Date of Award

3-1-2019

Document Type

Thesis

Degree Name

Bachelor of Science (B.S.) in Business Administration: Human Resources Management and University Honors

Department

Human Resources Management

First Advisor

David E. Caughlin

Subjects

Pesonnel management, Work environment -- Social aspects, Sex discrimination in employment, Sex discrimination against gender-nonconforming people, Gender lens

DOI

10.15760/honors.670

Abstract

Workplace incivility is defined as behavior that is rude, condescending, and/or ostracizing. Incivility violates workplace norms or expectations of respect but can otherwise appear mundane. Incivility is low impact but consistent mistreatment that can result in a myriad of negative impacts on employees and organizations. Some organizations dismiss incivility and other forms of subtle mistreatment as inconsequential, despite scientific evidence showing significant costs. A combination of anti-discrimination laws and social norms have drastically changed the dynamics of workplace discrimination over the last few decades. That is, blatant discrimination is no longer socially or legally acceptable, but biased attitudes against women and minorities have evolved to exist in more covert forms. Using a gender lens, I will examine the connection between workplace incivility and discrimination. Building upon the theory of selective incivility, the central objective of this paper is to bridge the literature between workplace incivility and workplace gender-based discrimination. The core argument is that workplace incivility can be a manifestation of gender-based biases and may act as a vehicle for discrimination. Focusing on gender subgroups (women and non-binary), I will examine the connection between workplace incivility and discrimination.

Persistent Identifier

https://archives.pdx.edu/ds/psu/27955

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