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| 2. |
- Arvidsson, Marcus, et al.
(author)
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Organizational climate in air traffic control
- 2002
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In: European Academy of Occupational Health Psychology conference proceedings series. - 1473-0200. ; , s. 24-27
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Conference paper (peer-reviewed)abstract
- A positive and innovative organizational climate is of great importance in order to manage and adapt to change. Such a climate seldom evolves in organizations closely governed by rules and regulations. Because of ongoing organizational and technical changes within the Swedish Air Navigation Services Provider, a study concerning the organizational climate for changes and innovations was conducted to investigate the organization’s capacity to cope with changes. Study locations were the two Swedish main air traffic control centers and parts of the civil aviation administration headquarters. 390 subjects took part in the study and the CCQ questionnaire was used to measure the organizational climate. The results show that the organizational climate is quite positive despite the rule governed work. The results also show that administrative personnel assess the organizational climate as more positive than operative personnel. Comparisons between management positions did not result in any differences.
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| 3. |
- Bertlett, Johan, et al.
(author)
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Learning from Near-Accidents
- 2002
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In: Proceedings of the Fourth European Conference of the European Academy of Occupational Health Psychology. - 1473-0200. ; , s. 89-92
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Conference paper (peer-reviewed)
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| 4. |
- Holm, Kristoffer, et al.
(author)
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Coping with workplace incivility in the foodservice industry
- 2023
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In: Journal of Human Resources in Hospitality & Tourism. - : Taylor & Francis. - 1533-2845 .- 1533-2853. ; 22:3, s. 489-512
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Journal article (peer-reviewed)abstract
- The purpose of the study was to explore employees’ appraisals and coping responses to workplace incivility in the foodservice industry. Five group interviews with foodservice workers were conducted. 13 different types of experienced or witnessed incivility were identified. Positive-benign, irrelevant, and negative appraisals were found, as well as four major coping themes. These were active, passive, and proactive coping as well as reappraisal, encompassing twelve forms of coping behaviors. Additionally, workplace incivility was described as a daily stressor which can be expressed as a part of the workplace culture in the foodservice industry.
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| 5. |
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| 6. |
- 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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| 7. |
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| 8. |
- 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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| 9. |
- Holm, Kristoffer, et al.
(author)
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Models of Workplace Incivility: The Relationships to Instigated Incivility and Negative Outcomes
- 2015
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In: BioMed Research International. - : Hindawi Limited. - 2314-6133 .- 2314-6141. ; 2015
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Journal article (peer-reviewed)abstract
- The aim of the study was to investigate workplace incivility as a social process, examining its components and relationships to both instigated incivility and negative outcomes in the form of well-being, job satisfaction, turnover intentions, and sleeping problems. The different components of incivility that were examined were experienced and witnessed incivility from coworkers as well as supervisors. In addition, the organizational factors, social support, control, and job demands, were included in the models. A total of 2871 (2058 women and 813 men) employees who were connected to the Swedish Hotel and Restaurant Workers Union completed an online questionnaire. Overall, the results from structural equation modelling indicate that whereas instigated incivility to a large extent was explained by witnessing coworker incivility, negative outcomes were to a high degree explained by experienced supervisor incivility via mediation through perceived low social support, low control, and high job demands. Unexpectedly, the relationships between incivility (experienced coworker and supervisor incivility, as well as witnessed supervisor incivility) and instigated incivility were moderated by perceived high control and high social support. The results highlight the importance of including different components of workplace incivility and organizational factors in future studies of the area.
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| 10. |
- Holm, Kristoffer, et al.
(author)
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New types of employment, new ways to be uncivil? A thematic analysis of temporary agency workers’ exposure to workplace incivility
- 2016
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In: Psychology. - : Scientific Research Publishing, Inc.. - 2152-7180 .- 2152-7199. ; 7, s. 74-84
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Journal article (peer-reviewed)abstract
- The aim of the study was to explore what types of incivility temporary agency workers might experience or witness. A total of 162 temporary agency workers (97 women and 65 men) from three unions and three temporary work agencies completed an online questionnaire. The questionnaire consisted of a one-item question, with an open-ended response format, regarding what types of incivility temporary agency workers might experience or witness in the workplace. The participants were employed in the sectors of healthcare, education, transportation, IT, retail and whitecollar service work. Overall, thematic analysis resulted in the identification of six themes: 1) exclusion from the collegiality, 2) with-holding information and resources, 3) acting condescendingly and using insulting remarks, 4) questioning competence and making higher demands, 5) threatening job security and using abusive terms of employment, and 6) showing more severe negative workplace behaviors. The results show that there are types of uncivil behaviors that are not fully captured by the most frequent used measures of today. Exclusion from the collegiality and not being respected for their competence, and condescending behavior were uncivil behaviors typically associated with temporary agency work. The study has implications for the future development of methods for studying incivility and negative workplace behaviors among temporary agency workers.
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