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Management scholars have examined various kinds of workplace mistreatment. These investigations and empirical summaries of the literature show that personal experience of mistreatment at work creates a variety of deleterious problems such as more negative job attitudes, lower performance, and poorer health. The bulk of the literature assumes that the key cause-effect relationship resides at the individual level. However, individuals do not experience mistreatment in a vacuum, but rather in a complex social environment that shapes interpretations of, and reactions to, individual mistreatment. In this integrative review, we depart from prior reviews that focus primarily on personal experiences of mistreatment and instead evaluate the literature on mistreatment in the context of others' negative experiences. Analyzing 64 empirical articles on own and others' mistreatment at work, we identify six key theoretical perspectives concerning how others' experiences shape individual reactions to mistreatment. We then develop a sensemaking and social information processing framework for understanding mistreatment in context. We conclude the article by discussing theoretical and methodological recommendations for future research. [ABSTRACT FROM AUTHOR]

Management scholars view workplace spirituality as an effective means of improving employee well-being and organizational productivity. However, a spiritual work environment may also be beneficial for controlling employees' experiences of uncivil behaviors in the workplace. Drawing on conservation of resources theory and cognitive appraisal theory, we proposed and explored the linkage between workplace spirituality and incivility experienced from supervisors and colleagues in the workspace. We also investigated the moderating effect of the dark triad on the relationship. The data collected from two different samples (Sample 1—Banking industry, N = 225, and Sample 2—Information Technology (IT) industry, N = 220) provided support for our hypotheses. In both studies, we found a significant negative correlation between workplace spirituality and incivility experienced from the two sources (supervisors and colleagues). While only psychopathy moderated the linkage between workplace spirituality and supervisor incivility in Sample 1, the moderation effect of all three dark traits was significant in case of colleague incivility. In Sample 2, each member of the dark triad moderated the association between workplace spirituality and incivility experienced from seniors and peers. The findings provided support for the cognitive appraisal theory by explaining how the practice of workplace spirituality alters employees' perceptions of uncivil behaviors shown by their superiors and peers. The study makes a significant contribution to theory, research, and practice by presenting workplace spirituality as a solution to the ever-rising epidemic of incivility in the workplace. [ABSTRACT FROM AUTHOR]

The article reevaluates the use of and assumptions on generational labels in the legal profession and calls for ways to phase out these labels in order to keep civility and professionalism. Arguments discussed are illegitimacy of generational labels due to absence of demographic reasoning and changing generational groupings, fallacious and over-generalized stereotypes associated with generational labels, and lack of discernible value of generational beliefs used among peers or in the workplace.