Workplace Psychological Aggression, Job Stress, and Vigor: A Test of Longitudinal Effects (original) (raw)
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European Scientific Journal, 2014
The present study is aimed to find out the relationship between work stress and aggression among employees of The Resource Group (TRG). A pilot study was conducted on a convenient sample consisting 30 employees from KASB Bank. A sample of 120 employees (60 males; 60 females, Married = 58; Unmarried = 62) was selected for the main study from TRG. The instruments used in the study were The Aggression Questionnaire (AQ) and Professional Life Stress Scale (PLSS). The results revealed that there was a significant relationship between the two variables (r = 0.58) at P<0.01.
Aggression-Preventive Supervisor Behavior: Implications for Workplace Climate and Employee Outcomes
Journal of Occupational Health Psychology, 2017
Workplace aggression remains a serious and costly issue for organizations; thus, it is imperative to understand ways to reduce workplace aggression. To address this need, we used 2 independent samples with varied study designs, one at the employee level and the other at both employee and unit levels, to examine the role of aggression-preventive supervisor behavior (APSB) in aggression-prevention processes. In Sample 1 (237 nurses), we used structural equation modeling to examine the role of individual observations of APSB. First, we found that individual employees' observations of APSB positively related to their individual violence-prevention climate (VPC) perceptions. Further, VPC perceptions mediated the relations between APSB and employees' exposure to coworker aggression, job attitudes, and physical symptoms. In Sample 2 (337 nurses), we used multilevel regression analysis to examine the positive role of APSB in managing the aggression process. First, we established fur...
How does Aggression at the workplace effect on well-being of employees.
HOW DOES AGGRESSION AT THE WORKPLACE EFFECT ON PSYCHOLOGICAL WELL-BEING This article reviews research on workplace aggression and its effect on wellbeing of employees. Aggression has been defined by Hogh, A. Henriksson, M.E and Burr, H (2005) as: "any form of aggressive behavior aimed toward the goal of harming another human being, and it can be both psychological and physical in nature." Psychological wellbeing can be defined as form of experiencing pleasant emotions, sense high level of-self-efficacy and low level of negative mood as well as feeling of life satisfaction (Merecz, D. Drabek, M. And Mościcka, A. 2009). This research describes how aggression at the work place is conducted and who the perpetrators are. Also it discusses causes and consequences of aggression at the work place and its relationship to psychological wellbeing. In addition, it studies the difference between men's and women's exposure to work related aggression. Limitations of the current research and future directions are suggested.
Workplace aggression: Introduction to the special issue and future research directions for scholars
Purpose - Public employees are often confronted with aggression from citizens, managers and colleagues. This is sometimes a function of having a monopoly position of many public organizations. As a result, citizens cannot opt for alternative providers when not served well. This could give rise to aggression. Furthermore, increased budget cuts might give rise to higher stress, workload and consequential aggression at times. This paper analyzes articles on workplace aggression, both the three articles of this special issue and more broadly. The purpose of this paper is to provide researchers with methodological and theoretical future research suggestions for new studies on workplace aggression. Approach – Literature review. Findings – By taking new methodological and theoretical routes, scholars can contribute to the analysis and potential solutions concerning workplace aggression in the public sector. First, the authors advise researchers to move beyond cross-sectional surveys. Instead, diary studies, longitudinal studies and experimental methods (such as randomized control trials) should be increasingly used. Furthermore, scholars can focus more on theory development and testing. Future studies are advised to connect workplace aggression to theoretical models (such as the Job Demands-Resources model), to theories (for instance social learning theory) and to public administration concepts (such as public service motivation and trust in citizens). Originality/value – This is one of the few articles within the public management literature which provides new methodological and theoretical directions for future research on workplace aggression.
Workplace Aggression and Job Satisfaction: A Study on Employees of PT. ABC in Tangerang, Banten
KnE Social Sciences, 2022
Job satisfaction is the positive perception of an individual about his/her job. Determinants of individual satisfaction and dissatisfaction include social factors. Workplace aggression is a social problem that occurs in the workplace. The objectives of this study were to examine: (i) the level of work aggression demonstrated by employees at PT. ABC in Tangerang Banten in the cutting subdivision; (ii) the level of job satisfaction in employees; and (iii) the relationship between aggression in the workplace and job satisfaction. Quantitative correlation methods were used. 53 participants were recruited through purposive sampling out of the population of 103 employees in the cutting subdivision. The eligibility criteria included that respondents must be registered as permanent or contract employees, not temporary employees. Data were collected using a Likert model scale instrument, consisting of: (i) a workplace aggression scale based on aggression indicators (Baron & Branscombe); and ...
