis and Barling, 2010; LeBlanc and Kelloway, 2002; Lim et al., 2008; Miner-Rubino and Reed, 2010; Spence Laschinger et al., 2009; Tepper, 2000).”
Reducing turnover intent: supervisor and co-worker incivility and socialization-related learning (2013, background): “…turnover intent In the wake of recent research showing an alarming increase in workplace incivility, organizational scholars have shown greater interest in exploring the phenomenon of incivility and its workplace consequences (Cortina et al. 2001; Ghosh et al. 2011; Miner-Rubino and Reed 2010).”
Researching Rudeness: The Past, Present, and Future of the Science of Incivility (2017, background): “However, incivility can also undermine professional resources; Miner-Rubino and Reed (2010) found that workgroup incivility predicted turnover intentions, burnout, and lower job satisfaction indirectly, via decreases in organizational trust.”
At What Level (and in Whom) We Trust (2012, background): “…support and commitment and performance (Chen, Aryee, & Lee, 2005; Whitener, 2001), between workgroup incivility and burnout and turnover intentions (Miner-Rubino & Reed, 2010), between perceived CSR and OCB and turnover intention (Hansen, Dunford, Boss, Boss, & Angermeier, 2011), and between…”