Linking perceptions of role stress and incivility to workplace aggression: the moderating role of personality

Although research on workplace aggression has long recognized job stressors as antecedents, little is known about the process through which employee responses to stressful workplace demands escalate from relatively mild interactions into more intense behaviors. This study investigates the influence that employees' perceptions of role stress (ambiguity, conflict, overload) have on their aggressive behavior by affecting their perceptions of incivility, and whether these downstream effects depend on personality traits (neuroticism, agreeableness, conscientiousness). Results supported moderated mediation, such that the indirect effects of perceived role ambiguity and role conflict on enacted aggression through experienced incivility varied according to individual differences in personality.     

Behind closed doors: in-home workers' experience of sexual harassment and workplace violence

The authors developed and tested a structural model predicting personal and organizational consequences of workplace violence and sexual harassment for health care professionals who work inside their client's home. The model suggests that workplace violence and sexual harassment predict fear of their recurrence in the workplace, which in turn predicts negative mood (anxiety and anger) and perceptions of injustice. In turn, fear, negative mood, and perceived injustice predict lower affective commitment and enhanced withdrawal intentions, poor interpersonal job performance, greater neglect, and cognitive difficulties. The results supported the model and showed that the associations of workplace violence and sexual harassment with organizational and personal outcomes are indirect, mediated by fear and negative mood. Conceptual implications for understanding sexual harassment and workplace violence, and future research directions, are suggested.     

Predicting and preventing supervisory workplace aggression

The authors examined factors that lead to and prevent aggression toward supervisors at work using two samples: doctoral students and correctional service guards. The results supported that perceived interpersonal injustice mediates the relationship between perceptions of supervisory control over work performance and psychological aggression directed at supervisors, and further that psychological aggression toward supervisors is positively associated with physical acts of aggression directed at supervisors, supporting the notion of an escalation of aggressive workplace behaviors. Moreover, employees' perceptions of organizational sanctions (i.e., negative consequences for disobeying organizational policies) against aggression appear to play an important role in the prevention of workplace aggression by moderating the relationship between injustice and aggression targeting supervisors.     

The impact of perceived calling on work outcomes in a nursing context: The role of career commitment and living one’s calling

The current study examined the impact of perceived calling on nurses’ organizational commitment, organizational citizenship behavior, workplace deviant behavior, and turnover intentions. Moreover, the mediating role of career commitment and the moderating role of living a calling are also investigated. This paper posits a mediated moderation model wherein calling and living a calling interact to predict organizational commitment, organizational citizenship behavior, workplace deviant behavior, and turnover intentions with career commitment mediating the effect of the interaction on the three outcome variables. Data were collected from 294 registered nurses who had worked for a minimum of 6 months in the public or private health care system. Correlation and regression analyses were used to test the proposed hypotheses. Living a calling moderated the effect of calling on career commitment, such that these relations were more robust for nurses with a stronger sense of living a calling. Furthermore, career commitment fully mediated the effect of calling on organizational commitment, organizational citizenship behavior, workplace deviant behavior, and turnover intentions. The indirect effects of career commitment were only significant for nurses with high levels of living a calling. These results imply that possessing a sense of calling brings greater career commitment, which evidently leads to stronger organizational commitment and organizational citizenship behaviors, and lower workplace deviant behavior and turnover intentions. More specifically, nurse's sense of calling could lead to voluntary acts of helping colleagues and participation in organizational activities due to features associated with having a sense of calling, including pro-social intention and other-oriented thoughts. Calling might also decrease turnover intentions and deviant behaviors among nurses. Research about the dynamics of calling in nursing and medical professionals is limited. Recognizing the need, the present research has widened the scope of calling research by investigating the relationships between calling and various work-related variables within Asian nursing context.     

Comparisons of organizational constraints and their relations to strains in China and the United States

Organizational constraints is an important source of job stress. To study the relations between organizational constraints and four indices of job strains in cross-cultural work settings, both self-report and coworker-report data were collected from university employees in two culturally dissimilar countries: China and the United States. As predicted, U.S. university employees reported more interpersonal constraints than did their Chinese counterparts. No country difference was found for job context constraints. Both self-report and coworker-report data revealed significant correlations between organizational constraints and job strains in both countries. Country moderated the relations between interpersonal constraints and negative emotions/job satisfaction/voluntary lateness, with stronger correlations in the United States than in China. Country also moderated the relations between job context constraints and all four indicators of job strains, indicating that U.S. university employees were more sensitive to workplace constraints than were their Chinese counterparts. Suggestions are provided for future research and practice applications.     

