Creating Conflict: Antecedents of Workplace Incivility

Incivility is defined as rude and discourteous behavior or displaying a lack of regard for others. As indicated by prior research (e.g., Pearson, Andersson, & Porath. 2000), the frequency and conscquences of uncivil behavior may result in a decline in psychological well-being, reduced job satisfaction, decreased organizational commitment, and increased turnover. However, much of the research to date has examined the relationship between personally experienced incivility and an assortment of job outcomes (Andersson & Pearson, 1999; Cortina et al., 2001; Pearson et al., 2000). The current study is distinct in that it addressed some of the potential factors that are likely to lead to incivility. Specifically, this study examined how job governance, autonomy, interaction style, competition, and email reliance relate to a climate of incivility. Data for the study come from a national sample of law school faculty (N =1,300; 52% males; 86% white) who were members of the Association of American Law Schools (AALS). Results from a series of multiple regression analyses indicated that four of the five proposed antecedents (autonomy, interaction style, governance, and competition) were predictive of an uncivil workplace climate. Results also show that autonomy is a particularly strong predictor of incivility as demonstrated by a stepwise regression analysis. Implications for organizations are discussed.

Name thesis:degree_name

Master of Arts in Pscyhology

Discipline thesis:degree_discipline

Department of Psychology

Year

2007

Author dc:creator

• Preston, Megan

• Industrial and Organizational Psychology

Repository record dc:identifier

https://digitalcommons.wku.edu/theses/415

OAI identifier oai:identifier

oai:digitalcommons.wku.edu:theses-1418