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Prevalence of Workplace Aggression in the U.S. Workforce: Findings From a National Study.
Abstract and Figures
This chapter has several goals. First, we define workplace aggression and describe the behaviors that constitute the construct. Second, we review the existing literature on the prevalence of workplace aggression and discuss its limitations. Third, we review research related to demographic and occupational predictors of aggression. Fourth, we report prevalence rates and demographic predictors of exposure to workplace aggression based on data from a nationally representative survey of more than 2,500 U.S. workers. Our presentation of the results of this survey will focus on three issues: (a) the overall prevalence of exposure to physical violence and psychological aggression at work; (b) the prevalence of exposure to these behaviors from three different sources: one's supervisor or boss, coworkers (employees other than one's supervisor or boss), and members of the public (customers, clients, or patients); and (c) the extent to which various general (e.g., gender, age) and occupational (e.g., job type, industry classification) demographic variables predict exposure to the two types and three sources of workplace aggression. Finally, we discuss the implications of these results for future research on workplace aggression and intervention strategies aimed at preventing workplace aggression. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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... A review of 31 studies showed that the prevalence of severe forms of bullying in Europe, occurring every week or daily, is between 1% and 4% (Zapf, Einarsen, Hoel, & Vartia, 2003). Schat, Frone, and Kelloway (2006) documented similar findings and reported that nearly 1.3% of the US workforce experiences physical violence every week. These results reiterate that many victims experience severe forms of aggression regularly. ...
... Our results are consistent with previous research on the prevalence of workplace aggression that showed 95.7% of US workers who experienced physical violence also reported experiencing psychological aggression (e.g., social isolation, withholding work-related information). Moreover, only 0.4% reported exposure to workplace violence among those who did not experience psychological aggression (Schat et al., 2006). Next, the study presents the importance of demographic and personality characteristics in predicting workplace aggression profiles. ...
Using a person-oriented approach with a broad sample of 200 employees across several sectors, we identified four victim subgroups sharing similar configurations of frequency and severity of aggression: high–high (high levels of frequency and severity; 15%), moderate–moderate (moderate levels of frequency and severity; 15%), high–low (high frequency but low severity; 26.5%), and low–low (lowest levels of frequency and severity; 43%). Further, we examined the relationship between victim groups, social demographics, and victim disposition. The results showed that women, young, and lower-tenured employees are at risk of belonging to the high–high victim group. In addition, employees with high negative affect and psychopathy traits are at risk of belonging to the high–high victim group. Drawing upon learned helplessness theory, we examined whether victim groups differed concerning internalizing problems. Results suggest that high–high group victims experienced the highest anxiety, loss of confidence, and social dysfunction, whereas low–low group members experienced the lowest levels.
... La agresión laboral ha sido conceptualizada desde diferentes perspectivas; concretamente, la Organización Internacional del Trabajo (oit) define la agresión o violencia en el trabajo como "cualquier acción, incidente o comportamiento que no pueda considerarse una actitud razonable y con el cual se ataca, perjudica, degrada o hiere a una persona dentro del marco de su trabajo o debido directamente al mismo" [3]. De acuerdo con Schat y colaboradores [4], implica conductas tanto físicas como psicológicas que buscan causar daño. ...
... Estudios previos como los de Schat y colaboradores [4] y Eurofound [9], han encontrado relaciones negativas entre la agresión laboral y la satisfacción laboral y asociaciones positivas entre la agresión laboral y la manifestación de conductas contraproducentes en el lugar de trabajo; sin embargo, la mayoría de ellos se centra en una única forma de agresión, siendo una de nuestras principales aportaciones el incluir en nuestra investigación dos formas distintas de agresión laboral (incivismo y acoso sexual), así como tener en cuenta una muestra amplia de trabajadores del sector servicios, uno de los más afectados por este serio problema de salud ocupacional. ...
En los últimos años ha habido un incremento en el interés y en las investigaciones en torno al tema de la agresión laboral, al ser un problema serio de salud ocupacional que trae consecuencias negativas tanto para los trabajadores como para las organizaciones. Objetivo: analizar las relaciones entre diferentes formas de agresión laboral (incivismo y acoso sexual), las conductas contraproducentes y la satisfacción laboral. Metodología: estudio de tipo transversal, en el que participaron 460 trabajadores del sector servicios de la Comunidad de Madrid, España. Se les aplicaron cuestionarios de autoinforme para evaluar su posible exposición a situaciones de agresión laboral, así como su nivel de satisfacción con el trabajo y la manifestación de comportamientos negativos hacia la organización. Resultados: se encontró una asociación negativa y significativa entre las diferentes formas de agresión evaluadas y la satisfacción laboral y una asociación positiva y significativa entre las formas de agresión y las conductas contraproducentes. Conclusiones: la agresión laboral puede tener consecuencias negativas para la organización, que afectan la satisfacción de los empleados y facilitan la expresión de conductas contraproducentes; por lo tanto, es importante, dentro del campo de la salud ocupacional, la implementación de programas de prevención de la agresión laboral, así como de protocolos claros de intervención en caso de que surja.
