Work place violence and negative affective responses: A test of Agnew's general strain theory

Hinduja, Sameer

doi:10.1016/j.jcrimjus.2007.09.002

Cited by 29 publications

(14 citation statements)

References 33 publications

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“…From the perpetrator's perspective, poor job characteristics may trigger negative affects and tension which may be relieved by directing negative acts towards a co‐worker. A similar process has been described in the Revised Frustration Aggression Theory (Berkowitz, 1989) and General Strain Theory (Hinduja, 2007).…”

Section: Introductionmentioning

confidence: 67%

“…As suggested in Karasek's Job Demand Control Model, high strain jobs combining high workload with low job autonomy at Time 1 related with being a perpetrator at Time 2. Based on these results, (high) workload associates with being a perpetrator of workplace bullying when combined with low job autonomy, as in these situations the stressed employee may lash out at a co‐worker to deal with his/her negative emotions (Baillien et al , 2009; Berkowitz, 1989; Hinduja, 2007).…”

Section: Discussionmentioning

confidence: 99%

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Job autonomy and workload as antecedents of workplace bullying: A two-wave test of Karasek's Job Demand Control Model for targets and perpetrators

Baillien

Cuyper

Witte

2011

Journal of Occupational and Organizational Psychology

228

168

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The current study aims to test the hypotheses that are central to Karasek's Job Demand Control Model in relation to workplace bullying. Particular contributions are, first, the focus upon both targets and perpetrators of workplace bullying, and second, the two‐wave design with a 6‐month time lag. We assume that (a) workload at Time 1 associates positively with being a target/perpetrator at Time 2, (b) job autonomy at Time 1 associates negatively with being a target/perpetrator at Time 2, and (c) the positive relationship between workload at Time 1 and being a target/perpetrator at Time 2 is stronger under the condition of low (vs. high) job autonomy at Time 1 (i.e., interaction between workload and job autonomy). Moderated hierarchical regression analyses (N= 320) revealed lagged main effects for being a target, and interaction effects for being a perpetrator. In particular, Time 1 workload was positively and Time 1 job autonomy negatively associated with being a target at Time 2. Job autonomy at Time 1 reduced the positive relationship between workload at Time 1 and being a perpetrator at Time 2. Overall, our results suggest that high strain jobs relate to both being a target and to being perpetrator of workplace bullying, yet through different processes: main effects and interactions, respectively.

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Section: Introductionmentioning

confidence: 67%

Section: Discussionmentioning

confidence: 99%

Job autonomy and workload as antecedents of workplace bullying: A two-wave test of Karasek's Job Demand Control Model for targets and perpetrators

Baillien

Cuyper

Witte

2011

Journal of Occupational and Organizational Psychology

228

168

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“…Baillien and colleagues (2009), for example, developed a Three Way Model. A similar process has been described in the Revised Frustration Aggression Theory (Berkowitz, 1989) and General Strain Theory (Hinduja, 2007). It is grounded in incident based qualitative research and details two processes through which job characteristics may link to perpetrators' as well as targets' reports of bullying'.…”

Section: Workplace Bullyingmentioning

confidence: 98%

Workplace bullying: A perspective from the Job Demands-Resources model

2011

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Orientation: Workplace bullying is characterised as a counterproductive interpersonal behaviour, yielding severe consequences for both the individual and the organisation. The occurrence of workplace bullying is often attributed to a stressful work environment.Research purpose: The purpose of the study was to test the work environment hypothesis by applying the Job Demands-Resources model to workplace bullying. We expected job demands and job resources to relate to both perpetrators’ and actors’ reports of workplace bullying.Motivation for the study: We aimed to extend the outcomes examined in the Job Demands- Resources model to a specific form of counterproductive interpersonal behaviour, namely workplace bullying. From the point of view of the literature on bullying, we aimed to substantiate the well-known work environment hypothesis with empirical data.Research design, approach and method: We applied structural equation modelling on questionnaire data of a large heterogeneous sample of Flemish employees (N = 749).Main findings: Job demands and job resources interacted in the prediction of perpetrators’ reports of bullying: job demands associated positively to perpetrators’ reports of bullying particularly under the condition of high job resources. Job demands related positively to targets’ reports of bullying, while job resources related negatively. These associations were (partially) mediated by emotional exhaustion.Practical/managerial implications: These results suggest that workplace bullying may indeed be reduced by good job design, that is, by limiting the job demands and increasing job resources. Particular prevention plans may be developed for exhausted employees, as they are vulnerable to workplace bullying, in terms of both becoming perpetrators and victims.Contribution/value-add: This study attests to the predictive validity of the JD-R model for perpetrators’ and targets’ reports of workplace bullying. The findings also underline the complex and multi-causal nature of workplace bullying.How to cite this article: Van den Broeck, A., Baillien, E., & De Witte, H. (2011). Workplace bullying: A perspective from the Job Demands-Resources model. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 37(2),Art. #879, 12 pages. doi:10.4102/sajip.v37i2.879

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“…feeling distressed, hostile, upset or irritable) is often associated with, or generated by, the strain experience. Over the years, studies have demonstrated that life stressors or strains, among other negative emotions, can lead to depression (Beyers & Loeber, ; Ostrowsky & Messner, ; Ford & Schroeder, ), hostility (Broidy, ; Hinduja, ) and anxiety (Aseltine et al, ).…”

Section: Discussionmentioning

confidence: 99%

Psychological characteristics of male 14‐ to 20‐year‐olds on probation and in a residential home in Hong Kong

Chui

Chan

2013

Criminal Behav Ment Health

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Participants in this study generally reported higher levels of positive psychological well-being than in previous nondelinquent Chinese samples. IMPLICATIONS FOR PRACTICE AND FUTURE RESEARCH: A case-control study comparing such offenders with nondelinquents is required to clarify these findings. A longitudinal design is now indicated to test the direction of relationships between psychological indicators and offending. These steps would be useful precursors to a service evaluation of probation hostels for young offenders.

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Work place violence and negative affective responses: A test of Agnew's general strain theory

Cited by 29 publications

References 33 publications

Job autonomy and workload as antecedents of workplace bullying: A two-wave test of Karasek's Job Demand Control Model for targets and perpetrators

Job autonomy and workload as antecedents of workplace bullying: A two-wave test of Karasek's Job Demand Control Model for targets and perpetrators

Workplace bullying: A perspective from the Job Demands-Resources model

Psychological characteristics of male 14‐ to 20‐year‐olds on probation and in a residential home in Hong Kong

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