Workplace violence and workplace aggression: Evidence on their relative frequency and potential causes

Recent news reports have focused attention on dramatic instances of workplace violence—extreme acts of aggression in work settings. It is suggested here that such actions, while both tragic and frightening, are only a small part of a much larger problem of workplace aggression—efforts by individuals to harm others with whom they work or the organizations in which they are employed. The present study investigated two major hypotheses with respect to such aggression: 1) contrary to what media reports suggest, most aggression occurring in work settings is verbal, indirect, and passive rather than physical, direct, and active; 2) recent changes in many organizations (e.g., downsizing, increased workforce diversity) have generated conditions that may contribute to the occurrence of workplace aggression. A survey of 178 employed persons provided partial support for both predictions. Verbal and passive forms of aggression were rated as more frequent by participants than physical and active forms of aggression. In addition, the greater the extent to which several changes had occurred recently in participants' organizations, the greater the incidence of workplace aggression they reported. © 1996 Wiley-Liss, Inc.     

Sexual harassment expanded: An examination of the relationships among sexual harassment,sex discrimination,and aggression in the workplace

We hypothesized that sexual harassment is part of a broader behavioral family including aggression and discrimination. We examined whether the relationships between these types of mistreatment can be represented well by a general factor that relates to other workplace variables. Evidence from military datasets showed that sexual harassment, sex discrimination, and workplace aggression can be conceptualized as a more general factor that functioned well in an integrated model of sexual harassment and was experienced differently by men and women. Thus, there is utility in examining these types of mistreatment both together and independently, both for research and prevention purposes.     

Personality as a moderator between emotional exhaustion and workplace deviance among teachers

This study investigated the moderating role of personal factors of agreeableness and conscientiousness in the relationship between emotional exhaustion and workplace deviance. The sample comprised 200 teachers from nine schools in the south-eastern part of Nigeria (females = 85%; married = 85%; age range 20–59 years; organisational tenure = 8.04 years, SD = 7.44 years; senior staff = 55%). The teachers completed measures of self-reported agreeableness, conscientiousness, emotional exhaustion, workplace deviance, and demographics. Hierarchical moderated regression analysis was utilised to predict workplace deviance from agreeableness, conscientiousness, and emotional exhaustion. The results showed that agreeableness and conscientiousness negatively predicted workplace deviance, whereas emotional exhaustion positively predicted it. In addition, individuals who are low in agreeableness were more likely to indulge in workplace deviance, whereas those high in this trait were more likely to refrain from it. Managing personal workplace deviance may sap resources for work productivity.     

Social and personal determinants of workplace aggression: Evidence for the impact of perceived injustice and the Type A Behavior Pattern

Four hundred fifty‐two employed persons rated the frequency with which they had been the victims of a wide range of aggressive actions at work. In addition, they also rated the frequency with which they themselves had aggressed against others in their workplaces. Three hypotheses were investigated: (1) covert forms of aggression, in which aggressors seek to conceal their identity from target persons, are significantly more frequent in workplaces than overt forms of aggression; (2) the greater the perceived injustice reported by employees, the greater their tendency to engage in workplace aggression; and (3) the higher individuals' scores on a measure of the Type A Behavior Pattern, the greater their reported frequency of engaging in various forms of workplace aggression. Results offered support for all three hypotheses. In addition, several demographic variables (participants' age and gender; the physical location of their workplaces) were also found to play a role in the occurrence of workplace aggression. Together, these findings were interpreted as underscoring the importance of establishing close conceptual links between research on workplace aggression and basic research on human aggression. Aggr. Behav. 25:281–296, 1999. © 1999 Wiley‐Liss, Inc.     

