Online Disinhibition and Its Influence on Cyber Incivility Alexander Francis Moore Clemson University, [email protected]

Total Page:16

File Type:pdf, Size:1020Kb

Online Disinhibition and Its Influence on Cyber Incivility Alexander Francis Moore Clemson University, Alexm9437@Gmail.Com Clemson University TigerPrints All Theses Theses 8-2019 Online Disinhibition and Its Influence on Cyber Incivility Alexander Francis Moore Clemson University, [email protected] Follow this and additional works at: https://tigerprints.clemson.edu/all_theses Recommended Citation Moore, Alexander Francis, "Online Disinhibition and Its Influence on Cyber Incivility" (2019). All Theses. 3170. https://tigerprints.clemson.edu/all_theses/3170 This Thesis is brought to you for free and open access by the Theses at TigerPrints. It has been accepted for inclusion in All Theses by an authorized administrator of TigerPrints. For more information, please contact [email protected]. ONLINE DISINHIBITION AND ITS INFLUENCE ON CYBER INCIVILITY A Thesis Presented to the Graduate School of Clemson University In Partial Fulfillment of the Requirements for the Degree Master of Science Applied Psychology by Alexander Moore August 2019 Accepted by: Dr. Fred Switzer, Committee Chair Dr. Patrick Rosopa Dr. Robin Kowalski ABSTRACT The proliferation of telecommunication technology over the past three decades has redefined the nature of work for many. Today, employees may use such tools to work remotely, fulfilling some or all of their duties away from an office and their colleagues. Organizational researchers generally view remote work favorably, as it is tied to improvements in job satisfaction and performance. However, some behavioral researchers have identified online communication attitudes that are related to counternormative online behavior. Known as Online Disinhibition, these attitudes propagate low intensity interpersonal deviances that are analogous to what organizational researchers call Cyber-Incivility. Despite its relevance to deviance and remote work literature, no study has investigated Online Disinhibition in an organizational context. Accordingly, this study seeks to establish Online Disinhibition’s relevance to remote work by demonstrating its relation to cyber incivility through a survey study of remote workers via Amazon’s Mechanical Turk. Results from a pilot study (n=51) found that roughly three-fifths of the sampling population reported some occurrence of instigated uncivil behaviors. Additionally, Online Disinhibition appears to be positively related to uncivil behaviors among these respondents. These results were replicated in a full survey study (n = 257), however, results for both hypotheses appeared to differ when Victimized Cyber Incivility was removed as a control. The interpretation of these findings, along with their limitations and implications for future research and applications are discussed. ii DEDICATION I dedicate my thesis to my Family: Denise, Daren, Nick, Carolyn, and Morgan. My achievements thus far would not have been possible without their continued support. Additionally, I dedicate my thesis to my advisor, Fred, as well as the rest of the faculty in Clemson’s Psychology program. I am forever grateful for the people that afforded me the opportunity to embark on this academic odyssey. iii TABLE OF CONTENTS Page TITLE PAGE .................................................................................................................... i ABSTRACT ..................................................................................................................... ii DEDICATION ................................................................................................................ iii LIST OF TABLES .......................................................................................................... vi LIST OF FIGURES ....................................................................................................... vii CHAPTER I. ONLINE DISINHIBITION AND RELATED CONSTRUCTS ................... 1 Online Disinhibition................................................................................. 4 Antecedents of Online Disinhibition ....................................................... 5 Cyber Incivility ...................................................................................... 11 Interpersonal Deviance .......................................................................... 13 Emotional Intelligence ........................................................................... 14 Self-Efficacy .......................................................................................... 16 II. PRESENT STUDY ...................................................................................... 17 Online Disinhibition and Cyber Incivility ............................................. 17 Anonymity ............................................................................................. 18 Online Social Cue Perceptions ............................................................... 19 Asynchronicity and Cyber Incivility ...................................................... 23 III. METHOD .................................................................................................... 24 Pilot Study .............................................................................................. 24 Determining Sample Size ...................................................................... 35 Scale Construction ................................................................................. 26 Participants and Procedures ................................................................... 27 iv Table of Contents (Continued) Page Materials ................................................................................................ 28 Analyses ................................................................................................. 