9781107097827 Index.Pdf

Cambridge University Press 978-1-107-09782-7 — Research and Theory on Workplace Aggression Edited by Nathan A. Bowling , M. Sandy Hershcovis Index More Information

371

I n d e x

abrasive personality, in victim precipitation social identity and, 141 – 142 research, 102 victim precipitation model and, 101 – 107 , absenteeism 125 – 126 as coping mechanism, 273 – 274 victimology approach to, 103 – 106 job satisfaction and abusive supervision acceptance of aggression, power imbalance a n d , 6 9 – 7 0 and restoration, 71 – 72 workplace aggression and, 74 accountability abuse of supervisors, 96 – 98 in Counterproductive Work Behavior for workplace aggression, 322 – 324 Checklist, 23 achievement orientation, cultural dif erences by customers, 45 – 46 in, 251 – 252 abusive relationships research, abusive Act Respecting Labour Standards (Quebec), supervision and, 94 333 – 334 abusive supervision, 43 – 44 active provocative victim proi le, 105 – 106 anonymous reporting of, 107 – 109 acts of omission, ostracism and, 224 – 225 , 234 – c o n s t r u c t s f o r , 3 5 0 – 3 5 6 235 , 236 – 238 content breadth and, 354 – 356 addictive behaviors, abusive supervision c o p i n g w i t h , 2 8 5 – 2 8 6 and, 111 crossover and spillover ef ects and, 208 – 211 a f ective mechanisms cultural dif erences concerning, 246 – 248 , cultural dif erences in, 261 – 262 250 – 252 , 259 – 260 of ostracism, 232 – 234 dei nition and operationalization of, 95 social emotions explanations theory, in hostile climate, 48 159 – 160 j o b p e r f o r m a n c e a n d , 7 4 spillover ef ects, 188 – 190 job satisfaction and, 69 – 70 workplace aggression and, 70 leadership research in, 93 – 94 a i rmative action, social identity and, 141 – 142 limitations and challenges of research on, a g e n c y 109 – 112 in perpetrator predation model, 127 – 129 nonlinear ef ects of, 98 – 101 in victim precipitation research, 103 – 106 , organizational aggression and, 109 – 112 3 5 6 – 3 6 1 personality traits of subordinates and, agents of experience, in victimology research, 9 8 – 1 0 1 103 – 106 practical implications of research on, 112 – 113 aggregates of behavior, prediction of process models for, 94 counterproductive work behaviors and, proi le of abusive supervisors, 107 – 109 3 0 1 – 3 0 2 reciprocal aggression and, 78 aggression, negative emotion and, 35 – 36

371

© in this web service Cambridge University Press www.cambridge.org Cambridge University Press 978-1-107-09782-7 — Research and Theory on Workplace Aggression Edited by Nathan A. Bowling , M. Sandy Hershcovis Index More Information

372

372 Index

agreeableness cultural dif erences in, 261 – 262 as predictor of workplace aggression, exposure to aggression and, 276 – 277 307 – 312 ostracism and, 232 – 234 of subordinates, 98 – 101 self- vs. other-directed attributions, 277 alcohol consumption subordinate’s perceptions of abuse and, c o p i n g m e t h o d s a n d , 2 8 3 – 2 8 5 9 8 – 1 0 1 spillover ef ects of aggression and, 190 – 193 Weiner’s attribution model, 107 – 109 workplace aggression and, 75 – 76 Australia, policy interventions against Alliance Against Sexual Coercion, 324 – 325 aggression in, 333 – 334 ambient stimulus principle, coworker avoidant behavior m i s t r e a t m e n t a n d , 4 4 – 4 5 as coping mechanism, 273 – 275 ambiguity, of workplace ostracism, 235 – 236 in victim precipitation research, 106 – 107 Amir, Menachem, 121 – 125 awareness of workplace aggression, 322 – 324 , analytic techniques in workplace aggression 3 2 6 – 3 2 7 research, 145 – 146 organizational policies and, 327 – 328 Andersson, C. M., 45 – 46 , 147 – 150 , 322 – 324 , 3 5 6 – 3 6 1 Baccardax, Anne, 5 , 322 – 347 Andersson, L. M., 45 – 46 , 147 – 150 , 322 – 324 , b a c k l a s h 3 5 6 – 3 6 1 b i a s a n d s t e r e o t y p i n g a n d , 1 3 8 – 1 3 9 anger against intervention in workplace coping methods and, 279 – 282 aggression, 325 – 326 , 343 – 344 cultural dif erences in, 259 – 260 Baker, C. N., 324 – 325 social emotions explanations theory, Bandura, Albert, 52 – 54 , 103 – 106 159 – 160 Banki, S., 221 – 223 subordinate’s perceptions of abuse and, Barclay, L. J., 172 – 173 9 8 – 1 0 1 Barling, J., 205 , 325 – 326 workplace aggression and, 41 – 43 , 51 Barnes- Farrell, J. L., 359 – 361 anger management programs, training base rates of occurrence, prediction of interventions and, 335 – 339 counterproductive work behaviors and, Aniakudo, P., 139 – 141 3 0 1 – 3 0 2 anti- harassment policies, 328 – 332 Baumeister, R. F., 176 – 178 o u t c o m e s o f , 3 4 3 – 3 4 4 B a y e r , U . , 1 7 6 – 1 7 8 anxiety, workplace aggression and, 67 Bayne, Alison M., 3 , 9 – 29 approach- rejection theory of same-sex “beat the test” coaching, integrity test validity harassment, 129 – 131 and, 306 Aquino, Karl, 5 , 103 – 106 , 125 – 126 , 161 – 162 , Beehr, T. A., 103 – 106 , 350 – 356 208 – 211 , 273 – 275 , 283 – 286 behavioral intention Arnett, J. J., 143 – 145 , 146 – 147 proactive instrumental aggression A s h k a n s y , N e a l , 3 – 5 , 9 3 , 3 5 6 – 3 6 1 a n d , 3 6 – 3 7 Asian Americans, bias and stereotypes qualitative analysis of, 361 – 362 concerning, 138 – 139 behavioral responses to workplace aggression, Asian culture, power distance orientation in, 7 3 – 7 6 , 2 3 6 – 2 3 8 2 5 1 – 2 5 2 cultural dif erences, 252 – 255 assessment of workplace aggression. See also behavioral self- blame, 279 – 282 measurements of workplace aggression Bell, C. M., 165 – 166 measurement techniques, 9 – 29 belongingness overview, 3 cultural dif erences in, 261 – 262 attitudinal/ psychological outcomes of ostracism and, 228 – 230 workplace aggression, 69 resiliency concerning, 232 attribution processes social outcomes, 71 coping mechanisms and, 275 – 278 substitution of, 232 c o p i n g m e t h o d s a n d , 2 8 6 – 2 9 0 threat to belonging model, 230 – 232

