First Advisor

Liu-Qin Yang

Term of Graduation

Summer 2023

Date of Publication

9-26-2023

Document Type

Thesis

Degree Name

Master of Science (M.S.) in Psychology

Department

Psychology

Language

English

Subjects

Courtesy in the workplace, Sleep deprivation -- Social aspects, Affect (Psychology), Ostracism (Psychology)

DOI

10.15760/etd.3663

Physical Description

1 online resource (iv, 70 pages)

Abstract

The mistreatment literature focused on workplace incivility has grown significantly over the past two decades, as it has been recognized as an omnipresent issue in the workplace. Workplace incivility presents itself as low-intensity rudeness in which at least one individual takes counter normative negative actions against another individual, and may take place in both office and remote work settings as well as through a cyber modality. These actions often occur in a spiral where the target of incivility becomes likely to perpetuate incivility later down the line. However, much of the incivility literature lacks a comprehensive understanding of the perpetrator's perspective. Based on theory and empirical evidence, this study extends the spiral by reframing it to operate from the perspective of the perpetrator of cyber incivility, relative to that of the target. In this study I evaluate the affective processes underlying the relations between instigated cyber incivility and experienced workplace ostracism through the negative self-conscious affect of shame. The model also considers the boundary condition of sleep quality as a means of self-regulation capacity, acting as a second stage buffer of the relationship between shame and experienced workplace ostracism. Participants included 354 employed individuals across various industries in the United States. Results showed that although there was a direct relationship between instigated cyber incivility and experienced workplace ostracism, the relationship was not found to be fully mediated by shame. Sleep was seen as a buffer between shame and experienced workplace ostracism, but only with the time matched data. Implications, limitations, and future research directions will be discussed.

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Persistent Identifier

https://archives.pdx.edu/ds/psu/40890

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