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The model was supported in that both supervisor and coworker incivility had strong direct negative effects on emotion management and job satisfaction, and emotion management partially mediated the incivility-job satisfaction relationship. With supervisor and coworker incivility, the participants reported lower levels of job satisfaction. However, the participants' emotion management mitigated the negative effect of incivility on job satisfaction partially. The findings suggest that organizations need to be aware of the unfavorable consequences of incivility. Organizations need to discover ways to reduce incivility and implement efforts to help employees develop positive emotional management strategies. 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