The Effects of Negative Affectivity, Hierarchical Status, and Self-Determination on Workplace Victimization

Grover, Steven L.; Bradfield, Murray; Allen, David G.

doi:10.5465/256918

Cited by 84 publications

(106 citation statements)

References 33 publications

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“…To address this possibility and critically appraise existing metaanalytic estimates of discrimination-outcome relationships, we consider negative affectivity as a potential third variable explanation for these relationships. We selected negative affectivity because it has a well-documented relationship with perceptions of mistreatment (Aquino, Grover, Bradfield, & Allen, 1999;Bowling & Beehr, 2006) and has been implicated as a potentially meaningful third variable explanation for several relationships in the stress literature (Brief, Burke, George, Robinson, & Webster, 1988;Watson & Pennebaker, 1989). Research has revealed that both work stress and health outcomes share nontrivial relationships with negative affectivity, which may artificially inflate the observed relationships between these variables (Brief et al, 1988;Watson & Pennebaker, 1989).…”

Section: An Alternative Explanation For Workplace Discrimination-outcmentioning

confidence: 99%

Workplace discrimination: A meta‐analytic extension, critique, and future research agenda

Dhanani

Beus

Joseph

2018

Personnel Psychology

127

117

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Despite a large and growing literature on workplace discrimination, there has been a myopic focus on the direct relationships between discrimination and a common set of outcomes. The aim of this meta‐analytic review was both to challenge and advance current understanding of workplace discrimination and its associations with outcomes by identifying the pathways through which discrimination affects outcomes, examining boundary conditions to explain when discrimination is most harmful for employees, and exploring a potential third variable explanation for discrimination–outcome relationships. Mediation tests indicated that workplace discrimination is associated with employee outcomes through both job stress and justice. Moderator analyses showed that discrimination appears to be most detrimental when it is observed rather than personally experienced, interpersonal rather than formal, and measured broadly rather than specifically. We also found that discrimination–outcome relationships differ across work and nonwork contexts and as a function of the social identity targeted by discrimination. Discrimination generally explained meaningful incremental variance in outcomes after controlling for the effects of negative affectivity, but the relationships between discrimination and health were substantially decreased. We conclude by offering a constructive critique of the empirical discrimination literature and by detailing an agenda for future research.

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Section: An Alternative Explanation For Workplace Discrimination-outcmentioning

confidence: 99%

Workplace discrimination: A meta‐analytic extension, critique, and future research agenda

Dhanani

Beus

Joseph

2018

Personnel Psychology

127

117

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“…Given (i) that trait affectivity affects how people respond to situations of aggression (e.g., Aquino, Grover, Bradfield, & Allen, 1999;Douglas & Martinko, 2001) and (ii) the need to ensure that context-specific emotion mediates proposed relationships between GH and romantic relationship functioning, focal female participants completed the Life Orientation Test (Scheier & Carver, 1985) to control for trait affectivity. This eight-item measure assesses generalized expectancies for positive versus negative outcomes.…”

Section: Control Variablesmentioning

confidence: 99%

Spillover and crossover of sex-based harassment from work to home: Supervisor gender harassment affects romantic relationship functioning via targets' anger

