本书主要包括：导论、工作场所无礼行为：一种普遍的组织现代歧视、中国情境下工作场所无礼行为的维度结构探讨、工作场所无礼行为折影响因素、工作场所无礼行为的影响效果、工作场所无礼行为演变过程研究、文明企业成功案例等内容。

工作场所无礼行为不仅会给员工带来一系列消极影响,还会导致员工"以牙还牙,加倍奉还",引起行为的恶化升级,严重污染组织环境。而文明行为则有利于组织中人际关系的和谐发展,带给员工众多积极影响。梳理无礼行为恶化升级的相关研究,从受害者和旁观者的角度详细分析无礼行为恶化升级的多条途径和原因;并基于情绪的认知评价理论,从评价和情绪入手,对无礼行为恶化升级的详细机制和影响因素进行解析,构建无礼行为的恶化升级模型。与此同时,着眼于促进无礼行为的积极转化,对文明行为的CREW干预(Civility,Respect and Engagement in the Workforce)的研究进行总结,并分析个体水平的文明行为和组织水平的文明气氛的积极作用。

ABSTRACT Academy of Management Review , Vol. OF INCIVILITY IN THE WORKPLACE LYNNE M. Saint Joseph's University CHRISTINE M. University of

Research demonstrating that employees who are undermined at work engage in similar behavior at home suggests this connection reflects displaced aggression. In contrast, the present study draws on self-regulation theory to examine the work-home undermining spillover/crossover process. We propose that poor sleep quality transmits the influence of workplace undermining to home undermining per self-regulatory impairment, and exercise moderates this indirect effect per self-regulatory improvement. Using matched data from 118 employees and a member of their household to test our model, results demonstrated that undermining experienced from supervisors increased subjective (i.e., self-reported) but not objective (i.e., actigraph-recorded) sleep difficulties, which, in turn, increased the frequency with which individuals engaged in undermining at home (as reported by cohabitants). Additionally, indirect effects occurred for employees with low but not high levels of physical exercise (as measured by self-reports, step counts, and energy expenditure). Our findings suggest sleep and exercise may serve as valuable intervention points to prevent the spread of harmful behavior across contexts. Implications for theory and practice are discussed. (PsycINFO Database Record(c) 2017 APA, all rights reserved).

Despite advice to avoid doing so, email senders intentionally and unintentionally communicate emotion. Email characteristics make miscommunication likely, and I argue that receivers often misinterpret work emails as more emotionally negative or neutral than intended. Drawing on the computer-mediated and nonverbal communication, emotion, and perception literature, I introduce a theoretical framework describing what factors make miscommunication most likely, how emotional miscommunication affects organizations, and how employees can improve the accuracy of emotional communication in emails.

The authors draw on stress and coping theory to understand patterns of individual response to workplace incivility. According to data from 3 employee samples, incivility tended to trigger mildly negative appraisals, which could theoretically differentiate incivility from other categories of antisocial work . Employees experiencing frequent and varied incivility from powerful instigators generally appraised their uncivil encounters more negatively. They responded to this stressor using a multifaceted array of coping strategies, which entailed support seeking, detachment, minimization, prosocial conflict avoidance, and assertive conflict avoidance. These coping reactions depended on the target's appraisal of the situation, the situation's duration, and the organizational position and power of both target and instigator. Implications for organizational science and practice are discussed.

Abstract This study extends the literature on interpersonal mistreatment in the workplace by examining the incidence, targets, instigators, and impact of incivility (e.g., disrespect, condescension, degradation). Data were collected from 1,180 public-sector employees, 71% of whom reported some experience of workplace incivility in the previous 5 years. As many as one third of the most powerful individuals within the organization instigated these uncivil acts. Although women endured greater frequencies of incivility than did men, both genders experienced similarly negative effects on job satisfaction, job withdrawal, and career salience. Uncivil workplace experiences were also associated with greater psychological distress; however, indices of psychological and physical health were relatively unaffected. The authors discuss these findings in the context of organizational and cognitive stress theories.