373

Index 373

benevolence orientation, cultural dif erences Burt, Martha, 122 – 125 in, 251 – 252 Burton, J. P., 43 – 44 Bennett, M. M., 18 – 20 Byington, E., 259 – 260 Bennett, R. J., 297 – 300 Byron, K., 103 – 106 Berdahl, J. L., 221 – 223 Berger, Ronald, 122 – 125 C a n a d a Bergeron, N., 248 – 250 policy interventions against aggression in, Bergman, M. E., 246 – 248 333 – 334 Berry, C. M., 41 – 43 , 312 – 314 team interventions in, 339 – 343 Bhatnagar, N., 166 – 168 Carlson, Dawn, 3 – 5 , 186 – 212 b i a s Carlson, D. S., 203 in conditional reasoning measures, 312 – 314 Caughlin, D. E., 48 – 49 cultural dif erences and, 257 – 259 causal reasoning model outcomes of workplace aggression attribution processes and, 276 – 277 a n d , 7 9 – 8 1 environmental factors in aggression in perpetrator predation model, 129 – 131 a n d , 3 5 – 3 6 social identity and, 138 – 139 causation Big Five personality measures in abusive supervision, 109 – 113 subordinate characteristics and, 98 – 101 coping and, 279 – 282 validity of, 307 – 312 ostracism and, 232 – 234 biological outcomes of workplace challenges to aggression, power imbalance and aggression, 64 – 66 restoration, 71 – 72 Birkeland, S. A., 309 – 312 characterological self-blame, 279 – 282 Blackhard, G. C., 232 – 234 Charmaz, Kathy, 127 – 129 black sheep ef ect, 162 – 164 Chen, F., 250 – 251 B o k , C o d y , 3 , 3 4 – 5 4 Chen, S., 250 – 251 Bond, M., 246 – 250 Chi, S., 248 – 250 Bowen, B., 335 – 339 children of aggression targets, crossover ef ects Bowes- Sperry, L., 161 – 162 on, 208 – 211 Bowie, V., 335 – 339 China, victims of aggression in, 257 Bowling, Nathan, 106 , 350 – 366 Christian, M. S., 176 – 178 , 359 – 361 Brannick, M. T., 309 – 312 Chronbach’s alphas breaking point, coping models and, 286 – 290 Interpersonal Conl ict at Work Scale Brotheridge, Céleste M., 5 , 271 – 290 a n a l y s i s , 1 4 – 1 5 Brown, Lian, 335 – 339 Negative Acts Questionnaire Bruk- Lee, V., 44 – 45 - R e v i s e d , 1 7 – 1 8 Bruursema, K., 23 – 25 , 42 – 43 Church, A. T., 256 Buchanan, NiCole, 147 – 150 circular reasoning, in victim precipitation Budin, W. C., 327 – 328 r e s e a r c h , 3 5 6 – 3 6 1 bullying construct, 350 – 356 civility abusive supervision and, 94 promotion of, 363 – 366 c o p i n g o u t c o m e s a n d , 2 8 3 – 2 8 5 training interventions and, 335 – 339 c u r r e n t r e s e a r c h o n , 6 2 – 6 3 Civility, Respect, and Engagement at Work frequency and duration of, 15 – 18 (CREW) program, 339 – 343 , 363 – 366 in Negative Acts Questionnaire - Revised clarity, intervention in aggression r e s e a r c h , 1 5 – 1 8 a n d , 3 4 3 – 3 4 4 s t r e s s h o r m o n e s a n d , 6 4 – 6 5 Clarke, J. A., 328 subordinate characteristics and, 101 class bias victim precipitation research, 101 – 107 in sampling research, 143 – 145 workplace support systems and, 278 transparency in reporting about, 146 – 147 Bunk, J. A., 359 – 362 co- dependency, abusive supervision and, 111 burnout, workplace aggression and, 68 coercive power, of supervisors, 96 – 98

