The impact of domestic violence on the workplace.

Friedman, Lucy N.; Tucker, Susan Brown; Neville, Peter R.; Imperial, Maria

doi:10.1037/10215-005

Cited by 12 publications

(19 citation statements)

References 2 publications

(3 reference statements)

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“…Educating employees about partner violence could help to demystify the disgrace associated with this social problem and consequently help reduce or eliminate the risk of partner violence entering into the workplace. For instance, Friedman et al (1996) recommend that office safety, supervisory, employee health, and employee benefits trainings should include information about partner violence and its consequences as a strategy to destigmatize the issue. Although such types of employee development training may seem more plausible for medium-and large-size organizations with larger budgets, small-size organizations might partner with local social service agencies to develop educational strategies conducive to its needs.…”

Section: Discussionmentioning

confidence: 99%

“…Therefore, organizations must send a clear message that if a woman discloses to a supervisor or friend at work, her situation will be taken seriously. For instance, permitting the use of specific personnel policies could serve as a protective factor for partner violence victims (Akukwe, 1998;Friedman et al, 1996;Petty & Kosch, 2001). Policies including paid time off, extended leave of absence, and flexible work hours may allow victims to apply for court orders, seek new housing arrangements, or take time to recover from a physical injury.…”

Section: Discussionmentioning

confidence: 99%

“…As such, workplaces could benefit from implementing various procedures to deal with partner violence as a separate form of workplace violence. For instance, scholars of workplace violence suggest that prevention, protection, and assistance should be the focus of workplace violence policy (Friedman, Brown Tucker, Neville, & Imperial, 1996;Hoffman & Baron, 2001;Petty & Kosch, 2001). Petty and Kosch (2001) recommend a zero-tolerance policy for any type of violent behavior, including partner violence, and a procedure for confidential reporting of violence related matters.…”

Section: Discussionmentioning

confidence: 99%

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Intimate Partner Violence, Women, and Work: Coping on the Job

Swanberg¹,

Macke²,

Logan³

2006

Violence Vict

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Intimate partner violence is a significant health problem for women, with consequences extending to work as well as society at large. This article describes workplace interference tactics, how women cope with violence at work, and workplace supports for a sample of recently employed women with domestic violence orders (DVO; n = 518). Results indicate that violent partners used a wide range of work interference tactics, that women were more likely to tell someone at work about the victimization than they were to hide the information, and that coworkers and supervisors provided a range of supports to women who did disclose their situation. Implications for further research and practice are discussed.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

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Intimate Partner Violence, Women, and Work: Coping on the Job

Swanberg¹,

Macke²,

Logan³

2006

Violence Vict

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“…Type 4 includes all the situations in which a personal relationship between the aggressor and the victim exists without there being a relationship between the organization and the aggressor. This last category consists of "imported" familial violence in the workplace (Friedman et al, 1996).…”

Section: Definitions and Formsmentioning

confidence: 99%

Physical violence at the workplace: Consequences on health and measures of prevention

Steffgen¹

2008

European Review of Applied Psychology

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Based on definitions and theoretical models of physical violence at the workplace, this paper presents scientific knowledge and working hypotheses regarding both, the causes and effects of physical violence on health, and pertinent preventive measures of intervention to be taken by enterprises. Four groups of determinants of violence are presented and discussed: determinants relative to the structure and the culture of the enterprise; the aggressor; the victim; and the socio-cultural environment. The theoretical model by Baron and Neumann [Public Admin Q 21 (1998) ] is used to explain the complex origin of violent behavior at work based on these determinants. Moreover, the various and multiple consequences of a violent act are examined. In addition to the direct effects of such an act on the social, organizational and individual level, the indirect effects are also taken into consideration. In this analytical context, health problems are more particularly underlined, such as the psychological trauma suffered by victims of a violent act. Finally, two different areas of intervention will be distinguished: interventions on the physical environment and interventions on the level of company management or an organizational group which aims at changing the behavior of the members of the organization. Different scientific evaluations of action programs to reduce violent acts are presented. In conclusion, this paper calls for further research on physical violence in the workplace. © 2008 Elsevier Masson SAS. All rights reserved. RésuméEn se basant sur des définitions scientifiques et des modèles théoriques de la violence physique sur le lieu de travail, l'article présente les savoirs scientifiques et les hypothèses de référence quant aux causes, quant aux effets sur la santé et quant aux mesures d'intervention préventive pertinentes à prendre à l'égard de la violence physique dans les entreprises. Quatre groupes de déterminants sont présentés et discutés : déterminants relatifs à la structure et culture de l'entreprise, à l'agresseur, à la victime et à l'environnement socioculturel. Le modèle théorique de Baron et Neumann, J.H. [Public Admin Q 21 (1998) 446-64] sert de modèle de référence pour expliquer la genèse complexe des comportements violents sur le lieu de travail à partir de ces déterminants. Par ailleurs, les conséquences variées et multiples de l'acte violent sont examinées. Mis à part les effets directs -au niveau social, organisationnel et individuel -d'un tel acte, les effets indirects sont également à prendre en considération. Dans ce contexte d'analyse, les problèmes de santé sont plus particulièrement mis en exergue, comme, par example, le traumatisme psychique subi par les victimes d'un acte violent. Enfin, deux différents domaines d'intervention vont être distingués : les interventions sur l'environnement physique et les interventions auprès de la direction d'une entreprise ou d'une unité organisationnelle et qui ont pour objectif le changement du comportement des membres de l'organisation. Di...

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“…1 In fact, the spillover effects of domestic violence have serious consequences for the workplace. As such, victims often work to hide the problem that for years has been considered a private issue in the home.…”

mentioning

confidence: 99%