39 IV. Results .......................................................................................................... 40 Pilot Results ........................................................................................... 40 Pilot Summary ....................................................................................... 48 Full Study Results .................................................................................. 49 Regression Assumptions ........................................................................ 57 Hypothesis 1 Results .............................................................................. 60 Hypotheses 2a-2e Results ...................................................................... 62 Hypothesis 1 – Victimized Cyber Incivility Excluded .......................... 64 Hypotheses 2a-2e – Victimized Cyber Incivility Excluded ................... 65 Hypotheses 2g-2k – Structural Regression Model ................................. 66 Contextual Differences .......................................................................... 68 V. DISCUSSION .............................................................................................. 72 Overview of Results ............................................................................... 72 Limitations ............................................................................................. 76 Implications for Future Research ........................................................... 79 Considerations for the OSCP Measure .................................................. 81 Considerations for Remote Work .......................................................... 83 Conclusion ............................................................................................. 84 APPENDICES ............................................................................................................... 87 A: Tables ........................................................................................................... 87 B: Figures.......................................................................................................... 98 C: Full Study Survey ...................................................................................... 102 REFERENCES ............................................................................................................ 145 v LIST OF TABLES Table Page 1.1 Corrected Item-Total Correlation of OSCP Scale Items .............................. 41 2.1 Exploratory Factor Analysis of OSCP Scale ............................................... 44 3.1 Correlations with 95% Confidence Intervals ............................................... 46 4.1 Descriptive Statistics and Reliabilities of Measures Used ........................... 51 5.1 Means, Standard Deviations, and Correlations with a 95% CI .................... 54 6.1 ICI Regressed on Online Disinhibition, Remote Frequency, and CMC Fidelity, with VCI Included ....................... 61 7.1 Instigated Cyber Incivility Regressed on OSCP, Remote Frequency, and Emotional Self-Efficacy ....................................... 63 8.1 Instigated Cyber Incivility Regressed on OSCP, Remote Frequency, and Emotional Self-Efficacy, with VCI Removed ...... 67 9.1 Face-to-Face Incivility Regressed on Online Disinhibition and Remote Frequency, with VCI removed ................................................ 71 10.1 Face-to-Face Incivility Regressed on OSCP, Remote Frequency and CMC Fidelity, with VCI Removed ........................ 72 11.1 Results of All Hypothesized Coefficients Across All Prediction Models ... 74 vi LIST OF FIGURES Figure Page 1.1 Structural Model of Hypothesized Relationship between OSCP and ICI ... 23 2.1 Distribution of Age, by Gender in the Full Study Sample ........................... 50 3.1 Boxplot of Incivility Measures ...................................................................
Recommended publications
  • Nightmares, Demons and Slaves
    Management Communication Quarterly Volume 20 Number 2 November 2006 1-38 Nightmares, Demons © 2006 Sage Publications 10.1177/0893318906291980 http://mcq.sagepub.com and Slaves hosted at Exploring the Painful Metaphors http://online.sagepub.com of Workplace Bullying Sarah J. Tracy Arizona State University, Tempe Pamela Lutgen-Sandvik University of New Mexico, Albuquerque Jess K. Alberts Arizona State University, Tempe Although considerable research has linked workplace bullying with psy- chosocial and physical costs, the stories and conceptualizations of mistreat- ment by those targeted are largely untold. This study uses metaphor analysis to articulate and explore the emotional pain of workplace bullying and, in doing so, helps to translate its devastation and encourage change. Based on qualitative data gathered from focus groups, narrative interviews and target drawings, the analysis describes how bullying can feel like a battle, water tor- ture, nightmare, or noxious substance. Abused workers frame bullies as nar- cissistic dictators, two-faced actors, and devil figures. Employees targeted with workplace bullying liken themselves to vulnerable children, slaves, pris- oners, animals, and heartbroken lovers. These metaphors highlight and delimit possibilities for agency and action. Furthermore, they may serve as diagnostic cues, providing shorthand necessary for early intervention. Keywords: workplace bullying; emotion; metaphor analysis; work feelings; harassment So many people have told me, “Oh, just let it go. Just let it go.” What’s inter- esting is people really don’t understand or comprehend the depths of the bully’s evilness until it’s done to them. Then they’re shocked. I had people Authors’ Note: We thank the College of Public Programs and the Office of the Vice President for Research and Economic Affairs at Arizona State University for a grant that helped fund this research.
