This research investigates the elicitors and behavioral responses associated with feeling guilt and shame in response to observed workplace incivility. We draw from the appraisal model of self‐conscious emotions to hypothesize that perceiving personal responsibility for acts of incivility conducted by others in the organization is associated with feelings of guilt and shame, and that these relationships are differentially moderated by perceived controllability over the incident. We further propose that shame is associated with avoidance and withdrawal behaviors, whereas guilt is associated with retaliatory and supportive behaviors in response to the observed incivility. We tested these hypotheses with a sample of 309 full‐time working adults who completed an online survey through Amazon's Mechanical Turk platform. Our results support the claim that perceived responsibility is associated with feeling shame and guilt for observed incivility. The relationship between perceived responsibility and guilt was stronger when respondents perceived greater control over the incident; however, controllability did not moderate between responsibility and shame. As expected, shame was associated with avoiding the target and instigator and withdrawing from work, while guilt was associated with both retaliation toward the instigator and supporting the target. Implications of our results for theory and human resource development practice are discussed.

中文翻译：

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观察工作场所的不活跃感时感到羞耻和内E：挑逗者和行为反应

这项研究调查了对因观察到的工作场所不活跃而感到内me和羞愧的诱发因素和行为反应。我们从自我意识情绪的评估模型中得出以下假设：假设对组织中其他人进行的不文明行为的个人责任感与内感和羞耻感相关联，并且这些关系因事件的可控性而有所不同。我们进一步提出，羞耻与回避和退缩行为有关，而内与对观察到的不活跃做出反应的报复和支持行为有关。我们用309名通过亚马逊的Mechanical Turk平台完成在线调查的全职成年人样本对这些假设进行了检验。我们的结果支持这样一种说法，即感知到的责任与观察到的不活跃感感到羞耻和内有关。当受访者对事件有更大的控制权时，责任感和内感之间的关系就更强了。但是，可控性在责任和羞耻之间并没有适度。不出所料，羞耻与避免目标和煽动者并退出工作有关，而内lt与对煽动者的报复和支持目标有关。讨论了我们的结果对理论和人力资源开发实践的影响。当受访者意识到对事件的更大控制权时，责任感和内感之间的关系就更强了。但是，可控性在责任和羞耻之间并没有适度。正如预期的那样，羞耻与避免目标和煽动者并退出工作有关，而内lt与对煽动者的报复和支持目标有关。讨论了我们的结果对理论和人力资源开发实践的影响。当受访者意识到对事件的更大控制权时，责任感和内感之间的关系就更强了。但是，可控性在责任和羞耻之间并没有适度。正如预期的那样，羞耻与避免目标和煽动者并退出工作有关，而内lt与对煽动者的报复和支持目标有关。讨论了我们的结果对理论和人力资源开发实践的影响。