... Overall, our results point to challenging considerations associated with supervisorenacted mistreatment: powerful individuals, including supervisors, are more likely than coworkers to enact mistreatment at work (Schat et al., 2006), and their mistreatment behaviors inflicts greater harm upon targets than mistreatment from peers (Hershcovis & Barling, 2010a). ...
This meta-analysis aims to understand the impact of witnessed workplace mistreatment. Bringing together two streams of research, it examines (a) the boundary conditions of observer reactions that reflect a principled moral disapproval of violations of interpersonal justice (i.e., deontic reactions) and (b) the extent to which witnessed mistreatment explains incremental variance in a range of employee outcomes beyond the effects of experienced mistreatment. The results demonstrate that observer psychological and behavioral deontic reactions are not straightforward. For example, while observers have negative reactions toward perpetrators, they fail to intervene and have mixed reactions toward targets. Findings from a series of moderator analyses illuminate the role of perpetrator rank, mistreatment severity, and study context in explaining these disparate observer deontic reactions. Further, although experienced mistreatment explains more variance in most employee outcomes than witnessed mistreatment, witnessed mistreatment still has a unique and sizable contribution. The implications of these findings and future directions for research on witnessed mistreatment are discussed.
... As long as we do not give destructive leadership the scholarly attention it deserves, both scientists and practitioners may wrongly believe that we go overboard in problematizing destructive leadership or (2001) 66,764 Dutch employees 1995-1999 5.1-12.1% of employees reported sometimes and 2.1% frequently being exposed to aggression by their leader. Schat et al. (2006) > 2,500 US employees 13.5% of US employees experience aggression from their leader. Aasland et al. (2010) Destructive leadership: state of the art and future directions 3 that such stance is a mere opposition to the new trends in the positive management approach. ...
... abusive leadership) has become attractive to both researchers and practitioners (Tepper et al., 2017). In this regard, various leadership styles have been examined, highlighting supervisors' abusive behaviors such as sexual harassment and physical violence (Schat et al., 2006) or verbal and non-verbal hostility (Tepper, 2000). Also, the definition of destructive leadership aimed to bring together constructs, such as petty tyranny, the typology of deviant organizational behaviors (Robinson and Bennett, 1995), and abusive supervision (Tepper, 2000). ...
Purpose
Relying on the affective events theory, this study conceptualizes abusive supervision as a micro-affective event and tests a multilevel moderated mediation arguing that abusive behaviors from the supervisor trigger negative affective reactions that, in turn, will enhance the likelihood of counterproductive work behaviors (interpersonal and organizational). We further propose that mindfulness will shape how employees react to abusive behaviors from supervisors.
Design/methodology/approach
A daily diary study conducted for five consecutive days was developed with Portuguese working adults (N = 176*5 = 880).
Findings
The multilevel findings showed that abusive behaviors triggered negative affect and this, in turn, promoted both forms of counterproductive work behaviors. The indirect effect regarding interpersonal counterproductive work behavior was moderated by mindfulness in such a way that the indirect effect was stronger for those who scored lower on mindfulness (versus higher levels). The indirect effect on organizational counterproductive work behavior was not significantly moderated by mindfulness.
Practical implications
The examination of mindfulness as a moderating factor contributes significantly to management by delineating practical strategies to assist employees in effectively managing micro-events involving abusive behaviors from supervisors. Consequently, these findings may inform the development of research-backed strategies aimed at mitigating the affective and behavioral repercussions of an abusive supervisor.
Originality/value
The inclusion of mindfulness in the model is an added value.
Abusive supervision marak terjadi di berbagai organisasi di mana seringkali para atasan memberikan perlakuan yang kurang menyenangkan kepada karyawannya. Kajian ini bertujuan untuk melihat secara sistematis dampak dari abusive supervision yang dirasakan oleh karyawan di berbagai negara. Pencarian e-literature dilakukan dengan mengidentikasi artikel jurnal berbahasa inggris yang diterbitkan dari tahun 2017. Basis data elektronik yang digunakan adalah Google Scholar, Springer Link, Sciencedirect, dan Ebsco host. Terdapat lima studi yang diidentifikasi menggunakan inklusif dan kriteria eksklusif pada ulasan ini. Hasil yang didapatkan dari berbagai negara bahwa terdapat dampak negatif yang dirasakan oleh karyawan yang terkena abusive supervision. Dampak tersebut adalah emotional exhaustion, employee job performance yang menurun, turnover intention dan fear-based silence, serta meningkatkan rasa malu karyawan
Workplace harassment is a significant concern across various industries, including academic libraries, where female professionals often encounter unique challenges. This study assesses the prevalence and effect of workplace harassment among female library professionals in Indian academic libraries. 100 female professionals working in college and university libraries across India participated in the survey conducted in May 2024. The study explores the types, contexts, and perpetrators of harassment and its effects on well-being and job performance. Findings reveal a high prevalence of harassment, predominantly perpetrated by colleagues, with significant effects on individuals’ psychological well-being and job satisfaction. While some security measures are in place, perceptions of their effectiveness vary. Recommendations include integrating security measures into policies, enhancing reporting procedures, and providing better support systems for victims. Addressing workplace harassment requires collaborative efforts to foster inclusive and respectful environments, ensuring the safety and dignity of all library professionals.