374

374 Index

cognitive ability testing, 314 – 316 constructs of aggression, 350 – 356 cognitive processes cultural dif erences in, 246 – 248 mediation/ moderation of aggression- outcomes of workplace aggression outcome relationships, 76 – 77 a n d , 7 9 – 8 1 social interactionist perspective content breadth measures, 354 – 356 a n d , 3 5 8 – 3 6 1 contentment of third parties, 172 – 173 in victim precipitation research, 106 – 107 contextual aspects of aggression, 51 cognitive theory, environmental factors in c o p i n g m e c h a n i s m s a n d , 2 7 7 – 2 8 2 , aggression and, 37 – 39 2 8 6 – 2 9 0 “cold- cognitive” process, workplace aggression research challenges concerning, 359 – 361 a n d , 3 6 – 3 7 contingent characteristics collectivist culture crossover and spillover ef ects, 196 – 199 , 204 outcomes of aggression and, 252 – 255 experience sampling methodology and, perpetrators in, 257 – 259 3 6 2 – 3 6 3 third parties in, 259 – 260 continuous predictors, prediction of victims in, 257 counterproductive work behaviors and, workplace aggression and, 248 – 250 , 3 0 1 – 3 0 2 2 6 1 – 2 6 2 control issues compassion of employees, constructive ef ects c o p i n g o u t c o m e s a n d , 2 8 3 – 2 8 6 o f , 1 7 3 – 1 7 5 i n d i v i d u a l c o g n i t i o n a n d , 7 6 – 7 7 competence coping methods stereotypes concerning, 138 – 139 attribution processes and, 275 – 278 in victim precipitation research, 106 – 107 case study in, 271 – 273 conditional reasoning measures, 312 – 314 contextual factors in, 277 – 282 C o n i rmatory Factor Analysis, Workplace core self- evaluations (CSE), 280 – 281 D e v i a n c e S c a l e , 1 8 – 1 9 cultural dif erences and, 261 – 262 conl ict-escalation cycle, 278 cultural dif erences in, 256 conl ict management styles emotion- focused function, 274 – 275 , c o p i n g o u t c o m e s a n d , 2 8 3 – 2 8 5 279 – 280 cultural dif erences concerning, 261 – 262 gender dif erences in, 281 in victim precipitation research, 106 – 107 i n d i v i d u a l c o g n i t i o n a n d , 7 6 – 7 7 conscientiousness individual factors in, 279 – 282 crossover and spillover ef e c t s a n d , 1 9 6 – 1 9 9 models of coping, 271 – 273 , 286 – 290 moderation of aggression and, 76 moderating inl uence of, 285 – 286 as predictor of workplace aggression, organizational support for, 278 – 279 307 – 312 for ostracism, 236 – 238 of subordinates, 98 – 101 , 103 – 106 o u t c o m e s o f , 2 8 3 – 2 8 5 of supervisors, 96 – 98 problem- focused coping, 273 – 274 victim precipitation model and, 129 – 131 relative power and, 278 – 279 consequence- focused training interventions, research challenges concerning, 359 – 361 3 3 5 – 3 3 9 of subordinates, 107 – 109 consequences of workplace aggression, temporal experience in, 281 – 282 6 2 – 6 3 . See also outcomes of workplace for workplace aggression, 5 aggression workplace support systems, 278 cultural dif erences in, 250 – 255 core self-evaluations (CSE) Conservation of Resources theory, 186 – 188 c o p i n g m e t h o d s a n d , 2 8 0 – 2 8 1 coping models, 286 – 290 subordinate’s perceptions of abuse and, spillover and crossover mechanisms, 9 8 – 1 0 1 188 – 190 , 205 – 206 Cortina, Lilia M., 3 – 5 , 121 – 131 , 136 – 151 , 252 – 255 , consistency, intervention in aggression and, 2 7 5 – 2 7 8 , 2 8 3 – 2 8 5 , 3 5 6 – 3 6 1 , 3 6 3 – 3 6 6 3 4 3 – 3 4 4 cortisol levels, workplace aggression constraints, job stressors, 39 a n d , 6 4 – 6 5

375

Index 375

cost/ benei t evaluations, 156 – 157 , 161 – 162 outcomes of, 193 – 196 , 203 – 204 intervention by third parties and, 166 – 168 review of research on, 199 – 205 counter- aggressive behavior theoretical perspectives on, 205 – 206 c o p i n g o u t c o m e s a n d , 2 8 3 – 2 8 5 cross- sectional research desire for revenge and, 78 on abusive supervision, 94 counterproductive work behavior (CWB) causation and, 112 – 113 assessment of predictor domains, 302 – 316 crossover ef ects and, 208 – 211 Big Five personality factors and, 307 – 312 limitations of, 109 – 112 , 361 – 363 cognitive ability testing and, 314 – 316 crowd- sourcing platforms, aggression research conditional reasoning measures, 312 – 314 u s i n g , 1 4 3 – 1 4 5 c r i t e r i a f o r , 2 9 7 – 3 0 0 Cuddy, A. C., 138 – 139 future research issues in, 316 – 317 cultural dif erences individual vs. organizational behaviors, abusive supervision consequences and, 3 0 0 – 3 0 1 2 5 0 – 2 5 2 integrity test assessment, 303 – 307 consequences of workplace aggression, personnel selection practices and, 296 – 317 250 – 255 p r e d i c t i o n o f , 3 0 1 – 3 0 2 in construct and measurements of situational judgment measures and, 307 workplace aggression, 246 – 248 Counterproductive Work Behavior cultural values and, 261 Checklist, 9 – 10 dei n e d , 2 4 5 – 2 4 6 basic principles, 23 – 25 integrity test validity and, 306 – 307 coworker mistreatment and, 44 – 45 moderating ef ects of, 249 – 250 critique of, 25 – 27 ostracism research and, 235 interpersonal injustice and, 41 – 43 perceptions of supervisory abuse and, mistreatment from customers and, 45 – 46 9 8 – 1 0 1 multiple perspectives in, 10 – 12 perpetrators of aggression and, 257 – 259 procedural justice and, 42 – 43 prevalence of aggression and, 248 – 250 psychometric data in, 23 – 25 theoretical perspectives on, 261 – 262 scale development, 23 third parties and, 259 – 260 s t r e s s o r - e m o t i o n m o d e l , 3 5 – 3 6 workplace aggression and, 3 – 5 , 245 – 262 counterproductive workplace behaviors customers, mistreatment by (CWB), 74 – 75 cultural dif erences in, 252 – 255 coworkers. See also third parties fear of aggression or violence and, 78 – 79 crossover ef ects and, 193 – 196 , 203 – 204 workplace aggression as result of, 45 – 46 cultural dif erences concerning, 261 – 262 cyclical nature of workplace aggression, 52 coworkers m i s t r e a t m e n t f r o m , 4 4 – 4 5 Dannanbaum, S. E., 335 – 339 support from, 278 Dark Triad characteristics Coyne, I., 103 – 106 as predictors of workplace aggression, Crawford, N., 324 – 325 309 – 312 Crick, N. R., 37 – 39 workplace aggression prevention and, 5 criminology De Kwaadsteniet, E. W., 162 – 164 subordinate perceptions of abuse in, 98 decision- making theory, instrumental victim precipitation model in, 121 – 125 aggression and, 36 – 37 critical incident research, 362 – 363 D e M a r c o , R . F. , 3 2 7 – 3 2 8 Cropenzano, R., 359 – 361 Denmark, interventions in workplace crossover ef ects aggression in, 328 – 332 contingent characteristics, 196 – 199 , 204 deonance theory, 158 – 159 dynamic process model of, 186 – 188 deontic anger, workplace aggression and, 51 expansion of research on, 208 – 211 depression mechanisms for facilitation of, 188 – 190 , ostracism and, 232 – 234 200 – 203 as spillover ef ect, 203

