Workplace aggression and violence.

Barclay, Laurie J.

doi:10.1037/12171-017

Cited by 16 publications

(15 citation statements)

References 117 publications

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“…First, we assessed all our variables using self‐report measures. Regarding self‐reported CWB, researchers argued that reports may underestimate behavior frequencies, for instance, due to self‐serving bias or dishonesty (Barclay & Aquino, 2011; Stewart, Bing, Davison, Woehr, & McIntyre, 2009). Quite the contrary, the meta‐analytical findings Berry et al (2012) suggest that self‐reports of CWB yield higher scores than ratings from others.…”

Section: Discussionmentioning

confidence: 99%

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Beyond depletion: Daily self‐control motivation as an explanation of self‐control failure at work

2020

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Summary The organizational self‐control literature usually applies resource perspectives that explain self‐control failure at work by depletion of self‐control resources. However, these perspectives neglect the role of self‐control motivation. On a daily level, we examine several self‐control aspects (resources, motivation, demands, and effort) as predictors of a manifestation of self‐control failure at work, namely, daily counterproductive work behavior toward the organization (CWB‐O). Additionally, we investigate self‐control effort as a mechanism predicting the depletion of self‐control resources throughout the day. We analyzed data from 155 employees in a 2‐week diary study with 2 daily measurement points. Multilevel path modeling showed that self‐control motivation and self‐control demands, but not self‐control resource depletion, predicted self‐control effort. There was an indirect effect from self‐control motivation on CWB‐O via self‐control effort but no indirect effect from self‐control demands on self‐control resource depletion throughout the day via self‐control effort. Findings suggest that self‐control motivation is a crucial factor explaining self‐control failure at work and cast further doubt on the idea that exerted self‐control effort is the only mechanism leading to self‐control resource depletion.

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Section: Discussionmentioning

confidence: 99%

“…First, we assessed all our variables using self-report measures. Regarding self-reported CWB, researchers argued that reports may underestimate behavior frequencies, for instance, due to self-serving bias or dishonesty (Barclay & Aquino, 2011;Stewart, Bing, Davison, Woehr, & McIntyre, 2009).…”

Section: Limitations and Future Directions For Researchmentioning

confidence: 99%

Beyond depletion: Daily self‐control motivation as an explanation of self‐control failure at work

2020

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“…Because of the subjective nature of workplace mistreatment, people may interpret the same work situations differently and individual differences may play a role in the association between workplace mistreatment and job insecurity. Consistently, the interactionist perspective suggests that employee perceptions, attitudes, and behaviors are a joint function of employee personal characteristics (e.g., work centrality), contextual factors (e.g., workplace mistreatment), and the interactions between these variables (Barclay & Aquino, 2011). Thus, in addition to the relation between workplace mistreatment and job insecurity, we also identify a group of employees who are more vulnerable to the negative consequences of workplace mistreatmentthose high (as opposed to low) in work centrality because the extent to which identity-relevant stressors (e.g., workplace mistreatment) are psychologically harmful is contingent on how devoted an individual is to the role (Thoits, 1992).…”

Section: Introductionmentioning

confidence: 99%

From workplace mistreatment to job insecurity: The moderating effect of work centrality

Jiang

2020

Stress and Health

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Although outcomes of job insecurity have been extensively examined, researchers have paid significantly less attention to antecedents of job insecurity. However, in order to lessen and eliminate job insecurity, a deeper understanding of the sources of job insecurity is required. Among triggers of job insecurity, very few studies have examined workplace interpersonal relationships as predictors of job insecurity. To fill this research gap, we examine the relation between workplace mistreatment (i.e., workplace incivility, bullying, and abusive supervision) and job insecurity. Examining multiple forms of mistreatment also allows us to compare and contrast the relative impact of each workplace mistreatment on job insecurity. Furthermore, we identify a group of individuals who are particularly vulnerable to the negative impact of workplace mistreatment—those who are high in work centrality. Across two lagged survey studies, we largely found that work centrality exacerbates the relations of workplace incivility, bullying, and abusive supervision with job insecurity. Thus, this research contributes to the occupational health literature by demonstrating the relative predictive power of multiple forms of workplace mistreatment on job insecurity and identifying a vulnerable group who might suffer more from workplace mistreatment (i.e., those high in work centrality).

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“…The education sector may have the highest incidence of workplace bullying (O'Connell, Calvert, & Watson, 2007). Barclay and Aquino (2011) presented models that provide explanations of the predictors and outcomes of workplace aggression. Individual and situational level predictors combine within the organizational level to lead to aggression; the aggression may lead to attitudinal, health, psychological, or behavioral outcomes.…”

Section: Introductionmentioning

confidence: 99%

Bullying Prevention in an Elementary School: An Exploration of Educator and Staff Perspectives

Baller

Wenos

Peachey

2019

JEI

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The implementation of school-wide anti-bullying programs has received mixed, though predominantly positive, results in the United States. The present study sought to investigate attributes of a successful anti-bullying campaign with specific interest in areas for continued improvement. The instructional faculty, content area specialists, staff employees, and administrators of a rural mid-Atlantic elementary school were solicited to participate in audio recorded interviews regarding their perceptions of the program at their school. All participants indicated the program was largely successful at their school and the recommendations for further improvements included expanding the bullying reduction training to non-teaching staff, continued emphasis on emotional skills, inclusion of 163 information on varying perspectives regarding gender and culture, and expanding the training to emphasize employee interactions as an important component of the anti-bullying climate.

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Workplace aggression and violence.

Cited by 16 publications

References 117 publications

Beyond depletion: Daily self‐control motivation as an explanation of self‐control failure at work

Beyond depletion: Daily self‐control motivation as an explanation of self‐control failure at work

From workplace mistreatment to job insecurity: The moderating effect of work centrality

Bullying Prevention in an Elementary School: An Exploration of Educator and Staff Perspectives

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