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Gloor JL, Okimoto TG, Li X, Gazdag BA, Ryan MK. How Identity Impacts Bystander Responses to Workplace Mistreatment. JOURNAL OF MANAGEMENT 2024; 50:2641-2674. [PMID: 39183941 PMCID: PMC11341270 DOI: 10.1177/01492063231177976] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Indexed: 08/27/2024]
Abstract
Integrating a social identity approach with Cortina's (2008) theorizing about selective incivility as modern discrimination, we examine how identification-with an organization, with one's gender, and as a feminist-shapes bystanders' interpretations and responses to witnessed incivility (i.e., interpersonal acts of disrespect) and selective incivility (i.e., incivility motivated by targets' social group membership) toward women at work. We propose that bystanders with stronger organizational identification are less likely to perceive incivility toward female colleagues as discrimination and intervene, but female bystanders with stronger gender identification are more likely to do so. Results from two-wave field data in a cross-lagged panel design (Study 1, N = 336) showed that organizational identification negatively predicted observed selective incivility 1 year later but revealed no evidence of an effect of female bystanders' gender identification. We replicated and extended these results with a vignette experiment (Study 2, N = 410) and an experimental recall study (Study 3, N = 504). Findings revealed a "dark side" of organizational identification: strongly identified bystanders were less likely to perceive incivility as discrimination, but there were again no effects of women's gender identification. Study 3 also showed that bystander feminist identification increased intervention via perceived discrimination. These results raise doubts that female bystanders are more sensitive to recognizing other women's mistreatment as discrimination, but more strongly identified feminists (male or female) were more likely to intervene. Although strongly organizationally identified bystanders were more likely to overlook women's mistreatment, they were also more likely to intervene once discrimination was apparent.
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Heisler CA, Godecker AL, Verran D, Sinha MS, Byam J, Miller P. Workplace microaggressions: results of a survey of the American College of Surgeons members. Am J Obstet Gynecol 2024; 231:265.e1-265.e8. [PMID: 38710272 DOI: 10.1016/j.ajog.2024.04.044] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/06/2024] [Revised: 04/11/2024] [Accepted: 04/30/2024] [Indexed: 05/08/2024]
Abstract
BACKGROUND Workplace microaggressions are a longstanding but understudied problem in the surgical specialties. Microaggressions in health care are linked to negative emotional and physical health outcomes and can contribute to burnout and suboptimal delivery of patient care. They also negatively impact recruitment, retention, and promotion, which often results in attrition. Further attrition at the time of an impending surgical workforce shortage risks compromising the delivery of health care to the diverse US population, and may jeopardize the financial stability of health care organizations. To date, studies on microaggressions have consisted of small focus groups comprising women faculty or trainees at a single institution. To our knowledge, there are no large, multiorganizational, gender-inclusive studies on microaggressions experienced by practicing surgeons. OBJECTIVE This study aimed to examine the demographic and occupational characteristics of surgeons who do and do not report experiencing workplace microaggressions and whether these experiences would influence a decision to pursue a career in surgery again. STUDY DESIGN We developed and internally validated a web-based survey to assess surgeon experiences with microaggressions and the associated sequelae. The survey was distributed through a convenience sample of 9 American College of Surgeons online Communities from November 2022 to January 2023. All American College of Surgeons Communities comprised members who had completed residency or fellowship training and had experience in the surgical workforce. The survey contained demographic, occupational, and validated microaggression items. Analyses include descriptive and chi-square statistics, t tests, and bivariable and multivariable logistic regression. RESULTS The survey was completed by 377 American College of Surgeons members with the following characteristics: working as a surgeon (80.9%), non-Hispanic White (71.8%), general surgeons (71.0%), aged ≥50 years (67.4%), fellowship-trained (61.0%), and women (58.4%). A total of 254 (67.4%) respondents reported experiencing microaggressions. Younger surgeons (P=.002), women (P<.001), and fellowship-trained surgeons (P=.001) were more likely to report experiencing microaggressions than their counterparts. Surgeons working in academic medical centers or health care systems with teaching responsibilities were more likely to experience microaggressions than those in private practice (P<.01). Surgeons currently working as a surgeon or those who are unable to work reported more experience with microaggressions (P=.003). There was no difference in microaggressions experienced among respondents based on surgical specialty, race/ethnicity, or whether the surgeons reported having a disability. In multivariable logistic regression, women had higher odds of experiencing microaggressions compared with men (adjusted odds ratio, 15.9; 95% confidence interval, 7.7-32.8), and surgeons in private practice had significantly lower odds of experiencing microaggressions compared with surgeons in academic medicine (adjusted odds ratio, 0.3; 95% confidence interval, 0.1-0.8) or in health care systems with teaching responsibilities (adjusted odds ratio, 0.2; 95% confidence interval, 0.1-0.6). Among surgeons responding to an online survey, respondents reporting microaggressions were less likely to say that they would choose a career in surgery again (P<.001). CONCLUSION Surgeons reporting experience with microaggressions represent a diverse range of surgical specialties and subspecialties. With the continued expansion of surgeon gender and race/ethnicity representation, deliberate efforts to address and eliminate workplace microaggressions could have broad implications for improving recruitment and retention of surgeons.
