Área: Management
Horario: 12:30 a 13:50 horas
Sala: H-004
Presentan: Scott Seibert & Maria Kraimer, University of Bufallo (US)
Abstract: This paper provides a constructive replication and extension of Cortina and colleagues’ (2013) initial test of selective incivility theory. We first attempt to replicate Cortina’s key tenet of selective incivility theory by examining whether employees who identify with a marginalized group (female, person of color, and disabled) experience higher levels of incivility than their majority group counterpart (males, White race, and not disabled, respectively), which in turn positively relates to turnover intentions. We then extend their work by proposing that perceptions of an inclusive work climate can mitigate the experience of incivility for those with a marginalized identity, and we link incivility to actual turnover. We test the hypotheses with survey data collected from 150 staff at a U.S. university at three points in time over 2 years. Throughout the presentation, we will highlight how the current study represents a constructive replication and extension of Cortina and colleagues’ (2013) study and thus contributes to further refining selective incivility theory.
