Literature Review

Workplace Incivility

Although workplace incivility literature does not focus on individual perspective (Barling 1996).
Workplace incivility effects the individuals and target employees which results in negative
outcomes (Barling 1996). They specifically defined workplace incivility as “low intensity
deviant behavior with ambiguous intent to harm the target, in violation of workplace norms for
mutual respect” (p. 457). Zauderer (2002) identified incivility simply as “impolite behavior or
bad manners” (p. 37). Barling presents the model of workplace incivility which shows that
incivility occurs due to negative moods and fear of losing the target. From previous research that
is conducted on interpersonal mistreatment give us direction to look insight on the workplace
incivility. The other unethical behavior’s like bullying, insulting, mistreating overlap with the
workplace incivility. But what actually workplace incivility is defined by Anderson and Pearson
in 1999. Authors argued that the level of workplace incivility rise because of the changing
conditions of the work at the turn of the new serenity (Farkas & Johnson, 2002; Pearson et al., 2000;
Putnam, 2000). Authors also discussed that the organization itself creating workplace incivility as
they burden their employees with workload that create pressure on their mind which results in
less time for the “niceties” of business life (p. 407). And organization itself create so much competition
between employees so they forget about the sense of wrong and right” (Pearson & Porath, 2004, p. 407).
Evidently, whether it is an emerging or existing era, incivility has permeated today’s workplace
(Cortina et al., 2001; Davenport et al., 2002; Gonthier, 2002; Hornstein, 1996; Pearson & Porath,
2004). Workplace incivility create negative impacts on a person’s learning and vitality. If the
person continuously facing working incivility this level of learning decrease and he must be
emotionally exhausted. Incivility is turning into a progressively unavoidability self-destructive
considerations and conduct (Cortina & Magely, 2009; Cortina Magely, Williams, & Langhout,
2001, porath et al..,
.2012) which representatives are likely on experience at work (Pearson & porath, 2005). Authors
discuss about the factors that create workplace incivility Worker Demographics, Workplace
informality, Power and Social status. The impact of workplace incivility is evident by many
authors but there are very few studies on the workplace incivility and transgender community. In
this study these variables will be elaborated further what are the impact this workplace incivility
brings on the transgender community.
Transgender community and workplace incivility

Generally, transgender theory has risen up out of sociological and psychological research that
explores the encounters of transgender men and transgender women. But still numbers of
study on transgender lives are insufficient. The elements this research has revealed including
experience of their struggle for employment in organization and issues them face in workplace.
The worry and humiliation that transgender face in reality is based upon discrimination from
other gender, rejection in society and violence (Green 2004, 41) Bolin (1998, 63) argues that,
As a political development, the transgender network sees sex and sex frameworks as
relativistic structures forced by society and by the entitlement controllers of individual bodies,
the medical profession. Individuals who begin the gender affirmation process while remaining
at their current place of employment might confront Trans phobia and traditional gender
expectations at their workplaces (Sangganjanavanich, 2009; Schilt & Connell, 2007)

Many transgender individually wants to pursue their path towards workplace and for this
purpose they educate their selves from institutes. One of the study research shows that few
transgender individuals changed their career choices or job with each other mutual discussion
(Hartzell, Frazer, Wertz, & Davis, 2009). It is legal in most of the states to fire someone on the
base of his or her gender. Transgender individually has difficult time at workplace due to lack
of acceptance in society and no space for them in existing policies. Two types of gender
discrimination face by them direct or indirect. Practically the example of direct discrimination
can be seen as the define law and policy which ensure the unfair distribution rights to this
community. Transgender citizens expect a step head honor and fair distribution of rights and
resources; they likewise want and are eager to forfeit for precise, significant and common
acknowledgment of their partners (Harris- Perry, 2013, p. 10)

Some of them are common components that always address and they face in the name of
discrimination is hiring, firing and promotion opportunities for transgender community.
Discrimination in employment has been a common factor and relevant concern, this issue
pickup rise in 1970 and 1980 on the state level to give equal rights to transgender and stop
anti- discrimination point of view (Becker, 2014, p. 342) some researches result that 16
percent to 46 percent surveyed respond that gay men and bio sexual individuals complain
about discrimination at their workplace and the ratio of complains are double in case of
transgender (Cohen, O'Byrne,
& Maxwell, 1999) National center for transgender equality conducted the survey in 2015 and
the rate of unemployment for transgender was 15%. The priority issue was cited by
transgender was equal employment rights for them (Coffman, Coffman, & Marzilli-Ericson,
2017, p. 3168). In spite of rapid adaption of employers, reports shows that one third population
complained about mistreatment on workplace which is totally based on their identity.
Transgender might be able to cop up with these issues if they work in selected work
environment that are transgender community friendly. Those particular places give them
freedom to show up their identity without any fear of society acceptance and rejection (Ng,
Schweitzer, & Lyons, 2012, p. 334). The feeling of dread, disgrace, and disguised fears are
forms a transgender singular faces come up when managing such issues (Currah & Minter,
2006).