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Affiliation(s)
- Christine A Heisler
- Departments of Obstetrics and Gynecology and Urology, University of Wisconsin, Madison, WI.
| | - Amy L Godecker
- Departments of Obstetrics and Gynecology, University of Wisconsin, Madison, WI
| | - Deborah Verran
- Surgical Services, Ramsay Health Care, Sydney, Australia
| | - Michael S Sinha
- Center for Health Law Studies, Saint Louis University School of Law, St. Louis, MO
| | - Jerome Byam
- Division of Acute Care Surgery, Johns Hopkins School of Medicine, Baltimore, MD
| | - Pringl Miller
- Founder and Executive Director, Physician Just Equity, Bodega Bay, CA
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Cunningham GB, Wicker P. Sexual harassment and implicit gender-career biases negatively impact women's life expectancy in the US: a state-level analysis, 2011-2019. BMC Public Health 2024; 24:1115. [PMID: 38654268 PMCID: PMC11036706 DOI: 10.1186/s12889-024-18450-9] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/13/2023] [Accepted: 03/26/2024] [Indexed: 04/25/2024] Open
Abstract
BACKGROUND Despite some gains, women continue to have less access to work and poorer experiences in the workplace, relative to men. The purpose of this study was to examine the relationships among women's life expectancy and two work-related factors, sexual harassment and gender-career biases. METHOD We examined the associations at the state level of analysis (and District of Columbia) in the US from 2011 to 2019 (n = 459) using archival data from various sources. Measures of the ratio of population to primary health providers, year, the percent of adults who are uninsured, the percent of residents aged 65 or older, and percent of residents who are Non-Hispanic White all served as controls. RESULTS Results of linear regression models showed that, after accounting for the controls, sexual harassment and gender-career biases among people in the state held significant, negative associations with women's life expectancy. CONCLUSION The study contributes to the small but growing literature showing that negative workplace experiences and bias against women in the workplace negatively impact women's health.
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Affiliation(s)
- George B Cunningham
- Laboratory for Diversity in Sport, Department of Sport Management, University of Florida, Gainesville, USA.
| | - Pamela Wicker
- Department of Sport Science, Bielefeld University, Bielefeld, Germany
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Aminihajibashi S, Jensen TK, Skar AMS. Exploring key job demands and resources in Norwegian child mental health services: a cross-sectional study of associations with and relationship between compassion satisfaction, burnout, secondary traumatic stress and turnover intention. Front Public Health 2024; 12:1304345. [PMID: 38528864 PMCID: PMC10961911 DOI: 10.3389/fpubh.2024.1304345] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/29/2023] [Accepted: 02/15/2024] [Indexed: 03/27/2024] Open
Abstract
Background Burnout, secondary traumatic stress, and high turnover rates among child mental health clinicians are a challenge, not only for the individual therapist and the organization but also for the successful implementation of evidence-based practices. However, little is known about which and how job-and implementation-related factors are associated with burnout, secondary traumatic stress, and turnover intention as well as compassion satisfaction among child therapists. In the present study, we aimed to explore these factors and related mechanisms by integrating the "professional quality of life" and the "job demands-resources" models of occupational health. Methods We measured the perceived professional quality of life and turnover intention among a national sample of 256 therapists working in Norwegian Child and Adolescence Mental Health Clinics (n = 44) that implemented Trauma-Focused Cognitive Behavior Therapy (TF-CBT). Seventeen Job-and implementation-related resources and demands were also measured using the General Nordic Questionnaire for Psychological and Social Factors at Work and the Implementation Component Questionnaire. Path analysis was used to test whether burnout and compassion satisfaction mediate the relationship between job demands and resources on one hand, and secondary traumatic stress and turnover intention on the other hand. Results and discussion Results revealed that two job resources, i.e., positive challenges at work and mastery of work, were significant predictors of all professional outcomes. The proposed model was only partly supported. That is, while burnout did mediate the relationship between some job demands (i.e., work-family interference and role conflict) and job resources (i.e., human resource primacy, positive challenges, and mastery of work) with secondary traumatic stress and turnover intention, compassion satisfaction did not mediate the relationship between job resources and turnover intention. Moreover, in addition to their indirect effects via burnout, role conflict and organizational climate (human resource primacy) also directly affected turnover intention. These findings propose that interventions that reduce burnout should be prioritized to improve the professional quality of life and turnover intention among child therapists. Theoretically, it seems that compassion satisfaction and work engagement act differently.
