Mitigating or Magnifying the Harmful Influence of Workplace Aggression: An Integrative Review

Zhong, Rui; Lian, Huiwen; Hershcovis, Sandy; Robinson, Sandra Lynn

doi:10.5465/annals.2021.0144

Cited by 10 publications

(3 citation statements)

References 186 publications

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“…Research from working on animals as commodities can provide crucial insight into employees' experiences and consequences of engaging in violent acts at work. Whereas the organizational literature assumes that aggression hurts victims more than perpetrators (Zhong, Lian, Hershcovis, & Robinson, 2023), the experience of slaughterhouse employees showed that they suffer deeply from perpetrator-induced traumatic stress (Baran et al, 2016). Whereas the organizational literature would argue that such harm can be rationalized away as "necessary evils" (Margolis & Molinsky, 2008), these employees report trauma despite their, and their employers', constant efforts to justify harm to animals as necessary and distinct from harm to humans (Hobson-West, 2012).…”

Section: Theoretical Extensions and Future Directionsmentioning

confidence: 99%

All Creatures Great and Small: A Review and Typology of Employee-Animal Interactions

Quan,

Lam,

Schabram

et al. 2023

Journal of Management

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Employees interact with animals in a myriad of ways in the context of work. Herein, we seek to catalog this multiplex phenomenon in order to gain theoretical insights. Our article unfolds in four parts. First, we conduct an interdisciplinary review from which we develop a typology of four employee-animal interactions: working for, with, around, and on animals. Second, we outline the current research for each discrete category. Third, we consider key divergent experiences (e.g., the uniquely gendered nature of each) and convergent themes (e.g., all animal work is emotional and hierarchical) across the typology. Fourth, we supplement our review with two metasyntheses of other workplace team interactions—employee-employee and employee-machine/artificial intelligence interactions—to highlight how the study of human-animal interactions can address current conundrums in the organizational domain. We do so to demonstrate that considerations of employee-animal interactions can offer theoretical value to scholars, including those who may not have an inherent interest in the phenomenon. We complement theoretical extensions with suggestions for future research on core management topics, including humanizing workplaces, the future of work, and team collaboration.

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Section: Theoretical Extensions and Future Directionsmentioning

confidence: 99%

All Creatures Great and Small: A Review and Typology of Employee-Animal Interactions

Quan,

Lam,

Schabram

et al. 2023

Journal of Management

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“…Hence, our study should make public managers further aware of workplace aggression as a serious issue to deal with. Since organizational support (Schat & Kelloway, 2003), a positive violence climate (Spector et al, 2007), as well as follow-up counseling (Vincent-Höper et al, 2020) mitigate the adverse impact of aggression in the workplace, these factors might be important levers to consider for practitioners (Zhong et al, 2022). We encourage them to proactively take precautions against workplace aggression on an organizational and individual level.…”

Section: Practical Implicationsmentioning

confidence: 99%

Aggressions and associations: How workplace violence affects what public employees think of citizens

Liegat

Hensel

Vogel

et al. 2022

Public Administration

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Scholars have recently spent growing attention to what public employees think of citizens, which influences policy implementation through more manifest attitudes and behaviors. The origins of employees' positive and negative associations with citizens have, however, not been examined thus far. This study draws attention to workplace aggression as critical incidents in state‐citizen encounters and examines the traces they leave in employees' subsequent thinking about citizens. Building on social cognition and affective events theory, we hypothesize that the more severe the aggressive incidents have been, the more negative employees' associations with citizens become. Results of a free association task confirm this assumption. Type of work and the gender of the employees moderate the relationship between aggressions and associations. The findings raise awareness for the significance of workplace aggression and provide an outline and agenda of a socio‐cognitive theory of public employees' associative thinking about citizens.

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“…Inconsistent terminology used to describe overlapping constructs (e.g., cyberbullying, electronic aggression) has made it difficult to compare results across studies (Bauman & Baldasare, 2015; Nocera et al, 2022). Due to this, and similar to traditional aggression (see Zhong et al, 2022), cyber-aggression is now used as an umbrella term for multiple forms of aggressive behavior that occur in virtual environments (e.g., cyber-bullying, cyber-harassment, cyber-abuse, cyberstalking, trolling). We follow the example set by Zhong et al (2022) in their recent review of traditional aggression and use cyber-aggression as an umbrella term for aggressive work behaviors that occur intentionally in virtual settings (see Table 3 for constructs and definitions).…”

mentioning

confidence: 99%

Virtual work conditions impact negative work behaviors via ambiguity, anonymity, and (un)accountability: An integrative review.

Keating,

Cullen-Lester,

Meuser

2024

Journal of Applied Psychology

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Negative work behavior (NWB) occurs with concerning frequency in virtual work environments. Despite their prevalence and a substantial, multidisciplinary research literature on virtual negative behaviors in general, we lack clear answers regarding if, how, and why conditions differentiating virtual (i.e., computer-mediated) from face-to-face (F2F) work impact perpetrators', victims', and bystanders' involvement in NWB. These questions remain because of an assumed isomorphism (i.e., identical form) within the literature on NWB in F2F and virtual work. We explain why we cannot assume that what is known about perpetrator engagement, victim experience, and bystander intervention from studying F2F NWB applies uniformly to virtual negative work behavior (VNWB). Specifically, we identify how eight conditions of the virtual workplace facilitate three psychological enablers (i.e., ambiguity, anonymity, and (un)accountability) of perpetrators', victims', and bystanders' involvement in VNWB. In doing so, this integrative conceptual review advances a coherent understanding of what is (un)known about VNWB, integrates fragmented theoretical literature, and guides practical intervention. Importantly, we identify limitations of existing research practices that threaten the validity and generalizability of empirical findings. If not addressed, these issues will continue to undermine theoretical development and empirical investigations of F2F NWB and VNWB. Finally, this review points to new areas of inquiry that will meaningfully advance the understanding of NWB in the modern, increasingly virtual workplace.

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Mitigating or Magnifying the Harmful Influence of Workplace Aggression: An Integrative Review

Cited by 10 publications

References 186 publications

All Creatures Great and Small: A Review and Typology of Employee-Animal Interactions

All Creatures Great and Small: A Review and Typology of Employee-Animal Interactions

Aggressions and associations: How workplace violence affects what public employees think of citizens

Virtual work conditions impact negative work behaviors via ambiguity, anonymity, and (un)accountability: An integrative review.

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