ABSTRACT We investigate how gender harassment affects the romantic relationships (i.e., romantic relationship adjustment and romantic relationship efficacy) of female targets (spillover effects) and their romantic partners (crossover effects), and what role targets' anger in response to their gender harassment plays in these relationships. We explored these questions using two US samples. Sample 1 comprised 206 females, all of whom provided data on their gender harassment experiences, feelings of anger, and romantic relationship functioning. Sample 2 consisted of 60 romantic dyads. Females once again provided data on their gender harassment experiences and feelings of anger; their romantic partners reported on their own romantic relationship functioning. Full support emerged for hypothesized spillover effects: supervisor gender harassment indirectly and negatively influenced targets' romantic relationship adjustment and romantic relationship efficacy through target anger (Sample 1). Full support also emerged for hypothesized crossover effects: supervisor gender harassment indirectly and negatively influenced the romantic relationship adjustment and romantic relationship efficacy of targets' romantic partners through target anger (Sample 2). Implications for theory, research, and practice are considered. Copyright 2014 John Wiley & Sons, Ltd.

This study examines the spillover and crossover effects of a specific chronic stressor, coworker incivility, on target marital satisfaction, partner marital satisfaction, and partner family-to-work conflict and on how the transmission of stress from the workplace to the family domain (as perceived by the target's partner) mediates these relationships. Using a matched data set of 190 job incumbents and their partners, the findings reveal that coworker incivility demonstrates both spillover and crossover effects on these outcomes important to the family. Evidence indicates that incivility targets do not leave the stress of incivility at work but instead bring it home to the family domain where it influences relationships with and outcomes of their partners. Implications of these findings and avenues for future research are discussed. Copyright 2011 John Wiley & Sons, Ltd.

The consequences of experienced incivility at work are well documented. However, less is known about causal factors of incivility. Using an experimental design, we investigated the causal effects of workload (high vs. low) and civility of initial treatment (civil vs. uncivil) on the perpetration of incivility in emails. Given the prevalence of e-mail as a form of communication in office environments, and the high possibility of misattributions of sender intent through this medium, it is important to understand how incivility might manifest and be perpetrated through email. Our outcome measure of interest was independently-rated civility of response emails. We expected participants to respond with more incivility to uncivil (vs. civil) stimuli; that those with high (vs. low) workloads would perpetrate more incivility; and that high workload would exacerbate the effect of received civility on the incivility of email responses. All of our hypotheses were supported. Limitations and future research directions are discussed.

We examined the effects of gender and organizational climate for incivility on the relationship between individuals' incivility experiences and perpetration. Based on Andersson and Pearson's (1999) concept of the incivility spiral, Naylor, Pritchard, and Ilgen's (1980) theory of in organizations, and social interactionist theory (Felson & Tedeschi, 1993), we proposed an interaction between incivility experiences, organizational climate for incivility (organizational tolerance and policies), and gender in predicting incivility perpetration. Results indicate that incivility experiences predict incivility perpetration and that men are more likely to be uncivil to others when their organization tolerates rudeness. Women's incivility experiences were associated with increased incivility perpetration, but were unaffected by incivility climate. Implications for research and practice are discussed.

Existing research on workplace incivility has demonstrated an association with a of negative outcomes, including increased burnout, turnover intentions, and physical symptoms. With the rise in Internet communication over the last decade, interpersonal mistreatment has spilled over to the Internet, but little is known about the impact of incivility communicated via e-mail on employee psychological and performance outcomes. The current study presents a within-subjects experiment wherein incivility and support were manipulated in a laboratory-based simulated workplace setting. Eighty-four participants completed a series of math tasks while interacting with either an uncivil or a supportive supervisor via e-mail. Data were collected on energy, cardiac activity, mood, task performance, and engagement. Findings indicate that participants reported higher levels of negative affect and lower levels of energy after working with the uncivil supervisor than with the supportive supervisor. Additionally, participants performed significantly worse on the math tasks and had lower engagement in the uncivil condition than the supportive condition, and these relationships were mediated by energy. No differences were found in cardiac activity between the two conditions. Results are discussed in terms of their implications for the 21st century world of work.

Abstract The current study was designed to extend the interpersonal deviance literature into the online domain by examining the incidence and impact of supervisor cyber incivility and neuroticism on employee outcomes at work. Conservation of Resources (COR) theory was used as the guiding framework because cyber incivility is thought to deplete energetic resources in much the same way that other stressors do, ultimately leading to negative outcomes like burnout. Results indicate that supervisor cyber incivility is positively related to burnout, absenteeism, and turnover intentions. Support was also found for the role of neuroticism as a moderator of the relationship between supervisor cyber incivility and outcomes. In general, the relations between cyber incivility and outcomes were stronger for those individuals reporting higher levels of neuroticism. Results are discussed in terms of COR theory, and possible mechanisms for the role of neuroticism in the stressor-strain relationship are discussed. The current study highlights the importance of understanding workplace online behavior and its impact on employee health and organizational well-being. Future research directions examining online interpersonal deviance are suggested.

