As organizational scholarship increasingly recognizes the dynamic nature of interpersonal stressors like workplace incivility, the present study investigates workplace incivility change and the mechanisms through which it affects employees. Whereas prior research demonstrates that employees who experience workplace incivility are likely to engage in similar behavior because of depleted self-control, the current investigation draws on Metcalfe and Mischel's (1999) dual-process model to examine additional affective and cognitive mechanisms underlying this dynamic process. We propose that interceding changes in negative affect and cognitive rumination also mediate the dynamic relationship between experienced and perpetrated incivility change. We test our predictions using latent change score modeling with data from 481 employees surveyed four times across 3 months. Results show that the relationship between experienced and perpetrated incivility change is driven by a change in negative affect and that the dynamic indirect effect via negative affect change is moderated by individual differences in psychological detachment. Implications for science and practice are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

中文翻译：

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改变心意，改变主意，还是改变意志力？解释经历和实施的不文明行为变化之间的动态关系。

随着组织学术越来越认识到工作场所不文明等人际压力源的动态性质，本研究调查了工作场所不文明行为的变化及其影响员工的机制。虽然先前的研究表明，由于缺乏自我控制，经历过工作场所不文明行为的员工可能会从事类似的行为，但目前的调查利用 Metcalfe 和 Mischel (1999) 的双过程模型来检验这一动态过程背后的额外情感和认知机制. 我们提出，消极情绪和认知反刍的调解变化也调解了经历和实施的不文明变化之间的动态关系。我们使用潜在变化评分模型来测试我们的预测，其中 481 名员工的数据在 3 个月内进行了四次调查。结果表明，经历的和实施的不文明行为之间的关系是由消极情绪的变化驱动的，而通过消极情绪变化的动态间接效应受到心理疏离的个体差异的调节。讨论了对科学和实践的影响。（PsycInfo 数据库记录 (c) 2022 APA，保留所有权利）。