Uncivility In Workplace

Past researches have established that if a person faces any kind of injustice or uncivil behavior at workplace, it affects his/her overall mental health (Laschinger, Wong, Regan, Young-Ritchie & Bushell, 2013; Rai, 2015). Pearson et al., (2000) conduct an exhaustive poll and point out that a vast majority of employees have witnessed more than one act of incivility (verbal or non-verbal abuse) at their workplace. In 2011, a research conducted by Porath & Pearson reported that a shocking 98% of respondents have experience uncivil behavior at their workplace. Further the research revealed that from the above victims, 78% admitted that their commitment towards the organization declined due to such experiences (Porath & Pearson, 2013). Another
However, workplace incivility has been a newer term in the plethora of research available on unethical behaviors (Hanrahan & Leiter, 2014). Workplace incivility is an umbrella term that refers to low-intensity deviant behaviors with ambiguous intent to harm the target, in violation of workplace norms for mutual respect. These uncivil behaviors are typically rude and discourteous, displaying a lack of regard toward others and often include demeaning remarks and activities like not listening to others (Andersson & Pearson, 1999; Porath & Pearson, 2009). A dissection of the above definition, points out three components of workplace incivility: violation of workplace norms and respect, ambiguous intent, and low intensity (Andersson & Pearson, 1999). The very first part is a violation of organizational norms. Although organizations have their unique work culture yet they all agree on certain minimum acceptable norms, expectations and interactional conduct from its employees. Uncivil acts disturb this kind of agreement and unsettle the very well-being of the organization as well as its employees (Andersson & Pearson, 1999; Lim, Cortina, & Magley, 2008). The second component is the ambiguous intent behind the workplace uncivil behavior. Research