Media depictions of physical and relational aggression: connections with aggression in young adults' romantic relationships

Various studies have found that viewing physical or relational aggression in the media can impact subsequent engagement in aggressive behavior. However, this has rarely been examined in the context of relationships. Accordingly, the aim of this study was to examine the connection between viewing various types of aggression in the media and perpetration of aggression against a romantic partner. A total of 369 young adults completed a variety of questionnaires asking for their perpetration of various forms of relationship aggression. Participants' exposure to both physical and relational aggression in the media was also assessed. As a whole, we found a relationship between viewing aggression in the media and perpetration of aggression; however, this depended on the sex of the participant and the type of aggression measured. Specifically, exposure to physical violence in the media was related to engagement in physical aggression against their partner only for men. However, exposure to relational aggression in the media was related to romantic relational aggression for both men and women.     

Direct and indirect relationships among posttraumatic stress disorder,depression, hostility,anger, and verbal and physical aggression in returning veterans

Hostility, anger, and aggression are conceptually related but unique constructs found to occur more often among veterans with posttraumatic stress disorder (PTSD) than among civilians or veterans without PTSD. However, the pathways between PTSD, depression, hostility, anger, and aggression have not been comprehensively characterized. Therefore, drawing on a sample of returning Operation Enduring Freedom/Operation Iraqi Freedom combat veterans ( N = 175; 95% male; mean age 30 years), this study sought to examine the direct and indirect relationships among PTSD, depression, hostility, anger, and four types of aggression: verbal, and physical toward self, others, and objects. Functional modeling of direct effects was done using multiple least-squares regression and bootstrapped mediation analyses were carried out to test indirect effects. Results indicate that PTSD is not the overall direct contributor to different forms of aggression, supporting the mediating role of depression and trait anger. Depression symptoms explain part of the relationships between PTSD and verbal aggression, physical aggression toward objects, and physical aggression toward self and trait anger explains part of the relationships between PTSD and verbal aggression, physical aggression toward objects, and physical aggression toward others. Our findings support the importance of assessing for anger, depression, and different types of aggression among veterans presenting for PTSD treatment to develop individualized treatment plans that may benefit from early incorporation of interventions.     

Personality and intimate partner aggression in dating relationships: the role of the "Big Five"

Although personality is shown to predict negative relationship experiences, few researchers have used a structural model of personality to study the ways that personality contributes to intimate partner aggression (IPA). This study investigates the five-factor model of personality and its associations with both the use and receipt of psychological, physical, and sexual IPA in 179 men and 301 women. Each of the five factors of personality was associated with at least one type of IPA perpetration or victimization. The dimensions of neuroticism and agreeableness were the strongest predictors of IPA particularly for women. Results are discussed in terms of why personality should be considered as a predictor for both the use and receipt of IPA, why sex differences emerged, and future research that should be conducted.     

攻击动机对特质愤怒与反应性攻击关系的中介作用：一项纵向研究

特质愤怒是影响反应性攻击的重要人格因素, 反应性攻击的提出是基于攻击动机, 但是特质愤怒影响反应性攻击的动机机制尚不清楚。本研究假设特质愤怒可以通过增强反应性攻击的特异性动机(即敌意性动机)以及反应性攻击与主动性攻击的共同性动机(即道德准许动机)来纵向预测反应性攻击。为了检验该假设, 对5个省市共1007名大学生的特质愤怒、敌意归因偏向(代表敌意性动机)和道德推脱(代表道德准许动机)、反应性攻击与主动性攻击进行了3次追踪调查。结果显示：(1)在控制性别后, 第一个时间点的特质愤怒可以通过第二个时间点的敌意归因偏向和道德推脱预测第三个时间点的反应性攻击; (2)敌意归因偏向只能纵向预测反应性攻击, 而不能跨时间预测主动性攻击; (3)道德推脱可以纵向预测反应性攻击和主动性攻击。这一结果支持了特质愤怒影响反应性攻击的动机模型, 发展了人格与攻击关系的理论与研究, 对于揭示反应性攻击形成的动机机制具有积极作用。     

Analytic flexibility in laboratory aggression paradigms: Relations with personality traits vary (slightly) by operationalization of aggression