Journal of Business and Psychology, 2016
Purpose-The present study examined the moderating effects of family-supportive supervisor behaviors (FSSB) on the relationship between two types of workplace aggression (i.e., patientinitiated physical aggression and coworker-initiated psychological aggression) and employee wellbeing and work outcomes. Methodology-Data were obtained from a field sample of 417 healthcare workers in two psychiatric hospitals. Hypotheses were tested using moderated multiple regression analyses. Findings-Psychiatric care providers' perceptions of FSSB moderated the relationship between patient-initiated physical aggression and physical symptoms, exhaustion and cynicism. In addition, FSSB moderated the relationship between coworker-initiated psychological aggression and physical symptoms and turnover intentions. Implications-Based on our findings, family-supportive supervision is a plausible boundary condition for the relationship between workplace aggression and well-being and work outcomes. This study suggests that, in addition to directly addressing aggression prevention and reduction, family-supportive supervision is a trainable resource that healthcare organizations should facilitate to improve employee work and well-being in settings with high workplace aggression. Originality-This is the first study to examine the role of FSSB in influencing the relationship between two forms of workplace aggression: patient-initiated physical and coworker-initiated psychological aggression and employee outcomes.
Journal of Applied Psychology, 2008
The authors investigate whether known person predictors (trait anger, trait aggression) and situational predictors (perceived interpersonal mistreatment, perceived organizational sanctions against aggression) of supervisor-targeted aggression also predict employee's aggression toward other workplace targets, namely peers, subordinates, and customers' aggression toward service providers. The authors also investigate the moderating impact of situational factors on the relationship between person factors and aggression. Participants (N ϭ 308) were asked whether they had a conflict with their supervisor, a subordinate, a work peer, and/or a service provider in the past 6 months. Different patterns of main and interaction effects emerged across the 4 targets, suggesting the importance of accounting for the target of aggression in workplace aggression research.
Predicting workplace aggression: a meta-analysis
Journal of applied …, 2007
The authors conducted a meta-analysis of 57 empirical studies (59 samples) concerning enacted workplace aggression to answer 3 research questions. First, what are the individual and situational predictors of interpersonal and organizational aggression? Second, within interpersonal aggression, are there different predictors of supervisor-and coworker-targeted aggression? Third, what are the relative contributions of individual (i.e., trait anger, negative affectivity, and biological sex) and situational (i.e., injustice, job dissatisfaction, interpersonal conflict, situational constraints, and poor leadership) factors in explaining interpersonal and organizational aggression? Results show that both individual and situational factors predict aggression and that the pattern of predictors is target specific. Implications for future research are discussed.
Moderators of Workplace Aggression: The Influences of Social Support and Training
The Australian and New Zealand Journal of Organisational Psychology, 2012
Reception and administrative employees may be particularly vulnerable to patient aggression in mental health services. This study examined whether satisfaction with social support and primary aggression training moderated the effects of perceived aggression on psychological distress and somatic symptoms in a sample of 101 employees. The biophysical model of threat and challenge, the stressor-stress-strain model, and the stress-buffering hypothesis served as theoretical frameworks. Results showed perceived aggression correlated positively with psychological distress, but not with somatic symptoms. Significant interactions were found for social support (buffering effect) and training (interaction effect) for somatic symptoms, but not for psychological distress. It is suggested that, for somatic symptoms, the moderation effects of social support and training on perceived aggression involve similar mechanisms (increased knowledge, self-esteem, perceived control, coping capacity). These ...
Workplace aggression and organisational effectiveness: The mediating role of employee engagement
Australian Journal of Management, 2018
We investigate the relationship between the prevalence of workplace aggression and two key outcomes: employee engagement and organisational effectiveness. Drawing on social capital theory, we propose that the level of employee engagement within the organisation helps explain the association between workplace aggression and organisational effectiveness. We used secondary survey data and an important indicator of organisational effectiveness in the healthcare sector (i.e. rates of hospital-acquired infections (HAIs)) from 101 hospitals in NSW, Australia. We found that hospitals with higher rates of workplace aggression had higher rates of patients with HAIs and that employee engagement was an important mechanism that helped explain this effect. These findings underscore the potential benefits of management policies and practices that are aimed at preventing workplace aggression and support greater employee engagement.JEL Classification: L120