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Affiliation(s)
| | - Tine K. Jensen
- Norwegian Centre for Violence and Traumatic Stress Studies, Oslo, Norway
- Department of Psychology, University of Oslo, Oslo, Norway
| | - Ane-Marthe Solheim Skar
- Norwegian Centre for Violence and Traumatic Stress Studies, Oslo, Norway
- Department of Psychology, University of Oslo, Oslo, Norway
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Dionisi AM, Dupré KE. Disrespectful colleagues, dysfunctional parenting: The effect of workplace incivility on parental attitudes, well-being and behaviours. Stress Health 2023; 39:912-926. [PMID: 36637426 DOI: 10.1002/smi.3220] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 11/08/2021] [Revised: 12/02/2022] [Accepted: 12/20/2022] [Indexed: 01/14/2023]
Abstract
Two dyadic studies address the link between workplace incivility and dysfunctional (i.e., authoritarian and permissive) parenting, and the role played by parent cognitions and well-being in these relationships. One hundred and forty-eight working mother-spouse dyads participated in Study 1. Mothers reported on their own workplace incivility experiences and parenting self-efficacy, while husbands rated mothers' authoritarian parenting behaviour. Results showed that parenting self-efficacy mediates the effects of workplace incivility on authoritarian parenting. Study 2 sought to replicate and extend these findings with a sample of one hundred and seventy-five working parent-spouse dyads. Working mothers and fathers reported on their own workplace incivility experiences, parenting self-efficacy and burnout, while their spouses rated their authoritarian and permissive parenting. The moderating effects of romantic relationship conflict were also assessed. Results supported the role of self-efficacy in mediating the relationship between workplace incivility and authoritarian parenting, with effects exacerbated among those experiencing higher levels of romantic relationship conflict. Moreover, incivility related to working parents' burnout, and in turn, permissive parenting. Our findings shed light on an understudied social context wherein workplace incivility may shape one's personal life, and broadens our understanding of the nature, scope, and impact of this workplace problem.
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Affiliation(s)
- Angela M Dionisi
- Carleton University, Sprott School of Business, Ottawa, Ontario, Canada
| | - Kathryne E Dupré
- Carleton University, Department of Psychology, Ottawa, Ontario, Canada
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Xiao SP, Lu Y, Yan Y, Zhou ZE, Cao ZX, Zhao KC. Effects of two-dimensional cyber incivility on employee well-being from a self-determination perspective. Front Psychol 2023; 14:1137587. [PMID: 37113128 PMCID: PMC10126297 DOI: 10.3389/fpsyg.2023.1137587] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/04/2023] [Accepted: 03/13/2023] [Indexed: 04/29/2023] Open
Abstract
The research attempts to explore the effects of two-dimensional cyber incivility on employee well-being. Based on self-determination theory and regulatory focus theory, we conducted two studies to examine the mediating role of intrinsic motivation and the moderating role of promotion focus between cyber incivility and emotional exhaustion. The results demonstrated that both active and passive cyber incivility predicted increased emotional exhaustion, with intrinsic motivation serving as a key mediator. There was no consistent conclusion of promotion focus's moderating role. High promotion focus might aggravate the negative effect of passive cyber incivility on intrinsic motivation. The present article provides deeper step towards understanding of cyber incivility, which also helps in the development of intervention strategies to lessen or avoid the negative impact of work-related stressful events on employee well-being.
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Affiliation(s)
- Shuai-Ping Xiao
- Department of Psychology, School of Philosophy, Wuhan University, Wuhan, China
| | - Yi Lu
- Department of Psychology, School of Philosophy, Wuhan University, Wuhan, China
| | - Yu Yan
- Department of Psychology, School of Philosophy, Wuhan University, Wuhan, China
- *Correspondence: Yu Yan,
| | - Zhiqing E. Zhou
- Department of Psychology, Baruch College and The Graduate Center, City University of New York, New York, NY, United States
| | - Zhao-Xue Cao
- Department of Psychology, School of Philosophy, Wuhan University, Wuhan, China
| | - Kai-Chen Zhao
- Department of Psychology, School of Philosophy, Wuhan University, Wuhan, China
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‘Well, actually’: investigating mansplaining in the modern workplace. JOURNAL OF MANAGEMENT & ORGANIZATION 2022. [DOI: 10.1017/jmo.2022.81] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
Abstract
Abstract
This mixed-method investigation examines the nature, prevalence, and correlates of mansplaining in modern workplaces. In Study 1, we scrape Twitter and conduct a thematic analysis of 2,312 tweets. These findings ground a comprehensive definition of mansplaining and propose six items for measurement. In Study 2, we quantitatively investigate mansplaining experiences at work (n = 499), finding that almost every participant had experienced mansplaining in the previous year. Expected gender differences emerged among mansplaining perpetrators and targets, yet men were not the only perpetrators, nor were women the only targets. Confirmatory factor analysis results support the possibility that mansplaining is a second factor of incivility. Further, mansplaining predicted significant variance in outcomes such as job satisfaction and turnover intentions above and beyond incivility. This research underscores that mansplaining is more than a social media phenomenon. Rather, it is a form of gendered mistreatment with implications for scholars and practitioners alike.
