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CitationYearPublicationKEYWORDSOBJECTIVENOTESRESEARCH QUESTIONSMETHOD (Quantitative/Qualitative/mix)SURVEY/ INTERVIEW/ FOCUS GROUP QUESTIONSMAIN FINDINGS /RESULTSCONCLUSIONINSIGHTSDISAGREEMENTSHOLESKEY TAKEAWAYSQUOTESUSED FOR
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Lynette, J. G., Echevarria, I., Sun, E., & Ryan, J. (2016). Incivility Across the Nursing Continuum. Holistic Nursing Practice, 30(5), 263-268.2016Holistic Nursing PracticeBandura, bullying, ethics, incivility, nursing education, nursing practice, patient
safety, social learning		This article reviews
current literature on uncivil behavior and suggests
evidence-based educational strategies designed to stop
incivility and empower nurses.		lateral/horizontal violence, that
refers to acts of aggression among colleagues.
Bullying, which describes actions taken by those with
authority toward those over whom they have
authority. There are a number of frameworks used to explain the
prevalence of incivility within our profession. The
American Nurses Association uses a Social-
Ecological Model to frame interventions on the levels
of the individual, relationships among individuals,
institutions, communities, and policy-based
infrastructures. In 2009, Clark et al41
originally created a scale consisting of demographic
data, quantitative measurement, and qualitative
open-ended questions to measure incivility as
perceived by nursing students as well as their faculty. Clark and her colleagues revised this scale in 2015
adding other uncivil behaviors such as nonverbal cues
of eye-rolling and sighing. Guidroz and her
research team43 have developed a scale that can be
used in practice-based settings, which measures verbal
as well as nonverbal interactions among nurses,
administrators, physicians, and patients.		we felt that Bandura’s Social
Learning Theory provides the most useful strategies to
combat incivility. Bandura’s theory is based on the
constructivist idea that there is a direct relationship
between learned, observed behavior and our actions;
often, we mimic the behaviors of others. 3 strategies that can be adopted
throughout our profession: recognize and
acknowledge the problem, implement educational
initiatives, and create an environment of integrity.		Recommendations include
immediately addressing the perpetrator,4,6,31 finding
someone in whom it is safe to confide,11,13,23,28 and
creating a workplace in which incivility is not
tolerated.9,13,23,34,46 "Acknowledging the
existence of incivility, measuring the extent to which it
exists, utilizing evidence-based educational initiatives,
and creating an environment on the basis of integrity
have the potential to change this toxic milieu."		Has the library field even truly acknoeledged the existence of inciviltiy since the work of Henry et al and Freeman et al? They've ackowledged it, measured it, now we need to actually address it. Through education.
Look into lateral/horizontal violence. Librarians need to start adopting incivility scales like these.
"Uncivil behaviors are best understood as ways of maintaining power or control over others; as such, they are the antithesis of safe, collaborative, team-based practice" (p. 266-267).
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Taylor, S., & Pattie, M. (2014). When does ethical leadership affect workplace incivility? The moderating role of follower personality. Business Ethics Quarterly, 24(4), 595-616.
2014
Business Ethics Quarterly
*Work environment
*Leaders
*Corporate culture
*Industrial management -- Moral & ethical aspects
*Business ethics
Leadership -- Moral & ethical aspects
Ethics
conscientiousness
core self-evaluation
deviance
ethical leadership
ethics
workplace incivility		Drawing on social learning theory
as a conceptual framework, this study develops and tests hypotheses suggesting that
two follower characteristics—conscientiousness and core self-evaluation—moderate
the negative relationship between ethical leadership and workplace incivility.		There's mix results on whether an ethical/civil leader affects the civility of all the employees (too many personal differences to say across the board it does). This study wants to understand WHEN ethical leadership will affect follower acts of workplace incivility by testing hypotheses concerning the
moderating role of two salient follower personality traits (i.e., conscientiousness
and core self-evaluation, or CSE). Does ethical leadership lead to less workplace incivility (ethical leadership not linked to civility before). Follower personality traits act as boundaries to ethical leadership affectiveness. Ethical leaders can influence follower incivility through Bandura's rewards/punishments and vicarious learning. Conscientiousness reflects tendencies to plan ahead, follow through, set high
standards, and strive for excellence (Costa & McCrae, 1992), whereas CSE refers
to fundamental self-appraisals of one’s worthiness and competence. Followers with C & CSE will need less of an ethical leaders/interactions with, cuz they are already being civil. Efficacy (the ability to perform a task to a satisfactory or expected degree) is related to social learning theory. The central mechanism motivating human behavior according to social learning theory.

The sample was comprised of teachers (63%) and staff (e.g., counselors, maintenance,
food service workers, clerical and administrative personnel, etc.) of a public
school district in the eastern United States.
we found that individuals who work for ethical leaders are less
likely to engage in workplace incivility.

our findings suggest organizational
efforts aimed at increasing ethical leadership can be helpful in reducing follower
incivility. Survey assessed ethical leadership with Brown et al.’s (2005) ten-item measure

Recommends ethical training for leaders
In conclusion, the current study demonstrated that while, in general, followers tend
to respond to ethical leadership by reducing the frequency with which they engage
in workplace incivility, certain types of followers are more or less likely to do so.
Ethical leaders have a "trickle down" effect. (this can lead into the section on the deans/director's role). "Incivility is believed to affect 98% of U.S. employees and to cost organizations
millions of dollars annually (Porath & Pearson, 2013)." We're not picking on libraries, it's all workplaces. But libraries haven't done enough to address it.
Library leaders need to actively and explicitly communicates standards of workplace conduct and uses the
organizational reward system to reinforce them. When do we ever learn that? We're a bunch of conflict-adverse introverts who like to read and research by themselves and are thought to be quiet and cardigan wearing. This is so standard in other organizations and lines of work. Have libraries every really thought standards of workplace conduct (NOT those of visiting patrons) worthy of outlining? We're so outwardly focused on patrons, we didn't focus enough on ourselves with each other. Do we discuss our values outside of providing information?
social learning theory
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