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Advances in Psychological Science    2018, Vol. 26 Issue (7) : 1307-1318     DOI: 10.3724/SP.J.1042.2018.01307
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An analysis of the reverse mechanism how the victim turn into an instigator on workplace incivility
Yu YAN(),Tong LI
Department of Psychology, School of Philosophy, Wuhan University, Wuhan 430072, China
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Abstract  

We reviewed and summarized organizational events that can potentially affect how victims of workplace incivility become instigators, including supervisor inaction, supervisor incivility, and coworker incivility. Based on the event system theory, we explained the cognitive process through which victims of workplace incivility become instigators. Specifically, if organizational events are strong enough to influence victims’ controlled information processing, the victims might change their original behavioral pattern and engage uncivil behaviors. Based on the social information processing theory, victims’ controlled information processing includes three different paths, including social learning, attribution, and moral judgment. We suggest future studies explore the role of other factors in the process of transmission from victims of workplace incivility to instigators, such as emotion, cognition, and factors outside the workplace. Daily diary method can be used to examine these processes. Furthermore, we encourage researchers to explore how witnesses of workplace incivility might also become instigators.

Keywords workplace incivility      event system theory      social learning      attribution      moral judgment     
ZTFLH:  B849:C93  
Corresponding Authors: Yu YAN     E-mail: yanyu@whu.edu.cn
Issue Date: 29 May 2018
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Yu YAN
Tong LI
Cite this article:   
Yu YAN,Tong LI. An analysis of the reverse mechanism how the victim turn into an instigator on workplace incivility[J]. Advances in Psychological Science, 2018, 26(7): 1307-1318.
URL:  
http://journal.psych.ac.cn/xlkxjz/EN/10.3724/SP.J.1042.2018.01307     OR     http://journal.psych.ac.cn/xlkxjz/EN/Y2018/V26/I7/1307
层次 视角 研究 影响因素 中介/调节变量 结果变量 相关理论/概念
团队 领导 Harold &
Holtz, 2015
消极领导 中介: 员工的工作场所不文明行为经历 员工的工作场所不文明行为 社会互动理论/不文明行为的螺旋效应(Andersson & Pearson, 1999)
Meier &
Gross, 2015
领导不文明
行为
调节: 目标者的状态
(倦怠), 自我调控能力, 时间
指向领导的报复性不文明行为 ①社会互动理论/
不文明行为的螺旋效应
②情感事件理论
(Weiss & Cropanzano, 1996)
个体 受害者 Gallus
et al., 2014
工作场所不
文明行为经历
调节: 性别, 组织氛围 不文明行为的
实施
社会互动理论/
不文明行为的螺旋效应
Harold &
Holtz, 2015
工作场所不
文明行为经历
调节: 消极领导行为 工作场所不文明行为 社会互动理论/
不文明行为的螺旋效应
Rosen,
Koopman,
Gabriel, &
Johnson, 2016
员工的工作场所不文明行为经历 中介: 自我控制
控制: 组织政治感知, 解释水平
工作场所不文明行为的实施 自我损耗理论(Baumeister,
Bratslavsky, Muraven, & Tice, 1998
)
  
前因事件 事件强度 事件空间 事件时间
新颖性 破坏性 危机性
不作为领导行为 破坏期望 情绪资源 领导支持/归属感 自上而下 持续时间较长
领导不文明行为 破坏期望/违背职场规范 情绪资源 领导支持/归属感 自上而下 持续时间较短
同事不文明行为 破坏期望/违背职场规范 情绪资源 人际关系 单级 持续时间较短
  
  
  
  
  
  
  
  
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