    [Show full text]
  • Down Top Workplace Incivility and Organizational Health of Deposit Money Banks in Nigeria
    International Journal of Business and Management Review Vol.7, No.5, pp.61-84, August 2019 Published by European Centre for Research Training and Development UK (www.eajournals.org) DOWN TOP WORKPLACE INCIVILITY AND ORGANIZATIONAL HEALTH OF DEPOSIT MONEY BANKS IN NIGERIA Dr. L.I. Nwaeke Department of Management m Rivers State University, Port-Harcourt Akani, Vivian Chinogounum Postgraduate Student, Department of Management, Rivers State University Port-Harcourt ABSTRACT: This study examined the effects of down top workplace incivility on organizational health of deposit money banks in Rivers State. The objective was to investigate the nature of relationship between down top workplace incivility and organizational health. The independent variable proxy was down top workplace incivility while organizational health proxy was goal focus, resource utilization and cohesiveness. This study explored quasi-experimental research design. The population of the study comprises of 17 deposit money banks operating in Port Harcourt quoted in the Nigeria Stock Exchange. Three hundred and forty six respondents were obtained as sample size, using the Taro Yemen’s formula. Spearman rank correlation was used to test the null hypotheses at 0.05 level of significance computed within SPSS software. The study found that there negative and no significant relationship between down top workplace incivility and resource utilization, negative and no significant relationship between down top workplace incivility and cohesiveness. Furthermore, the study also revealed a negative and no significance relationship between down top incivility and goal focus. The findings of this study support the need to appraise organizational incivility, especially among high-status employees, as perceived across all hierarchical levels considering the significant relationships between structure and workplace incivility and organizational health.
    [Show full text]
  • A Theory of Biobehavioral Response to Workplace Incivility
    BIOBEHAVIORAL RESPONSE TO INCIVILITY THE EMBODIMENT OF INSULT: A THEORY OF BIOBEHAVIORAL RESPONSE TO WORKPLACE INCIVILITY Lilia M. Cortina University of Michigan 530 Church Street Ann Arbor, MI 48104 [email protected] M. Sandy Hershcovis University of Calgary 2500 University Drive NW Calgary, AB T2N 1N4 [email protected] Kathryn B.H. Clancy University of Illinois at Urbana-Champaign 607 S. Mathews Ave. Urbana, IL 61801 [email protected] (in press, Journal of Management) ACKNOWLEDGEMENTS The authors are grateful to Christine Porath, who provided feedback on an earlier draft of this article. Hershcovis acknowledges support from the Social Sciences and Humanities Research Council of Canada. Clancy acknowledges support from NSF grant #1916599, the Illinois Leadership Center, and the Beckman Institute for Advanced Science & Technology, and thanks her trainees as well as the attendees of the 2019 Transdisciplinary Research on Incivility in STEM Contexts Workshop for their brilliant thinking and important provocations. BIOBEHAVIORAL RESPONSE TO INCIVILITY 1 Abstract This article builds a broad theory to explain how people respond, both biologically and behaviorally, when targeted with incivility in organizations. Central to our theorizing is a multifaceted framework that yields four quadrants of target response: reciprocation, retreat, relationship repair, and recruitment of support. We advance the novel argument that these behaviors not only stem from biological change within the body, but also stimulate such change. Behavioral responses that revolve around affiliation, and produce positive social connections, are most likely to bring biological benefits. However, social and cultural features of an organization can stand in the way of affiliation, especially for employees holding marginalized identities.
