Çevrim içi çalışmada nezaketsizliği yeniden tanımlamak

Workplace incivility is defined as rude behaviors at work with low intensity and ambiguous intent to harm. Following the COVID-19 pandemic and rapid technological advancements, workplace interactions have increasingly shifted to digital platforms. This digitalization has not only reshaped how employees collaborate but also how incivility is enacted, giving rise to new forms of online workplace incivility. The purpose of the present study was threefold. The first was to develop a checklist to measure online workplace incivility experiences using a qualitative methodology (Study 1). The second purpose was to explore the relationships between online workplace incivility experiences and the key organizational performance outcomes (i.e., counterproductive work behaviors, task performance, and contextual performance), drawing on Conservation of Resources Theory (Study 2). Finally, the study aimed to compare experiences of online workplace incivility with face-to-face workplace incivility on the performance outcome measures (Study 2). The first study demonstrated that experiences of online workplace incivility extended beyond email-based interactions. The second study showed that online workplace incivility experiences negatively predicted contextual performance, and that the predictive ability of face-to-face workplace incivility experiences was slightly stronger than that of online incivility experiences. However, both experiences of online workplace incivility and face-to-face workplace incivility failed to predict counterproductive work behaviors and task performance.