In this reflective essay I discuss possible avenues for how the supervisor(s) of a doctoral candidate cancontribute to the candidate’s identity formation as a researcher, and their socialization into a larger academiccontext. I discuss the doctoral education as identity work, relational aspects of the supervision process, andfinally argue that tenets from the self-determination theory can be used as a guiding framework to understandwhich factors and drivers are important in the doctoral student’s identity development process. I conclude bydiscussing how such a framework can be useful for a reflective practice in doctoral supervision.

Anti-work refers to a contentious rejection of work as a determinant of one's self-worth or worth to society. The most central principle is that work requires the submission of the individual's free will for the benefit of the organization and that this has negative consequences for workers' well-being. Even though the anti-work movement has grown rapidly in recent years, research on this phenomenon is scarce. This preregistered study (N = 2595) aimed to examine the relation between anti-work orientation and a range of socio-political attitudes, as well as its prevalence among different demographic groups in Sweden. The results revealed that anti-democratic attitudes and anti-hierarchical aggression were the strongest socio-political predictors of anti-work attitudes, followed by support for censorship and partisanship. Furthermore, voters of both the left party and the right-wing populist party were overrepresented among individuals scoring high on anti-work orientation, suggesting an “extremism” effect at both ends of the political spectrum. The strongest demographic predictors were young age and low income. Interestingly, latent class analysis revealed that men were strongly overrepresented in both the class of anti-work-supporters and the class with low anti-work orientation. These findings add new insights into the growing political discourse around the nature of work.

Anti-work refers to a contentious rejection of work as a determinant of one's self-worth or worth to society. The most central principle is that work requires the submission of the individual's free will for the benefit of the organization and that this has negative consequences for workers' well-being. Even though the anti-work movement has grown rapidly in recent years, research on this phenomenon is scarce. This preregistered study (N = 2595) aimed to examine the relation between anti-work orientation and a range of socio-political attitudes, as well as its prevalence among different demographic groups in Sweden. The results revealed that anti-democratic attitudes and anti-hierarchical aggression were the strongest socio-political predictors of anti-work attitudes, followed by support for censorship and partisanship. Furthermore, voters of both the left party and the right-wing populist party were overrepresented among individuals scoring high on anti-work orientation, suggesting an “extremism” effect at both ends of the political spectrum. The strongest demographic predictors were young age and low income. Interestingly, latent class analysis revealed that men were strongly overrepresented in both the class of anti-work-supporters and the class with low anti-work orientation. These findings add new insights into the growing political discourse around the nature of work.

Workplace civility training has been highlighted as one important measure to prevent theoccurrence of workplace bullying and harassment (Walsh & Magley, 2018). Indeed,intervention studies with the aim to increase civility have shown beneficial effects in the formof increased civility, reduced incivility from supervisors, as well as enhanced work-relatedattitudes over time (Leiter et al., 2011; 2012). Given that low intensity mistreatment mayescalate into workplace bullying (Holm et al., 2022; Zapf & Gross, 2001), civility interventionscould play an important role in reducing the risk of workplace bullying. However, as Walshand Magley (2018) point out, little is known about which factors that influence theeffectiveness of civility training. Thus, more knowledge is needed about both attitudinal andcontextual factors that may influence the effectiveness of workplace civility interventions.Consequently, the present study aims to explore both individual and contextual factors thatmay influence the outcome of a civility intervention

Purpose: With greater numbers of employees using computer-mediated communication, cyberaggression is becoming a more pressing problem for employees and their organizations. However, while a growing body of research illustrates its harmful effects, little is known about the factors that drive its occurrence. The authors therefore sought to identify factors that increase the risk of cyberaggression among employees.

Design/methodology/approach: A random sample of the Swedish working population (N = 11,556) was surveyed via Statistics Sweden (SCB), which produced a final sample of N = 2,847 (response rate = 24.6%).

Findings: Logistic regression analysis showed that emotionally demanding work, availability expectations, low perceived work quality, public sector work and being in a managerial position were related to higher levels of experienced cyberaggression. In addition, exploratory analyses indicated that some of these factors were more strongly related to cyberaggression enacted by organizational insiders compared to organizational outsiders.