    [Show full text]
  • Relationship Between Job Stress and Workplace Incivility Regarding to the Moderating Role of Psychological Capital
    Journal of Fundamentals Mashhad University Psychiatry and Behavioral Sciences of Mental Health of Medical Sciences Research Center lagigirO Article Relationship between job stress and workplace incivility regarding to the moderating role of psychological capital *Seyed Esmaeil Hashemi1; Sahar Savadkouhi2; Abdolzahra Naami3; Kioumars Beshlideh1 1Associate professor of psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran 2MA. student in industrial and organizational psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran 3Professor of psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran Abstract Introduction: The purpose of this study was to investigate the relationship of job stress and workplace incivility behaviors considering the moderating role of psychological capital (resiliency, optimism, hope, and efficacy). Materials and Methods: Participants of this descriptive-analytical study were 297 employees of Khozestan Regional Electrical Company in Ahvaz at year of 2016 were selected by stratified randomized sampling method. These participants completed the job stress, workplace incivility behaviors and psychological capital questionnaires. Pearson correlation and hierarchical regression analyses were used to analysis. Results: Findings indicated that job stress was negatively related to workplace incivility (P=0.008) and resiliency moderated the relationship of job stress with workplace incivility (P=0.04). Moreover optimism, hope, and self-efficacy not moderated relationship of job stress with workplace incivility. Conclusion: The results showed that the relationship between job stress and workplace incivility in high resilient employees is weaker than the relationship between these two variables in employees with low resiliency. Keywords: Job stress, Psychological capital, Resilience Please cite this paper as: Hashemi SE, Savadkouhi S, Naami A, Beshlideh K. Relationship between job stress and workplace incivility regarding to the moderating role of psychological capital.
    [Show full text]
  • Publication-11-06.Pdf
    Philadelphia SHRM June 2011 News UPCOMING EVENTS Wednesday, 6/15/11 President Social Event Kelley Cornish HR Business Networking Event - Extend Your President Elect Reach Christine Derenick-Lopez National Liberty Past President Museum Ashley Tappan 321 Chestnut Street Strategic Fellow Philadelphia, PA Sylvie Clerie VP, Legal Friday, 06/17/11 Sam First 12:00pm-1:00pm VP, Finance Webinar Salonia Brown Don’t get lost in translation: VP, Communications Global Employee Communication Trends Mary Doria GoToMeeting Communities Co-Chair Therese Williams Mark DiAntonio CO-VP, Development Gloria Sinclair Miller ADVERTISE VP, HR Disciplines HERE April Smith Emerging Leaders Co-Chair Erik Johnson Business Card Ad Patty McConnell $50 Membership Co-Chair Quarter Page Ad Valerie Walls $75 Membership Co-Chair Rich Krekstein Half Page Ad Mentoring Chair $150 Kimberly Woods Full Page Ad Certification Chair $300 Sheila Scanlon Association Management For more details Seamless Events Inc. about advertising and sponsorship go to www.phillyshrm.org 2June 2011 Photo by B. Krist or GPTMC contents 4 Presidents Message 6 PSHRM Networking Event 8 Make Telecommuting Pay Off 12 HRD Symposium on WorkPlace Violence phillyshrm.org Philadelphia SHRM News 3 the President’s Corner Farewell - A New Beginning! As I write my final newsletter as President of Philly SHRM, I leave so many wonderful memories from the past two years at the helm. Even though the economy was and continues to be a very chal- lenging and turbulent reality for our nation during my tenure, we as a chapter led the way to meet the needs of our members by re-evaluating what the HR practitioner needed to stay relevant and productive to their organizations and clients.