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Fernando D, Kenny E. The identity impact of witnessing selective incivility: A study of minority ethnic professionals. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1111/joop.12408] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Dulini Fernando
- Centre for Decent Work and Productivity, Business School Manchester Metropolitan University Manchester UK
| | - Etlyn Kenny
- Birmingham University Business School University of Birmingham Birmingham UK
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Perceived workplace incivility and psychological well-being in higher education teachers: a multigroup analysis. INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2022. [DOI: 10.1108/ijwhm-03-2021-0048] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this study was to investigate the impact of perceived workplace incivility (WPI) on psychological well-being (PWB) in teachers of higher education and to test for the moderating role of gender and organizational tenure on the relationship between perceived WPI and PWB.Design/methodology/approachData were collected from teachers (N = 341) employed in government and private colleges through convenience sampling. A structural equation modeling technique was used for model testing.FindingsResults showed a moderate level of perceived WPI by teachers from their colleagues or supervisors. Perceived WPI had a negative impact on PWB. Sixteen percent of the variance in PWB was explained by perceived WPI. Further, the multigroup analysis showed gender to moderate the relationship between perceived WPI and PWB, and this relationship was stronger for males than females. Organizational tenure was not a significant moderator.Research limitations/implicationsThese findings expand the literature on perceived WPI and suggest that stringent policies are essential in academia to minimize the incidence of WPI. Additionally, interventions are to be introduced to mitigate the negative outcomes of WPI both at the individual and organizational levels.Originality/valueThe study explores the role of demographic variables (gender and organizational tenure) in the relationship between perceived WPI and PWB in teachers. The empirical evidence suggests higher perceived WPI in male teachers leading to lower PWB. The organizational tenure of an employee shows no influence on the assessment of the stressor.
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Ghosh R, Reio Jr TG, Manongsong AM. Incivility experienced by immigrants struggling with acculturation: exploring buffering effects of holding behaviors by mentors. CAREER DEVELOPMENT INTERNATIONAL 2022. [DOI: 10.1108/cdi-07-2021-0169] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeChallenges with acculturation in organizations may make employees an easy target of workplace incivility and awareness of what constitutes uncivil behaviors at work can influence the association between acculturation and incivility. The current study examined the links between acculturation, incivility and tested mentor holding behavior as a moderator.Design/methodology/approachSurvey data including responses to incivility vignettes were collected from 163 full-time first- and second-generation immigrant employees in the southeastern United States. The data were analyzed through moderated hierarchical regression analysis.FindingsThe results indicated that those experiencing separation or marginalization in trying to acculturate into the dominant culture reported experiencing uncivil behaviors from supervisors and coworkers. Also, one's awareness of incivility moderated the positive relationship between experience of separation and experiences of incivility, such that this relationship was stronger for those who had higher awareness of what constitutes uncivil behavior. Additionally, the effect of marginalization on reported incivility was dampened with higher levels of mentor holding behavior.Originality/valueThis study’s findings extend the application of the selective incivility theory beyond the minoritized categories of race and gender to the immigrants struggling with acculturation in organizations. Also, our study lends support to widening the theoretical lens for mentoring to include relational systems theory.
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Alt D, Itzkovich Y, Naamati-Schneider L. Students' Emotional Well-Being, and Perceived Faculty Incivility and Just Behavior Before and During COVID-19. Front Psychol 2022; 13:849489. [PMID: 35548553 PMCID: PMC9082062 DOI: 10.3389/fpsyg.2022.849489] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/06/2022] [Accepted: 03/18/2022] [Indexed: 12/23/2022] Open
Abstract
This research set out to measure the impact of the lockdown condition and social distancing imposed on higher education by the Israeli government during the COVID-19 period and the shift to online learning, on students’ emotional well-being, the way they perceived their teachers’ just behavior, and faculty incivility, compared to pre-pandemic conditions. An additional aim was to explore the set of connections among these factors. The total sample included 396 undergraduate students from three academic colleges. Data were gathered via three questionnaires: Positive/negative affect, Faculty Incivility, and Teacher Justice. Data were analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM). The main finding showed that students’ negative emotions were informed by the lockdown condition. This perceived negative affect had an impact on how the participants experienced social interactions with their faculty. Those who exhibited higher levels of negative affect perceived themselves as targets of faculty incivility. The same trajectory was detected with the way students experienced their teachers’ just behavior. Students who held negative emotions, partly because of the COVID-19 restrictions, also viewed their teachers’ behavior toward them as unjust. This study stresses the role of one’s emotional condition in instigating negative interpretations of social interactions. Directions for subsequent research and practical implications for promoting students’ well-being and civil and just communications in the learning environment are discussed.
