Department of Psychology.
J Occup Health Psychol. 2022 Feb;27(1):7-21. doi: 10.1037/ocp0000293. Epub 2021 Jul 29.
Incivility and its negative impacts on individuals, teams, and organizations have been widely studied in workplace contexts, but the literature lacks a comprehensive understanding of incivility from the instigator's perspective. This meta-analysis of instigated incivility included 35,344 workers from 76 independent samples. Results showed that instigated incivility was related to several correlates including psychological ill-being, ρ = .36, and well-being, ρ = -.17; physical well-being, ρ = -.25; personal dispositions that are risk factors, ρ = .47, and preventative factors, ρ = -.34; negative, ρ = .28, and positive, ρ = -.33, job attitudes; positive team characteristics, ρ = -.28; job demands, ρ = .10; and experienced, ρ = .61, and observed, ρ = .58, incivility. Moderator analyses showed that the relationship between experienced and instigated incivility was weaker for older participants and under conditions of greater job control and work-group civility. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
无礼行为及其对个人、团队和组织的负面影响在工作场所环境中已经得到了广泛研究，但文献缺乏对挑衅性无礼行为的全面理解。本项针对挑衅性无礼行为的元分析包括了来自 76 个独立样本的 35344 名员工。结果表明，挑衅性无礼行为与一些相关因素有关，包括心理不适（ρ=.36）和幸福感（ρ=-.17）；身体健康（ρ=-.25）；是风险因素（ρ=.47）和预防因素（ρ=-.34）的个人倾向；消极的（ρ=.28）和积极的（ρ=-.33）工作态度；积极的团队特征（ρ=-.28）；工作要求（ρ=.10）；经历过的（ρ=.61）和观察到的（ρ=.58）无礼行为。调节分析表明，对于年龄较大的参与者和在工作控制程度较大以及工作群体文明程度较高的情况下，经历过的无礼行为与挑衅性无礼行为之间的关系较弱。（PsycInfo 数据库记录（c）2022 APA，保留所有权利）。
