https://science.sciencemag.org/content/sci/5/110/206.full.pdf

The american psychological association.

Men and Women of the Corporation

Individualism and collectivism

Organizational climate and organizational culture theory and research are reviewed. The article is first framed with definitions of the constructs, and preliminary thoughts on their interrelationships are noted. Organizational climate is briefly defined as the meanings people attach to interrelated bundles of experiences they have at work. Organizational culture is briefly defined as the basic assumptions about the world and the values that guide life in organizations. A brief history of climate research is presented, followed by the major accomplishments in research on the topic with regard to levels issues, the foci of climate research, and studies of climate strength. A brief overview of the more recent study of organizational culture is then introduced, followed by samples of important thinking and research on the roles of leadership and national culture in understanding organizational culture and performance and culture as a moderator variable in research in organizational behavior. The final section of the article proposes an integration of climate and culture thinking and research and concludes with practical implications for the management of effective contemporary organizations. Throughout, recommendations are made for additional thinking and research.

Organizational Climate and Culture

Статья посвящена вопросам влияния власти на поведение человека. Авторы рассматривают данные различных источников, в которых увеличение власти связывается с напористостью, а ее уменьшение - с подавленностью. Конкретно, власть ассоциируется с: а) позитивным аффектом; б) вниманием к вознаграждению и к свойствам других, удовлетворяющим личные цели; в) автоматической переработкой информации и резкими суждениями; г) расторможенным социальным поведением. Уменьшение власти, напротив, ассоциируется с: а) негативным аффектом; б) вниманием к угрозам и наказаниям, к интересам других и к тем характеристикам я, которые отвечают целям других; в) контролируемой переработкой информации и совещательным типом рассуждений; г) подавленным социальным поведением. Обсуждаются также последствия этих паттернов поведения, связанных с властью, и потенциальные модераторы.

Power, approach, and inhibition. Власть, напористость и подавленность

This study extends the literature on interpersonal mistreatment in the workplace by examining the incidence, targets, instigators, and impact of incivility (eg, 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

Incivility in the workplace: Incidence and impact.

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. Over the past decade, workplace aggression has garnered in- creasing interest in the social and organizational sciences. In researching such conduct as bullying (e.g., Rayner, 1997), psycho- logical aggression (e.g., Baron & Neuman, 1996), and interper- sonal aggression (Glomb & Liao, 2003), scholars have focused on behaviors that involve a clear sense of intentional hostility from the aggressor. In contrast, the current study addresses workplace incivility, a "milder" form of interpersonal mistreatment in which intentionality is less apparent. Unlike other antisocial work behav- iors, such as harassment or sabotage, incivility typically does not warrant legal attention. Yet because of the lack of sanctions, organizations might often dismiss incivility as transient and trivial conduct that merits no intervention. We aim in this study to dispel these notions by demonstrating that seemingly minor instances of disrespect can have a measurable adverse impact on the workforce. Specifically, this study extends the nascent literature on workplace incivility in three primary ways. First, we propose a model of medi- ating processes that link incivility to key outcomes in occupational health psychology. Although it might seem obvious that experiences of mistreatment should have negative outcomes, it is important to understand why and how such everyday forms of disrespect can have wide-ranging costs. We help advance the incivility-outcome literature by grounding our model more extensively in theory (e.g., affective events theory; dysempowerment theory) and by identifying both direct and indirect pathways of harm. Second, extant research on workplace incivility has been restricted to a single level of analysis, focusing primarily on individual instigators and targets. This has likely led to the assumption that incivility is an individual-level problem that is limited to the parties directly involved. We challenge this assumption by examining incivility at the group level and inves- tigate whether its negative impact extends beyond targeted individuals to other employees who work alongside them. Finally, theory sug- gests that women demand stronger norms of respect than men do because of enhanced interpersonal sensitivity. Although incivility represents a violation of interpersonal norms of respect, past research has not examined whether men and women experience the effects of workplace incivility differentially; we address this question in the current study.

https://lsa.umich.edu/psych/lilia-cortina-lab/Lim%20Cortina%20&%20Magley%202008.pdf

Personal and workgroup incivility: impact on work and health outcomes.

This article advances a theory of incivility as a veiled manifestation of sexism and racism in organizations. To support this argument, I draw from social psychological research on modern discrimination. The result is a multilevel model of selective incivility, with determinants at the level of the person, organization, and society. Selective incivility could be one mechanism by which gender and racial disparities persist in American organizations, despite concerted efforts to eradicate bias. I discuss scientific and practical implications.

https://lsa.umich.edu/psych/lilia-cortina-lab/cortina.amr2008.pdf

Unseen Injustice: Incivility as Modern Discrimination in Organizations

This article examined the relationships and outcomes of behaviors falling at the interface of general and sexual forms of interpersonal mistreatment in the workplace. Data were collected with surveys of two different female populations (Ns = 833 and 1,425) working within a large public-sector organization. Findings revealed that general incivility and sexual harassment were related constructs, with gender harassment bridging the two. Moreover, these behaviors tended to co-occur in organizations, and employee well-being declined with the addition of each type of mistreatment to the workplace experience. This behavior type (or behavior combination) effect remained significant even after controlling for behavior frequency. The findings are interpreted from perspectives on sexual aggression, social power, and multiple victimization.

https://lsa.umich.edu/psych/lilia-cortina-lab/Lim_Cortina.2005.pdf

Interpersonal mistreatment in the workplace: the interface and impact of general incivility and sexual harassment.

This study advances the literature on workplace deviance, addressing retaliation victimization in the context of interpersonal mistreatment. Using survey data from 1,167 public-sector employees, the authors investigated experiences of work retaliation victimization and social retaliation victimization among employees who have vocally resisted interpersonal mistreatment. Regression analyses suggest that different victim voice mechanisms trigger different forms of retaliation, depending on the social positions of the mistreatment victim and instigator. Discriminant function analyses demonstrate lower professional, psychological, and physical well-being among mistreated employees who have been further victimized with retaliation. These analyses also reveal health-related costs associated with victim silence--that is, enduring mistreatment without voicing resistance. Results are interpreted in light of theory on power, emotions, and justice in organizations.

https://lsa.umich.edu/psych/lilia-cortina-lab/Cortina.Magley.JOHP03.pdf

Lilia M. Cortina

Papers

Incivility in the workplace: Incidence and impact.

Personal and workgroup incivility: impact on work and health outcomes.

Unseen Injustice: Incivility as Modern Discrimination in Organizations

Interpersonal mistreatment in the workplace: the interface and impact of general incivility and sexual harassment.

Raising voice, risking retaliation: Events following interpersonal mistreatment in the workplace.