Competitive reaction time tasks (CRTTs) have been used widely in social science research, but recent criticism has been directed at the flexible quantification strategies used with this methodology. A recent review suggests that over 150 different quantification strategies have been used in this literature, and there is evidence to suggest that different operationalizations can affect the results and interpretations of experiments using CRTTs. In the current investigation, we reanalyze data from four existing samples from two different sites (total N = 600) to examine how the relations between a range of personality traits and aggression vary based on how aggression is operationalized. Our results suggest that there is a modest degree of heterogeneity in effect size and direction for these relations, and that effect size and direction were most consistent for traits more generally related to lab aggression (e.g., psychopathy, low Five-Factor Model agreeableness). In addition, profile matching analyses suggest that different operationalizations yield empirical correlates that are quite similar to one another, even when quantifying absolute rather than relative similarity. These results were consistent across site, methodology, and type of sample, suggesting that these issues are likely generalizable across most labs using CRTTs. We conclude with suggestions for future directions, particularly emphasizing the need for adequately-powered samples, and for researchers to preregister a plan for how CRTT data will be analyzed.     

The relationship between pain tolerance and trait aggression: effects of sex and gender role

The literature on pain and aggression has indicated that pain elicits aggression. However, research has generally examined pain as a situational variable and focused less on the dispositional ability of an individual to tolerate pain. The dearth of research on pain tolerance and aggression appears to contradict the existing theory on the aggression‐eliciting effect of pain, in that studies have found a positive relationship between pain tolerance and aggression. The purpose of this study was to determine whether the relationship between pain tolerance and aggression is moderated by sex and whether the positive relationship could be explained by masculine gender role conformity. A sample of 195 collegiate men and women completed trait measures and a laboratory assessment of pain tolerance. Results indicated that correlations between pain tolerance and trait aggression were significant and positive for men but not women. However, when men's conformity to masculine gender role was controlled for, the relationship between pain tolerance and trait aggression was nil and nonsignificant. Results are discussed in reference to socialization and maintenance of masculine status. Aggr. Behav. 35:422–429, 2009. © 2009 Wiley‐Liss, Inc.     

Role of motivation to respond to provocation, the social environment, and trait aggression in alcohol-related aggression

Little attention has been paid to the motivation to respond to provocation and to the interaction between this motivation, alcohol, the drinking environment, and individual characteristics. Undergraduates at six Canadian universities (N = 1,232) read three vignettes describing conflict situations with social environmental manipulations while imagining themselves as either sober or intoxicated. Self-ratings assessed likelihood of assertive and aggressive responses and motivational indices of anger, offensiveness of the instigator's actions, and importance to respond to the provocation. Respondents also completed a measure of trait aggression. Multi-group structural equation models supported the hypothesis that perceived likelihood of reactive aggression is influenced by perceived alcohol intoxication, gender, trait aggression, social environmental factors, and motivation to respond to the provocation. In addition, a number of interactions were found among the predictors. These results provide insight into the types of factors that may influence aggression in drinking situations.     

Investigating honesty-humility and impulsivity as predictors of aggression in children and youth

Among adult and adolescent populations, the personality trait of honesty-humility (HH) has been linked to aggression. For example, adults low in HH have been found to exhibit higher levels of workplace delinquency and revenge motivation, and adolescent low in HH are more likely to bully others. However, there is a paucity of research examining this relationship in children and youth, and how these relationships develop over time. The current study addressed these gaps in the literature by assessing whether HH and impulsivity are independently associated with aggression in children Grades 3 through 8 (N = 1201). Using data from the two waves of a longitudinal project, autoregressive crossed-lagged path analysis was used to examine the bidirectional relationships between HH, impulsivity, and aggression over a 1-year period. Results revealed significant bidirectional relationships between HH and aggression, such that lower scores of HH at Time 1 were associated with higher scores of aggression at Time 2 and vice versa. Similarly, higher scores of impulsivity at Time 1 were associated with higher scores of aggression at Time 2 and vice versa. In addition, these relationships were strongest in boys and at higher ages. Consistent with research in other populations, these results indicate that low HH and high impulsivity are linked to aggression in children and youth. Further, our results demonstrate that HH and impulsivity bidirectionally impact aggression as one age, suggesting a need for early intervention.     

