The purpose of this study is to determine if formal organizational policies on workplace violence (WV) influence hiring practices, employee training, and ability to manage violent situations. A sample of 72 members of the Industrial Relations Research Association, which has been renamed Labor and Employment Relations Association, completed an Internet original survey on WV, with 40 organizations having these types of policies. Findings indicated that organizations with formal policies on WV were more likely to have heightened awareness of issues involving WV than organizations without these types of policies. WV policies generally are zero tolerance; however, they may lack enforcement by supervisors. Having a formal policy on WV may indicate that organizations are more aware of and concerned with protecting their employees and clients from violent situations.

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This paper examines task, relationship, and overload stress orientations of people in the high-context cultures of Russia and in the low-context cultures of Germany based on their government work experience. A Two-way ANOVA methodology is used for hypotheses testing in this research. As a result of the comparative, cross-national analysis of 462 responses, some significant differences were found between the two samples. Russians have higher scores on task and relationship orientations than German respondents. There is a marginally significant difference in the task scores between respondents who have government experience and those who do not. Respondents who have government experience are more task-oriented and experience more stress than those who do not have government experience. Finding reveals significant interaction between government experience and country in the task scores. Literature on German and Russian cultures is presented along with practical applications, suggestions, and implications for future studies.

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