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Workplace incivility has been defined as low-intensity deviant behavior with ambiguous intent to harm the target. Uncivil behaviors are characteristically rude and discourteous, displaying a lack of regard for others. The authors hypothesize there is an "incivility spiral" in the workplace made worse by "asymmetric global interaction".〔 Incivility is distinct from violence. The reduction of workplace incivility is a fertile area for applied psychology research. == Surveys on occurrence and effects == A summary of research conducted in Europe suggests that workplace incivility is common there. In research on more than 1000 U.S. civil service workers, Cortina, Magley, Williams, and Langhout (2001) found that more than 70% of the sample experienced workplace incivility in the past five years.〔 Similarly, Laschinger, Leiter, Day, and Gilin found that among 612 staff nurses, 67.5% had experienced incivility from their supervisors and 77.6% had experienced incivility from their coworkers.〔 ()〕 In addition, they found that low levels of incivility along with low levels of burnout and an empowering work environment were significant predictors of nurses' experiences of job satisfaction and organizational commitment.〔 Incivility was associated with occupational stress and reduced job satisfaction. Other research shows that workplace incivility relates to job stress, depression, and life satisfaction as well.〔Miner, K. N., Settles, I. H., Pratt-Hyatt, J. S. and Brady, C. C. (2012), Experiencing Incivility in Organizations: The Buffering Effects of Emotional and Organizational Support. Journal of Applied Social Psychology, 42: 340–372. doi: 10.1111/j.1559-1816.2011.00891.x.〕 After conducting more than six hundred interviews with "employees, managers, and professionals in varying industries across the United States" and collecting "survey data from an additional sample of more than 1,200 employees, managers, and professionals representing all industrial categories in the United States and Canada", researchers Christine M. Pearson and Christine L. Porath wrote in 2004 that "The grand conclusion: incivility does matter. Whether its costs are borne by targets, their colleagues, their organizations, their families, their friends outside work, their customers, witnesses to the interactions, or even the instigators themselves, there is a price to be paid for uncivil encounters among coworkers." Citing previous research (2000) Pearson writes that "more than half the targets waste work time worrying about the incident or planning how to deal with or avert future interactions with the instigator. Nearly 40 percent reduced their commitment to the organization; 20 percent told us that they reduced their work effort intentionally as a result of the incivility, and 10 percent of targets said that they deliberately cut back the amount of time they spent at work." Studies suggest that social support can buffer the negative effects of workplace incivility. Individuals who felt emotionally and organizationally socially supported reported fewer negative consequences (less depression and job stress, and higher in job and life satisfaction) of workplace incivility compared to those who felt less supported.〔 Research also suggests that the negative effects of incivility can be offset by feelings of organizational trust and high regard for one’s workgroup. 〔Miner-Rubino, K. and Reed, W. D. (2010), Testing a Moderated Mediational Model of Workgroup Incivility: The Roles of Organizational Trust and Group Regard. Journal of Applied Social Psychology, 40: 3148–3168. doi: 10.1111/j.1559-1816.2010.00695.x〕 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Workplace incivility」の詳細全文を読む スポンサード リンク
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