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Affiliation(s)
- Dorit Alt
- Kinneret Academic College on the Sea of Galilee, Jordan Valley, Israel.,Tel Hai College, Upper Galilee, Israel
| | - Yariv Itzkovich
- Kinneret Academic College on the Sea of Galilee, Jordan Valley, Israel
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The Systematic Workplace-Improvement Needs Generation (SWING): Verifying a Worker-Centred Tool for Identifying Necessary Workplace Improvements in a Nursing Home in Japan. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19031671. [PMID: 35162694 PMCID: PMC8835352 DOI: 10.3390/ijerph19031671] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/28/2021] [Revised: 01/27/2022] [Accepted: 01/28/2022] [Indexed: 11/19/2022]
Abstract
This study developed and tested a new measurement instrument, the Systematic Workplace-Improvement Needs Generation (SWING), to identify workplace-improvement needs. The participants were 53 workers in a Japanese nursing home for the elderly. The respondents used the SWING questionnaire to self-generate five ‘cues’ they considered important to improve the workplace. The workers determined each cue’s sufficiency level and weight balance (importance), and then we summarised the 265 cues into 21 categories for workplace improvements. The respondents identified the following items as the most important and the least sufficiently provided areas for workplace improvement: ‘interaction with customers’, ‘physical and psychological harassment’, ‘rewarding and challenging work’, and ‘sharing goals and objectives’. Although the workplace-improvement recommendations differed greatly from person to person, SWING prioritised the items by weight (importance) and sufficiency (current status), allowing organisations to address the needed improvements systematically. The SWING tool effectively elicited and prioritised respondents’ recommendations for improving the workplace. Because its items are self-generated by the respondents, SWING can be used for any occupation or workplace. Visualisation with bubble plots to clarify the improvement needs is incorporated into SWING.
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Pacheco E, Bártolo A, Pereira A, Duarte JC, Silva CF. The role of fear in the relationship between vicarious violence at work and work ability in nurses: a cross-sectional study. Nurs Health Sci 2021; 24:132-139. [PMID: 34783132 DOI: 10.1111/nhs.12904] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/04/2021] [Revised: 11/05/2021] [Accepted: 11/08/2021] [Indexed: 11/27/2022]
Abstract
Fear is a powerful emotion that can influence future behavior. This study investigates how fear influences the relationship between vicarious violence at work and employees' work ability. This is a quantitative cross-sectional study. Self-report data were collected from 154 Portuguese nurses who completed an online survey. Statistical significance of the indirect effect was based on bias-corrected bootstrap confidence intervals. The results support the mediation model. Those who observe/hear of others being beaten or threatened experience strong affective reactions, such as fear, which in turn has a negative impact on the assessment of their work ability. We suggest that occupational safety and health programs designed to prevent violence at work take into account those who experience violence at work vicariously and include strategies and interventions focused on affective reactions to minimize the negative effects of vicarious violence at work, with benefits in employees' improved ability to work.
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Affiliation(s)
- Emelda Pacheco
- Department of Education and Psychology, University of Aveiro, Aveiro, Portugal
| | - Ana Bártolo
- Center for Health Technology and Services Research (CINTESIS), Department of Education and Psychology, University of Aveiro, Aveiro, Portugal
| | - Anabela Pereira
- Department of Education and Psychology, University of Aveiro. CIDTFFResearch Centre on Didactics and Technology in the Education of Trainers, Department of Education and Psychology, University of Aveiro, Aveiro, Portugal
| | - João Carvalho Duarte
- Coordinating professor at the Health School, Polytechnic Institute of Viseu, Viseu, Portugal
| | - Carlos F Silva
- Department of Education and Psychology, University of Aveiro. William James Center for Research, Department of Education and Psychology, University of Aveiro, Aveiro, Portugal
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Liu B, Zhu N, Wang H, Li F, Men C. Protecting Nurses from Mistreatment by Patients: A Cross-Sectional Study on the Roles of Emotional Contagion Susceptibility and Emotional Regulation Ability. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18126331. [PMID: 34208160 PMCID: PMC8296175 DOI: 10.3390/ijerph18126331] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/10/2021] [Revised: 06/04/2021] [Accepted: 06/07/2021] [Indexed: 11/23/2022]
Abstract
In recent years, patient mistreatment of healthcare workers, especially nurses, has been frequent, endangering the interests of organizations while also threatening nurses’ own development. This study aims to examine from the perspective of nurses’ personal interests whether mistreatment by patients decreases nurses’ workplace well-being and career commitment, and how their susceptibility to emotional contagion and emotional regulation ability might mitigate these negative effects. This study adopted a cross-sectional study design (data were collected through self-reported questionnaires with a two-month time lag between the months of August–October 2017). A total of 289 nurses from three hospitals in Shandong province, China, were recruited to participate in our study. The results reveal that mistreatment by patients is negatively related to nurses’ workplace well-being and career commitment. Emotional contagion susceptibility moderates the relationships between mistreatment by patients and career commitment, while there is no significant buffering effect of mistreatment by patients on workplace well-being. Emotional regulation ability moderates the relationships between mistreatment by patients and both workplace well-being and career commitment. These results suggest that improvements in nurses’ emotional regulation ability and susceptibility to emotional contagion can alleviate the harmful impacts of mistreatment by patients.
