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The aim of this study is to assess and describe employee characteristics associated with perceived horizontal inter-collegial workplace uncivil behavior within nursing services, and identify any relationships with meaning and joy in work (MJW), and assess job satisfaction.

Workplace incivility in the nursing profession interferes with the establishment of a culture of safety, places patient safety at risk, and erodes job satisfaction and a positive staff environment (Kile, Eaton, deValpine, & Gilbert, 2019). Contemporary research among nurses in Magnet and Pathway to Excellence-designated hospitals reflects that 'nurse coworker incivility is sporadic on average but varies considerably across nurses (Smith, Morin, & Lake, 2018). However, there needs to be more administrative focus and attention on nurses' work environments to support civil workplaces where the nurses focuses on and provide patient care (Smith et al., 2018). Hence, the proposed study aims to examine intra-organizational incivility, that is incivility 'originating from within the organization' (Cortina, Magley, Williams, & Langhout, 2001), and will examine nurses' intrapersonal resourcefulness to support or promote proactive self-management in a self-efficacious manner, thus ameliorating workplace incivility, dissatisfaction, and detrimental outcomes. For this study, nursing staff will include registered nurses and other para-professionals employed under nursing services. The para-professionals employed under nursing services are Mental Health Technicians (MHT), Patient Care Technicians (PCT), Surgical Technicians (ST), and Emergency Medical Services (EMS).

Inclusion Criteria:

• The sample of participants will include all willing individuals who are registered nurses (full time, part time, and per-diem) or nursing para-professionals employed by MHS and working at the MDMC, MCMC, MLMC, or MMMC campuses.
• Provide direct patient care for more than 50% of work hours.
• All participants must be able to read and understand English.

Exclusion Criteria:

• Excluded from the study will be employees who do not provide direct patient care for at least 50% of the time, educators, managers, leaders, advanced practice nurses, and non-nursing service personnel.

A power analysis using the G*Power 3.1 [1] indicated that a total sample of 84 people would be needed to detect a medium effect (Cohen's ρ= 0.30) with 80% power using exact correlation-difference from constant (one sample case) with alpha at 0.05. We plan to enroll 105 people to account for the 20% attrition rate (Faul, Erdfelder, Buchner, & Lang, 2009). Participants will be asked to respond online to a questionnaire launched via Survey Monkey® and provide demographic information and information related to coping, perceived meaning, joy, and horizontal civility at work.