Description:
<jats:sec><jats:title content-type="abstract-subheading">Purpose</jats:title><jats:p>Challenges with acculturation in organizations may make employees an easy target of workplace incivility and awareness of what constitutes uncivil behaviors at work can influence the association between acculturation and incivility. The current study examined the links between acculturation, incivility and tested mentor holding behavior as a moderator.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Design/methodology/approach</jats:title><jats:p>Survey data including responses to incivility vignettes were collected from 163 full-time first- and second-generation immigrant employees in the southeastern United States. The data were analyzed through moderated hierarchical regression analysis.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Findings</jats:title><jats:p>The results indicated that those experiencing separation or marginalization in trying to acculturate into the dominant culture reported experiencing uncivil behaviors from supervisors and coworkers. Also, one's awareness of incivility moderated the positive relationship between experience of separation and experiences of incivility, such that this relationship was stronger for those who had higher awareness of what constitutes uncivil behavior. Additionally, the effect of marginalization on reported incivility was dampened with higher levels of mentor holding behavior.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Originality/value</jats:title><jats:p>This study’s findings extend the application of the selective incivility theory beyond the minoritized categories of race and gender to the immigrants struggling with acculturation in organizations. Also, our study lends support to widening the theoretical lens for mentoring to include relational systems theory.</jats:p></jats:sec>