Historically, observed workplace incivility has strongly and positively related to detrimental outcomes like instigated incivility and turnover intent. Prior research is based on the underlying assumptions that uncivil behavior is always ambiguous, harmful, and deviates from some universal convention of norms for respect. The presumed harm of observed incivility supposedly causes instigated incivility and turnover intent. Despite these assumptions, research rarely addresses targets’ feelings toward uncivil behavior or how these perceptions influence outcomes. Incorporating endorsed incivility—individual attitudes towards uncivil behavior—offers a more nuanced understanding of incivility’s nomological network. As hypothesized, endorsed incivility moderates the relationship between descriptive incivility norms and instigated incivility; for those reporting lower endorsed incivility, this relationship is attenuated to non-significance. In further contrast to the literature, descriptive incivility norms show no significant relationship to turnover intentions when endorsed incivility is higher. Theoretical and practical implications are discussed with directions for future research.
