What should I say? Testing ways to reduce fear and increase disclosure of incivility in reference checks.

We utilize signaling theory as a foundation for testing ways to decrease reference providers' fear of adverse consequences and increase disclosure of workplace incivility in reference checks. We focus on three reminders-commonly recommended by practitioners-that may be sent to reference providers in the instructions prior to the reference check: reminders of applicant consent, qualified privilege, and confidentiality. 420 supervisors were recruited via Prolific.

Investigating the implications of changes in supervisor and organizational support.

Workers tend to experience many benefits when they work for supportive supervisors and organizations. But what happens when workers experience changes in perceived support, more or less support than they typically experience? We studied family-supportive supervision (FSS) and perceived organizational support (POS) to test how changes in the perception of support in response to the COVID-19 pandemic may influence workers. Three waves of survey data from 368 workers in the United States and Canada were collected as the human and economic toll of COVID-19 manifested.

Can incivility be informative? Client incivility as a signal for provider creativity.

Workplace incivility is generally viewed as a deleterious interpersonal stressor. Yet, alternative theories suggest that incivility may have instrumental implications for some targets. Applying signaling theory, we study client-provider relationships in a health care context to unpack linkages between incivility enacted by organizational outsiders and work creativity responses by employee targets.

Living a calling and perceived work ability in domestic violence services.

Calling involves experiencing a sense of purpose to engage in work that benefits others. We contribute to the literature by studying living a calling, which we conceptualize as a resource, to examine how and why it is related to perceived work ability (i.e.

Can Civility Norms Boost Positive Effects of Management Commitment to Safety?

We proposed that civility norms would strengthen relationships between management commitment to safety and workers' safety motivation, safety behaviors, and injuries. Survey data were obtained from working adults in hazardous jobs-those for which physical labor is required and/or a realistic possibility of physical injury is present (N = 290). Results showed that management commitment positively related to workers' safety motivation, safety participation, and safety compliance, and negatively related to minor injuries.

The Emergence of Family-specific Support Constructs: Cross-level Effects of Family-supportive Supervision and Family-Supportive Organization Perceptions on Individual Outcomes.

Implicit to the definitions of both family-supportive supervision (FSS) and family-supportive organization perceptions (FSOP) is the argument that these constructs may manifest at a higher (e.g. group or organizational) level.

Civility norms, safety climate, and safety outcomes: a preliminary investigation.

Working environments that are both civil and safe are good for business and employee well-being. Civility has been empirically linked to such important outcomes as organizational performance and individuals' positive work-related attitudes, yet research relating civility to safety is lacking. In this study, we link perceptions of civility norms to perceptions of safety climate and safety outcomes.

An empirical investigation of the relationship among forms of workplace mistreatment.

Organizational researchers argue that workplace mistreatment scholarship is hampered because of the wide variety of constructs studied. To investigate this concern, we conducted an item-level analysis of the relationship among workplace mistreatment experiences to assess construct overlap. Employed students reported how similar 17 mistreatment experiences were to one another (i.

A multilevel model of the effects of equal opportunity climate on job satisfaction in the military.

To date, minimal work has explored associations between equal opportunity (EO) climate and employee work attitudes, and no known research has investigated the effects of EO climate beyond the individual level. We address these gaps in the literature by testing a multilevel structural equation model in which effects of EO climate are considered at both the individual and unit levels. At the individual level, we predicted that psychological EO climate would be directly associated with job stress and job satisfaction, as well as indirectly related to job satisfaction via stress.