Originality/value: Together, the authors' findings suggest that situational factors are stronger antecedents of cyberaggression victimization than personal factors. This has implications for organizations, as practical steps can be taken to reduce cyberaggression among employees.

Background: Workplace mistreatment continues to be a problem that negatively affectsindividuals across the globe. Workplace civility interventions have been suggested as onepossible countermeasure, with the possibility to reduce workplace incivility and promote aculture of civility and respect within workgroups (Osatuke et al., 2009; 2013). Such interventions have been found to be effective in facilitating both short and long-term change (Leiter et al., 2011; 2012). However, civility interventions have almost exclusively targeted healthcare professions such as nurses and hospital staff. Consequently, there is still a lack ofknowledge about how civility interventions are received in different contexts, and whether theyare effective, over both short and long-term, in occupational groups outside of hospitalsettings.

The aim of the present study was to evaluate the effects of a civility intervention delivered tothree different organizations, in order to investigate whether the intervention was associatedwith reduced levels of workplace incivility, as well as increased levels of civility and norms forrespect over time.

Method: The study had a quasi-experimental wait-list control design, meaning that workplaceswere allocated to either an intervention group or a control group. Individuals in the interventiongroup participated in a series of monthly workshops over the course of six months focusing on workplace (in)civility and workplace culture. After the intervention group had completed theintervention, it was implemented in the control group. Questionnaires were administered priorto the intervention (time 1), after the intervention group had completed their participation (time2), and six months later, when the control group had also completed the intervention (time 3).The questionnaires measured workplace incivility, workplace civility, and norms for respect.Participants were employed in workplaces within two different municipal organizations, and oneconstruction company, in Sweden. One of the municipal organizations employed staff atdisability care homes (N = 51). The other municipal organization employed nurses,physical/occupational therapists, and case officers (N = 160). The construction companyemployed carpenters, supervisors, and site managers (N = 46).

Results: During the presentation, results from all three measurement waves will be presented,exploring whether the intervention is associated with change in workplace incivility, civility andnorms for respect over time. Trajectories for both the intervention group and the wait-list controlgroup will be investigated. Possible differences between organizations will also be analysed.

Conclusion: Although workplace interventions can be one way to address workplace incivilityand reduce workplace mistreatment, they can require consistent effort and maintenance to beeffective. The presentation will, on the basis of the results, discuss possible factors influencingthe efficacy of civility interventions.

Funding: The study was funded by AFA Insurance under Grant 210121.

We examined whether employees (N = 710) who experience low levels of political fit and who self-censor their political opinions at work, are more likely to display lower job satisfaction and perceived social community, and higher turnover intentions, burnout, and fear of social isolation. The results largely confirmed these associations and showed that the associations between perceived political fit and job satisfaction, social community, turnover intentions, and burnout were statistically mediated by willingness to self-censor. This suggests that employees who experience lower levels of person-organization fit with regards to their political ideology have a higher tendency to censure themselves, which is negatively related to their well-being, perceived social belonging, and job satisfaction. Furthermore, we found that the willingness to self-censor political opinions at work was slightly higher on average among those who were politically to the left, female, younger, and less educated. The findings point to the complexity of navigating political ideologies in the workplace.

Workplace incivility is a pervasive issue with implications for employee well-being. Drawing upon Self-Determination Theory, this study explores the association between experienced workplace incivility, need satisfaction, and work motivation and investigates whether workplace incivility is negatively associated with autonomous work motivation. We hypothesize that experiencing workplace incivility will diminish autonomous work motivation. A sample of 481 employees in the healthcare sector participated. Data were collected through strategic sampling. The results indicate that experienced incivility negatively impacting need satisfaction. Extrinsic motivation was associated positively with experienced incivility and negatively with competence need satisfaction. The relations between workplace incivility and extrinsic, introjected, and intrinsic motivation were statistically mediated by competence need satisfaction. These findings shed light on the complex interplay between workplace incivility, need satisfaction, and work motivation within caregiving professions, offering valuable insights into organizational practices and future research.