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The current multi-sample investigation studied the previously unexamined relationship between workplace incivility and employee enactment. Extending the transactional model of stress, we argued that employee enactment would buffer the relationship between incivility and theoretically- and practically-relevant work outcomes (i.e., job satisfaction, organizational citizenship behavior, and turnover intent). The results indicated that incivility demonstrated little effect on high enactment individuals with respect to satisfaction, citizenship, and turnover intent. Conversely, low enactment individuals were adversely affected on each outcome when incivility was high. In support of Sample 1, these results were constructively replicated in Sample 2. Implications of these findings for incivility and enactment theory and research, practical implications, strengths and weaknesses, and directions for subsequent research are provided. [ABSTRACT FROM AUTHOR]