工作场所攻击行为的研究述评

目前,工作场所攻击行为和暴力行为的发生越来越多,这种现象在职业健康领域逐渐成为一个重要的问题。论文介绍了工作场所攻击行为的概念和类型;分析了工作场所攻击行为与相关概念的界定、测量和研究方法;分析引起工作场所攻击行为的两方面原因,即情境或组织因素和个人特征方面的原因;探讨了工作场所攻击行为的预防和今后研究的方向。     

Experiences of Managers of Aggression in the Workplace

The study explored and described the experiences of workplace aggression by managers in a northern South African district. Participants were seven managers from two medium sized companies. One of the companies was from the dairy industry and the other from the auditors' industry. These participants held managerial positions over other workers for at least one year, were from the same district and could converse fluently in Afrikaans and English. Data were gathered using in-depth phenomenological interviews and analysed by means of open coding. Findings suggest that work place aggression could be confused with ambition, the quality of discipline and conflict, and power play. Managers also observed that while an aggressive management style was effective to get the job done, it could also hamper constructive communication and the quality of work life.     

暴力电子游戏对攻击行为的影响及其争论

以Anderson为核心的研究者通过数十年研究发现, 暴力电子游戏是攻击行为产生的前因变量, 并且提出可以用一般攻击模型(General Aggression Model, GAM)来解释这一结论。然而, Ferguson等人的研究表明, 暴力电子游戏不是攻击行为产生的前因变量, 而是攻击行为产生的催化剂, 并提出催化剂模型(Catalyst Model, CM)来解释该结论。由于社会心理研究中, 实验研究难以严格控制, 导致研究结果大径相庭, 暴力电子游戏影响攻击行为的争论还在不断扩大。未来要加强对暴力电子游戏和攻击行为的测量, 同时还需整合一般攻击模型和催化剂模型指导实证研究, 最后从认知偏差以及社会认知神经科学视角寻求暴力电子游戏对攻击行为影响的新证据。     

The Impact of Attributional Processes on Triggered Displaced Aggression

The current study examined the role of attributional processes on triggered displaced aggression and specified the conditions wherein affect versus attributions would predict the degree of aggressive responding. Consistent with expectations, attributions for a minor provoking event predicted the degree of aggression towards targets that had violated expectations or where a specific attribution was provided. When no such expectancy violation occurred, only negative affect generated by the provocation predicted aggression. Furthermore, results indicated that initial feelings toward a provoking target impacted aggressive responding by influencing attributions made for a target's provoking action. When faced with a minor provocation, individuals were more likely to spontaneously attribute that event to external causes for people they like (e.g., positive valence targets), thus reducing the subsequent degree of aggressive retaliation. In contrast, for disliked targets, individuals were more likely to attribute provoking behavior to internal causes, resulting in an increase in aggression. The new model provides a theoretical extension to the cognitive-neoassociationistic perspective on aggression (L. Berkowitz, 1989, 1990, 1993).

Perceptions and Punishments of Workplace Aggression: The Role of Aggression Content,Context, and Perceiver Variables1

Aggressiveness and sanctioning ratings made by 360 undergraduates to scenarios of workplace aggression suggest that aggressor gender, occupational status of aggressor relative to the target of aggression, and type of aggression content (i.e., hostility, obstructionism, or overt) affected these ratings. The results support hypothesized main effects for aggression content and aggressor gender, and also a significant interaction between occupational status and aggressor gender. However, the results failed to confirm hypotheses that perceiver variables (e.g., trait aggression) would add significantly to the prediction of either aggressiveness ratings or sanctioning ratings. Implications for policy formation to manage aggressive individuals in organizations are discussed.     

Perception of Injustice as a Predictor of Support for Workplace Aggression

In order to determine the relationship between perceptions of injustice and support for workplace aggression, 139 subjects were presented with four scenarios representing different levels and types of injustice. Subjects then responded to an eight-item aggression scale. Support for aggressive behavior across the scenarios generally corresponded to the amount and type of perceived injustice; a procedural injustice scenario was perceived as the most unjust and led to the most support for aggression. Although the interpersonal and distributive injustice scenarios were seen as virtually identical in terms of injustice, there was significantly more support for aggression with interpersonal injustice. The strongest predictor of support for aggression in the justice scenarios, however, was simply the degree of support for aggression in a neutral, or control, scenario. It is suggested that employers need to be concerned both about fair and courteous relations with employees and also with identifying generally aggressive employees.     

