Unseen Injustice: Incivility as Modern Discrimination in Organizations
提出理论，认为职场中的无礼行为是性别和种族歧视的隐蔽形式，并构建了一个多层次模型，解释个人、组织和社会层面的决定因素，有助于理解美国组织中性别和种族差异持续存在的原因。
This article advances a theory of incivility as a veiled manifestation of sexism and racism in organizations. To support this argument, I draw from social psychological research on modern discrimination. The result is a multilevel model of selective incivility, with determinants at the level of the person, organization, and society. Selective incivility could be one mechanism by which gender and racial disparities persist in American organizations, despite concerted efforts to eradicate bias. I discuss scientific and practical implications.