    [Show full text]
  • Mentoring Elements That Influence Employee Engagement Lee Thornton Fountain Walden University
    Walden University ScholarWorks Walden Dissertations and Doctoral Studies Walden Dissertations and Doctoral Studies Collection 2018 Mentoring Elements that Influence Employee Engagement Lee Thornton Fountain Walden University Follow this and additional works at: https://scholarworks.waldenu.edu/dissertations Part of the Business Administration, Management, and Operations Commons, Cultural Resource Management and Policy Analysis Commons, and the Management Sciences and Quantitative Methods Commons This Dissertation is brought to you for free and open access by the Walden Dissertations and Doctoral Studies Collection at ScholarWorks. It has been accepted for inclusion in Walden Dissertations and Doctoral Studies by an authorized administrator of ScholarWorks. For more information, please contact [email protected]. Walden University College of Management and Technology This is to certify that the doctoral dissertation by Lee T. Fountain has been found to be complete and satisfactory in all respects, and that any and all revisions required by the review committee have been made. Review Committee Dr. Donna Brown, Committee Chairperson, Management Faculty Dr. Raghu Korrapati, Committee Member, Management Faculty Dr. Nikunja Swain, University Reviewer, Management Faculty Chief Academic Officer Eric Riedel, Ph.D. Walden University 2018 Abstract Mentoring Elements that Influence Employee Engagement by Lee T. Fountain MA, Davenport University, 2006 BS, Davenport University, 2003 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Management Walden University November 2018 Abstract Employee disengagement is a significant issue for leaders and managers in many organizations. The general problem is the workforce in many American organizations includes disengaged employees. In 2016, only 33% of the workforce in the United States was engaged.
    [Show full text]
  • Workplace Incivility Workplace Incivility Is a Topic That Numerous Health Care Professionals Have Experienced in Their Careers
    March 2020 www.nursingcenter.com Workplace Incivility Workplace incivility is a topic that numerous health care professionals have experienced in their careers. We often think of the phrase “nurses eat their young,” and Kisner (2018) discovered that as a result of incivility, “30% to 50% of all new nurses will leave their profession sometime during their first 3 years of practice.” The Joint Commission (2016) discovered that “59% (of nurses) experienced verbal abuse during a seven-day period.” These actions can contribute to consequences varying from work absenteeism to medical errors. Incivility should not be tolerated nor accepted in the professional workplace. Definition The American Nurses Association (ANA) (2019) has defined incivility as “one or more rude, discourteous, or disrespectful actions that may or may not have a negative intent behind them.” The ANA Position Statement (2015) on incivility states that nurses must make “a commitment to – and accept responsibility for – establishing and promoting healthy interpersonal relationships with one another.” Forms of workplace incivility include (McNamara, 2012): • Verbal abuse (i.e., gossiping, shouting, or swearing) • Nonverbal abuse (i.e., eye rolling, making faces, excluding another from conversation) • Passive-aggressive behavior (i.e., refusing to communicate, sabotaging a coworker) • Bullying (i.e., accusing a coworker of someone else’s error, assigning unfavorable work, expressing untrue critique) Key Clinical Considerations and Outcomes Incivility impacts patient care, and
    [Show full text]
  • Addressing Bullying and Incivility Among Nurses
    Walden University ScholarWorks Walden Dissertations and Doctoral Studies Walden Dissertations and Doctoral Studies Collection 2020 Addressing Bullying and Incivility Among Nurses Caroline Holland Combs Walden University Follow this and additional works at: https://scholarworks.waldenu.edu/dissertations Part of the Nursing Commons This Dissertation is brought to you for free and open access by the Walden Dissertations and Doctoral Studies Collection at ScholarWorks. It has been accepted for inclusion in Walden Dissertations and Doctoral Studies by an authorized administrator of ScholarWorks. For more information, please contact [email protected]. Walden University College of Health Sciences This is to certify that the doctoral study by Caroline Combs has been found to be complete and satisfactory in all respects, and that any and all revisions required by the review committee have been made. Review Committee Dr. Robert McWhirt, Committee Chairperson, Nursing Faculty Dr. Melanie Braswell, Committee Member, Nursing Faculty Dr. Faisal Aboul-Enein, University Reviewer, Nursing Faculty Chief Academic Officer and Provost Sue Subocz, Ph.D. Walden University 2020 Abstract Addressing Bullying and Incivility Among Nurses by Caroline Combs MS, Walden University, 2012 Project Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Nursing Practice Walden University June 2020 Abstract For decades, nurses have experienced some form of bullying and incivility throughout their careers. Incivility contributes to behaviors that constrain the sense of empowerment among nurses and directly encroach upon Provision 6 of the American Nurses Association code of ethics, which addresses sustaining a moral environment and the need to create a contagious culture of respect that is free from uncivil behavior.
