The Escalation of Incivility in the Light of Social Constructions that Conceal Inequalities
The purpose of this article is to understand the dynamics of the increase in incivility through social relations (gender, race, class, sexual orientation, etc.), which hide inequalities in the form of treatment and opportunities within the organizational sphere. For this, we will examine works that address incivility at work, as well as studies that deviate from the mainstream, bringing more obscure organizational facets to light in connection with a critical approach to this issue. Next, some results of a bibliometric study shall be exposed, to analyze contributions connected to the theme and demonstrate gaps for future research. Then, models that facilitate reflection on the dynamics of violence shall be discussed. Finally, a broader concept of incivility in interpersonal relationships in the workplace shall be exposed considering the multiple approaches discussed.
Digital Object Identifier (DOI): doi.org/10.5281/zenodo.1130341Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 569
 Acker, J. (1990). Hierarchies, Jobs, Bodies: a theory of gendered organizations. Gender and Society, 4(2), 139-158.
 Acker, J. (2012). Gendered organizations and intersectionality: problems and possibilities. Equality, Diversity and Inclusion: an International Journal, 31(3), 214-224.
 Amadieu, Jean-François. (2005). Le Poids des apparences. Paris: Odile Jacob.
 Andersson, L., & Pearson, C. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of Management Review, 2(3), 452-471.
 Callahan, J. L. (2011). Incivility as an Instrument of Oppression: exploring the role of power in constructions of civility. Advances in Developing Human Resources, 13(1), 10-21.
 Cortina, L. M. (2008). Unseen injustice: Incivility as modern discrimination in organizations. Academy of Management Review, 33(1), 55-75.
 Davetian, B. (2009). Civility: a cultural history. Toronto: University of Toronto Press Incorporated.
 Di Marco, D., Hoel, H., Arenas, A., & Munduate, L. (2015). Workplace Incivility as Modern Sexual Prejudice. Journal of Interpersonal Violence, 1-27. doi: 10.1177/0886260515621083.
 Einarsen, S. (2005). The nature, causes and consequences of bullying at work: the Norwegian experience. Perspectives Interdisciplinaires sur le Travail et La Santé - PISTES, 7(3), 1-19.
 Fleming, P., & Spicer, A. (2003). Working at a cynical distance: Implications for power, subjectivity, and resistance. Organization, 10(1), 157-179.
 Ghosh, R., Dierkes, S., & Falletta, S. (2011). Incivility Spiral in Mentoring Relationships: Reconceptualizing Negative Mentoring as Deviant Workplace Behavior. Advances in Developing Human Resources, 13(1), 22-39.
 Glasl, F. (1982). The process of conflict escalation and roles of third parties. In G. B. J. Bomers, & R. B. Peterson (Eds.), Conflict Management and Industrial Relations (pp. 119-140). The Hague: Kluwer Nijhoff Publishing.
 Griffin, R. W., & O’Leary-Kelly, A. M. (2004). An Introduction to the Dark Side. In R. W. Griffin, & A. M., O’Leary-Kelly (Eds.), The dark side of organizational behavior (Chap. 1, pp. 1-19). San Francisco: Jossey-Bass.
 Jaarsveld, D. D. van, Walker, D. D., & Skarlicki, D. P. (2010). The role of job demands and emotional exhaustion in the relationship between customer and employee incivility. Journal of Management, 36(6), 1486-1504.
 Jones, K., Stewart, K., King, E., Morgan, W. B., Gilrane, V., & Hylton, K. (2014). Negative consequence of benevolent sexism on efficacy and performance. Gender in Management: an International Journal, 29(3), 171-189.
 Juteau, D. (2004). Ethnicité et Nation. In H. Hirata, F. Laborie, H. Le Doaré, & D. Senotier, Dictionnaire critique du feminism (2ème ed., pp. 66-71). Paris: Presses Universitaires de France.
 Kergoat, D. (2012). Dynamique et Consubstantialité des Rapports Sociaux. In D. Kergoat, Se battre, disent-elles… (pp. 125-140). Paris: La Dispute.
 Lee, J., & Jensen, J. M. (2014). The Effects of Active Constructive and Passive Corrective Leadership on Workplace Incivility and the Mediating Role of Fairness Perceptions. Group & Organization Management, 39(4), 416-443.
 Leymann, H. (1996). La Persécution au Travail. Paris: Éditions du Seuil.
 Lindebaum, D., & Geddes, D. (2016). The place and role of (moral) anger in organizational behavior studies. Journal of Organizational Behavior, 37, 738-757.
 Linstead, S. A., Maréchal, G., & Griffin, R. W. (2014). Theorizing and Researching the Dark Side of Organization. Organization Studies, 35(2), 165-188.
 Montgomery, K., Kane, K., Vance, C. M. (2004). Accounting for differences in norms of respect. Group & Organization Management, 29(2), 248-268.
 Park, Y., Fritz, C., & Jex, S. M. (2015). Daily Cyber Incivility and Distress: the moderating roles of resources at work and home. Journal of Management, 1-23. doi: 10.1177/0149206315576796.
 Pearson, C. M., Andersson, L. M., & Wegner, J. W. (2001). When workers flout convention: a study of workplace incivility. Human Relations, 54(11), 1387-1419.
 Picard, D. (2007). Pourquoi la politesse? Le savoir-vivre contre l’incivilité. Paris: Éditions du Seuil.
 Ragins, B. R., & Winkel, D. E. (2011). Gender, emotion and power in work relationships. Human Resource Management Review, 21(4), 377-393.
 Roché, S. (2000). La théorie de la « vitre cassée » en France: incivilités et desordres em public. Revue française de science politique, 50ᵉ année, 3, 387-412.
 Scott, J. W. (1986). Gender: A Useful Category of Historical Analysis. The American Historical Review, 91(5), 1053-1075.
 Skinner, D., Dietz, G., & Weibel, A. (2014). The dark side of trust: when trust becomes a ‘poisoned chalice’. Organization, 21(2), 206-224.
 Van de Vliert, E. (1998). Conflict and conflict management. In P, J. D. Drenth, H. Thierry, & C. J. J. Wolff (Eds.), Handbook of Work and Organizational Psychology. Volume 3: Personnel psychology (2nd ed., pp. 351-376). Hove, England: Psychology Press.