This study examines the influence of bullying at work on self-rated anxiety (SRA) across 19 European countries through the European Working Conditions Survey (2015 and 2021). Descriptive analysis highlights a significantly higher prevalence of bullying among women compared to men. The econometric analysis uncovers that the detrimental impact of bullying is particularly pronounced in environments characterised by higher gender inequality. Gender differences are more prominent in countries where women face lower economic participation and opportunities. However, the frequency of reported bullying is higher in the group of countries where conditions for women are more equal. The apparent lack of awareness regarding these abusive behaviours would feasibly result in a lack of specific legislation and consequently generate a greater impact on SRA, even though the issue seems less prominent.
Contrary to the impression generated by an increasing number of news reports in the past several years, the occurrence of workplace violencemextreme acts of aggression involving direct physical assault represents a relatively rare event in work settings. However, workplace aggression--efforts by individuals to harm others with whom they work or have worked---are much more prevalent and may prove extremely damaging to individuals and organizations. This paper presents empirical evidence on the varied forms of workplace aggression and their relative frequency of occurrence in work settings. We offer a theoretical framework for understanding this phenomenon---one based on contemporary theories of human aggression----and demonstrate how principles associated with this framework may be applied to the management and prevention of all forms of aggression in workplaces.
The aim of the study was to investigate the prevalence of bullying and harassment at work, to identify risk groups and risk organizations, and to investigate who the victims report to be their tormentors. Bullying and harassment are defined as situations where a worker or a supervisor is systematically mistreated and victimized by fellow workers or supervisors through repeated negative acts. However, to be a victim of such bullying one must also feel inferiority in defending oneself in the actual situation. Data from 14 different Norwegian surveys (N = 7986) are presented, encompassing a broad array of organizations and professions. The results show that bullying and harassment at work are widespread problems in Norwegian working life. As many as 8.6% of the respondents had been bullied at work during the previous six months. Organizations with many employees, male-dominated organizations, and industrial organizations had the highest prevalence of victimization. Older workers had a higher risk of victimization than younger workers. Even if men and women do not differ in prevalence of bullying, significantly more men were reported as bullies. Victims reported superiors as bullies as often as they reported colleagues as their tormentor(s).
This article examines the potential confounding of observed relations between shiftwork and health outcomes by differences in the jobs typically carried out by shiftworkers and dayworkers. Objective factors (daywork vs. day/night shiftwork and job type) and work perceptions (job demand, discretion, social support, and physical stressors) were analyzed as joint predictors of psychosomatic complaints (headaches and musculoskeletal, gastric, and sleep problems), affective distress, and work-related injuries in data from oil industry personnel ( N = 1,462). Logistic regression showed that, after control for individual differences (including age and negative affectivity), shiftwork and job type each predicted specific health outcomes when evaluated simultaneously. Work perceptions also contributed significantly to each outcome, partially mediating relations between job type and health.
drawing on both research and practical experience, [the authors] examine current knowledge about the effect of domestic violence on employment / provide an initial overview of the emergence of corporate interest and action, including barriers and promising strategies for creating supportive work environments for battered women
the nature of the problem / businesses' responses to domestic violence / expanding employer action (PsycINFO Database Record (c) 2012 APA, all rights reserved)
examined relationships between the occurrence of on-the-job physical assaults and 11 different job stressors in a large sample of government employees / data used in this analysis were collected as part of a comprehensive cross-sectional job stress survey of public service employees / the NIOSH [National Institute for Occupational Safety and Health] Generic Job Stress Questionnaire . . . was administered statewide to all active state employees / the NIOSH questionnaire contains a variety of multi-item scales measuring psychological job stressors and their attendant physical and psychological consequences / [Ss were state employees] (PsycINFO Database Record (c) 2012 APA, all rights reserved)
A growing body of international research points to an association between precarious employment or contingent work arrangements and a higher incidence of injury, disease and psychological distress as well as inferior knowledge/compliance with occupational health and safety (OHS) standards. Despite this, published research on the OHS problems of young workers in hospitality and other service industries largely ignores the fact that many are engaged on a temporary basis. To address this gap we surveyed 304 young temporary workers employed in Australian outlets of a well-known multinational fast food chain. Indices assessed included work-related injuries, exposure to occupational violence, and knowledge of OHS practices and legislative rights. In trying to explain the adverse OHS outcomes associated with contingent work, researchers have repeatedly identified three sets of factors; economic and reward pressures, work disorganisation and regulatory failure. Like most other multinational fast food companies, this firm adopted a Fordist production system. Given suggestions that Fordist systems adversely affect worker health and wellbeing, it seemed plausible that the combination of Fordism with reliance on a young casualised workforce would result in markedly inferior OHS outcomes. Contrary to this expectation, workers surveyed had an incidence of injury around the norm for full-time permanent workers, and an excellent knowledge of risk control measures and OHS legislation. On the other hand, they had limited knowledge of their workers’ compensation entitlements and faced an elevated risk of low-level occupational violence.