376

376 Index

depression (cont.) emotional labor, 45 – 46 subordinate’s perceptions of abusive coping with aggression and, 274 – 275 supervision and, 96 – 98 spillover and crossover ef ects and, 188 – 190 workplace aggression and, 67 of third parties, 168 deserving victimization theory, in victim emotional stability precipitation research, 101 – 107 cultural dif erences concerning, 261 – 262 developmental psychology, crossover ef ects as predictor of workplace aggression, on children and, 208 – 211 307 – 312 D e V o r e , C . J . , 2 9 6 – 3 0 1 of subordinates, 103 – 106 direct actions emotion- focused function punishment of perpetrators, 162 – 164 as coping mechanism, 274 – 275 , 279 – 280 in Social Undermining Scale, 21 – 22 individual traits and, 279 – 282 discrete real- time emotions, ostracism and, 234 empathy of third parties, 159 – 160 , 172 – 175 discrimination at work, historical awareness of cultural dif erences in, 259 – 260 workplace aggression and, 324 – 325 Empire State College (ESC) training dispute- related bullying, victim precipitation intervention program, 335 – 339 research, 101 – 107 empirical research on workplace aggression, distributive justice, 41 – 43 162 – 168 subordinate’s perceptions of abusive spillover ef ects, 208 supervision and, 96 – 98 employee aggression diversity programs a b u s i v e s u p e r v i s i o n a n d , 4 3 – 4 4 sampling research limitations concerning, coworkers mistreatment, 44 – 45 1 4 3 – 1 4 5 customer- directed sabotage, 45 – 46 social identity and, 141 – 142 enacted aggression, role stress and, 40 Dodge, K. A., 37 – 39 entitlement, of supervisors, 96 – 98 Dofradottir, A., 274 – 275 environmental factors in workplace aggression D o l l a r d , J . , 3 5 – 3 6 customer mistreatment, 45 – 46 Dollard, M. F., 285 – 286 integrative conceptual process model D o o b , L . W. , 3 5 – 3 6 a n d , 4 9 – 5 4 Douglas, S. C., 109 – 112 , 273 – 274 , 285 – 286 intervention policies and, 327 – 328 downsizing, workplace aggression and, 40 j o b s t r e s s o r s , 3 9 – 4 1 Drasgow, F., 246 – 248 as mediators/ moderators, 79 Duer, E. E., 309 – 312 normative processes and, 37 – 39 D u f y, M. K., 43 – 44 , 127 – 129 , 326 – 327 , 328 – 332 o v e r v i e w o f , 3 , 3 4 – 5 4 Dutton, J. E., 173 – 175 physical environment, 40 – 41 dynamic process model proactive instrumental (“cold- cognitive”) basic principles, 186 – 188 processes, 36 – 37 workplace model, 3 – 5 psychological climate model, 45 – 46 reactive emotional process, 35 – 36 Edward, K. R., 325 – 326 research challenges concerning, 359 – 361 Edwards, J. R., 353 – 355 s o c i a l s t r e s s o r s , 4 1 – 4 6 E f ort-Recovery theory, 205 – 206 , 208 workplace support systems, 278 ego depletion e n v y self- control and, 36 bias and stereotyping linked to, 138 – 139 of supervisors, 96 – 98 victim precipitation model and, 129 – 131 Einarsen, S., 103 – 106 Erez, A., 164 – 166 embarrassment, moral self theory and, 170 – 171 escape, as coping mechanism, 273 – 274 emotional exhaustion, 45 – 46 , 68 , 176 – 178 Estes, B., 335 – 339 coping with workplace aggression and, ethics 2 8 3 – 2 8 5 in psychological climate model, 45 – 46 of ostracism, 232 – 234 t h e o r e t i c a l f r a m e w o r k s f o r , 5 2 – 5 4

377

Index 377

Etzion, D., 206 – 208 Five Factor Model, workplace aggression event- contingent reporting, 362 – 363 prevention and, 5 evolutionary perspective, reactive emotional Fogli, L., 316 – 317 process and, 36 Foldes, H. J., 309 – 312 exclusion beliefs, 164 – 166 F o l g e r , R o b e r t , 3 – 5 , 5 1 , 1 5 6 – 1 7 8 cultural dif erences in, 246 – 248 Folkman, S., 277 ostracism and, 228 – 230 , 234 food service employees, mistreatment from exercise, subordinate’s perceptions of abusive customers of, 45 – 46 supervision and, 96 – 98 Ford, Rob, 224 – 225 expectancy theory, instrumental aggression forethought, subordinates’ avoidance of a n d , 3 6 – 3 7 aggression by, 103 – 106 experience sampling methodology (ESM), forgiveness workplace aggression and, 362 – 363 as coping strategy, 274 – 275 experimental research on aggression, 361 – 363 by third parties, 173 – 175 external locus of causality formative measurement subordinate’s perceptions of abuse and, in Counterproductive Work Behavior 9 8 – 1 0 1 Checklist, 23 – 25 in victim precipitation research, 103 – 106 validation of, 353 – 355 extraversion, of subordinates, 98 – 101 Fox, S., 23 – 25 , 35 – 36 , 41 – 43 Fragale, A. R., 162 – 164 fairness perceptions, 71 Francis, Lori, 3 , 62 – 81 fairness theory, workplace injustice Franklin, Alice, 122 – 125 a n d , 4 1 – 4 3 Franklin, Clyde, 122 – 125 “fake good” behavior, integrity test validity Friedman, R., 248 – 250 and, 306 Frone, M. R., 45 – 46 family ef ects of workplace aggression frustration- aggression hypothesis, 35 – 36 contingent characteristics in, 196 – 199 crossover ef ects and, 208 – 211 G a f ney, D. A., 327 – 328 crossover outcomes and, 193 – 196 , 208 – 211 Gallus, Jessica, 147 – 150 , 359 – 361 organizational policies and, 206 – 208 Gangadharan, A., 252 – 255 r e s e a r c h o n , 7 3 gaslighting behavior, resolution of ostracism spillover outcomes and, 190 – 193 , 203 a n d , 2 3 6 – 2 3 8 s u p e r v i s o r y a b u s e a n d , 9 6 – 9 8 Gazica, M., 48 – 49 family systems theory, 205 – 206 Gedro, J., 335 – 339 family- to- work issues gender crossover ef ects and, 203 – 204 , 205 bias and stereotyping concerning, 138 – 139 spillover ef ects and, 203 , 205 coping methods and, 281 fear crossover and spillover ef e c t s a n d , 1 9 6 – 1 9 9 as mediator of aggression, 78 – 79 crossover ef ects and, 208 – 211 of third parties, 172 – 173 cultural dif erences in workplace aggression feedback loop, in coping models, 286 – 290 and, 248 – 250 , 257 Felblinger, D. M., 326 – 327 , 328 – 332 e i cacy of policy interventions and, 332 – 333 Felps, W., 259 – 260 integrity test validity and, 306 – 307 feminists outcomes of workplace aggression bias and stereotyping concerning, 138 – 139 a n d , 7 9 – 8 1 victim precipitation model and, 122 – 125 perpetrator predation and, 129 – 131 Ferguson, Merideth, 3 – 5 , 186 – 212 policy interventions and, 332 – 333 Ferris, G., 327 – 328 , 354 – 356 sampling research and bias of, 143 – 145 Finland, intervention policies against transparency in reporting about, 146 – 147 aggression in, 327 – 332 workplace aggression and, 147 – 150 Fiske, S. T., 138 – 139 Gerber, J., 232 – 234