ABSTRACT Research has identified many different concepts and factors, e.g. immersiveness, presence, performance, interaction, and defined a large number of guidelines that contribute to developing advanced virtual environments (VEs). By reviewing research on differences between individual work and group work, and how it is influenced by these factors, this paper aims to improve understanding of networked collaboration. Allowing creativity is considered to promote higher quality of work in general. The paper examines the impact of creativity on work in VEs, with focus on understanding the relationship between presence and creativity in collaborative virtual environments (CVEs). It is found that important prerequisites for successful outcomes are balance between presence and copresence and providing enough time and space for individual contributions.

The research to date has largely been unclear about whether a single perpetrator is sufficient to instigate the well-documented negative consequences of workplace incivility. In the current research, we examine the extent to which perceived belongingness and embarrassment mediate the relationship between incivility from a single perpetrator and two important outcomes (job insecurity and somatic symptoms), and the extent to which the perpetrator’s power moderates these relationships. Across two studies using different methods, we find that incidents of single perpetrator incivility are associated with target feelings of isolation and embarrassment, which in turn relate to targets’ perceived job insecurity and somatic symptoms (Studies 1 and 2) both the same day and three days later (Study 2). Moreover, we find that perpetrator power moderates the relationship between incivility and embarrassment, such that targets are more embarrassed when the perpetrator is powerful. Implications for theory and practice are discussed.

The authors investigated 2 broad issues: (a) across- and within-individual relationships between mood and job satisfaction and (b) spillover in moods experienced at work and at home. Using an experience-sampling methodology, they collected multisource data from a sample of 74 working individuals. Multilevel results revealed that job satisfaction affected positive mood after work and that the spillover of job satisfaction onto positive and negative mood was stronger for employees high in trait-positive and trait-negative affectivity, respectively. Results also revealed that the effect of mood at work on job satisfaction weakened as the time interval between the measurements increased. Finally, positive (negative) moods at work affected positive (negative) moods experienced later at home.

This paper focuses on communication by e-mail. An experiment was conducted to investigate the influence the degree of emotional cues transmitted during e-mail communication has on the emotions experienced by the senders and receivers. Twenty-two participants of this experiment were divided into two groups based on the degrees of emotional cues transmitted: a High group and a Low group. The emotions experienced in the e-mail communication by the High group were then compared to that of the Low group. The results of this experiment showed a tendency for unpleasant emotions such as anger and anxiety to increase when emotional cues transmitted are low (i.e., the Low group). The findings suggest that low degrees of emotional cues transmitted between senders and receivers in e-mail communication tend to cause some misunderstanding.

As a new and inquiring concept, cyberbullying has attracted many researchers from a variety of disciplines. However, a specific context of the cyberbullying concept, workplace cyberbullying and its impact on employees’ behaviors has rarely been theoretically reported in the literature. Addressing this particular gap in the literature, we develop a conceptual model encapsulating the relationship between workplace cyberbullying and counterproductive work behaviors (CWBs) and the role of employees’ emotional intelligence on this relationship in particular. This study contributes to the literature in three ways. First, the theoretical framework proposed highlights the effects of workplace cyberbullying on employees’ CWBs (i.e. CWB towards people (CWB-P) and CWB towards organization (CWB-O)). Hence the focus is, on distinguishing workplace cyberbullying from other cyberbullying types, and building a theoretical background for the relationship of workplace cyberbullying and CWBs variables. Second, based on Wong and Law'smodel this study aims to assess the possible role of emotional intelligence to eliminate undesirable behaviors at work. Thus we propose that having a high degree of emotional intelligence (EI) gives the employees the ability to handle workplace stressors better. Third, this research integrates organizational behavior literature to the emotional intelligence literature through offering a theoretical framework where employees’ emotional intelligence is a process consisting of 1) others’ emotion appraisal, 2) use of emotion, 3) self-emotion appraisal, and 4) regulation of emotion which allow them to deal with cyberbullying as a negative organizational behavior.

