Publication Type
Journal Article
Version
publishedVersion
Publication Date
4-2009
Abstract
This study examines individual and cultural antecedents of incivility in the workplace, using a sample of MBAs and EMBAs from Taiwan and the United States. We predicted that individual achievement orientation would enhance incivility, based on Dollard’s frustration aggression hypothesis, and that those who were higher in direct conflict self-efficacy (i.e., beliefs in one's skills in managing direct conflict) would be higher in incivility. These predictions were supported. We also predicted, and found, that collectivism orientation constrains these main effects, so that for those high in collectivism, the impact of achievement orientation and direct conflict self-efficacy is weak or nonexistent. Implications for conflict management are discussed.
Keywords
Aggression, Collectivism, Incivility, Self-efficacy
Discipline
Experimental Analysis of Behavior | Psychology
Research Areas
Psychology
Publication
Negotiation and Conflict Management Research
Volume
2
Issue
2
First Page
164
Last Page
184
ISSN
1750-4708
Identifier
10.1111/j.1750-4716.2009.00035.x
Publisher
Wiley: 12 months
Citation
LIU, Wu, CHI, Shu-cheng, FRIEDMAN, Ray, & TSAI, Ming-Hong.(2009). Explaining incivility in the workplace: The effects of personality and culture. Negotiation and Conflict Management Research, 2(2), 164-184.
Available at: https://ink.library.smu.edu.sg/soss_research/2048
Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-No Derivative Works 4.0 International License.
Additional URL
https://doi.org/10.1111/j.1750-4716.2009.00035.x