工作场所无礼行为的概念及其对人力资源开发(HRD)的意义

Conceptexplorationofworkplaceincivility:ItsImplicationtoHRD1RunningHead:Conceptexplorationofworkplaceincivility:ItsImplicationtoHRDConceptexplorationofworkplaceincivility:ItsImplicationtoHRDJiHyunShimSungyoungParkUniversityofMinnesota1224GibbsAve.N1St.Paul,[e-mail][e-mail]orkplaceincivility:ItsImplicationtoHRD2AbstractThepurposeofthispaperistoexploreconceptworkplaceincivility.ThispaperprovidesthereasonwhyHRDshouldpayattentiontotheworkplaceincivilitybyintroducingthedefinition,examples,causesandconsequencesofworkplaceincivility.Workplaceincivilitycharacterizedasdisrespectorrudenessruinsinterpersonalrelationshipandeventually,ithindersvariousHRDfunctions.Thus,workplaceincivilityshouldbeconcernedseriouslyinthefieldofHRD.Conceptexplorationofworkplaceincivility:ItsImplicationtoHRD3ConceptExplorationofIncivilityandItsimplicationtoHumanResourceDevelopmentThehighfinancialcostofworkplaceviolenceisreportedtobeashighas4.2billiondollarsayear(Duhart,2001).Newspapersandjournalsarereportingworkplaceviolence,crimeandhomicide.Nationalgovernmentsarespendingmoneyonsurveyingworkplaceviolence.Thesephenomenonsreflectcurrentinterestinworkplaceinterpersonalviolence.Interpersonalviolenceispresentedinorganizationsintheformofmistreatment,aggression,bullying,tyranny,harassment,sexualharassment,deviance,andinjusticedependsontheseverityofthebehavior.Researchstudieshavebeenconductedonbehaviorswhichproducehugenegativeeffects.Someinterpersonalviolenceinworkplacesresultedinmentalandphysicalharm(Lim&Cortina,2005;Cotina&Magley,2003;Miner-Rubio&Cortina,2007).Hutchinson,Wilkes,andVickers(2008)foundthatnurseswhoexperiencedworkplacemistreatmentshowedharmful,fearfulandextremelyunpleasantemotionsandtheyreportedproblemsofhurt,fear,lossofself-esteem,anxiety,sleeplessness,depression,demoralization,elevatedbloodpressure,panicattacks,feelingsofvulnerability,andsuicideofcolleagues.Sincetheactionandconsequenceofworkplaceviolenceissovivid,thereareplentyofstudiesonseveretypesofworkplaceviolence.Previousstudiesfocusedonworkplaceviolencebehaviorwhichhadanobviousintentiontoharm.Ontheotherhand,lessresearchstudieshavefocusedonmistreatmentwithlessapparentintentionalityandmilderformsofpsychologicalmistreatment(Cortina,Magley,Williams,&Langhout,2001).However,thereareurgentneedsforresearchstudiesoflessintenseformsofmistreatment,anduncivilbehaviorintheworkplacebecauseoffollowingreasons:First,thereisaviewthatthefrequencyanddegreeofseveretypesofworkplaceviolenceisexaggerated(Baron&Neuman,1998).Contrarytomediareportsornationalsurveys,mostviolenceinworkplaceisnotaformofdirectandphysicalassault;rather,itisaformofsubtleandindirectaction.Sincedirectandphysicalassaultsareeasilynoticedandthepunishmentisstrong,instigatorsgenerallytakeactionsthatareeffectivetoharmthetargetwhilecausinglittledangertothem(Bjorkqvist,Osterman,&Hjelt-Back,1994).Asurveyof178employeesrevealedthatthemajorityofworkplacemistreatmentisofalessintenseformofmistreatmentratherthanviolence,aggressionordeviantformsofmistreatment(Baron&Neuman,1996).Thissurveyresultimpliesthatpreviousresearchstudiesfocusedonveryvisibleandcapturablephenomenasothattheyoverlookedinvisibleandlessintensemistreatmentswhichoccurredmorefrequentlyinworkplaces.Second,althoughtheformofworkplaceincivilityisrelativelyweakandsubtle,theconsequencesofworkplaceincivilitycanbeasstrongastheconsequencesofworkplaceviolence.Therefore,morestudyshouldbeconductedinworkplaceincivility.AccordingtoAnderssonandPearson(1999),workplaceincivilitypotentiallyspiralsintoincreasinglyintenseaggressivebehavior.Empirically,Spratlen(1994)showedhowworkplacemistreatmentbecameworkplaceviolenceinthehealthcareindustry.Ifanorganizationfailstonoticeuncivilbehaviorintheworkplaceorignorethebehaviorduetoitsnegligibility,theorganizationcansoonbecomeinsensitivetothosebehaviorsandmoreseriousformsofmistreatmentbehaviorswillprevailintheworkplace(Miner-Rubino&Cortina,2007).Sinceworkplaceincivilitycanbeaprecursortomoresevereandcovertworkplaceviolence,workplaceincivilitydeservesmorescholarlyattention.Fortheconceptualexploration,studiesconductedmainlyintheareaofmanagement,nursing,occupationalpsychologyandappliedpsychologyarecitedinthisstudy.Althoughitisprematuretoconcludethattheconceptofincivilityismostactivelydiscussedinmanagement,thispaperassumesthattheconceptofincivilityisactivelydiscussedandstudiedinmanagementsincethispaperaimstoexploretheconceptof‘workplaceincivility’andmostresearchersinincivilityemploytheworkingdefinitionofworkplaceincivilitysuggestedbyAnderssonandPearson(1999).ThispaperexplorestheconceptofworkplaceincivilityforitsbetterapplicationinHumanResourceDevelopment.Inthebeginning,thispaperprovidesthedefinitionofworkplaceincivility.Thenitwillprovideexamples,causesandconsequencesofincivility.AdditionallyitwillConceptexplorationofworkplaceincivility:ItsImplicationtoHRD4providetheoreticalbackgroundforconceptualizingworkplaceincivilityanddiscusskeypreviousresearchstudiesbeforetheimplicationofHumanResourceDevelopmentisdiscu