Positive Leader Behaviors and Workplace Incivility: the Mediating Role of Perceived Norms for Respect

Predicting retail shrink from performance pressure, ethical leader behavior, and store‐level incivility

“…Furthermore, employees not only learn via personal experiences but are also likely to learn about proper conduct by observing the rewards and punishments encountered by coworkers (M. E. Brown & Treviño, 2006b; M. E. Brown et al, 2005;Mayer et al, 2009;Mayer, Kuenzi, & Greenbaum, 2010). The results of two recent studies on ethical leader behavior and workplace incivility lend support to these ideas (Taylor & Pattie, 2014;Walsh, Lee, Jensen, McGonagle, & Samnani, 2018), as ethical leaders appear to set the tone for respectful, civil conduct.…”

“…This research also provides evidence of an uncivil work milieu as a function of interpersonal mistreatment perpetrated by store employees. Previous research on incivility norms (Walsh et al, ) and workplace mistreatment climate (Yang, Caughlin, Gazica, Truxillo, & Spector, ) has largely focused on individual employee perceptions, and prior research relating performance pressure or leader behavior to workplace incivility has similarly emphasized the individual level of analysis (Harold & Holtz, ; Lee & Jensen, ; Mitchell et al, in press; Walsh et al, ). Although individuals can certainly hold personal beliefs about the extent to which incivility is common in the workplace, it is also important to focus on the emergent or shared properties of behavior.…”

Social Dominance Orientation and Emotion Regulation: A Parallel Multiple Mediator Model of Instigated Incivility Moderated By Workgroup Civility Climate

“…Aggressive behaviors instigated by coworkers are significant predictors of individual acts of uncivil behavior after controlling for variables such as gender, tenure, and individual differences (Glomb & Liao, 2003). Thus, workplace civility norms are a significant factor in how uncivil behavior unfolds within organizations (Andersson & Pearson, 2005;Walsh et al, 2012;Walsh, Lee, Jensen, McGonagle, & Samnani, 2018).…”

“…Uncivil workplace behavior occurs with less frequency within organizations that support norms for civility that encourage employees to behave in a respectful manner (Gill & Sypher, 2009;Leiter et al, 2012;Walsh et al, 2012Walsh et al, , 2018. Workgroup civility climate impacts how employees interpret the behaviors they observe in the workplace (Walsh et al, 2012(Walsh et al, , 2018. Civility climate refers to "employee perceptions of norms supporting respectful treatment among workgroup members" (Walsh et al, 2012, p. 8).…”

“…Organizations that address uncivil behavior and encourage the modeling of respectful behavior create a civility climate that promotes civil employee behavior consistent with the workplace civility norms of the organization (Walsh et al, 2012(Walsh et al, , 2018. Montgomery and colleagues (2004) found that demographic characteristics predicted group level norms of civility, and noted differences in observer perceptions of norm violations depending on the how the observer identifies with the instigator and victim of incivility.…”