Dionisi

Barling

2014

J. Organiz. Behav.

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SummaryWe investigate how gender harassment affects the romantic relationships (i.e., romantic relationship adjustment and romantic relationship efficacy) of female targets (spillover effects) and their romantic partners (crossover effects), and what role targets' anger in response to their gender harassment plays in these relationships. We explored these questions using two US samples. Sample 1 comprised 206 females, all of whom provided data on their gender harassment experiences, feelings of anger, and romantic relationship functioning. Sample 2 consisted of 60 romantic dyads. Females once again provided data on their gender harassment experiences and feelings of anger; their romantic partners reported on their own romantic relationship functioning. Full support emerged for hypothesized spillover effects: supervisor gender harassment indirectly and negatively influenced targets' romantic relationship adjustment and romantic relationship efficacy through target anger (Sample 1).Full support also emerged for hypothesized crossover effects: supervisor gender harassment indirectly and negatively influenced the romantic relationship adjustment and romantic relationship efficacy of targets' romantic partners through target anger (Sample 2). Implications for theory, research, and practice are considered. Copyright © 2014 John Wiley & Sons, Ltd.Keywords: gender harassment; sex-based harassment; spillover; crossover; work-family Sex-based harassment in the workplace harms employees and organizations. Whether expressed as gender harassment (GH; e.g., verbal/nonverbal behavior conveying hostile or degrading attitudes), unwanted sexual attention (e.g., repeated and unreciprocated requests for dates), or sexual coercion (e.g., sexual bribes or threats) (Fitzgerald, Gelfand, & Drasgow, 1995), sex-based harassment adversely affects psychological, physical, and job-related wellbeing (e.g., Dionisi, Barling, & Dupré, 2012;Willness, Steel, & Lee, 2007). Sex-based harassment is also costly to organizations, for example by reducing employee productivity (e.g., Faley, Knapp, Kustis, & Dubois, 1999). Research on sex-based harassment has focused mainly on consequences occurring within the organizational context, on direct harassment-outcome relationships, and on direct targets. Our goals in this study were to expand our understanding of sex-based harassment's extra-organizational consequences (i.e., on romantic relationship functioning), indirect effects (i.e., through target anger), and indirect victims (i.e., targets' romantic partners). To do so, we explore the following: (i) how sex-based harassment's negative consequences spillover (i.e., intrapersonal effects) and crossover (i.e., interpersonal, between-partner effects) into one's personal life and (ii) the role of targets' negative emotional responses in these relationships. Exploring the far-reaching and indirect consequences of sex-based harassment at work is important for several reasons. First, more research highlighting the diverse ways that workplace phenomena can impac...

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“…Watson and Clark (1984) have defined Negative Affectivity (NA) as the extent to which individuals experience high levels of distressing emotions like anger, fear, hostility, and anxiety. High NA individuals tend to be less satisfied with their lives and focus on negative aspects of themselves and their environments (Watson and Pennebaker 1989) and are often perceived as hostile, demanding, and distant (Aquino, Grover, Bradfield and Allen 1999;Watson and Clark 1984). Moreover, according to Shavit and Shouval (1977) high NA individuals are likely to interpret slightly negative or even ambiguous social information as threatening.…”

Section: Integritymentioning

confidence: 99%

Toward an Integrative Theory of Counterproductive Workplace Behavior: A Causal Reasoning Perspective

Martinko

Gundlach

Douglas

2002

Int J Selection Assessment

353

289

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Over the past decade, there has been an increase in attention to counterproductive workplace behaviors including violence, stealing, dishonesty, volitional absenteeism, drug and alcohol abuse, and aggression, many of which have been addressed in this special issue. Accompanying the attention to these specific types of behaviors has been a proliferation of theories developed to explain, understand, and manage counterproductive behavior. While these theories have addressed many apparently divergent types of behaviors, many similarities exist between and among these various perspectives. In this article, we integrate these various perspectives into a causal reasoning framework, proposing that individuals' attributions about the causal dimensions of workplace events are a primary factor motivating both the emotions and behaviors that result in counterproductive workplace behaviors.

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The Effects of Negative Affectivity, Hierarchical Status, and Self-Determination on Workplace Victimization

Cited by 84 publications

References 33 publications

Workplace discrimination: A meta‐analytic extension, critique, and future research agenda

Workplace discrimination: A meta‐analytic extension, critique, and future research agenda

Spillover and crossover of sex-based harassment from work to home: Supervisor gender harassment affects romantic relationship functioning via targets' anger

Toward an Integrative Theory of Counterproductive Workplace Behavior: A Causal Reasoning Perspective

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