Global InformationWorkplace aggression information
Workplace aggression is a specific type of aggression which occurs in the workplace.[1][2] Workplace aggression is any type of hostile behavior that occurs in the workplace.[3][1][4] It can range from verbal insults and threats to physical violence, and it can occur between coworkers, supervisors, and subordinates. Common examples of workplace aggression include gossiping, bullying, intimidation, sabotage, sexual harassment, and physical violence.[5] These behaviors can have serious consequences, including reduced productivity, increased stress, and decreased morale.
Workplace aggression can be classified as either active or passive.[6][7][8] Active aggression is direct, overt, and obvious. It involves behaviors such as yelling, swearing, threatening, or physically attacking someone.[9][10] Passive aggression is indirect, covert, and subtle. It includes behaviors such as spreading rumors, gossiping, ignoring someone, or refusing to cooperate.[11][12] There are various causes of workplace aggression. These include stress, power imbalances, a lack of communication, and personality conflicts.[13] It is important to identify and address the underlying causes of workplace aggression in order to prevent it from happening again.
Employers should take steps to create a safe and respectful work environment. This includes establishing clear policies and procedures for handling workplace aggression. Employers should also provide training on interpersonal skills and conflict resolution, as well as encourage open communication. If workplace aggression does occur, employers should take appropriate disciplinary action. Workplace aggression can decrease a person's ability to do their job well, lead to physical declines in health and mental health problems, and also change the way a person behaves at home and in public.[14] If someone is experiencing aggression at work, it may result in an increase in missed days (absence from work) and some may decide to leave their positions.[14]
- ^ a b Neuman, Joel H.; Baron, Robert A. (June 1998). "Workplace Violence and Workplace Aggression: Evidence Concerning Specific Forms, Potential Causes, and Preferred Targets". Journal of Management. 24 (3): 391–419. doi:10.1177/014920639802400305. ISSN 0149-2063. S2CID 145092153.
- ^ Neuman, Joel H.; Baron, Robert A. (2005), "Aggression in the Workplace: A Social-Psychological Perspective.", Counterproductive work behavior: Investigations of actors and targets., Washington: American Psychological Association, pp. 13–40, doi:10.1037/10893-001, ISBN 1-59147-165-6, retrieved 2023-03-18
- ^ Baron, Robert A.; Neuman, Joel H. (1996). <161::aid-ab1>3.0.co;2-q "Workplace violence and workplace aggression: Evidence on their relative frequency and potential causes". Aggressive Behavior. 22 (3): 161–173. doi:10.1002/(sici)1098-2337(1996)22:3<161::aid-ab1>3.0.co;2-q. ISSN 0096-140X.
- ^ Hitlan, Robert T. (2006). "Workplace Violence and Aggression: The Dark Side of Organizations". PsycCRITIQUES. 51 (45). doi:10.1037/a0004307. ISSN 1554-0138.
- ^ Van Fleet, David; Van Fleet, Ella (2022-06-07), "Workplace violence", Bullying and Harassment at Work, Edward Elgar Publishing, pp. 83–101, doi:10.4337/9781803923284.00013, ISBN 9781803923284, retrieved 2023-03-18
- ^ Rafaeli, Anat (October 2004). "Book Review: Emotions in the workplace: Understanding the structure and role of emotions in organizational behavior". Human Relations. 57 (10): 1343–1350. doi:10.1177/001872670405701008. ISSN 0018-7267. S2CID 143120386.
- ^ Paull, Megan; Omari, Maryam; Standen, Peter (2012-04-04). "When is a bystander not a bystander? A typology of the roles of bystanders in workplace bullying". Asia Pacific Journal of Human Resources. 50 (3): 351–366. doi:10.1111/j.1744-7941.2012.00027.x. ISSN 1038-4111. S2CID 146535861.
- ^ Hills, Danny J. (December 2018). "Defining and classifying aggression and violence in health care work". Collegian. 25 (6): 607–612. doi:10.1016/j.colegn.2018.08.002. hdl:1959.17/166771. ISSN 1322-7696. S2CID 80709487.
- ^ Kassinove, Howard; Sukhodolsky, Denis G. (January 1995). "Anger Disorders: Basic Science and Practice Issues". Issues in Comprehensive Pediatric Nursing. 18 (3): 173–205. doi:10.3109/01460869509087270. ISSN 0146-0862. PMID 8707651.
- ^ TOMSEN, S. (1997-01-01). "A TOP NIGHT: Social Protest, Masculinity and the Culture of Drinking Violence". British Journal of Criminology. 37 (1): 90–102. doi:10.1093/oxfordjournals.bjc.a014152. ISSN 0007-0955.
- ^ Severance, Laura; Bui-Wrzosinska, Lan; Gelfand, Michele J.; Lyons, Sarah; Nowak, Andrzej; Borkowski, Wojciech; Soomro, Nazar; Soomro, Naureen; Rafaeli, Anat; Efrat Treister, Dorit; Lin, Chun-Chi; Yamaguchi, Susumu (2013-07-23). "The psychological structure of aggression across cultures". Journal of Organizational Behavior. 34 (6): 835–865. doi:10.1002/job.1873. ISSN 0894-3796.
- ^ Kantor, Martin (2002). Passive-aggression: A Guide for the Therapist, the Patient, and the Victim. Greenwood Publishing Group. ISBN 978-0-275-97422-0.
- ^ Einarsen, Ståle Valvatne; Hoel, Helge; Zapf, Dieter; Cooper, Cary L. (2020-04-09), "The Concept of Bullying and Harassment at Work", Bullying and Harassment in the Workplace, CRC Press, pp. 3–53, doi:10.1201/9780429462528-2, ISBN 9780429462528, S2CID 216446825, retrieved 2023-03-18
- ^ a b Geoffrion, Steve; Hills, Danny J.; Ross, Heather M.; Pich, Jacqueline; Hill, April T.; Dalsbø, Therese K.; Riahi, Sanaz; Martínez-Jarreta, Begoña; Guay, Stéphane (8 September 2020). "Education and training for preventing and minimizing workplace aggression directed toward healthcare workers". The Cochrane Database of Systematic Reviews. 2020 (9): CD011860. doi:10.1002/14651858.CD011860.pub2. hdl:11250/2689882. ISSN 1469-493X. PMC 8094156. PMID 32898304.