    [Show full text]
  • A Nurse Leaders Role In
    STARTING THE CONVERSATION TO ADDRESS INCIVILITY AND BULLYING IN HEALTHCARE Provided by the RWJF Executive Nurse Fellows Program and funded by the Robert Wood Johnson Foundation Conflict of Interest Disclosure • A conflict of interest is a particular financial or non-financial circumstance that might compromise, or appear to compromise, professional judgment. Anything that fits this should be included. Examples are owning stock in a company whose product is being evaluated, being a consultant or employee of a company whose product is being evaluated, etc. • Professor Beth Bolick, DNP, ARNP, PPCNP-BC, CPNP-AC, FAAN and Linda Lawson RN, DNP, NEA-BC are 2012-2015 RWJF Executive Nurse Fellows and members of a national project team focused on building a culture of respect in healthcare by reducing incivility and bullying in the workplace • Of the following the speakers declare “no conflict”. • Salary • Royalty • Stock • Speaker’s Bureau • Consultant • No conflict RWJF ENF Action Learning Team • Rita Adeniran, RN, DrNP, CMAC, NEA-BC FAAN President/CEO Innovative and Inclusive Global Solutions Drexel Hill, PA • Beth Bolick, DNP, ARNP, PPCNP-BC, CPNP-AC, FAAN Professor Rush University Medical Center College of Nursing, Chicago, IL • Ric Cuming, RN, MSN, EdD, NEA-BC, FAAN VP/Chief Nurse Executive Einstein Healthcare Network: Philadelphia, PA • Cole Edmonson, RN, DNP, FACHE, NEA-BC FAAN VP/Chief Nursing Officer Texas Health Resources: Presbyterian Dallas • Bernadette Khan, RN, MSN, NEA-BC VP Nursing and Patient Care Services New York Presbyterian Lower Manhattan Hospital • Linda B. Lawson, RN, DNP, NEA-BC Administrative Director for Health Care Transformation Sierra Providence Health Network - El Paso, TX • Debra White, RN, MSN, MBA, ACNS-BC, NEA-BC VP/Chief Nursing Officer Saint Luke’s Health System, Kansas City, MO • Listed alphabetically, not by weight of contribution This presentation may be used in full or part with attribution.
