School of Humanities, Kinneret Academic College, Jordan Valley, Israel.
Work. 2021;69(4):1271-1282. doi: 10.3233/WOR-213548.
Interrelations between incivility and its precursors or consequences, as well as the role of these interrelations in employees' reactions to incivility are still poorly understood.
The purpose of the present study was to assess different reactions to workplace incivility while identifying specific and individual-based appraisals and emotions associated with these reactions.
A qualitative research approach using semi-structured in-depth interviews, with a sample of 42 employees in a beverage manufacturing corporation in Israel to capture employees' voices regarding their incivility experiences.
Analysis of the interviews indicated four reaction-categories: (1) Exit; (2) Voice; (3) Loyalty; and (4) Neglect, in line with the theoretical EVLN model for describing reactions to stressful conditions. In particular, the interviews revealed a dynamic reaction process and suggested that intentionality of reaction provides a third, new dimension. Additionally, an underlying emotional process rooted in appraisals and aroused emotions was evident in each of the reactions.
Organizations that wish to reduce incivility events may wish to examine the emotions of targets of incivility, explore the underlying appraisals associated with these emotions, and be mindful of the dynamic and highly individual reaction processes involved.
不文明行为及其前因或后果之间的相互关系，以及这些相互关系在员工对不文明行为的反应中的作用，仍知之甚少。
本研究旨在评估对工作场所不文明行为的不同反应，同时确定与这些反应相关的具体的、基于个体的评价和情绪。
采用半结构式深度访谈的定性研究方法，对以色列一家饮料制造公司的 42 名员工进行了样本调查，以了解员工对不文明行为的看法。
对访谈的分析表明，存在四种反应类别：（1）退出；（2）发声；（3）忠诚；（4）忽视，与描述对压力条件的反应的理论 EVLN 模型一致。特别是，访谈揭示了一个动态的反应过程，并表明反应的意图提供了第三个新的维度。此外，在每种反应中都存在一个基于评价和引发情绪的潜在情绪过程。
希望减少不文明事件的组织可能希望检查不文明行为目标的情绪，探索与这些情绪相关的潜在评价，并注意涉及的动态和高度个体化的反应过程。