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Samma M, Zhao Y, Rasool SF, Han X, Ali S. Exploring the Relationship between Innovative Work Behavior, Job Anxiety, Workplace Ostracism, and Workplace Incivility: Empirical Evidence from Small and Medium Sized Enterprises (SMEs). Healthcare (Basel) 2020; 8:healthcare8040508. [PMID: 33238510 PMCID: PMC7711530 DOI: 10.3390/healthcare8040508] [Citation(s) in RCA: 23] [Impact Index Per Article: 5.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/07/2020] [Revised: 11/09/2020] [Accepted: 11/18/2020] [Indexed: 12/16/2022] Open
Abstract
The aim of this study is to explore the relationship between workplace ostracism (WO), workplace incivility (WI), and innovative work behavior (IWB), using job anxiety as a mediating variable. Building on the conservation of resource (COR) theory, this study proposes a theoretical framework. In this framework, workplace ostracism and workplace incivility are theorized to strengthen innovative work behavior, directly and indirectly, through job anxiety. Data were collected from the workers of small and medium sized enterprise (SME) entrepreneurs located in Pakistan. To estimate the proposed relationships in the conceptual model, we used structural equation modeling (SEM) through AMOS-21. The outcomes of this study confirmed that workplace ostracism and workplace incivility had a negative impact on innovative work behavior. It was also confirmed that job anxiety mediates in the relationship between workplace ostracism, workplace incivility, job anxiety, and innovative work behavior. At the end of the study, we thoroughly discussed the conclusions, practical implications, limitations, and future research directions of the study.
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Affiliation(s)
- Madeeha Samma
- School of Management, Shanghai University, Shanghai 200444, China; (M.S.); (X.H.)
| | - Yan Zhao
- School of Management, Shanghai University, Shanghai 200444, China; (M.S.); (X.H.)
- Correspondence:
| | - Samma Faiz Rasool
- Postdoctoral Station of Statistical, School of Innovation and Entrepreneurship, Entrepreneurship Institute, Guangzhou University, Guangzhou 510006, China;
| | - Xiao Han
- School of Management, Shanghai University, Shanghai 200444, China; (M.S.); (X.H.)
| | - Shahzad Ali
- School of Business and Economics, University of Management and Technology, Lahore 54000, Pakistan;
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Has a critical mass of women resulted in gender equity in gynecologic surgery? Am J Obstet Gynecol 2020; 223:665-673. [PMID: 32585225 DOI: 10.1016/j.ajog.2020.06.038] [Citation(s) in RCA: 35] [Impact Index Per Article: 8.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/24/2020] [Revised: 05/29/2020] [Accepted: 06/18/2020] [Indexed: 11/23/2022]
Abstract
Gender equity in medicine and surgery has recently received widespread attention. Unlike surgical specialties that remain predominantly male, the majority of obstetrician-gynecologists have been women for nearly a decade, and women have composed the majority of trainees since the 1990s. Despite a critical mass of women, biases related to gender persist in the field. Professional and behavioral expectations of men and women gynecologists remain different for patients and workplace colleagues. Gender discrimination and sexual harassment are still experienced at high rates by both trainees and obstetrician-gynecologists in practice. In addition, in other surgical fields, women gynecologic surgeons face a gender wage gap that is unexplained by differences in experience, hours worked, or subspecialty training. Academic advancement and the attainment of leadership positions remain a challenge for many women. Policies related to pregnancy and parenting may disproportionately affect the careers of women gynecologists. This article presents peer-reviewed evidence relevant to gender equity in the workplace and suggests proactive interventions to ensure diversity and inclusion for gynecologic surgeons.