Consequences of client-initiated workplace violence: the role of fear and perceived prevention

The authors suggested and tested a model of the consequences of client-initiated workplace violence, introducing perceived prevention of violence and perceived coping ability as factors that reduce fear of future violence and mitigate negative personal and organizational consequences. Survey data from 330 frontline staff from job centers and social security offices were analyzed using structural equation modeling. The data supported the model and confirmed the central role of the fear of violence with regard to outcomes such as psychological and physical well-being or irritability. Results point further to perceived prevention of violence as an important factor that influences fear levels in different ways, predicts turnover intentions, and should therefore be considered when managers aim to address the consequences of client-initiated violence and threats.     

Effects of perceived control on the outcomes of workplace aggression and violence

This study examined the role of perceived control in ameliorating the negative outcomes associated with the experience of violence at work, using 2 large samples of hospital staff (N = 187) and group home staff (N = 195). Exploratory and confirmatory factor analyses of the measure of perceived control converged in suggesting a 3-factor structure consisting of Understanding, Prediction, and Influence. Results of a series of moderated regression analyses suggested that perceived control did not moderate the relationships between violence and fear or between fear and emotional well-being, somatic health, or neglect. However, perceived control was directly associated with emotional well-being and indirectly associated with somatic health and neglect. In addition, training that targets workplace violence was found to be related to enhanced perceptions of control.     

The effects of individual differences and charismatic leadership on workplace aggression

This study examined the effects of individual differences variables (trait anger, self-control, negative affectivity, attitudes toward revenge, and attributional style) and charismatic leadership on incidents of workplace aggression in a sample of 213 employees from a wide range of organizations. Hierarchical multiple regression analyses indicated that the individual differences variables accounted for 27% of the variance in workplace aggression and that charismatic leadership accounted for an additional 3% after controlling for individual differences. In addition, psychological empowerment partially mediated the relationship between charismatic leadership and workplace aggression.     

Crossover of workplace aggression experiences in dual-earner couples

This study investigates whether workplace aggression experienced by one or both members of a couple accounts for increases in the psychological distress of the victim's partner. Viewing the work-family interface and stress-strain processes as dyadic, and open to interindividual and interdomain contagion, analyses were conducted on matched data from a large-scale population health survey containing information on both working adults from 2,904 couples. Multilevel analysis of bidirectional crossover, while controlling for common stressors, supports the proposition of a crossover of stress resulting from workplace aggression. This finding highlights the complexities of work-family dynamics and of the deep penetration of workplace aggression into the lives of dual-earner partners.     

Maternal Attachment Buffers the Association Between Exposure to Violence and Youth Attitudes About Aggression

The present study examined the relative and cumulative predictive power of parent–child, interparental, and community aggression on youths' perceptions of the acceptability of aggression between peers and siblings. The potential for mother–child attachment to buffer the effects of violence on aggressive attitudes was tested, as well as the link between aggressive attitudes and aggressive behaviors. A diverse sample of 148 children (ages 9–14) completed measures of interparental, parent–child, and community aggression; a measure of mother–child attachment quality; and a measure of aggressive behaviors. Participants also rated the acceptability of aggressive interactions between two peers and two siblings in written vignettes. Mothers completed a measure of their child's aggressive behaviors. Youths' violence exposure was related to perceptions of aggression as more acceptable, with parent–child aggression having the only unique association. Maternal attachment buffered the relation between exposure to community violence and perceived acceptability of aggression, which predicted decreased aggression. When exposed to high levels of community violence, youths with more secure maternal attachment perceived aggression as less acceptable than youths with less secure attachment and, in turn, displayed fewer aggressive behaviors. Interventions that focus on strengthening the caregiver–child relationship in children exposed to violence may reduce aggressive behaviors by interrupting the development of aggressive attitudes.     

