Workers’ Observation of Uncivil Leadership: Is Tolerance for Workplace Incivility a Gendered Issue?

In the context of organizational psychology, this study aimed to examine workers’ gender biases in tolerance when observing leaders’ incivility workplace. Based on role congruity theory, paper proposes analyzing differences evaluations awareness and workplace considering a leader who commits different behaviors against an employee. Moreover, we posit that type is also gendered. A sample 547 workers (male female) randomly played roles observers whereby they rated scenario describing or publicly humiliates openly doubts employee’s judgment (overt incivility—agentic), leaves out pays little attention (covert incivility—communal) The results indicate male tolerated less incongruence occurred, such as leaders used covert incivility. contrast, female were consistently tolerant congruence occurred with leader’s gender, overtly uncivil. Furthermore, compared males, more aware was covertly This provides empirical insights fulfills identified need how bias can be enabled organizations. implications for practice drive development prevention strategies within field management human resources.