Workplace mistreatment climate and potential employee and organizational outcomes: A meta-analytic review from the target’s perspective.

Abstract

This meta-analytic study summarizes relations between workplace mistreatment climate-MC (specific to incivility, aggression, and bullying) and potential outcomes. We define MC as individual or shared perceptions of organizational policies, procedures, and practices that deter interpersonal mistreatment. We located 35 studies reporting results with individual perceptions of MC (psychological MC) that yielded 36 independent samples comprising 91,950 employees. Through our meta-analyses, we found significant mean correlations between psychological MC and employee and organizational outcomes including mistreatment reduction effort (motivation and performance), mistreatment exposure, strains, and job attitudes. Moderator analyses revealed that the psychological MC-outcome relations were generally stronger for perceived civility climate than for perceived aggression-inhibition climate, and content contamination of existing climate scales accentuated the magnitude of the relations between psychological MC and some outcomes (mistreatment exposure and employee strains). Further, the magnitudes of the psychological MC-outcome relations were generally comparable across studies using dominant (i.e., most commonly used) and other climate scales, but for some focal relations, magnitudes varied with respect to cross-sectional versus prospective designs. The 4 studies that assessed MC at the unit-level had results largely consistent with those at the employee level.

Incivility is (not) the very essence of love: Passion for work and incivility instigation.

“…Uncivil behaviors are manifested through disrespect, condescension, and degradation (Burnfield, Clark, Devendorf, & Jex, 2004) and are different from aggression, which has a greater intensity and clearer intention (cf. Yang, Caughlin, Gazica, Truxillo, & Spector, 2014).…”

Exploring sama and gaan ng loob in the workplace: Finding connections in work tasks and professional relationships

“…It is also found out those employees who tend to surface act is prone to be emotionally exhausted and unsatisfied on their job (Pugh et al, 2011). On the other hand, a more positive psychological mistreatment climate has a positive effect on mistreatment-reduction, motivation, organizational commitment and job satisfaction (Yang, Gazica, Spector, Truxillo, & Caughlin, 2014).…”

“…Various workplace treatments had been found to be prevalent and consequential (Yang et al, 2014). The capacity for a person to perform effectively in his or her job is affected by his or her organizational commitment and job satisfaction.…”

“…In addition, work on workplace mistreatment (Yang, Caughlin, Gazica, Truxillo, & Spector, 2014) representing an interpersonal situation under which at least one member initiates counter-normative negative actions or stops normative positive actions toward his or her work or another member of the organization. The Exploring sama and gaan ng loob: Finding connections in work tasks and professional relationships…”

“…A further and systematic research is demanded in the area to establish the nature of relationships (Chaudry, 2014). Lastly, future research should empirically investigate specific possible mechanisms underlying context theory that account for the stronger magnitude of civility-climate outcome relations than of the aggression-inhibition climate outcome relations (Yang et al, 2014).…”