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Siller DH, Beck-Rabanser C, Hochleitner PDM, Exenberger DS. "Not a Woman-Question, But a Power-Question": A Qualitative Study of Third Parties on Psychological Violence in Academic Medicine. Workplace Health Saf 2020; 69:41-49. [PMID: 32812842 PMCID: PMC7739110 DOI: 10.1177/2165079920938001] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Background Psychological violence is a persistent issue in academic medicine and affects the health and safety of health care workers. This violence is also debated as part of medical culture. Third parties, persons learning about violations after it happened, may provide an understanding of the interplay between gender and psychological violence. Perspectives on research on psychological violence in academic medicine are currently lacking. Methods In this qualitative exploratory study, interviews were conducted with women from a working group on equal treatment at one medical university in Austria. This group monitors discrimination and harassment and consists of medical doctors, natural scientists, administrative staff, and students. To recruit participants, an email invitation was sent to members of the working group. Of 20 eligible persons, 12 women participated. After written consent from participants, individual interviews were conducted face-to-face, audio-recorded, and transcribed verbatim. Data were analyzed with grounded theory. Findings Participants described a firm organizational culture with persistent, historically grown gendered structures. Potential threat of psychological violence affected mostly “weaker,” less powerful persons, and often women. Descriptions of violence indicated harm to those affected, but intent to harm was doubted. Interventions strengthened the individual, but some participants demanded collective responsibility. Conclusion/application to practice Few descriptions could be classified as psychological violence. Findings indicated a need to change organizational cultures where lower positions pose a potential threat to experiencing harm. Occupational health practice should include training in sensitization to psychological violence, protection of those targeted, deconstructing power accumulation, and promoting diversity in career patterns and working styles.
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Itzkovich Y, Dolev N, Shnapper-Cohen M. Does incivility impact the quality of work-life and ethical climate of nurses? INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2020. [DOI: 10.1108/ijwhm-01-2019-0003] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this study is to assess the relationship between incivility and two organizational and personal attitudes, namely, perceived ethical climate and perceived quality of work-life of nurses, in the framework of organizational climate.Design/methodology/approachQuantitative data of 148 nurses working in a medium-sized hospital in Israel were collected. Furthermore, qualitative data were collected through semi-structured interviews with 12 nurses and 14 doctors from the same hospital, constructing a mixed-method approach.FindingsFindings revealed that witnessing or experiencing incivility affected the nurses' perception of the ethical climate of their work unit and their perceived quality of their work-life. Additionally, we found that the relationship between incivility and nurses' perceived quality of work-life was partially mediated through their perceived ethical climate. The qualitative data supported some of the findings.Originality/valueThe article stretches the incivility theory beyond its dyadic boundaries, prominently showing the spillover effect of incivility as an organizational problem. Additionally, it offers some evidence-based support for the multidimensionality of incivility, strengthening the need for a construct cleanup.
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The relationship between workplace incivility and depersonalization towards co-workers: Roles of job-related anxiety, gender, and education. JOURNAL OF MANAGEMENT & ORGANIZATION 2019. [DOI: 10.1017/jmo.2019.76] [Citation(s) in RCA: 13] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Abstract
AbstractThis study contributes to management scholarship by unpacking the relationship between employees' exposure to workplace incivility and their exhibition of depersonalization towards co-workers, according to the mediating effect of job-related anxiety and the moderating effects of gender and education. Time-lagged data from employees in Pakistani organizations show that an important reason workplace incivility enhances depersonalization towards co-workers is that employees feel anxious about their jobs. This mediating role of job-related anxiety is particularly salient among male and higher-educated employees, possibly because they suffer from resource losses in the form of dignity threats when they are treated with disrespect. For organizations, this study accordingly pinpoints a key mechanism by which disrespectful workplace treatment can escalate into depersonalization towards co-workers (enhanced job-related feelings of anxiety), as well as how the strength of this mechanism might depend on individual factors.
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20
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Meier-Credner A, Muschalla B. Kann Ungerechtigkeit bei der Arbeit krank machen? Grundannahmen, subjektive Wahrnehmung und Person-Job-Fit. VERHALTENSTHERAPIE 2019. [DOI: 10.1159/000502920] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/19/2022]
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Carmona-Cobo I, Lopez-Zafra E, Garrosa E. Observers' reactions to workplace incivility in the masculine domain: How does role congruency explain gender bias in future workers? Scand J Psychol 2019; 60:628-636. [PMID: 31535389 DOI: 10.1111/sjop.12576] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/04/2019] [Accepted: 08/13/2019] [Indexed: 12/01/2022]
Abstract
Based on Role Congruity Theory, we tested the hypothesis of gender bias by examining gender differences in observers' evaluations of the awareness and acceptability of workplace incivility gender-dyad interaction. Three hundred and ninety-six Spanish high school students (55.3% female) read one scenario of overt incivility (publicly humiliates and openly doubts the employee's judgment) or covert (omits and pays little attention) from a leader (female vs. male) toward a subordinate (female vs. male) in engineering. Results indicated gender differences among observers. From the leader actor of incivility, males were more aware and accepted less the incivility when performed by a female leader in a male domain; whereas females were more aware and accepted less incivility than males in all cases. Regarding the subordinate target of incivility, only females were more aware and accepted less incivility, and both males and females were more aware and accepted less covert incivility. Our results reveal practical implications for interventions from a gender perspective.
