Selective Incivility as Modern Discrimination in Organizations
研究验证了Cortina的选择性无礼理论，即无礼行为是职场中性别和种族歧视的现代形式，并扩展至年龄歧视。调查发现，性别和种族（而非年龄）影响员工遭受无礼对待的可能性，进而影响离职意向，其中有色人种女性遭受最差待遇。
This collection of studies tested aspects of Cortina’s theory of selective incivility as a “modern” manifestation of sexism and racism in the workplace and also tested an extension of that theory to ageism. Survey data came from employees in three organizations: a city government (N = 369), a law enforcement agency (N = 653), and the U.S. military (N = 15,497). According to analyses of simple mediation, target gender and race (but not age) affected vulnerability to uncivil treatment on the job, which in turn predicted intent to leave that job. Evidence of moderated mediation also emerged, with target gender and race interacting to predict uncivil experiences, such that women of color reported the worst treatment. The article concludes with implications for interventions to promote civility and nondiscrimination in organizations.