378

378 Index

German culture, third parties to aggression in, Hofstede, G., 248 – 250 , 261 259 – 260 Hogh, A., 274 – 275 Glick, P., 138 – 139 homicide, victim precipitation model in, globalization 121 – 125 cultural dif erences concerning workplace Hoobler, Jenny, 3 – 5 , 186 – 212 aggression and, 245 – 246 horizontal individualism, 252 – 255 research on workplace aggression and hostile attribution bias, 96 – 98 impact of, 143 – 145 in conditional reasoning measures, 312 – 314 G l o m b , h eresa, 129 – 131 , 246 – 248 subordinate’s perceptions of abuse and, goal setting theory, organizational constraints 9 8 – 1 0 1 a n d , 4 9 – 5 4 in supervisors and subordinates, 107 – 109 Goh, A., 23 – 25 , 42 – 43 hostile climate, workplace aggression and, 48 , Gonzalez- Mule, E., 314 – 316 3 6 3 – 3 6 6 Gottfredson, L. S., 314 – 316 Hough, A., 283 – 285 Grandey, A. A., 45 – 46 , 274 – 275 Howell, S. E., 245 – 246 Greenbaum, R. L., 162 – 164 , 165 – 166 Hu, C., 246 – 248 Gross, C., 283 – 285 Human Covenant, workplace aggression Gross, M. A., 103 – 106 a n d , 5 1 group dynamics, ostracism and, 226 – 228 human dignity, workplace injustice and, 41 – 43 group- oriented moral behavior, 168 – 172 human resources policies, crossover and Gruys, M. L., 300 – 301 spillover ef ects and, 206 – 208 guilt, moral self theory and, 170 – 171 Hunter, E., 45 – 46 Hunter, J. E., 309 – 312 Haidt, J., 232 – 234 Hansen, A. M., 283 – 285 identity neutrality, in social structural research harassment, ostracism and, 228 – 230 f r a m e w o r k , 1 3 6 – 1 3 7 Hargrave, G. E., 335 – 339 immigration status, perpetrator predation and, Harris, K. J., 172 – 173 127 – 131 H a r v e y , P. , 2 8 5 – 2 8 6 implicit stereotyping, 138 – 139 H a s l e , P. , 3 2 8 – 3 3 2 incivility h e a l t h c a r e s t a f , coping with workplace ambiguity of, 235 – 236 aggression by, 283 – 286 constructs of, 350 – 356 health- related outcomes of workplace cultural dif erences concerning, 248 – 250 , aggression, 64 – 69 252 – 255 Healthy Workplace Bill, 333 – 334 customer mistreatment and, 45 – 46 “hear no evil” environments, intervention gender identity and, 147 – 150 policies and, 327 – 328 interventions against, 322 – 324 Heinitz, K., 103 – 106 ostracism and, 225 – 226 , 228 – 230 Henle, C. A., 103 – 106 perpetrator predation and, 129 – 131 H e r s h c o v i s , S a n d y , 4 1 – 4 3 , 4 4 – 4 5 , 5 1 , 2 4 5 – 2 4 6 , psychological climate and, 47 – 49 3 2 5 – 3 2 6 relational and contextual aspects of, 51 Hiatt, D., 335 – 339 risk reduction strategies for, 343 – 344 high- performing employees, victimization of, in social structural research framework, 1 2 9 – 1 3 1 1 3 6 – 1 3 7 Hillebrandt, A., 172 – 173 spiral of, 356 – 361 hindrance stressors, 39 team interventions in, 339 – 343 Hinkin, T. R., 350 – 356 tit- for- tat response to, 147 – 150 , 273 – 274 Hispanic culture, sexual harassment in, training interventions and, 335 – 339 252 – 255 India, sexual harassment in, 257 Hobbler, J. M., 43 – 44 indirect actions, punishment of perpetrators, Hobfoll, S. E., 286 – 290 1 6 2 – 1 6 4

