Exploring incivility experiences of marginalized employees: implications for psychological distress

Previous research has shown that marginalized employees can experience incivility at higher rates, suggesting that incivility can take an insidious form of discrimination termed selective incivility. A sample of 6706 employees from a public organization completed measures of co-workers and direct supervisor incivility and a measure of psychological distress. In support of the selective incivility theory, our results highlight that employees from racial minorities and those with physical disabilities are more likely to experience incivility in organizations. Our results also indicate that uncivil behaviors from co-workers are the most influential in the relationship between incivility and employees' level of psychological distress. Our results allow a better understanding of intergroup dynamics that exclude and devaluate marginalized employees. The practical implications for controlling selective incivility are also discussed.

Automated summary

Previous research has found that marginalized employees are more likely to experience incivility, indicating the existence of selective incivility as a form of discrimination. A sample of 6706 employees from a public organization completed measures of co-workers and direct supervisor incivility and a measure of psychological distress. Consistent with the selective incivility theory, our results highlight that racial minorities and individuals with physical disabilities are more susceptible to incivility in organizations. Furthermore, uncivil behaviors from co-workers have the strongest impact on the relationship between incivility and employees' psychological distress. Our findings contribute to a better understanding of intergroup dynamics that exclude and devaluate marginalized employees. The practical implications for controlling selective incivility are also discussed.