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Affiliation(s)
| | | | - Eva Garrosa
- Universidad Autónoma de Madrid, Madrid, Spain
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22
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Nel E, Coetzee M. Job Demands-Resources and Flourishing: Exploring Workplace Bullying as a Potential Mediator. Psychol Rep 2019; 123:1316-1334. [PMID: 31027472 DOI: 10.1177/0033294119839032] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Flourishing in the workplace can bring about various positive outcomes for individual and organizational well-being. This study explored the interactional effect of workplace bullying on the relationship between job demands-resources and flourishing. A convenience sample of 1102 employees was selected, and these employees completed an online survey that explored this relationship. Mediation analysis revealed that low job demands were linked to lower levels of workplace bullying, which in turn correlated with higher levels of flourishing. Workplace bullying partially mediated the job demands-flourishing relationship, but not the job resources-flourishing relation. The results were interpreted based on the job demands-resources theory, followed by recommendations for practice and future research.
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Affiliation(s)
- Elzabé Nel
- Department of Industrial and Organisational Psychology, University of South Africa, South Africa
| | - Melinde Coetzee
- Department of Industrial and Organisational Psychology, University of South Africa, South Africa
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Alshehry AS, Alquwez N, Almazan J, Namis IM, Moreno‐Lacalle RC, Cruz JP. Workplace incivility and its influence on professional quality of life among nurses from multicultural background: A cross‐sectional study. J Clin Nurs 2019; 28:2553-2564. [DOI: 10.1111/jocn.14840] [Citation(s) in RCA: 22] [Impact Index Per Article: 4.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/02/2018] [Revised: 01/09/2019] [Accepted: 02/12/2019] [Indexed: 11/27/2022]
Affiliation(s)
| | - Nahed Alquwez
- Nursing Department College of Applied Medical Sciences Shaqra University Al Dawadmi Saudi Arabia
| | - Joseph Almazan
- Nursing Department College of Applied Medical Sciences, Majmaah University Majmaah Saudi Arabia
| | | | | | - Jonas Preposi Cruz
- Nursing Department College of Applied Medical Sciences Shaqra University Al Dawadmi Saudi Arabia
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Di Marco D, Martínez-Corts I, Arenas A, Gamero N. Spanish Validation of the Shorter Version of the Workplace Incivility Scale: An Employment Status Invariant Measure. Front Psychol 2018; 9:959. [PMID: 29951021 PMCID: PMC6008770 DOI: 10.3389/fpsyg.2018.00959] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/24/2017] [Accepted: 05/24/2018] [Indexed: 11/13/2022] Open
Abstract
Workplace Incivility (WI) occurs worldwide and has negative consequences on individuals and organizations. Valid and comprehensive instruments have been used, specifically in English speaking countries, to measure such adverse process at work, but it is not available a validated instrument for research carried out in Spanish speaking countries. In this study we aim to test the psychometric properties of the Matthews and Ritter’s four-item Workplace Incivility Scale (2016) with Spanish workers (N = 407) from different sectors. Participants’ mean age was 38.73 (SD = 10.45) years old and the percentage of female employees was 59.2%. Confirmatory factor analysis using AMOS 19.0 was carried out, presenting a good fit. The internal consistency, convergent and concurrent validity of the scale were examined. Results show good scale reliability and expected high correlations with social undermining. Moreover, the scale related to propensity to leave a job, job satisfaction, and psychological well-being in the expected way. After configural invariance across groups was established, testing for metric invariance and scalar invariance was performed. Considering Δχ2 and ΔCFI tests for two nested models, the 4-item scale was invariant when the employment status is considered (permanent vs. temporal, full-time vs. part-time, and supervisor vs. non-supervisors). Overall, our findings showed good psychometric properties of the shorter version of the WIS in Spain. Theoretical and practical implications of this study are discussed.
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Affiliation(s)
- Donatella Di Marco
- Business Research Unit (BRU-IUL), Instituto Universitário de Lisboa (ISCTE-IUL), Lisbon, Portugal
| | | | - Alicia Arenas
- Department of Social Psychology, University of Seville, Seville, Spain
| | - Nuria Gamero
- Department of Social Psychology, University of Seville, Seville, Spain
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