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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...
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Behavioral approaches have often been criticized for ignoring mental processes and focusing solely on observable behavior. However, these approaches provide an optimistic perspective for individuals seeking to change their behaviors. Rather than concentrating on intrinsic personality traits, behavioral approaches suggest that even longstanding habits can be modified by changing the reward contingencies that maintain them.
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According to obedience research, we may harm others under the forceful pressures of an authority figure (Milgram, 1974). How about if the inappropriate orders were delivered with less force? The increasing interdependence between nurses and physicians compelled Hofling and his colleagues to explore nurses’ reactions to a potentially harmful medical request made by the perceived authority figure, the doctor (Hofling, Brotzman, Dalrymple, Graves, & Pierce, 1966). In this situation,...
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Area of Science:

  • Organizational Psychology
  • Occupational Health
  • Leadership Studies

Background:

  • Workplace aggression poses significant costs to organizations.
  • Understanding and mitigating aggression is crucial for employee well-being and organizational effectiveness.

Purpose of the Study:

  • To examine the role of aggression-preventive supervisor behavior (APSB) in reducing workplace aggression.
  • To investigate the mediating role of violence-prevention climate (VPC) in the relationship between APSB and aggression-related outcomes.

Main Methods:

  • Two independent samples of nurses were studied using structural equation modeling and multilevel regression analysis.
  • Employee-level and unit-level data were collected to assess APSB and VPC perceptions.
  • The study examined the impact of APSB on aggression exposure, job attitudes, physical symptoms, and turnover intention.

Main Results:

  • Individual and unit-level APSB positively related to violence-prevention climate (VPC) perceptions.
  • VPC mediated the effects of APSB on aggression exposure, job attitudes, physical symptoms, and turnover intention.
  • APSB directly and favorably influenced aggression-prevention compliance and reduced turnover intention.

Conclusions:

  • Aggression-preventive supervisor behavior is effective in mitigating workplace aggression.
  • Fostering a unit-level violence-prevention climate is key to reducing aggression and its negative consequences.
  • Findings support the importance of context-specific leadership behaviors and targeted interventions for aggression prevention.