A Behavioral Analysis of Incivility in the Virtual Workplace
Treat Zoom rudeness like any other behavior—map the A-B-C, then tweak the contingencies.
01Research in Context
What this study did
Ezerins et al. (2022) wrote a how-to paper. They asked, "Why are people rude on Zoom and Slack?"
They mapped the problem with OBM tools: antecedents, consequences, and motivating operations. No new data were collected.
What they found
The paper gives a blueprint. Pinpoint the trigger, the pay-off, and the context that keeps incivility alive.
Then pick an OBM fix: change the cue, change the payoff, or teach a replacement skill.
How this fits with other research
Blackman et al. (2025) tested the idea. They showed that virtual group training alone flops. Add a short self-monitoring sheet and leaders master meeting skills in three tries.
Bakalarz (2023) widens the lens. She says every BCBA who coaches parents or supervises RBTs needs these same OBM chops.
Watson et al. (2007) did it first in an OR. Goal setting, task clarification, and feedback doubled safe hand-offs. Same logic, different field.
Why it matters
You can copy the blueprint today. Spot the trigger (camera off? late reply?), the reward (avoid task, get attention), and the context (fatigue, unclear rules). Swap the trigger, swap the reward, or teach a polite replacement. Try one small change in your next Zoom meeting and watch the tone shift.
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02At a glance
03Original abstract
Despite the growing use of virtual communication technology and flexible work sites allowing for remote teamwork, little research has been done to systematically review workplace incivility within this context. The literature on workplace incivility has primarily been through the lens of Industrial/Organizational (I/O) Psychology, focusing on antecedents and correlational organizational outcomes. Organizational Behavior Management (OBM) strategies may provide additional insight for developing sustainable interventions for workplace incivility. The current paper discusses how OBM can supplement the I/O Psychological incivility literature and may provide additional insight into environmental context and prevention tactics for virtual workplace incivility. Specifically, we (a) identify contextual events that predict civil or uncivil behaviors by assessing antecedents, consequences, and interlocking contingencies, (b) consider value-enhancing or -abating motivating operations, (c) describe a functional assessment for pinpointing problem behaviors, and (d) suggest several potential interventions for mitigating virtual incivility.
Journal of Organizational Behavior Management, 2022 · doi:10.1080/01608061.2021.1970079