379

Index 379

individual af ective states, mediation/ interactional justice, 71 moderation of aggression and, 77 – 78 subordinate’s perceptions of abusive individual cognition, mediation/moderation of supervision and, 96 – 98 workplace aggression and, 76 – 77 interindividual contagion, crossover ef ects individual social outcomes, workplace and, 186 – 188 , 208 – 211 aggression and, 72 internal attributions, ostracism and, 232 – 234 individual traits internal consistency reliability coping methods and, 279 – 282 in Counterproductive Work Behavior counterproductive work behavior and, 297 – Checklist, 23 – 25 301 , 307 – 312 Interpersonal Conl ict at Work as moderator of aggression- outcome S c a l e , 1 4 – 1 5 relationships, 76 Workplace Deviance Scale, 19 – 20 prediction of counterproductive work internalization, moral self theory, 168 – 172 b e h a v i o r s a n d , 3 0 1 – 3 0 2 International Association of Chiefs of Police individualism (IACP), 127 – 129 cultural dif erences in, 252 – 255 , 261 – 262 Interpersonal Conl ict at Work Scale third parties and, 259 – 260 (ICAWS), 9 – 10 informational injustice, 41 – 43 basic principles of, 14 – 15 injustice. See justice critique of, 25 – 27 insomnia, workplace aggression and, 65 – 66 psychometric properties, 14 – 15 instrumental aggression scale description and history, 14 abusive supervision as, 43 – 44 Interpersonal Deviance Scale, 18 – 20 cultural dif erences in, 249 – 250 interpersonal relationships integrative conceptual process model, 49 – 54 a b u s i v e s u p e r v i s i o n a n d , 4 3 – 4 4 m o t i v e s f o r , 3 7 – 3 9 crossover outcomes and, 193 – 196 processes of, 36 – 37 dei n e d , 9 – 1 0 integrative conceptual process model, injustice and, 41 – 43 psychological processes and, 49 – 54 intent to harm criteria, 9 – 10 integrity test validity, prediction of mistreatment by coworkers, 44 – 45 counterproductive work behaviors and, non- work relationships, workplace 3 0 1 – 3 0 2 aggression and, 73 integrity tests ostracism and, 225 – 226 a s s e s s m e n t s o f , 3 0 3 – 3 0 7 spillover ef e c t s a n d , 1 9 0 – 1 9 3 personality- based assessments, 307 – 312 interventions in aggression. See also legislation situational judgment measures, 307 and penalties for workplace aggression intent to harm criteria anti- harassment policies, 328 in conditional reasoning measures, 312 – 314 creation of policies for, 328 – 332 counterproductive work behavior, 297 – 300 current approaches, 327 – 328 interpersonal mistreatment, 9 – 10 e i cacy of, 332 – 333 , 345 – 347 measurements of workplace aggression f u t u r e c h a l l e n g e s f o r , 3 4 5 – 3 4 7 and, 12 limitations of, 325 – 326 ostracism and, 226 – 228 organizational interventions, 322 – 347 social interactionist perspective and, 358 – 361 for ostracism, 236 – 238 interaction ef ects personnel selection and, 296 – 297 a b u s i v e s u p e r v i s i o n a n d , 4 3 – 4 4 team interventions, 339 – 343 aggression constructs and, 350 – 356 theories concerning, 343 – 344 fairness and justice perceptions and, 71 of third parties, 166 – 168 injustice and, 41 – 43 training interventions, 335 – 339 supervisor- subordinate characteristics, workplace interventions, 322 – 324 107 – 109 intimate partner violence workplace aggression, 3 – 5 , 356 – 361 crossover outcomes and, 193 – 196 , 205

380

380 Index

intimate partner violence (cont.) Kamal, A., 255 spillover ef ects of aggression and, Kanter, Rosabeth Moss, 139 – 141 190 – 193 , 205 Kantian traits, moral self theory, 168 – 172 victim precipitation model and, 122 – 125 Karabin, J., 361 – 362 intraindividual contagion, spillover ef ects and, Karney, B. R., 206 – 208 186 – 188 Keashly, L., 274 – 275 , 328 – 332 invisible remedies for workplace aggression, Kelloway, E. Kevin, 3 , 62 – 81 , 273 – 274 , 285 – 286 , 166 – 168 335 – 339 inward- focused emotions, coping methods Kern, J. H., 45 – 46 and, 279 – 282 Kernan, M. C., 250 – 252 Irani, F. S., 248 – 250 Kerschreiter, R., 103 – 106 Israel, workplace aggression in, 246 – 248 Kim, Eugene, 129 – 131 Kim, T. G., 250 – 251 James, L. R., 312 – 314 Kim, T. Y., 251 – 255 Japan, workplace aggression in, 246 – 248 , 256 Kisamore, J. L., 309 – 312 Jennings, P. L., 170 , 176 – 178 Kluemper, D. H., 40 Jex, Steven M., 3 , 9 – 29 , 44 – 45 Korean culture, workplace aggression in, job design and analysis 251 – 255 counterproductive work behavior and, Kulik, C. T., 41 – 43 , 161 – 162 2 9 7 – 3 0 0 Kutash, Irwin, 121 – 125 crossover and spillover ef ects Kwan, H. K., 43 – 44 , 251 – 252 and, 206 – 208 Kwan, S. S. M., 285 – 286 job mobility and transfer as aggression outcome, 283 – 285 law enforcement, rape myth ideology and, moderation of aggression and, 76 – 77 122 – 125 job performance Lazarus, R. S., 277 , 279 – 282 cognitive ability testing and, 314 – 316 leadership research situational judgment measures of, 307 in abusive supervision, 93 – 94 workplace aggression and, 74 cultural dif erences in, 257 – 259 job satisfaction, workplace aggression LMX theory in, 112 a n d , 6 9 – 7 0 social identity and, 141 – 142 job stressors L e a r , T. , 3 6 1 – 3 6 2 constraints as, 39 learned behaviors r o l e s t r e s s o r s , 3 9 – 4 0 aggression as, 37 – 39 workplace aggression and, 39 – 41 learned helplessness, 278 – 279 Jóhannsdóttir, H. L., 281 LeBlanc, M. M., 205 Jones, D. A., 41 – 43 Lee, Raymond T., 5 , 271 – 290 just world beliefs, 164 – 166 legal interventions for workplace aggression, justice 3 2 2 – 3 2 4 counterproductive behavior and retaliation limitations of, 325 – 326 a n d , 7 4 – 7 5 legislation and penalties for workplace cultural dif erences in, 259 – 260 , 261 – 262 aggression p e r c e p t i o n s o f , 4 1 – 4 3 abusive supervision as concern in, 112 – 113 justice perceptions, 71 cultural consensus in, 322 – 324 counterproductive behavior and retaliation limitations of, 322 – 324 a n d , 7 4 – 7 5 organizational policy gap and, 343 – 344 cultural dif erences in, 249 – 250 overview of, 333 – 334 i n d i v i d u a l c o g n i t i o n a n d , 7 6 – 7 7 L e i t e r , M i c h a e l , 5 , 3 2 2 – 3 4 7 , 3 6 3 – 3 6 6 Lewis, S. E., 273 – 274 , 283 – 285 Kabat- Farr, D., 139 – 141 LGBTQ community Kacmar, K. M., 203 crossover and spillover ef ects in, 196 – 199