Procrastination's Impact in the Workplace and the Workplace's Impact on Procrastination

Procrastination is a self‐regulatory failure, whose costs are debated. Here, we establish its impact in the workplace. Using an Internet sample, we assessed 22,053 individuals in terms of their sex, employment status, employment duration, income, occupational attainment and level of procrastination. High levels of procrastination is associated with lower salaries, shorter durations of employment, and a greater likelihood of being unemployed or under employed rather than working full‐time. Also, procrastination partially mediates sex's relationship with these work variables. Women tend to procrastinate less than men, evidently giving women an employment advantage. If women procrastinated the same as men, there should be 1.5 million fewer women in full‐time employment in the US. alone. Determining the causes of procrastination in the workplace, we also examined it at an occupational level. The results strongly support the gravitational hypothesis: jobs that require higher levels of motivational skills are less likely to retain procrastinators. However, there was some support that jobs can foster procrastination. Procrastinators tend to have jobs that are lower in intrinsically rewarding qualities.     

Supervisor Workplace Stress and Abusive Supervision: The Buffering Effect of Exercise

Purpose

We examine how supervisor stress is associated with employee-rated abusive supervision. In addition, we test the premise that higher levels of physical exercise by supervisors can buffer the negative effects of stress on their relationship with their subordinates.

Design/Methodology/Approach

A matched sample of 98 employed individuals and their direct supervisors was used to test our hypotheses.

Findings

Results suggest that increased levels of supervisor-reported stress are related to the increased experience of employee-rated abusive supervision. We also find that the relationship between supervisor stress and abusive behavior can be diminished when supervisors engage in moderate levels of physical exercise.

Implications

While the current economic conditions and a host of other trying workplace factors mean that supervisors are likely to experience workplace stress, we found evidence that they do not necessarily have to transfer these frustrations onto those they supervise. Our study supports a link between supervisor stress and employee perceptions of abusive supervision, but this is a link that can be loosened if supervisors engage in moderate levels of physical exercise.

Originality/Value

The results of this study add to the modest number of antecedents to abusive supervision that have been discovered in existing research. In addition, this is the first study to examine how exercise can buffer the relationship between supervisor stress and employee perceptions of abusive supervision.     

Effects of Organizational Level and Gender on Stress in the Workplace

Occupational stress adversely affects productivity, absenteeism, and job turnover, and contributes to health-related problems. The effects of organizational level and gender on the specific sources of occupational stress assessed by the Job Stress Survey (JSS) were evaluated for a heterogeneous sample of 1,791 working adults (860 males, 931 females) employed in 2 industrial companies and a large state university. Significant main or interactive effects of organizational level and/or gender were found for the JSS Item Index, Severity and/or Frequency scores of 29 of the 30 JSS items. Organizational level effects were both more numerous and larger in magnitude than gender effects. Employees at higher organizational levels reported that they experienced stress more often while making critical decisions and dealing with crisis situations than did workers at lower levels, for whom inadequate salary and lack of opportunity for advancement were more stressful. For males, work stress was more strongly related to concerns about their role in the power structure of an organization, whereas female employees reported experiencing more severe stress when there was a conflict between job requirements and family relationships.     

Playing With Fire: The Impact of Football Game Chanting on Level of Aggression1

Studies report higher levels of spectator aggression at the end rather than the beginning of sports games. None of these studies have examined the effect of chanting in this context. Based on contagion theory, we hypothesized that at the end of a football (soccer) game, spectators who had taken part in collective chanting would report higher levels of aggression than would spectators who had not chanted. Male football fans (N = 80) participated in the study: Half completed the Buss–Durkee Hostility Inventory before the game, and half completed it after the game. Findings show that chanting spectators reported a heightened level of aggression in comparison with non‐chanting spectators. Theoretical explanations for these findings are discussed. Practical recommendations are suggested.     