Electronic communications technologies are affording children and adolescents new means of bullying one another. Referred to as electronic bullying, cyberbullying, or online social cruelty, this phenomenon includes bullying through e-mail, instant messaging, in a chat room, on a website, or through digital messages or images sent to a cell phone. The present study examined the prevalence of electronic bullying among middle school students. A total of 3,767 middle school students in grades 6, 7, and 8 who attend six elementary and middle schools in the southeastern and northwestern United States completed a questionnaire, consisting of the Olweus Bully/Victim Questionnaire and 23 questions developed for this study that examined participants’ experiences with electronic bullying, as both victims and perpetrators. Of the students, 11% that they had been electronically bullied at least once in the last couple of months (victims only); 7% indicated that they were bully/victims; and 4% had electronically bullied someone else at least once in the previous couple of months (bullies only). The most common methods for electronic bullying (as reported by both victims and perpetrators) involved the use of instant messaging, chat rooms, and e-mail. Importantly, close to half of the electronic bully victims reported not knowing the perpetrator’s identity. Electronic bullying represents a problem of significant magnitude. As children’s use of electronic communications technologies is unlikely to wane in coming years, continued attention to electronic bullying is critical. Implications of these findings for youth, parents, and educators are discussed.

Two studies generated profiles of cyberbullying/cyberincivility and traditional bullying/incivility in adults, particularly within the workplace. In Study 1, 20% of 3,699 participants had the majority of cyberbullying victimization and 7.5% had the majority of traditional bullying victimization occur in adulthood, with 30% saying they were bullied at work. Relationships between bullying and negative outcomes were found. Because of the clear evidence of bullying and cyberbullying in the workplace in Study 1, Study 2 addressed the relationship of these constructs to workplace incivility. Workplace face-to-face incivility and bullying were related among 321 participants, as were workplace cyberbullying and cyberincivility. Face-to-face incivility was more common than online incivility, face-to-face bullying, or online bullying, yet all four behaviors were associated with negative outcomes. Differences in intentionality, acceptability, and severity were observed, with workplace face-to-face bullying perceived as the most severe and having the greatest intentionality to harm. These results emphasize the importance of studying bullying among adults, and highlight the conceptual independence of bullying and incivility. Correlates of workplace aggression are discussed using job demands-resources theory.

61A personality model of cyber incivility is proposed.61The model is tested with a two-phased online survey of 265 full-time employees.61Effect of extraversion on cyber incivility is dependent on conscientiousness.61Effect of emotional stability on cyber incivility is dependent on conscientiousness.

Abstract This article develops a theoretical model of the impact of workplace incivility on employees' occupational and psychological well-being. In Study 1, the authors tested the model on 1,158 employees, finding that satisfaction with work and supervisors, as well as mental health, partially mediated effects of personal incivility on turnover intentions and physical health; this process did not vary by gender. Study 2 cross-validated and extended these results on an independent sample of 271 employees, showing negative effects of workgroup incivility that emerged over and above the impact of personal incivility. In both studies, all results held while controlling for general job stress. Implications for organizational science and practice are discussed. 2008 APA

This study examined the prevalence of cyber incivility as perpetrated by supervisors, its impact on individuals and the organization. Specifically, we examine whether working adults in Singapore experience cyber incivility when interacting with their supervisors via emails at the workplace. We also examine the impact of receiving uncivil emails from supervisors on employees’ work and organizational attitudes. The effect of supervisor’s gender on types of cyber uncivil behaviors were also investigated. Results suggested that male supervisors engaged in different kinds of cyber uncivil behaviors compared to female supervisors. Results of our study provided useful insights for researchers and managers in understanding the frequency and importance of email usage between employees and supervisors, as well as the role of information technology in facilitating cyber rudeness at the workplace.

Abstract This study extended incivility research beyond the confines of the workplace by exploring the relationships between incivility, work-to-family conflict and family support. Data collected from 180 employees from various organizations in Singapore showed that incivility is not a rare phenomenon in Asian cultures. Employees experienced more incivility from superiors than coworkers or subordinates, and these experiences were related to different outcomes. Coworker-initiated incivility was associated with decreased coworker satisfaction, increased perceptions of unfair treatment, and increased depression. On the other hand, superior-initiated incivility was associated with decreased supervisor satisfaction and increased work-to-family conflict. Results also revealed that employees with high family support showed stronger relationships between workplace incivility and negative outcomes, compared with employees with low family support.

