ABSTRACT
Workplace incivility differs from and overlaps with other forms of workplace mistreatment or deviant behavior that occurs in organizations, such as social undermining, bullying/mobbing, abusive supervision, interpersonal conflict, and microaggression. This chapter describes the incivility construct and the main empirical findings, and focuses on a discussion of key ideas that have important implications for the emerging agenda of incivility in both research and practice. It highlights the points and issues that require further research, especially longitudinal and experimental designs. The chapter also focuses on describing the limitations of extant measurement approaches and suggests opportunities for future research and practical applications. Future research should continue to explore how incivility can be measured at higher levels of analysis, using specific composition models to test the theoretical mechanisms through which this construct emerges at different organizational levels and how top-down or bottom-up processes work.