组织亲家庭支持对生活满意感的影响机制:基于工作-家庭资源的视角

以工作-家庭资源理论为支撑,采用问卷法调查了509名企业员工,探讨亲家庭政策的使用和家庭支持型主管行为(FSSB)这两种组织亲家庭支持方式对员工生活满意感的影响机制。结果表明:(1)FSSB在亲家庭政策使用与工作-家庭增益之间起调节作用。(2)工作-家庭增益在亲家庭政策使用、FSSB以及两者交互作用与生活满意感之间起中介作用。研究提示:可通过干预,提升FSSB进而提高亲家庭政策的使用效果。     

The Daily Grind: A Rhizomatic Approach to Narratives of Managing Commuter Stress During Traffic Congestion in Metro Manila

Robust literature on commuter stress has shown the multiple impact of daily commuting in people's lives. Framed within a rhizomatic approach to narratives, we analyzed stories of 11 working and 9 student Filipino commuters by looking at the ways they act on or reconstruct themselves to manage stress. In urban Metro Manila, our findings showed three narrative “stress entryways”: getting caught by the wave, seating privileges, and stuck in transit. Theoretical and practical implications of findings on commuter well-being (e.g., keeping emotions in, releasing tensions), technologies of the “fit” commuter, and enriching conversations in traffic psychology and urban living are discussed.     

Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB)

Purpose

The present study examined the moderating effects of family-supportive supervisor behaviors (FSSB) on the relationship between two types of workplace aggression (i.e., patient-initiated physical aggression and coworker-initiated psychological aggression) and employee well-being and work outcomes.

Methodology

Data were obtained from a field sample of 417 healthcare workers in two psychiatric hospitals. Hypotheses were tested using moderated multiple regression analyses.

Findings

Psychiatric care providers’ perceptions of FSSB moderated the relationship between patient-initiated physical aggression and physical symptoms, exhaustion and cynicism. In addition, FSSB moderated the relationship between coworker-initiated psychological aggression and physical symptoms and turnover intentions.

Implications

Based on our findings, family-supportive supervision is a plausible boundary condition for the relationship between workplace aggression and well-being and work outcomes. This study suggests that, in addition to directly addressing aggression prevention and reduction, family-supportive supervision is a trainable resource that healthcare organizations should facilitate to improve employee work and well-being in settings with high workplace aggression.

Originality

This is the first study to examine the role of FSSB in influencing the relationship between two forms of workplace aggression: patient-initiated physical and coworker-initiated psychological aggression and employee outcomes.

     

The Impact of Early Life Stress on the Neurodevelopment of the Stress Response System

The focus of this article is on the impact of early life stress on the neurodevelopment of the stress response mechanisms of the brain. The functioning of the stress response system and mechanisms of neurodevelopmental change are described. The theoretical and clinical implications of the reviewed literature are discussed.     

父母感知的家庭压力对儿童问题行为的影响：父母心理攻击和儿童应激下皮质醇反应的中介作用

儿童问题行为受到环境与个体因素的协同影响。研究以北京150名五、六年级儿童及其家长为被试,探究心理攻击和应激下皮质醇反应在父母感知的家庭压力与儿童问题行为间的中介作用。采用儿童版特里尔社会应激测试测量儿童应激下皮质醇反应,并由家长报告感知的家庭压力、对儿童的心理攻击及儿童的问题行为。结果发现：(1)父母感知的家庭压力可正向预测儿童问题行为;(2)心理攻击在父母感知的家庭压力与儿童问题行为间起中介作用;(3)心理攻击和儿童应激下皮质醇反应在父母感知的家庭压力与儿童问题行为之间起链式中介作用。研究揭示了父母感知压力对儿童问题行为影响的心理和生理机制,从父母和儿童角度为减少儿童问题行为提供了参考。     

Posttraumatic Stress Disorder and Appetitive Aggression in Rwandan Genocide Perpetrators

The objectives of this study were to investigate rates of posttraumatic stress disorder (PTSD) and levels of appetitive aggression and potential risk factors for appetitive aggression in a sample of 200 Rwandan genocide perpetrators. Five percent of the perpetrators presented with PTSD, and high levels of appetitive aggression were common. High levels of appetitive aggression were associated with male gender, a high number of past committed offenses, and low levels of positive and elevated levels of negative religious coping. Considering the substantial extent of appetitive aggression, the reintegration of these individuals into the community should consider the inclusion of programs that restrain appetitive aggression and restore psychological functioning to facilitate a peaceful coexistence.