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Miss Jane's Building (Edisto Library Temporary Location)
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West Ashley Library
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Do women perceive incivility from men as selective? Examining main effects, coping responses, and boundary conditions.
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- Author(s): Lopez‐Alvarez, Grisel; Cardador, M. Teresa; Restubog, Simon Lloyd D.
- Source:
Human Resource Management; May2024, Vol. 63 Issue 3, p517-532, 16p- Subject Terms:
PREVENTION of violence in the workplace; SEXISM; GROUP identity; WORK environment; SEX distribution; LOGISTIC regression analysis; PSYCHOLOGY of women; SEX discrimination; SOCIAL theory; DESCRIPTIVE statistics; ATTITUDE (Psychology); SURVEYS; CONCEPTUAL structures; PROBLEM-based learning; DATA analysis software; CONFIDENCE intervals; OFFENSIVE behavior; AVOIDANCE (Psychology); REGRESSION analysis - Source:
- Additional Information
- Abstract: Women are more likely than men to be targets of incivility in the workplace. Scholars have referred to this pattern as selective incivility and suggest that incivility directed toward women—that is, selective incivility—is a form of modern sexism in the workplace. However, it remains unclear whether women themselves make sense of incivility from men as a form of gender bias, and when such perceptions shape whether women engage in unique responses to incivility perceived as selective. Drawing on social identity theory, we develop a conceptual model to better understand these relationships. Across two studies with working women, we show that women perceive male‐instigated incivility as selective. Further, our findings show that women are more likely to engage in problem‐focused‐responses (i.e., direct confrontation and formal reporting), rather than emotion‐focused responses (i.e., avoidance) in response to incivility perceived as selective and that these coping responses are, at times, moderated by the frequency of incivility. Overall, our research advances the literature on incivility, selective incivility, and gender bias at work, offers practical implications for managers seeking to foster workplace inclusion, and suggests novel directions for future research. [ABSTRACT FROM AUTHOR]
- Abstract: Copyright of Human Resource Management is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
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