The study found that bullying and incivility were more prevalent in larger organizations, which is consistent with the European literature. They were also more likely to occur in not-for-profit companies and in unionized companies. Companies that reported bullying were more likely to have conducted training programs such as sexual harassment prevention, conflict resolution, and the management of disruptive behavior. Companies that reported incivility were more likely to have policies that addressed workplace violence, a formal dispute resolution process, and a formal procedure for sexual harassment complaints. Other company features associated with bullying and incivility were monthly team meetings, rigid work schedules and tasks, poor employee-management relations, a high number of complaints of harassment and discrimination, and a commitment to avoiding layoffs. Possible explanations for these findings are offered. Data for this study were obtained from the National Organizations Survey III, which solicits information from a nationally representative sample of U.S. organizations in which the unit of analysis is the workplace itself. The data collection period extended from October 2002 to May 2003. The questions on the frequency of bullying in the past year focused on repeated intimidation, slandering, social isolation, or humiliation by one or more persons against another. Questions on incivility involved behaviors considered rude or discourteous. Other information obtained in the survey pertained to organizational structural characteristics, organizational programs and policies, and the quality of work-life outcomes. 5 tables and 44 references