| 25931. |
- Holm, Kristoffer, et al.
(author)
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Exploring links between witnessed and instigated workplace incivility
- 2019
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In: International Journal of Workplace Health Management. - 1753-8351. ; 12:3, s. 160-175
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Journal article (peer-reviewed)abstract
- PurposeThe purpose of this paper is to explore how witnessing workplace incivility from coworkers and supervisors relates to instigating incivility toward others. A further aim was to investigate if witnessed incivility is indirectly related to instigated incivility via perceived stress and low job satisfaction. An additional aim was to study if control, social support and job embeddedness moderate the relationships between witnessed and instigated incivility.Design/methodology/approachA total of 978 individuals, sourced from a Swedish trade union, completed an online questionnaire.FindingsThe results showed that witnessed incivility, mainly from coworkers but also from supervisors, was related to instigated incivility. Although witnessed incivility was related to both perceived stress and low job satisfaction, witnessed incivility was not linked to instigated incivility via perceived stress or low job satisfaction. In addition, the results showed that participants who had witnessed coworker incivility and at the same time perceived high levels of control, social support (from coworkers) or job embeddedness on average reported higher levels of instigated incivility. Similarly, participants who had witnessed supervisor incivility and at the same time perceived high levels of control, social support (from coworkers and supervisors) or job embeddedness on average reported higher levels of instigated incivility.Originality/valueThe findings expand the literature on bystander workplace incivility and highlight the importance of including experienced psychosocial work factors in models of incivility.
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| 25932. |
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| 25933. |
- Holm, Kristoffer, et al.
(author)
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Longitudinal Outcomes of Witnessed Workplace Incivility: a Three-Wave Full Panel Study Exploring Mediators and Moderators
- 2021
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In: Occupational Health Science. - : Springer Science and Business Media LLC. - 2367-0142 .- 2367-0134. ; 5:1-2, s. 189-216
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Journal article (peer-reviewed)abstract
- The aims of the present study are formulated to test theoretical assumptions of the incivility spiral presented by Andersson and Pearson (1999). The first aim is to investigate possible longitudinal outcomes of witnessed workplace incivility, in the form of instigated incivility and well-being. An additional aim is to explore whether witnessed workplace incivility is indirectly related to instigated incivility or well-being over time, via lower levels of perceived organizational justice. Lastly, we aim to explore if control, social support (from coworkers and supervisors), and job embeddedness moderate the relationship between witnessed and instigated incivility over time. An online questionnaire was distributed to a panel of Swedish engineers at three time points over one year with about six months between waves. Longitudinal data were provided by 341 respondents. Results from longitudinal structural equation panel models showed that witnessed workplace incivility, over time, predicted subsequent higher levels of instigated incivility but not lower levels of well-being. In addition, witnessed incivility predicted lower levels of perceived organizational justice over time but perceived organizational justice did not mediate the relationship between witnessed and instigated incivility or well-being. Finally, the results showed that control, social support from supervisors (but not coworkers), and job embeddedness partly moderated the relationship between witnessed and instigated incivility over time. The relationship between witnessed and instigated incivility between time 1 and time 2 was stronger when levels of control, support and job embeddedness were high. However, job embeddedness was the only robust moderator of the relationship.
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| 25934. |
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| 25935. |
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| 25936. |
- Holm, Kristoffer, et al.
(author)
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Testing the effects of an intervention aimed to increase civility in Swedish workplaces
- 2023
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In: The future is now - the changing world of work.
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Conference paper (peer-reviewed)abstract
- Research goals and why the work was worth doingOver the past two decades, research has demonstrated that workplace incivility is a ubiquitous work environment issue, which can have deleterious consequences for both individuals and organizations (Schilpzand et al., 2016; Cortina et al., 2017). Workplace incivility refers to low-intensity rude behavior in the workplace (Andersson & Pearson, 1999). The effects of incivility can be far-reaching, as it may spread in the workplace (Foulk et al., 2016; Holm et al., 2021). One promising avenue to address incivility has been the use of civility interventions. Actively promoting civility in the workplace may reduce the risk for incivility, and increase civility and respect (Leiter et al., 2011; 2012). However, recent research has shown less consistent results of civility interventions when applied in other cultural contexts than North America (e.g., Sawada et al., 2021), or in other workplaces than hospitals (e.g., Grantham, 2019). More information is therefore needed on the effects of implementing civility interventions in the workplace, particularly exploring mechanisms and moderators in the intervention process. The aim of the present study is to test the effects of an intervention aimed to increase civility in Swedish workplaces. Theoretical backgroundThe present study is based on the principles developed in the Civility, Respect and Engagement in the Workplace (CREW) intervention (Osatuke et al., 2013). CREW was developed by the United States Department of Veteran Affairs in 2005. CREW was a culture-based workplace intervention promoting civility in the workplace in the departments’ VA-hospitals, with documented successful outcomes (Osatuke et al., 2009). Two research studies tested the effect of the CREW intervention in hospitals in North America, showing both short- and long-term effects of the intervention on workplace behavior, attitudes, and absence (Leiter et al., 2011; 2012). However, little is still known about how civility interventions operate in other contexts than hospitals, and which mechanisms or boundary conditions that influence the impact of civility interventions. Design/Methodology/Approach/InterventionThe present study has a quasi-experimental waitlist-control design. Participating workplaces are assigned to one of two conditions, an