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Related Experiment Videos

Predicting and preventing supervisory workplace aggression.

Kathryne E Dupré1, Julian Barling

  • 1Faculty of Business Administration, Memorial University of Newfoundland, St. John's, NF, Canada. kdupre@mun.ca

Journal of Occupational Health Psychology
|March 23, 2006
PubMed
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Workplace aggression escalates from perceived injustice and lack of control. Organizational sanctions against aggression can prevent these behaviors, protecting supervisors.

Area of Science:

  • Organizational Psychology
  • Workplace Behavior
  • Conflict Resolution

Background:

  • Aggression towards supervisors is a significant workplace issue.
  • Understanding the drivers and preventatives of workplace aggression is crucial for organizational health.
  • Previous research has explored factors contributing to workplace aggression, but the escalation pathways and moderating roles of sanctions require further investigation.

Purpose of the Study:

  • To examine factors contributing to and preventing workplace aggression directed at supervisors.
  • To investigate the mediating role of perceived interpersonal injustice in the relationship between supervisory control and psychological aggression.
  • To explore the moderating effect of perceived organizational sanctions on the injustice-aggression link.

Main Methods:

Related Experiment Videos

  • The study utilized two distinct samples: doctoral students and correctional service guards.
  • Data were collected to assess perceptions of supervisory control, interpersonal injustice, psychological aggression, physical aggression, and organizational sanctions.
  • Statistical analyses were employed to test mediation and moderation hypotheses.

Main Results:

  • Perceived interpersonal injustice was found to mediate the link between supervisory control and psychological aggression towards supervisors.
  • Psychological aggression towards supervisors was positively associated with physical aggression, indicating an escalation of aggressive behaviors.
  • Perceptions of organizational sanctions against aggression moderated the relationship between injustice and aggression, suggesting a preventative role.

Conclusions:

  • Workplace aggression can escalate from perceived injustice and lack of control over work performance.
  • Organizational sanctions serve as a critical deterrent, moderating the impact of injustice on aggression.
  • Interventions aimed at reducing perceived injustice and clearly communicating sanctions are vital for preventing workplace aggression.