Workplace incivility: A review of the literature and agenda for future research

A growing body of research explores workplace incivility, defined as low‐intensity deviant workplace behavior with an ambiguous intent to harm. In the 15 years since the theoretical introduction of the workplace incivility construct, research in this domain has taken off, albeit in a variety of directions. We review the extant body of research on workplace incivility and note the multitude of samples, sources, methodologies, and instrumentation used. In this review article, we provide an organized review of the extant body of work that encompasses three distinct types of incivility: experienced, witnessed, and instigated incivility. These three types of incivility serve as the foundation for a series of comprehensive models in which we integrate extant empirical research. In the last part of this review article, we suggest directions for future research that may contribute to this growing body of work. Copyright © 2014 John Wiley & Sons, Ltd.     

Exceptional responders in conservation

Conservation operates within complex systems with incomplete knowledge of the system and the interventions utilized. This frequently results in the inability to find generally applicable methods to alleviate threats to Earth's vanishing wildlife. One approach used in medicine and the social sciences has been to develop a deeper understanding of positive outliers. Where such outliers share similar characteristics, they may be considered exceptional responders. We devised a 4‐step framework for identifying exceptional responders in conservation: identification of the study system, identification of the response structure, identification of the threshold for exceptionalism, and identification of commonalities among outliers. Evaluation of exceptional responders provides additional information that is often ignored in randomized controlled trials and before–after control‐intervention experiments. Interrogating the contextual factors that contribute to an exceptional outcome allow exceptional responders to become valuable pieces of information leading to unexpected discoveries and novel hypotheses.     

Continuous dose-response modeling and risk analysis with the gamma and reciprocal gamma distributions

Kodell and West (1993) describe two methods for calculating pointwise upper confidence limits on the risk function with normally distributed responses and using a certain definition of adverse quantitative effect. But Banga et al. (2000) have shown that these normal theory methods break down when applied to skew data. We accordingly develop a risk analysis model and associated likelihood-based methodology when the response follows either a gamma or reciprocal gamma distribution. The model supposes that the shape (index) parameter k of the response distribution is held fixed while the logarithm of the scale parameter is a linear model in terms of the dose level. Existence and uniqueness of the maximum likelihood estimates is established. Asymptotic likelihood-based upper and lower confidence limits on the risk are solutions of the Lagrange equations associated with a constrained optimization problem. Starting values for an iterative solution are obtained by replacing the Lagrange equations by the lowest order terms in their asymptotic expansions. Three methods are then compared for calculating confidence limits on the risk: (i) the aforementioned starting values (LRAL method), (ii) full iterative solution of the Lagrange equations (LREL method), and (iii) bounds obtained using approximate normality of the maximum likelihood estimates with standard errors derived from the information matrix (MLE method). Simulation is used to assess coverage probabilities for the resulting upper confidence limits when the log of the scale parameter is quadratic in the dose level. Results indicate that coverage for the MLE method can be off by as much as 15% points and converges very slowly to nominal coverage levels as the sample size increases. Coverage for the LRAL and LREL methods, on the other hand, is close to nominal levels unless (a) the sample size is small, say N < 25, (b) the index parameter is small, say k 1, and (c) the direction of adversity is to the left for the gamma distribution or to the right for the reciprocal gamma distribution.     

Workplace ostracism and deviant and helping behaviors: The moderating role of 360 degree feedback

Drawing on sociometer theory, we argue that when 360 degree feedback is used in a work setting, being ostracized by coworkers has a stronger negative influence on employees' state self‐esteem, which promotes interpersonal deviance and demotivates helping directed toward coworkers, as compared to settings in which 360 feedback is not used. We tested our hypotheses using data collected from North American employees (Study 1) and a two‐wave survey of employees in China (Study 2). Results from both studies support the hypothesized interaction between workplace ostracism and 360 degree feedback on interpersonal deviance and helping behavior. Results from Study 2 further show that lower state self‐esteem accounts for the stronger negative association of ostracism with helping behavior among employees who are exposed to 360 degree feedback. Ostracism is not related to subsequent state self‐esteem or behavior when 360 degree feedback is absent. We discuss the implications for theory and research concerning employee exclusion. Copyright © 2016 John Wiley & Sons, Ltd.     

Campaign contributions,lobbying and post‐Katrina contracts

This research explores the relationship between political campaign contributions, lobbying and post‐Hurricane Katrina cleanup and reconstruction contracts. Specifically, a case‐control study design is used to determine whether campaign contributions to national candidates in the 2000–04 election cycles and/or the employment of lobbyists and lobbying firms increased a company's probability of receiving a post‐hurricane contract. Results indicate that both a campaign contribution dichotomous variable and the dollar amount of contributions are significantly related to whether a company received a contract, but that lobbying activity was not. These findings are discussed in the context of previous research on the politics of natural disasters, government contracting and governmental and corporate deviance.     

Loyal rebels? A test of the normative conflict model of constructive deviance

Constructive deviance is a voluntary behavior that violates organizational rules but is conducted with honorable intentions to benefit the organization or its stakeholders. Despite emerging interest in this behavior, the antecedents of constructive deviance remain unclear, with particular ambiguity concerning the relationship between organizational identity and constructive deviance. In this article, we address this ambiguity with the normative conflict model, which posits that organizational identity drives constructive deviance in the workplace only when people perceive normative conflict with organizational rules. In Studies 1a and 1b, we develop and validate a measure of normative conflict. In Study 2, we conduct a preliminary test of the model with employed students and find that identity is positively related to constructive deviance only when normative conflict is high. In Study 3, we replicate and extend the model to show that the moderating effect of normative conflict is mediated by experienced psychological discomfort and that organizational identity is positively related to constructive deviance among working adults only when discomfort is high. In total, our findings demonstrate the utility of the normative conflict model for explaining when constructive deviance is mostly likely to occur in the workplace.