A concise, content valid, gender invariant measure of workplace incivility.

The authors present a short, valid, gender invariant measure of workplace incivility that should have a high degree of utility in a variety of research designs, especially those concerned with reducing participant burden such as experience sampling and multiwave longitudinal designs. Given ongoing concerns about the psychometric properties of workplace mistreatment constructs, they validated a 4-item measure of experienced incivility based on series of 3 independent field studies (N = 2,636). In addition to retaining items on the basis of employee rated conceptual alignment (i.e., judgmental criteria) with a standard incivility definition (i.e., ambiguous intent to harm), items were also chosen based on external criteria in terms of their ability to explain incremental variance in outcomes of interest (e.g., role overload, interpersonal deviance). Items with large systematic relationships with other mistreatment constructs (i.e., abusive supervision, supervisor undermining) were excluded. In turn, the authors demonstrated that the 4-item measure is gender invariant, a critical issue that has received limited attention in the literature to date. They also experimentally investigated the effect of recall window (2 weeks, 1 month, 1 year) and found a differential pattern of effect sizes for various outcomes of interest. A fourth independent field study was conducted as a practical application of the measure within a longitudinal framework. An autoregressive model examining experienced incivility and counterproductive work behaviors was tested. Data was collected from a sample of 278 respondents at 3 time points with 1 month between assessments. Implications of these findings are discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved).