When Workers Flout Convention: A Study of Workplace Incivility

By Christine M. Pearson, Lynne M. Andersson, J. Wegner. 2001

537 citations recorded by the source corpus.

Subfields: Gender Studies, Radiological and Ultrasound Technology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/d41833df146f00907f88946cd2f10dd46d0eff87

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Citations in the corpus

Unseen Injustice: Incivility as Modern Discrimination in Organizations (2008, background): “Personnel targeted with pervasive incivility ultimately lose commitment to their organizations and exit at higher rates (Cortina et al., 2001, 2002; Lim & Cortina, 2004; Pearson, Andersson, & Porath, 2000; Pearson et al., 2001; Pearson & Porath, 2004; Richman et al., 1999; Rospenda, 2002).”
Personal and workgroup incivility: impact on work and health outcomes. (2008, background): “Uncivil behaviors generally involve less intensity (i.e., " of lower magnitude of force " ; Pearson et al., 2001, p. 1401) than aggression does.”
Unethical and Unwell: Decrements in Well-Being and Unethical Activity at Work (2010, background): “In organizational behavior, the interest in unethical behavior is reflected in research on issues such as abusive supervision (Tepper et al., 2006), theft (Greenberg, 2002), and incivility (Pearson et al., 2001).”
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).”
From Insult to Injury: Explaining the Impact of Incivility (2007, background): “This suggests that only top-down incivility can trigger perceptions of interactional injustice (Pearson et al., 2000, 2001).”
The spillover effects of coworker, supervisor, and outsider workplace incivility on work‐to‐family conflict: A weekly diary design (2019, background): “Pearson et al. (2001) suggested that incivility involves minor forms of workplace deviance that are not as strong as workplace aggression.”
Linking workplace incivility to citizenship performance: The combined effects of affective commitment and conscientiousness (2012, background): “It is also possible that there are work settings in which incivility does not violate workplace norms (Pearson et al., 2001).”
Interpersonal mistreatment in the workplace: the interface and impact of general incivility and sexual harassment. (2005, background): “visibly injurious objectives, it can often be attributed to other factors, such as the instigator’s ignorance, oversight, or personality; intent, whether present or not, is ambiguous to one or more of the parties involved (Andersson & Pearson, 1999; Pearson, Andersson, & Wegner, 2001 ).”
Testing a measure of instigated workplace incivility (2005, methodology): “460) and suggests that the ideal research design would involve tracking interacting employee dyads over time (Andersson & Pearson, 1999; Pearson et al., 2001).”