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Related Concept Videos

Aggression01:47

Aggression

Humans engage in aggression when they seek to cause harm or pain to another person. Aggression takes two forms depending on one’s motives: hostile or instrumental. Hostile aggression is motivated by feelings of anger with intent to cause pain; a fight in a bar with a stranger is an example of hostile aggression. In contrast, instrumental aggression is motivated by achieving a goal and does not necessarily involve intent to cause pain (Berkowitz, 1993); a contract killer who murders for hire...
Bullying02:04

Bullying

A modern form of aggression is bullying. As you learn in your study of child development, socializing and playing with other children is beneficial for children’s psychological development. However, as you may have experienced as a child, not all play behavior has positive outcomes. Some children are aggressive and want to play roughly. Other children are selfish and do not want to share toys. One form of negative social interactions among children that has become a national concern is bullying.
Secondary Motives: Affiliation Motivation and Aggression Motivation01:21

Secondary Motives: Affiliation Motivation and Aggression Motivation

Affiliation motivation is the intrinsic desire to connect with others and belong to a social group, which plays a crucial role in forming and maintaining personal relationships. This type of motivation is essential for psychological well-being, as it provides individuals with a sense of community and support. An example of this is a student who joins a study group in order to feel a sense of connection. People with high affiliation motivation actively seek social approval, take satisfaction in...
Stereotype Threat and Self-fulfilling Prophecies02:09

Stereotype Threat and Self-fulfilling Prophecies

When we hold a stereotype about a person, we have expectations that he or she will fulfill that stereotype. A self-fulfilling prophecy is an expectation held by a person that alters his or her behavior in a way that tends to make it true. When we hold stereotypes about a person, we tend to treat the person according to our expectations. This treatment can influence the person to act according to our stereotypic expectations, thus confirming our stereotypic beliefs. Research by Rosenthal and...
Bystander Effect02:09

Bystander Effect

The discussion of bullying highlights the problem of witnesses not intervening to help a victim. This is a common occurrence, as the following well-publicized event demonstrates. In 1964, in Queens, New York, a 19-year-old woman named Kitty Genovese was attacked by a person with a knife near the back entrance to her apartment building and again in the hallway inside her apartment building. When the attack occurred, she screamed for help numerous times and eventually died from her stab wounds.
Frustration and Conflict: Approach-Approach, Approach-Avoidance01:20

Frustration and Conflict: Approach-Approach, Approach-Avoidance

Frustration occurs when people are obstructed or prevented from achieving a desired goal or fulfilling a perceived need. For example, when someone's input is ignored in a discussion, it can lead to feelings of frustration. Conflict, however, arises from opposing interests, goals, or actions. Conflicts can take various forms based on the nature of these opposing desires or goals.
One common type of conflict is the Approach–Approach Conflict. In this case, a person faces two desirable options,...

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The Resident-intruder Paradigm: A Standardized Test for Aggression, Violence and Social Stress
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Workplace victimization: aggression from the target's perspective.

Karl Aquino1, Stefan Thau

  • 1Sauder School of Business, University of British Columbia, Vancouver, British Columbia V6T 1Z2. karl.aquino@sauder.ubc.ca

Annual Review of Psychology
|November 28, 2008
PubMed
Summary
This summary is machine-generated.

Workplace victimization, defined as harmful aggression within organizations, is reviewed. Research identifies victim predictors and coping strategies, highlighting challenges in defining and studying this phenomenon.

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Area of Science:

  • Organizational Psychology
  • Occupational Health Psychology
  • Behavioral Science

Background:

  • Workplace victimization involves aggression causing psychological, emotional, or physical harm.
  • Existing literature introduces various victimizing behaviors with overlapping definitions.
  • Understanding predictors and coping mechanisms is crucial for organizational well-being.

Purpose of the Study:

  • To review and synthesize research on workplace victimization.
  • To compare different types of victimizing behaviors.
  • To identify predictors of victimization and effective coping strategies.

Main Methods:

  • Literature review of organizational psychology studies on workplace aggression and victimization.
  • Comparative analysis of different victimizing behaviors.
  • Synthesis of research on individual and organizational predictors of victimization.

Main Results:

  • Victimization is influenced by personality, demographic, behavioral, structural, and organizational factors.
  • Both problem-focused and emotion-focused coping strategies are employed by victims.
  • The field faces challenges with construct proliferation and clarifying findings.

Conclusions:

  • Further research is needed to clarify constructs and findings in workplace victimization.
  • Theoretical guidance is essential for selecting study variables.
  • Addressing workplace aggression requires a nuanced understanding of its forms and impacts.