The purpose of this paper is to study if trust on team members and leaders leads to an experience of civil behavior in the workplace or reduced incivility at the workplace. The study was conducted on women employees and therefore termed as selective incivility.,In the study, the relationship between team trust and leader trust was the antecedent variables and general well-being was the consequent variable. Civil behavior in the workplace was the mediating variable. The research was conducted on 228 working women in different sectors of the Indian organization. Trust (in leaders and on teams) and general well-being were measured by established scales. Selective incivility scale was developed based on the qualitative inputs from working women. Data were analysed on SPSS and AMOS version 20.,The study showed that trust (between leader and subordinates and among team members) led to an experience of civil behavior at workplace, and experience of civil behavior led to an experience of general well-being.,This research has contributed to both theoretical and managerial aspects. On the theoretical front, this research has emphasized the role of trust in building a civil environment in the workplace. On the managerial front, it has contributed to showing how low incivility encourages inclusivity and maintains the general well-being of employees, and therefore advocates the practice of civil behavior.,The study is relevant in managing politics at workplace. With an environment of trust, the insecurity and doubt in the minds of employees are reduced. This leads to higher well-being of employees. In the modern times, workplaces are becoming more diverse. There are not only gender differences but also differences in age, sexual orientation and persons with disabilities. Presence of low incivility can go a long way in encouraging an inclusive workplace. It is thus relevant in managing workplace diversity and for creating a more inclusive environment.,Diverse workplace constituting women and minority race have experienced more workplace incivility (Cameron and Webster, 2011). Also, presence of higher percentage of men in the workforce composition enhanced incivility toward women (Trudel and Reio, 2011). As the paper indicates that low incivility leads to general well-being, it also tries to point out that overall health of organization also improves. It should not be ignored that it is not only the employee who is exposed to incivility who gets affected but also the other employees who are witness to such situation.,This study investigates the mediating effect of civil behavior at the workplace between trust, both team member and leader, and general well-being.

中文翻译：

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选择性的不活跃，信任和总体福祉：对工作场所妇女的研究

本文的目的是研究对团队成员和领导者的信任是否会导致工作场所的公民行为或减少工作场所的不活跃感。该研究是针对女性雇员而进行的，因此被称为选择性不活跃。在研究中，团队信任与领导者信任之间的关系是前因变量，而总体幸福感是其后因变量。工作场所的公民行为是中介变量。这项研究是针对印度组织不同部门的228名职业妇女进行的。信任（在领导者和团队中）和总体福祉通过既定的量表进行衡量。根据职业妇女的定性意见，制定了选择性不活跃量表。在SPSS和AMOS版本20上分析数据，研究表明，信任（领导者与下属之间以及团队成员之间）导致了工作场所的公民行为体验，而公民行为的经验则带来了总体幸福感。这项研究对理论和管理都做出了贡献方面。在理论上，这项研究强调了信任在建立工作场所的公民环境中的作用。在管理方面，它有助于显示低度的不礼貌如何鼓励包容性并维护员工的总体福祉，因此提倡公民行为的实践。该研究与工作场所的政治管理有关。有了信任的环境，员工心中的不安全感和疑虑就会减少。这可以提高员工的幸福感。在现代，工作场所变得越来越多样化。不仅存在性别差异，而且在年龄，性取向和残疾人方面也存在差异。在鼓励包容性的工作场所方面，低度不活跃的存在可能会走很长一段路。因此，这与管理工作场所的多样性和创造一个更具包容性的环境息息相关。构成妇女的多元化工作场所和少数族裔的工作场所不活跃现象日益加深（Cameron和Webster，2011年）。此外，在劳动力组成中较高比例的男性的存在增强了对女性的不活跃感（Trudel和Reio，2011年）。正如论文指出的那样，低度的不礼貌会导致人们的整体幸福感，它还试图指出组织的整体健康状况也会得到改善。