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Annotated Bibliography

1.*Sutton, R. I. (2007). The No Asshole Rule. New York: Business Plus.

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This is a guidebook to coping with bullying and incivility at work, written for both leaders and followers. Suggestions include doing a reflection of how personal actions may contribute to the undesirable behavior; assessing behaviors in the organization as a whole (determining what is standard); asking questions when interviewing to try and detect people with whom you do not want to work; not bullying in response to bullying (you are only playing the bullys game), developing coping strategies (e.g., limit exposure, practice emotional detachment, and cognitively re-frame the abuse as something you don't care about), and finally, not allowing the bad behavior to spread to others. It introduces the concept of TCA (total cost of) to consider the effect in organizations that are affected by uncivil or toxic conduct, as well as overhead costs through HR, legal, leadership time, etc.

2.*Pearson, C. M., Andersson, L. M., & Porath, C. L. (2005). Workplace incivility. In S. Fox & P. E. Spector (Eds.), Counterproductive Work Behavior: Investigations of Actor and Targets (pp. 177 200). Washington, DC: American Psychological Association.

This chapter, part of a larger collection of work on "bad" or inappropriate workplace behavior, discusses workplace incivility and its impacts on both individuals and organizations. Workplace civility includes behaviors that help to preserve workplace norms (e.g., mutual respect). These include behaviors that are fundamental to positively connecting with others for building relationships and empathizing in the workplace.

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3.*Cross, R., Baker, W., & Parker, A. (2003). What creates energy in organizations? MIT Sloan Management Review, 44(4), 51-57.

This MIT Sloan Management Review article shares a list of tips that leaders should consider increasing workplace energy. Given that anindividual's energy is critical for work-related attitudes and performance quality, leaders should be mindful to build positive workplace environments and interact

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4.Sidle, S. D. (2009). Workplace incivility: How should employees and managers respond? Academy of Management Perspectives, 23(4), 88-89. This is a condensed version of the Cortina & Magley essay that is aimed for a general readership (2009).

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5.Pearson, C., & Porath, C. (2009). The Cost of Bad Behavior: How Incivility is Damaging Your Business and What to Do About It. NY: Penguin. Incivility, the expenses, and the solution are the three sections of this engaging, searchable book. These explain what rudeness is, how it affects your society, and what you can do to stop it. The writers offer a number of useful suggestions, such as setting an example for your unit members and having a zero-tolerance policy for rudeness.

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6. Cloke, K., & Goldsmith, J. (2011). Resolving Conclicts at Work:

Ten Strategies for Everyone on the Job (3rd ed.). San Francisco: Joosey-Bass. This article includes 10 techniques you may use to reduce unproductive conflict and turn disagreement into a productive source of energy for your team. Conflict can stem from a variety of different causes.

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7. Sliter, M., Sliter, K., & Jex, S. (2012). The employee as a punching bag: The effect of multiple sources of incivility on employee withdrawal behavior and sales performance. Journal of Organizational Behavior, 33(1), 121-139. The current study examined the impact of colleague incivility on withdrawal and performance outcomes. The results indicated that incivility experienced from colleagues has a negative impact on absenteeism and sales performance. Incivility Online

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8. Giumetti, G. W., McKibben, E. S., Hatcield, A. L., Schroeder, A. N., & Kowalski, R. M. (2012). Cyber incivility at work: The new age of interpersonal deviance. Cyberpsychology, Behavior, and Social Networking, 15(3), 148-154. Incivility is not limited to in-person interactions. These behaviors can occur in the cyber world as well. Given the prevalence of computing technology and its nearly ubiquitous use as an intermediary of human interactions, supervisors and employees alike should be aware of this avenue of incivility at work. This study suggests that online incivility.

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9.Rsner, L., Winter, S., & Krmer, N. C. (2016). Dangerous minds? Effects of uncivil online comments on aggressive cognitions, emotions, and behavior. Computers in Human Behavior, 58, 461-470. This study suggests that online incivility in general can increase hostile thoughts of the reader even when those uncivil comments are not directed toward the reader. The frightening implication is that simply being around even a little bit of incivility can impact ones thinking process.

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10.Van Jaarsveld, D. D., Walker, D. D., & Skarlicki, D. P. (2010). The role of job demands and emotional exhaustion in the relationship between customer and employee incivility. Journal of Management, 36(6), 1486-1504. This study assessed effects from outside the organization on individuals' uncivil behaviors. In a survey study, the authors found that service employees who reported higher levels of uncivil treatment from customers engaged in higher levels of uncivil behaviors at work. Incivility can therefore "infect" your organization from outside sources.

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11.Cortina, L. M., Kabat-Farr, D., Leskinen, E. A., Huerta, M., & Magley, V. J. (2013). Selective incivility as modern discrimination in organizations: Evidence and impact. Journal of Management, 39(6), 1579-1605. This study examined whether individual differences have an impact on the perception of uncivil behaviors. By conducting a series of three studies, the authors found that women reported more experiences of uncivil behaviors on the job than did men, and people of color reported more such experiences than whites. Examples of incivility in this study were not severe.

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12.Barsade, S. G. (2002). The ripple effect: Emotional contagion and its influence on group behavior. Administrative Science Quarterly, 47(4), 644-675. In this paper, Barsade introduced a contagion model that explains individual social contagion process in small groups. According to this model, group members emotions, attitudes, and behaviors are contagious: they prompt other members subconscious primitive or conscious comparison processes, which in turn individual and team level outcomes (e.g., performance, behaviors, cohesiveness). Professional Research & Ethics

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13.Robinson, S. L., & O'Leary-Kelly, A. M. (1998). Monkey see, monkey do: The influence of work groups on the antisocial behavior of employees. Academy of Management Journal, 41(6), 658-672. Employing both social learning theory and social information processing theory.

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14.Porath, C. L., Foulk, T., & Erez, A. (2015). How incivility hijacks performance: It robs cognitive resources, increases dysfunctional behavior, and infects team dynamics and functioning. Organizational Dynamics, 44(4), 258-265. This article discusses the cognitive impact of incivility at work, highlighting that incivility impacts memory and increases dysfunctional thinking. Many prior studies have investigated the emotional contagion process surrounding workplace incivility. This article highlights the cognitive contagion process that arises in the presence of incivility. Recommendations for managing workplace incivility are offered, such as recruiting civil individuals and coaching unit members for civility.

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15.Tee, E. Y. J. (2015). The emotional link: Leadership and the role of implicit and explicit emotional contagion processes across multiple organizational levels. The Leadership Quarterly, 26, 654-670. Leaders have a particular and strong influence on the functioning of groups and their members. Some have called leaders the "climate engineers." Yet climate begins with the thoughts, feelings, and actions of individual group members. This comprehensive article reviews the emotional contagion process and the leader's role in it. The author suggests that leaders exercise their influence.

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16.Daniel, T. A., & Harrison, L. (2020). Organizational toxin handlers: the critical role of hr, od, and coaching practitioners in managing toxic workplace situations

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17.Blanc, P. D. (2007). How everyday products make people sick: toxins at home and in the workplace. University of California Press.

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18.Burke, R. J., & Cooper, C. L. (2013). The fulfilling workplace: the organization's role in achieving individual and organizational health

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