381

Index 381

power and social structure in workplace McIntyre, M. D., 312 – 314 a n d , 1 3 8 – 1 3 9 measurement equivalence, 246 – 248 transparency in reporting about, 146 – 147 measures of workplace aggression underrepresentation in workplace of, challenges in, 10 – 12 1 3 9 – 1 4 1 Counterproductive Work Behavior workplace aggression against, 147 – 150 Checklist, 23 – 25 Li, Xinxin, 3 – 5 , 245 – 262 , 353 – 355 critique of, 25 – 27 Li, Y. E., 332 – 333 cultural dif erences in, 246 – 248 , 255 Lian, H., 43 – 44 , 250 – 251 Interpersonal Conl i c t a t W o r k S c a l e , 1 4 – 1 5 Lim, Sandy, 3 – 5 , 205 , 245 – 262 , 353 – 355 Negative Acts Questionnaire - Revised Lin, W., 250 – 251 (NAQ- R), 15 – 18 L i u , J . , 4 3 – 4 4 , 2 5 1 – 2 5 2 overview of methodologies, 12 L i u , W. , 2 4 8 – 2 5 0 predictor domains, review of, 302 – 316 LMX theory, 112 Social Undermining Scale, 21 – 22 l o a i ng behavior, coworker mistreatment underutilized methods, 361 – 363 a n d , 4 4 – 4 5 Workplace Deviance Scale, 18 – 20 locus of control (LOC) theory Mechanical Turk (MTurk) tool, aggression subordinate self-esteem and supervisory research using, 143 – 145 a b u s e , 9 8 – 1 0 1 mediators of aggression- outcome in victim precipitation research, 103 – 106 relationships, 52 , 62 – 63 , 76 – 79 Long, E. C., 359 – 361 desire for revenge and, 78 longitudinal research design, 361 – 363 fear and perceived likelihood of for abusive supervision, 109 – 112 violence, 78 – 79 crossover ef ects and, 208 – 211 individual af ective states, 77 – 78 outcomes of workplace aggression individual cognition, 76 – 77 a n d , 7 9 – 8 1 organizational and environmental loss spiral, in coping models, 286 – 290 factors, 79 subordinate personality traits and, 109 – 112 Machiavellianism, 96 – 101 Meloy, Michelle, 122 – 125 as predictor of workplace aggression, Mendelsohn, Beniamin, 121 – 125 309 – 312 Mendes, W. B., 208 – 211 M a c k e y , J e r e m y D . , 3 – 5 , 9 3 , 3 5 6 – 3 6 1 meta- analyses, Interpersonal Conl ict at Work M a g l e y , V. J . , 2 7 5 – 2 7 8 , 2 8 3 – 2 8 5 , 3 5 9 – 3 6 1 Scale analysis, 14 – 15 Malaysia, workplace aggression in, 285 – 286 M i c h a l a k , R e b e c c a , 3 – 5 , 9 3 , 3 5 6 – 3 6 1 manager’s abusive behavior, subordinate’s Mikkelsen, E. G., 283 – 285 perceptions of, 96 – 98 Miller, N., 35 – 36 Manchanda, R. V., 166 – 168 Miller, Susan, 122 – 125 Manier, Aaron O., 3 , 62 – 81 mindfulness, crossover and spillover ef ects Mann, R., 286 – 290 a n d , 1 9 6 – 1 9 9 Manson, T. M., 309 – 312 minority groups marital stress bias and stereotypes concerning, 138 – 139 contingent characteristics in, 196 – 199 cognitive ability testing and, 314 – 316 crossover ef ects and, 208 – 211 integrity test validity and, 306 – 307 crossover outcomes and, 193 – 196 , 203 – 204 outcomes of workplace aggression for, 79 – 81 spillover ef ects and, 190 – 193 , 203 perpetrator predation and targeting of, M a r t i n k o , M a r k J . , 3 – 5 , 3 5 – 3 6 , 9 3 , 3 5 6 – 3 6 1 1 2 9 – 1 3 1 Martir, Allison, 3 , 34 – 54 personality testing and, 309 – 312 Matthews, R. A., 359 – 361 sampling research and underrepresentation Matthiesen, S. B., 103 – 106 o f , 1 4 3 – 1 4 5 May, D., 103 – 106 underrepresentation in workplace of, McCluney, Courtney L., 3 – 5 , 136 – 151 1 3 9 – 1 4 1

382

382 Index

mistreatment narcissism, as predictor of workplace from coworkers, 44 – 45 aggression, 309 – 312 from customers, 45 – 46 N e f , L. A., 206 – 208 subordinate characteristics and, 101 Negative Acts Questionnaire - Revised f r o m s u p e r v i s o r s , 4 1 – 4 4 (NAQ- R), 9 – 10 Mitchell, M. S., 158 – 159 , 164 – 168 basic principles, 15 – 18 Mitchell, Marie S., 3 – 5 , 156 – 178 critique of, 25 – 27 Mitchell, T. R., 259 – 260 psychometric properties, 17 – 18 moderators of workplace aggression, scale description and history, 16 – 17 6 2 – 6 3 , 7 6 – 7 9 negative emotions c o p i n g m e t h o d s a n d , 2 8 5 – 2 8 6 coping methods and, 279 – 282 crossover ef ects and, 208 – 211 crossover and spillover ef ects, 200 – 203 cultural dif erences and, 249 – 250 cultural dif erences concerning, 261 – 262 individual af ective states, 77 – 78 fear of aggression or violence and, 78 – 79 individual cognition, 76 – 77 m e d i a t i o n a l r o l e o f , 3 5 – 3 6 , 7 7 – 7 8 organizational and environmental mistreatment from customers and, 45 – 46 factors, 79 moderation of aggression and, 77 – 78 personality and individual dif erences as, 76 moral self theory and, 170 – 171 subordinate personality traits and, 109 – 112 as predictor of workplace aggression, modern racism theories, 141 – 142 307 – 312 Mollborn, S., 332 – 333 reactive emotional process as trigger moral disengagement theory, workplace f o r , 3 5 – 3 6 aggression and, 52 – 54 subordinate’s perceptions of abuse and, 96 – 101 moral identity neuroticism restoration of relations and, 166 – 168 perpetrator predation and, 129 – 131 of third parties, 165 – 166 , 168 – 172 , 176 – 178 of subordinates, 98 – 101 moral self theory vulnerability to aggression and, 76 , 106 – 107 refraining from punishment, 165 – 166 Nike, Inc., 157 – 158 third party reactions to aggression and, nonlinear ef ects of abusive supervision, 168 – 172 9 8 – 1 0 1 Moss, S. E., 43 – 44 , 127 – 129 non- work relationships motivation spillover ef ects research and, 208 instrumental aggression and, 36 – 37 workplace aggression and, 73 for ostracism, 226 – 228 norms of behavior pride and, 171 – 172 a b u s i v e s u p e r v i s i o n a n d , 4 3 – 4 4 for relationship repair and rebuilding, coworker mistreatment and, 44 – 45 166 – 168 environmental factors in aggression retributive behaviors, 162 – 166 a n d , 3 7 – 3 9 social interactionist perspective and, 358 – 361 integrative conceptual process model, 49 – 54 subordinates’ avoidance of aggression and, measurements of workplace aggression 103 – 106 a n d , 1 0 – 1 2 for third parties to aggression, 168 n e g a t i v e e m o t i o n a n d , 3 5 – 3 6 in victim precipitation model, 121 –125 proactive instrumental aggression and, 36 – 37 Mowrer, O. H., 35 – 36 in psychological climate model, 45 – 46 multi- source studies of workplace aggression, Nunenmacher, J., 328 1 4 3 – 1 4 5 nursing profession, workplace aggression in, musculoskeletal issues, workplace aggression 3 2 5 – 3 2 6 a n d , 6 5 O’Boyle, E. H., 309 – 312 Namie, G., 328 – 332 , 343 – 344 observation, measurements of workplace Namie, R., 328 – 332 , 343 – 344 aggression and, 10 – 12