Working in a context of hostility toward women: implications for employees' well-being

This study examined how working in an organizational context perceived as hostile toward women affects employees' well-being, even in the absence of personal hostility experiences. Participants were 289 public-sector employees who denied any personal history of being targeted with general or gender-based hostility at work. They completed measures of personal demographics, occupational and physical well-being, and perceptions of the organizational context for women. Results showed that 2 contextual indices of hostility toward women related to declines in well-being for male and female employees. The gender ratio of the workgroup moderated this relationship, with employees in male-skewed units reporting the most negative effects. These findings suggest that all employees in the workplace can suffer from working in a context of perceived misogyny.     

观看电视暴力对青少年攻击行为的影响

目的 :探讨观看电视暴力对青少年攻击行为的影响。方法 :采用问卷对 2 5 9名初中生进行了观看暴力镜头的频次、对暴力的认同态度、观看暴力镜头的情绪反应、攻击行为倾向等五个方面的调查和分析。结果 :青少年观看暴力镜头频次和兴奋水平程度越高 ,情绪宣泄越少 ,表现出攻击行为倾向越多 ;男生的攻击行为比女生多 ;青少年的攻击行为随年级升高而降低 ;工读学校学生比普通学校学生表现出更多的攻击行为。结论 :过多地观看电视暴力可能导致青少年攻击行为倾向增加 ,且攻击行为与观看电视暴力引起的情绪反应有关。     

Workplace safety performance: conscientiousness, cognitive failure, and their interaction

This research investigated the effects of cognitive failure on workplace safety and accidents over 2 studies. It was hypothesized that cognitive failure would directly predict safety behavior and workplace accidents and predict these outcomes over and above conscientiousness. It was found that cognitive failure uniquely accounted for workplace safety behavior and accidents. However, it has been suggested by researchers that certain individual differences might interact to produce differential effects. Thus, a moderated model was tested examining the interaction of cognitive failure and conscientiousness. It was found that cognitive failure moderated the relationship between conscientiousness and accidents and unsafe work behaviors. Overall, results suggest that cognitive failure plays an important part in individual safety behavior, especially when conscientiousness is low.     

Workplace Violence Experienced by Substitute (Daeri) Drivers and Its Relationship to Depression in Korea

Workplace violence is related to various health effects including mental illness such as anxiety or depression. In this study, the relationship between the experience of workplace violence and depression in substitute drivers in Korea, namely, daeri drivers, was investigated. To assess workplace violence, questions regarding types and frequency of the experience of violence over the past year were asked to the daeri drivers. In order to assess the risk of depression, the Center for Epidemiological Studies Depression Scale was used. Odds ratios with 95% confidence intervals of depression were estimated using multiple logistic regression analysis. All of the daeri drivers had experienced instance of verbal violence while driving and 66 of the drivers (34.1%) had been in such a situation more than once in the past quarter of a year. Sixty-eight daeri drivers (42.2%) had experienced certain type of physical violence over the past year. Compared to daeri drivers who had experienced workplace verbal violence less than 4 times and who had not experienced workplace physical violence over the past year, higher odds ratio was observed in daeri drivers who had experienced workplace verbal violence or physical violence, more than 4 times and more than one time respectively, after adjustment. Experience of verbal or physical type of workplace violence over the past year increased the risk of depression in the daeri drivers. Because violence against drivers can compromise the safety of the driver, the customer, and all the passengers, it is imperative that the safety and health of daeri drivers be highlighted.     

Exposure to Community Violence and Sexual Behaviors Among African American Youth: Testing Multiple Pathways

African American youth bear a disproportionate burden of sexually transmitted infections. A growing number of studies document that youth exposure to community violence and sexual behaviors are highly correlated. Despite such growing evidence, only a few studies have empirically tested conceptually driven pathways that may account for such relationships. This study seeks to address that gap by exploring multiple pathways linking exposure to community violence and youth sexual behaviors. Using an existing sample of 563 African American youth attending high school, we examined whether possible links between exposure to community violence and sexual activity, sexual risk behaviors were mediated by aggression, low student-teacher connectedness, and negative peer norms. Major findings indicated indirect relationships between exposures to community violence and both sexual activity and risky sex, mediated by aggression and negative peer norms with no significant differences based on gender or socioeconomic status. Overall findings also indicated a significant indirect effect of aggression to risky sex via negative peer norms and from community violence to risky peer norms via aggression. By illuminating ways that community violence, aggression, peer norms, and sexual behaviors are dynamically interrelated, these findings have significant implications for future research and intervention initiatives aimed at addressing the different pathways.     