We examined cyber incivility in the workplace of Singapore and also examined its impact on employee job satisfaction, organizational commitment, quit intention, and workplace deviance. Data were collected from 192 employees. Results of the survey showed that male supervisors engaged in active forms of cyber incivility while female supervisors engaged in passive cyber incivility. Regression analyses also showed that cyber incivility was negatively related to employees' job satisfaction and organizational commitment. Employees who experienced cyber incivility were also more likely to quit their jobs or engaged in deviant behavior against their organization. Thus, cyber incivility has negative consequences on both individuals and organizations. Consequently, it is important that firms educate employees and have appropriate policies to discourage cyber incivility. 2009 Elsevier B.V. All rights reserved.

Research has shown that organizations tend to use Twitter primarily in a one-way, monologic manner and fall short of using the platform’s technological affordances to engage the public in dialogue. At the same time, relatively little research has addressed the specific persuasive outcomes that organizations could accrue by using Twitter to communicate with the public in a more dialogic way. We investigated the persuasive effect of an organization’s dialogic retweeting (conceptualized as retweeting of user mentions addressed to the organization) by drawing on the concept of social presence and the theory of reasoned action. In an online experiment conducted with an adult sample of U.S. Twitter users, participants were randomly assigned to view either a fictitious organization’s dialogic retweets or the same organization’s monologic tweets of identical content. We found that the dialogic retweets, when compared to the monologic tweets from the organization, induced a higher level of social presence, which, in turn, led to a higher level of subjective norms, more favorable attitudes toward the behavior advocated by the organization in the messages, and greater intention to adopt the behavior. Theoretical and practical implications of these findings are discussed.

Currently, most studies of incivility involve surveys and controlled laboratory experiments that focus on examining the associations between incivility and other variables. This method of investigation is important, but insufficient for developing a comprehensive understanding of such a complex and multifaceted construct. The present study explores employees’ perceptions of rude workplace behavior from the perspective of real employees in managerial roles. It investigates the extent to which incivility is a prevalent issue faced by employees at work, examines the perceived impact of incivility on relational and productivity-related outcomes, and, finally, considers the potential differences between face-to-face rudeness and electronic rudeness. A qualitative interview approach is used to explore and analyze employees’ perceptions and investigate what employees think, feel, and say about their experiences with incivility at work.

Working activities are always productive in more than one respect. Concrete or imaginary objects are converted into a product as a result of working activities and in performing the activities people are altered. The outcome may be positive, ie the task has been

Summary Scholars have hypothesized that experiencing incivility not only negatively affects well-being, but may even trigger further antisocial behavior. Previous research, however, has focused mainly on the relation between incivility and well-being. Thus, little is known about the behavioral consequences of incivility. With this in mind, we conducted an interaction-record diary study to examine whether supervisor incivility causes retaliatory incivility against the supervisor. Using the self-control strength model as a framework, we further examined whether the target's trait (trait self-control) and state (exhaustion) self-regulatory capacities moderate this effect. In addition, we examined the role of time by testing the duration of the effect. When we analyzed the full data set, we found no support for our hypotheses. However, using a subset of the data in which the subsequent interaction happened on the same day as the prior interaction, our results showed that experiencing incivility predicted incivility in the subsequent interaction, but only when the time lag between the two interactions was short. Furthermore, in line with the assumption that self-regulatory capacities are required to restrain a target from retaliatory responses, the effect was stronger when individuals were exhausted. In contrast to our assumption, trait self-control had no effect on instigated incivility. Copyright 2015 John Wiley & Sons, Ltd.

Bullying in a school setting is an important social concern that has received increased scholarly attention in recent years. Specifically, its causes and effects have been under investigation by a number of researchers in the social and behavioral sciences. A new permutation of bullying, however, has recently arisen and become more common: Techsavvy students are turning to cyberspace to harass their peers. This exploratory article discusses the nature of bullying and its transmutation to the electronic world and the negative repercussions that can befall both its victims and instigators. In addition, findings are reported from a pilot study designed to empirically assess the nature and extent of online bullying. The overall goal of the current work is to illuminate this novel form of deviance stemming from the intersection of communications and computers and to provide a foundational backdrop on which future empirical research can be conducted.