Overt and covert aggression in work settings in relation to the subjective well‐being of employees

Aggressive behavior was studied in workplaces having (1) predominantly male, (2) predominantly female, or (3) both male and female employees in equal or near equal frequencies. In addition to examining the occurrence of different types of aggression in these workplaces, the question of whether being a target of aggression is related to employees’ subjective well‐being was addressed. One hundred sixty‐nine participants (mainly 30–50 years of age) employed in a wide range of organizations in the public sector completed a questionnaire measuring four types of observed and experienced aggression: direct overt, indirect manipulative, covert insinuative, and rational‐appearing aggression. Indirect manipulative and rational‐appearing aggression were perceived to be the most widely used aggression styles in the work context. In the predominantly male workplaces, the men were perceived to use more of all types of aggression than in the predominantly female workplaces. The women’s aggression was not related to the relative number of females and males with whom they worked. Participants were divided into two groups on the basis of the extent to which they estimated themselves to be targets of workplace aggression. Those who considered themselves to be victims of workplace aggression suffered significantly more from psychosocial problems and physical symptoms than those who had been victimized to a lesser extent or not at all. The victimized group also considered the aggression they had suffered to be the reason for their psychosocial and health problems. Aggr. Behav. 27:360–371, 2001. © 2001 Wiley‐Liss, Inc.     

Facet-level analysis of the relations between personality and laboratory aggression

Multiple reviews and meta-analyses have identified the low pole of the Five-Factor Model (FFM) Agreeableness (also called Antagonism) as the primary domain-level personality correlates of aggression across self-report and behavioral methodologies. In the current study, we expand on this literature by investigating the relations between FFM facets and aggressive behavior as measured by laboratory competitive reaction time tasks (CRTTs). Across three samples (total N = 639), we conducted weighted mean analyses, multiple regression analyses, and dominance analyses to determine which FFM facets were the strongest predictors of aggression within and across domains. These analyses suggested that facets of Agreeableness were among the strongest consistent predictors of CRTT aggression, including Sympathy (r = −.21) and Cooperation (r = −.14), but facets from other FFM domains also yielded meaningful relations (e.g., Anger from Neuroticism; r = .17). We conclude by discussing these results in the context of controversies surrounding laboratory aggression paradigms and emphasizing the importance of considering small effect sizes in the prediction of societally harmful behavior like aggression.     

On the relationship between explicit and implicit self-concept of extraversion and neuroticism

Indirect methods such as the implicit association test (IAT) could complement traditional self-report questionnaires of personality traits. However, it is unclear whether IAT scores and self-report scores of nominally the same personality trait measure the same construct or overlapping but distinct constructs. To investigate how IAT and self-report personality scores relate to each other, we conducted a web-based data collection where participants completed self-report personality questionnaires (n = 432) and IATs for extraversion (n = 393) and neuroticism (n = 385). We found that extraversion self-report and IAT scores were more strongly correlated with each other than corresponding neuroticism scores. Overall, our findings suggest that although extraversion and neuroticism self-report and implicit measures are related, they do measure distinct constructs.     

Employee personality, justice perceptions, and the prediction of workplace deviance

We examined the relative and incremental prediction of workplace deviance (i.e., intentional acts that harm the organization or its employees) offered by personality and organizational justice perceptions in a sample of 464 employees working in a large retail organization. We found that personality - including a sixth factor called Honesty-Humility, and its facet of trait Fairness - accounted for incremental variance in deviance criteria beyond justice perceptions. We found little support for the reverse. From a practical standpoint, these findings suggest that organizations may benefit from personality-related interventions (e.g., screening job applicants for relevant traits) more so than from justice-related interventions (e.g., organizational changes involving policies and procedures) in order to reduce workplace deviance. From a research perspective, our findings highlight the advantages of considering traits beyond the Big Five (e.g., Honesty-Humility) for maximizing the prediction and understanding of deviant behaviors at work.