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Predicting and preventing supervisory workplace aggression
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DOI：10.1037/1076-8998.11.1.13.png)
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The authors examined factors that lead to and prevent aggression toward supervisors at work using two samples: doctoral students and correctional service guards. The results supported that perceived interpersonal injustice mediates the relationship between perceptions of supervisory control over work performance and psychological aggression directed at supervisors, and further that psychological aggression toward supervisors is positively associated with physical acts of aggression directed at supervisors, supporting the notion of an escalation of aggressive workplace behaviors. Moreover, employees' perceptions of organizational sanctions (i.e., negative consequences for disobeying organizational policies) against aggression appear to play an important role in the prevention of workplace aggression by moderating the relationship between injustice and aggression targeting supervisors.
Keyword:
ORGANIZATIONAL JUSTICE
INDIVIDUAL-DIFFERENCES
PERCEIVED CONTROL
VIOLENCE
SATISFACTION
VALIDATION
PSYCHOLOGY
EMPLOYEES
MODERATOR
COWORKERS
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761
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8.2K
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