Incivility, or employees' lack of regard for one another, is costly to organizations in subtle and pervasive ways. Although uncivil behaviors occur commonly, many organizations fail to recognize them, few understand their harmful effects, and most managers and executives are ill-equipped to deal with them. Over the past eight years, as we have learned about this phenomenon through interviews, focus groups, questionnaires, experiments, and executive forums with more than 2,400 people across the U.S. and Canada, we have found that incivility causes its targets, witnesses, and additional stakeholders to act in ways that erode organizational values and deplete organizational resources. Because of their experiences of workplace incivility, employees decrease work effort, time on the job, productivity, and performance. Where incivility is not curtailed, job satisfaction and organizational loyalty diminish as well. Some employees leave their jobs solely because of the impact of this subtle form of deviance. Most of these consequences occur without organizational awareness. In addition to detailing the nature of incivility and its consequences, we provide keys to recognizing and dealing with habitual instigators, and remedies that are being used effectively by organizations to curtail and correct employee-to-employee incivility.

Abstract While managers are looking everywhere to cut costs and maximize productivity, chances are they are missing a potentially devastating expense: the cost of incivility. As employees exchange seemingly inconsequential inconsiderate words and deeds, productivity plummets and norms are shredded. If employees are behaving badly toward one another, it means that individuals and teams are losing time, effort, energy, focus, creativity, loyalty and commitment. Far from a minor inconvenience, workplace incivility is one of today’s most substantial economic drains on American business. What’s the bottom line? Companies we’ve worked with calculate the tab for incivility in the millions. In fact, just one habitually offensive employee positioned in the top of your organization can suck out millions in lost employees, lost customers and lost productivity. The effects are real and the drag on your company’s profits and productivity are nasty. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Using appraisal theory, this research examined targets' emotional responses to workplace incivility, and how these responses impact targets' behavioral responses. Targets who reported greater incivility reported greater anger, fear, and sadness. Targets' anger was associated with more direct aggression against the instigators; targets' fear was associated with indirect aggression against instigators, absenteeism, and exit; and targets' sadness was associated with absenteeism. Status moderated the effects of fear and sadness. Our results underscore the need for organizations to manage civility so that they and their employees can avoid substantial direct and indirect costs associated with workplace incivility. At a broader level, our results suggest the importance of developing greater awareness about the harmful effects of fear and sadness in the workplace.

Abstract Interpersonal mistreatment at work often occurs in the presence of others; however, these "others" are rarely examined in empirical research despite their importance to the context of the negative interaction. We conducted 2 experiments to examine how witnessing incivility affects observer reactions toward instigators and targets. In Study 1, participants (N = 60) worked virtually with an ostensible instigator and target. In Study 2, participants (N = 48) worked in vivo with confederates (hired actors) on a job task. Across these 2 studies, we found that observers of incivility tend to punish instigators while their reactions to targets were generally unaffected. Further, the effect of witnessing incivility was mediated by observers' negative emotional reaction toward the instigator. (c) 2015 APA, all rights reserved.

Abstract Incivility at work—low intensity deviant behaviors with an ambiguous intent to harm—has been on the rise, yielding negative consequences for employees’ well-being and companies’ bottom-lines. Although examinations of incivility have gained momentum in organizational research, theory and empirical tests involving dynamic, within-person processes associated with this negative interpersonal behavior are limited. Drawing from ego depletion theory, we test how experiencing incivility precipitates instigating incivility towards others at work via reduced self-control. Using an experience sampling design across two work weeks, we found that experiencing incivility earlier in the day reduced one’s levels of self-control (captured via a performance-based measure of self-control), which in turn resulted in increased instigated incivility later in the day. Moreover, organizational politics—a stable, environmental factor—strengthened the relation between experienced incivility and reduced self-control, whereas construal level—a stable, personal factor—weakened the relation between reduced self-control and instigated incivility. Combined, our results yield multiple theoretical, empirical, and practical implications for the study of incivility at work.

ABSTRACT This article discusses the issue of sexual harassment in a corporate environment through e-mail. E-mail, is an increasingly common form of corporate communication. In this article, the author looks at e-mail as a means of carrying out sexual harassment in the workplace. The regulatory definition of sexual harassment is harassment on the basis of sex is a violation of the law. Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when, submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment. Although email has been viewed as a means of improving personal productivity and organizational responsiveness, these benefits have a dark side for employees and their employers. Anticipating the potential for claims of sexual harassment via e-mail, organizations formulating e-mail policy have two primary concerns: prevent inappropriate use and reduce exposure to liability. Therefore, corporate policy should include statements that restrict use to business only, prohibit inappropriate language and conduct, reserve the right of the organization to monitor communications, and provide guidelines for deletion, backup, and retention of messages.