The impact of situational constraints,role stressors,and commitment on employee altruism

This study investigated relations between 3 work-related stressors (role ambiguity, role conflict, and organizational constraints) and altruistic behavior in the workplace. It was predicted that each stressor would be negatively related to altruism and that these relations would be moderated by affective commitment (AC). Data from 144 incumbent-supervisor dyads revealed that all 3 stressors were weakly and negatively related to altruism. Two of these relationships were moderated by AC, although not as predicted. Organizational constraints were positively related to altruism among those reporting high levels of AC but negatively related among those reporting low levels of AC. The pattern was exactly opposite for role conflict. Implications of these findings are discussed.     

Community violence exposure and aggression among urban adolescents: testing a cognitive mediator model

Past research has shown that exposure to violence leads to aggressive behavior, but few community‐based studies have examined theoretical models illustrating the mediating social cognitive processes that explain this relation with youth exposed to high rates of violence. This study examines the impact of community violence on behavior through cognitive mediators: normative beliefs about aggression and self‐efficacy to control aggression. Self‐report surveys were completed by two samples (cross‐sectional and longitudinal) of early adolescent, urban African American youth. Structural equation modeling was used to evaluate a theoretical model, and results demonstrated a good fit with both samples; that is more exposure to community violence was associated with more retaliatory beliefs supporting aggression, which led to less self‐efficacy to control aggression, which led to more aggressive behavior. These findings are examined in the context of community factors, and implications for prevention and intervention are discussed. © 2009 Wiley Periodicals, Inc.     

Workplace anger and aggression: informing conceptual models with data from specific encounters

Workplace aggression is typically assessed by reports of the frequency of aggressive behaviors aggregated across incidents. Relations tested using such assessments are limited in the information they can provide about the operation of aggression within the context of a specific encounter. Analysis of data from structured interviews and questionnaire reports of employee experiences of specific workplace aggression incidents (as the target and as the aggressor) examine a variety of perceived antecedents, aggressive behaviors, and outcomes. Results suggest a variety of organizational, job-related, and personal antecedents, such as job stress and conflicts, and job-related outcomes, such as dissatisfaction. These data provide insight into the patterning of aggressive behaviors within an encounter and suggest an escalatory pattern. Data suggest relations between the severity of an aggressive encounter and the negativity of employee outcomes.     

Incivility in the workplace: incidence and impact

This study extends the literature on interpersonal mistreatment in the workplace by examining the incidence, targets, instigators, and impact of incivility (e.g., disrespect, condescension, degradation). Data were collected from 1,180 public-sector employees, 71% of whom reported some experience of workplace incivility in the previous 5 years. As many as one third of the most powerful individuals within the organization instigated these uncivil acts. Although women endured greater frequencies of incivility than did men, both genders experienced similarly negative effects on job satisfaction, job withdrawal, and career salience. Uncivil workplace experiences were also associated with greater psychological distress; however, indices of psychological and physical health were relatively unaffected. The authors discuss these findings in the context of organizational and cognitive stress theories.     

The occurrence of male-to-female intimate partner violence on days of men's drinking: the moderating effects of antisocial personality disorder

In this study, the moderating effects of antisocial personality disorder (ASPD) on the day-to-day relationship between male partner alcohol consumption and male-to-female intimate partner violence (IPV) for men entering a domestic violence treatment program (n=170) or an alcoholism treatment program (n=169) were examined. For both samples, alcohol consumption was associated with an increased likelihood of nonsevere IPV among men without a diagnosis of ASPD but not among men with ASPD (who tended to engage in nonsevere IPV whether they did or did not drink). Drinking was more strongly associated with a likelihood of severe IPV among men with ASPD compared with those without ASPD who also drank. These results provide partial support for a multiple threshold model of intoxication and aggression.