Understanding the Role of Affect in Workplace Aggression

Lyubykh, Zhanna; Hershcovis, M. Sandy; Turner, Nick

doi:10.1017/9781108573887.021

Cited by 3 publications

(2 citation statements)

References 58 publications

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“…It is important to understand the causes and effects of irritability on the work environment and to promote positive and healthy workplace relationships. Organizations can implement strategies to effectively manage and regulate emotions to reduce the negative impact of irritability and create a more positive and productive work atmosphere (Cropanzano & Dasborough, 2017;Lyubykh et al, 2020).…”

Section: Theoretical Perspectivesmentioning

confidence: 99%

Strategic Managerial Implications of Irritability and Human Relations: Exploring the Role of Gender and Knowledge

Boateng¹

2023

IJRSI

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This study explores the impact of irritability in managerial contexts, a state of heightened sensitivity associated with increased feelings of anger and frustration on human relationships in organizations. The research also investigates how gender and knowledge influence the relationship between irritability and human relations. The study reveals significant consequences of irritability on effective management and group dynamics, necessitating the development of strategic interventions that enhance human relations and minimize the negative effects of irritability on managers. To gather information on the issue of irritability, the study employed a systematic review of relevant academic literature from reputable databases. The objective was to determine how gendered factors and knowledge acquisition affect the occurrence and regulation of irritability, as well as their strategic implications for human relationships and organizations. The review identified the influence of gender-related factors on the perception and expression of irritability among managers, specifically societal expectations, gender roles, and power dynamics. Furthermore, the research showed that knowledge acquisition, sharing, and utilization are critical factors for managing irritability and improving managerial effectiveness in human relations. The implications of the study highlight the need for organizations to foster gender diversity, create inclusive work environments, and adopt knowledge-based interventions to mitigate the impact of irritability on managerial relationships and team dynamics. The study emphasizes the importance of addressing irritability in managerial training and development programs, as well as cultivating an organizational culture that supports emotional intelligence and knowledge sharing. Further research should explore specific strategies and interventions that organizations can use to cope with irritability in different managerial contexts.

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Section: Theoretical Perspectivesmentioning

confidence: 99%

Strategic Managerial Implications of Irritability and Human Relations: Exploring the Role of Gender and Knowledge

Boateng¹

2023

IJRSI

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“…Second, as per the study results, one of the most common reasons in the emergence of workplace deviance is the prevalence of hostility factors in work environment, especially in food industries and the companies under study. This findings necessitate that the leaders should pay attention to prevent interference in work and the destructive factors such as defamation, exploitation, exclusion and personal favoritism at work so that deviation can be avoided (Lyubykh et al, 2020).…”

Section: Theoretical and Practical Implicationsmentioning

confidence: 99%

Narcissistic Leadership and Workplace Deviance: A Moderated Mediation Model of Organizational Aggression and Workplace Hostility

Alhasnawi

Abbas

2021

Organizacija

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Background: Workplace Deviance are among the most common phenomena observed in organizations. This might be attributed to narcissistic style of leadership and the manifestations of organizational aggression. It is further aggravated by increased workplace hostility. The main purpose of this research is to observe the impact of moderated mediation of organizational aggression and workplace hostility upon the relationship between narcissistic leadership and workplace deviance. Methodology: A cross-sectional investigation was conducted using self-survey method. With 673 participants in the study, the author used an electronic questionnaire (Google Forms) to collect data from employees working at five food product companies in Iraq. Mediation model, moderation analysis, and moderated mediation models were evaluated using Structural Equation Modeling (SEM) for which AMOS V.23 software was used. Results inferred that organizational aggression partially mediates a positive relationship between narcissistic leadership and workplace deviance. Further, the relationship between organizational aggression and workplace deviance depends on the changes in level of workplace hostility. Moreover, the study empirically supports the fundamentals of moderated mediation model. In other terms, the study infers that indirect effect of narcissistic leadership in workplace deviance through organizational aggression has been significantly moderated by workplace hostility. Conclusion: When leaders adopt narcissistic behaviors to achieve their personal interests, it leads to increased organizational aggression and workplace deviance that eventually increase the levels of workplace hostility. Accordingly, moderated mediation model provides a better understanding about how narcissistic leadership, organizational aggression, and workplace hostility all work together to influence workplace deviance.

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Retaliating against abusive supervision with aggression and violence: The moderating role of organizational intolerance of aggression

et al. 2021

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Understanding the Role of Affect in Workplace Aggression

Cited by 3 publications

References 58 publications

Strategic Managerial Implications of Irritability and Human Relations: Exploring the Role of Gender and Knowledge

Strategic Managerial Implications of Irritability and Human Relations: Exploring the Role of Gender and Knowledge

Narcissistic Leadership and Workplace Deviance: A Moderated Mediation Model of Organizational Aggression and Workplace Hostility

Retaliating against abusive supervision with aggression and violence: The moderating role of organizational intolerance of aggression

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