While cyber incivility is becoming increasingly prevalent at the workplace, research on this topic has been largely anecdotal and not theoretically robust. Drawing from research streams on media richness, social presence and emotions, we develop a research model that examines the relationships between medium characteristics (cue multiplicity, feedback immediacy, social presence) and cyber incivility, which in turn affects emotional responses (anger and anxiety). We also examine the relationships between two negative emotions (anger and anxiety) with approach-oriented (revenge, confrontation) and avoidance-oriented (work withdrawal, avoidance) outcomes. This study extends and contributes to the research stream on cyber incivility and misbehaviors by showing that different emotions arising from cyber incivility motivate people to engage in an approach-focused or avoidance-focused response.

ABSTRACT A growing body of research explores workplace incivility, defined as low-intensity deviant workplace behavior with an ambiguous intent to harm. In the 15 years since the theoretical introduction of the workplace incivility construct, research in this domain has taken off, albeit in a variety of directions. We review the extant body of research on workplace incivility and note the multitude of samples, sources, methodologies, and instrumentation used. In this review article, we provide an organized review of the extant body of work that encompasses three distinct types of incivility: experienced, witnessed, and instigated incivility. These three types of incivility serve as the foundation for a series of comprehensive models in which we integrate extant empirical research. In the last part of this review article, we suggest directions for future research that may contribute to this growing body of work. Copyright 2014 John Wiley & Sons, Ltd.

The advent of information and communication technology has made people practice prosocial behavior in social networking services (SNSs) more easily. For this reason, the aim of the study was to identify the social and individual factors that induce prosociality in SNS. The concept of isomorphism for categorizing the characteristics of each social networks was adopted. The study also considered the concept of social presence for representing each individual. The experiment manipulated types of isomorphism (Mimetic, Normative, and Coercive) and degrees of social presence in an experimental SNS context. The study also measured individuals intention and activity of prosocial behavior. The experiment results indicate that mimetic and normative isomorphic conditions induce higher levels of prosocial intention and activity than coercive isomorphic condition. Also, a higher degree of social presence induces a higher level of prosocial intention. More interesting, the impact of mimetic condition is stronger when the social presence is higher.

The introduction of new technologies created avenues for new forms of bullying. Despite an impressive body of research on cyberbullying amongst youngsters, studies in the work context have largely neglected its electronic counterpart. In this study, we define workplace cyberbullying and propose an Emotion Reaction Model of its occurrence. Our model aligns with the main proposition of the Affective Events Theory (Weiss & Cropanzano, 1996), that emotions evoked by certain work events may fuel emotion driven behaviors. However, in our model these relationships are further specified combining different literature traditions. Making inferences from the workplace bullying literature, we suggest work stressors to be the work events leading to cyberbullying. Furthermore, building on the literature on cyberbullying amongst youngsters, computer-mediated communication and emotions, we propose discrete emotions of anger, sadness and fear to play a significant role in explaining this stressor-cyberbullying relation. In addition, different moderators (i.e., control appraisal and emotion regulation) of this relationship are suggested and implications of the model are discussed.

Several unsettled issues related to the day-to-day experience of work and family roles were investigated through the daily reports of 41 employed parents. Multiple role juggling, task demands, personal control, and goal progress affected mood in work and family roles. Unpleasant moods spilled over from work to family and vice versa, but pleasant moods had little spillover. Mood states, role juggling, and daily levels of role involvement predicted end-of-day ratings of work-family conflict. In particular, daily involvement in family roles, distress experienced during family activities, and family intrusions into work were positively related to perceptions that family interfered with work.

The purpose of this study was to examine the moderating roles of hostile attribution bias and negative reciprocity beliefs in the relationship between workplace incivility, as perceived by employees, and their interpersonal deviance. Data were collected using a three-wave survey research design. Participants included 233 employees from a large manufacturing company in China. Hierarchical regression analyses were used to test the hypothesized relationships. Our study revealed that hostile attribution bias and negative reciprocity beliefs strengthened the positive relationship between workplace incivility and interpersonal deviance. This relationship was the most positive when both hostile attribution bias and negative reciprocity beliefs were high. The findings provided evidence that directing employees to depress hostile attribution bias and negative reciprocity beliefs may attenuate the effects of workplace incivility on interpersonal deviance. Implications for theory, research, and management practice are discussed.