Professional Documents
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Green White Minimalist Modern Real Estate Presentation
Green White Minimalist Modern Real Estate Presentation
Level Violence:
Theories, Consequences,
and Future Research
Suggestions
Extant research demonstrates that incivility risk occurs in all social interactions but
mainly when people evaluate their job as demanding and the odds of losing their job
is high, when there is huge power struggle and only weak social support from
colleagues, when there is a dominant masculinity culture and males try to protect the
masculine identity against female entrants into the industry, and lastly when
organizational change such as restructuring or merger is present (Lopez et al., 2009;
Doshy & Wang, 2014; Schilpzand, De Pater, & Erez, 2016; Torkelson, Holm,
Bäckström, & Schad, 2016; Miner, & Smittick, 2016).
A recent Swedish study including many of these variables found that on top of all
these antecedent or precipitating factors, people tend to behave coarsely towards each
other if they are mistreated themselves (Torkelson, Holm, Bäckström, & Schad,
2016).
CHAPTER 8
Affective events theory (Weiss & Cropanzano, 1996), on the other hand, work events are assumed to be the causes of affective
reactions. They elicit positively or negatively charged affective responses (i.e., moods and emotions) that in turn influence health and well-
being, as well as job performance and job satisfaction (Branch, Ramsay, & Barker, 2013).
Stressor-emotion model of counterproductive work behavior (Spector & Fox, 2005). It assumes that negative feelings are among
the principal antecedents to antisocial behavior at work.
According to the fairness theory (Folger & Cropanzano, 2001), the witnesses evaluate whether an injustice has occurred through
cognitive calculations of how fair an instance or act is by checking the cues of respect, dignity and social inclusion.
CHAPTER 8
Consequences of Incivility
Financial Costs: Stress induced by incivility and bullying at the
workplace is a ubiquitous and costly problem for employees and
employers alike.
Hershcovis, M. S. (2011). Incivility, social undermining, bullying…oh my!: A call to reconcile constructs within
workplace aggression research. Journal of Organizational Behavior, 32(3), 499–519. doi:10.1002/job.689
Pearson, C., & Porath, C. (2005). On the nature, consequences and remedies of workplace incivility: No time
References for “nice”? Think again. The Academy of Management Executive, 19(1), 7–18.
Rau-Foster, M. (2004). Workplace civility and staff retention. Nephrology Nursing Journal, 31(6), 702.
PMID:15686340
Torkelson, E., Holm, K., Bäckström, M., & Schad, E. (2016). Factors contributing to the perpetration of workplace
incivility: The importance of organizational aspects and experiencing incivility from others. Work and Stress,
30(2), 115–131. doi:10.1080/02678373.2016.1175524 PMID:27226677