intervention condition or waitlist. The intervention group participates in a series of monthly workshops during the period of September 2022 – January 2023. The workshops address topics such as workplace culture, with the aim to promote workplace civility and reduce the risk of workplace incivility. The waitlist serves as the control group. Pre- and post-surveys are conducted to investigate possible effects of the intervention on measures of workplace (in)civility, norms for civility, social work environment factors, as well as work-related well-being. Results (expected)Baseline survey data have currently been gathered from about 200 individuals across 13 workplaces in a Swedish municipality. The intervention group is currently undergoing the workshop series. The follow up post-survey is planned for January of 2023. When post-measures have been completed, possible change in measures of workplace civility, norms for civility, and workplace incivility will be explored. Change in social work environment factors, as well as work-related well-being, will also be explored. The intervention is expected to result in increased civility and norms for civility, as well as reduced incivility over time. LimitationsWorkplaces were not assigned to the intervention or control condition via cluster randomization. Instead, it was based on practical aspects such as feasibility and scheduling in the participating organizations. Moreover, the follow-up measure is carried out only a few weeks after completion of the final workshop. Possible effects on behavior or well-being may take longer time to develop. Lastly, the measures are self-reported by participants. Conclusions – research and or practical implications/Originality/ValueResults from the post-measure surveys will be presented at the congress. The originality of the project lies in exploring the effects of an updated version of a civility intervention, in a context outside of hospital settings in North America. The study will also provide information about potential mechanisms and moderators involved in the intervention process. Practically, the knowledge that results from the study could be of use in future attempts to improve the social work environment in workplaces by working with the workplace culture. Relevance to the Congress ThemeThe study is relevant to several of the congress themes, e.g. 6. Group dynamics, 8. Organizational design and development, 15. Stress and dysfunction, and 18. Well-being. Relevant UN SDGsGoal 3. Good health and well-beingGoal 8. Decent work and economic growth
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| 25937. |
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| 25938. |
- Holm, Linus, et al.
(author)
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Motor and Executive Control in Repetitive Timing of Brief Intervals
- 2013
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In: Journal of Experimental Psychology. - : American Psychological Association (APA). - 0096-1523 .- 1939-1277. ; 39:2, s. 365-380
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Journal article (peer-reviewed)abstract
- We investigated the causal role of executive control functions in the production of brief time intervals by means of a concurrent task paradigm. To isolate the influence of executive functions on timing from motor coordination effects, we dissociated executive load from the number of effectors used in the dual task situation. In 3 experiments, participants produced isochronous intervals ranging from 524 to 2,000 ms with either the left or the right hand. The concurrent task consisted of the production of either a pseudorandom (high cognitive load) or a simple repeated (low cognitive load) spatial sequence of key presses, while also maintaining a regular temporal sequence. This task was performed with either a single hand (unimanual) or with both hands simultaneously (bimanual). Interference in terms of increased timing variability caused by the concurrent task was observed only in the bimanual condition. We verified that motor coordination in bimanual tasks alone could not account for the interference. Timing interference only appeared when (a) more than 1 effector was involved and (b) there were simultaneous task demands that recruited executive functions. Task interference was not seen if only 1 of these 2 conditions was met. Thus, our results suggest that executive functions are not directly involved in motor timing, but can indirectly affect timing performance when they are required to schedule complex motor coordination.
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| 25939. |
- Holm, Linus, 1978-, et al.
(author)
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Object learning improves feature extraction but does not improve feature selection
- 2012
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In: PLOS ONE. - : Public library of science. - 1932-6203. ; 7:12, s. e51325-
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Journal article (peer-reviewed)abstract
- A single glance at your crowded desk is enough to locate your favorite cup. But finding an unfamiliar object requires more effort. This superiority in recognition performance for learned objects has at least two possible sources. For familiar objects observers might: 1) select more informative image locations upon which to fixate their eyes, or 2) extract more information from a given eye fixation. To test these possibilities, we had observers localize fragmented objects embedded in dense displays of random contour fragments. Eight participants searched for objects in 600 images while their eye movements were recorded in three daily sessions. Performance improved as subjects trained with the objects: The number of fixations required to find an object decreased by 64% across the 3 sessions. An ideal observer model that included measures of fragment confusability was used to calculate the information available from a single fixation. Comparing human performance to the model suggested that across sessions information extraction at each eye fixation increased markedly, by an amount roughly equal to the extra information that would be extracted following a 100% increase in functional field of view. Selection of fixation locations, on the other hand, did not improve with practice.
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| 25940. |
- Holm, Linus, 1978-, et al.
(author)
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Whenever next : Hierarchical timing of perception and action
- 2013
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In: Behavioral and Brain Sciences. - New York, NY, USA : Cambridge University Press. - 0140-525X .- 1469-1825. ; 36:3, s. 217-218
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Journal article (peer-reviewed)abstract
- The target article focuses on the predictive coding of "what" and "where" something happened and the "where" and "what" response to make. We extend that scope by addressing the "when" aspect of perception and action. Successful interaction with the environment requires predictions of everything from millisecond-accurate motor timing to far future events. The hierarchical framework seems appropriate for timing.
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