    [Show full text]
  • An Investigation Into the Social and Individual Conditions That Promote Instigated
    Professional and Petty: An Investigation Into the Social and Individual Conditions That Promote Instigated Acts of Workplace Incivility Between Black Professionals DeMarcus A. Pegues Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy under the Executive Committee of the Graduate School of Arts and Sciences COLUMBIA UNIVERSITY 2018 © 2018 DeMarcus A. Pegues All rights reserved ABSTRACT Professional and Petty: An Investigation Into the Social and Individual Conditions That Promote Instigated Acts of Workplace Incivility Between Black Professionals DeMarcus A. Pegues The crabs-in-a-barrel (CIB) mentality—a specialized form of incivility that occurs among members of the same ingroup (i.e., intragroup incivility)—is an understudied yet destructive and consequential intragroup phenomenon. As previous studies on the CIB mentality within the Black community have primarily focused on targets of the deviant behavior, this study trailblazed by serving as the first to employ a mixed methods design to investigate the environmental, perceptual, and affective antecedents of instigated Black-on-Black (B-o-B) incivility in the workplace. More specifically, the present study adopted a social-interactionist approach to investigate whether various aspects of work climate (i.e., institutional discrimination, interpersonal prejudice, and competitive work climate), affective states (i.e., emotional taxation), and workgroup composition factors (i.e., perceived collective and competitive minority threats) were positively associated with instigated B-o-B incivility in the workplace. To that end, a cross-sectional design was employed with a U.S.-based sample of 523 full-time Black professionals across various organizations and industries. The proposed hypotheses were tested using logistic regression analyses.
    [Show full text]
  • FACILITATING a SAFE and RESPECTFUL WORKPLACE 2 Facilitating a Safe and Respectful Workplace
    FACILITATING A SAFE AND RESPECTFUL WORKPLACE 2 Facilitating a safe and respectful workplace “TO SOLVE OUR MOST DIFFICULT PROBLEMS, WE MUST RADICALLY CHANGE OUR THINKING.” — STEPHEN COVEY DR. BILL HOWATT, PH.D., ED.D., CHIEF OF RESEARCH WORKFORCE PRODUCTIVITY AT THE CONFERENCE BOARD OF CANADA DR. KELLY VANBUSKIRK, PH.D., Q.C., LAWSON CREAMER JESSE ADAMS MSC, HEAD OF STRATEGY AND OPERATIONS, HOWATT HR CONSULTING 3 Facilitating a safe and respectful workplace Table of Contents Introduction . 4 Respect in the workplace today ..............................................4 The size and scope of incivility, harassment and violence ........................5 Barriers to a solution ....................................................... 7 Common law responses to workplace incivility, harassment and violence ..........8 Solving the problem . 10 Employers ............................................................... 10 Supervisors ...............................................................11 Employees ................................................................11 Employee onboarding ..................................................... 12 Using an integrated approach to motivate respectful workplaces . 13 Education, training and collaboration ........................................ 13 Correcting incivility and harassment ......................................... 14 Integrating respectful workplace strategy with mental health strategy and OHS programs ................................................ 15 Conclusion . 16 Footnotes . 17 4
    [Show full text]
  • United States Equal Employment Opportunity Commission
    HARASSMENT IN THE WORKPLACE Guard Your Words and Actions Mocha Suell Outreach & Training Coordinator St. Louis District Office Workplace Harassment: Illegal vs. Uncivil Behavior Mocha Suell Outreach & Training Coordinator St. Louis District Office Overview of Discussion • Raise awareness about workplace harassment as a form of employment discrimination. • Increase awareness of employers’ and employees’ responsibility to ensure a workplace free of harassment. Overview of Discussion (continued) • Provide practical guidance for employers and employees in identifying, preventing, and eliminating uncivil and bullying workplace behavior. • Educate employers and employees about promoting a workplace environment that is comfortable for all employees. HARASSMENT What does it really mean? Harassment Dictionary Definition • Aggressive pressure or intimidation. • The act or an instance of harassing, or disturbing, pestering, or troubling repeatedly; persecution • A wide range of behaviors of an offensive nature. It is commonly understood as behavior intended to disturb or upset, and it is characteristically repetitive • Unwelcome verbal or physical conduct Types of Harassment • Bullying • Mobile • Online • Police • Power • Psychological • Stalking Workplace Harassment Illegal Workplace Harassment The Equal Employment Opportunity Commission (EEOC) and its Role Who We Are • EEOC is an independent regulatory commission • Enforces federal anti-discrimination laws (employment only) • Headquartered in Washington, D.C. • Divided into 15 Districts, with
    [Show full text]