383

Index 383

Odle- Dusseau, H. N., 303 – 307 policy interventions for aggression in, Ólafsson, R. F., 281 3 2 6 – 3 2 7 O’Leary- Kelly, A., 44 – 45 , 109 – 112 power and social structure in workplace O’Leary- Kelly, A. M., 161 – 162 a n d , 1 3 7 , 1 4 1 – 1 4 2 Olweus, D., 102 , 103 – 106 promotion of respect and civility omission bias in, 363 – 366 frequency of ostracism and, 234 – 235 third parties to aggression and, 173 – 175 in ostracism perception, 224 – 225 training interventions and, 335 – 339 Ones, D. S., 41 – 43 , 301 – 302 , 303 – 307 , 309 – 312 underrepresentation in workplace of, openness to experiences, of subordinates, 1 3 9 – 1 4 1 9 8 – 1 0 1 victim precipitation model in, 125 – 127 O’Reilly, J., 161 – 162 , 221 – 223 ostracism Orford, J., 273 – 274 , 283 – 285 acts of omission and, 224 – 225 , 234 – 235 organizational aggression ambiguity concerning, 235 – 236 abusive supervision and, 109 – 112 cultural dif erences and, 235 , 257 counterproductive work behavior as, dei ned, 223 – 224 2 9 7 – 3 0 1 degrees of omission and, 225 ostracism as, 221 – 223 , 225 – 226 emotional experience of, 232 – 234 in social psychology, 94 frequency of, 234 – 235 organizational based self-esteem (OBSE), motivations for, 226 – 228 personality traits of subordinates and, prevalence of, 221 – 223 9 8 – 1 0 1 resolution of, 236 – 238 organizational citizenship behaviors (OCBs) sensemaking models and, 228 – 230 cognitive ability testing and, 314 – 316 social context for, 225 – 226 cultural dif erences in, 252 – 255 threat to belonging model, 230 – 232 r e d u c t i o n o f , 6 9 – 7 0 workplace aggression as, 3 – 5 , 221 – 238 organizational deviance, 18 – 20 Workplace Ostracism Scale, 354 – 356 organizational ef ectiveness Oswald, S. L., 248 – 250 constraints on, 39 other- condemning emotions, 232 – 234 integrative conceptual process other- directed attributions, 277 m o d e l , 4 9 – 5 4 other- report criteria, prediction of job satisfaction and performance and, 69 – 70 counterproductive work behaviors and, as mediators/moderators, 79 3 0 1 – 3 0 2 mistreatment from customers, 45 – 46 outcomes of workplace aggression prevention of workplace aggression and, 5 attitudinal/ psychological outcomes, 69 psychological climate and, 47 – 49 c o p i n g m e t h o d s a n d , 2 8 3 – 2 8 5 workplace aggression and, 41 – 43 crossover outcomes, 193 – 196 , 203 – 204 organizational embodiment, 96 – 98 cultural dif erences in, 250 – 255 , 256 – 262 organizational structure future research issues, 79 – 81 analytic techniques concerning, 145 – 146 health- related outcomes, 64 – 69 coping methods in, 278 – 279 , 285 – 286 i n t e r v e n t i o n s a n d , 3 4 3 – 3 4 4 creation of intervention policies and, moderators and mediators of, 76 – 79 3 2 8 – 3 3 2 r e s e a r c h o v e r v i e w , 6 2 – 6 3 crossover and spillover ef ects of aggression social outcomes, 71 – 73 and, 206 – 208 spillover outcomes, 190 – 193 , 203 gap between legislative policies and, 343 – 344 victim’s expectations and management of, interventions in aggression and, 322 – 347 103 – 106 leadership in, 141 – 142 outward- focused emotions, coping methods ostracism and, 225 – 226 and, 279 – 282 perpetrator predation model, 127 – 131 overload, role stressors as, 39 – 40 personnel selection and, 296 – 297 overt integrity tests, 303 – 307

384

384 Index

Pakistan, workplace aggression in, perpetrator predation model and, 127 – 129 246 – 248 , 255 practical applications of, in abusive participatory input, organizational supervision environments, 112 – 113 intervention policies and, 327 – 328 subordinate characteristics and, 98 – 101 passive provocative victim proi le, 106 of third parties, 173 – 175 Peck, Emily, 5 , 322 – 347 victim precipitation research, 101 – 107 Penney, Lisa M., 3 , 34 – 54 personnel selection practices perceived control, coping methods and, cognitive ability testing, 314 – 316 2 8 5 – 2 8 6 conditional reasoning measures and, 312 – 314 perceptions of abuse c r i t e r i a f o r , 2 9 7 – 3 0 0 cultural dif erences in, 246 – 248 integrity test assessment, 303 – 307 harassment of LGBTQ community and, personality measures, 307 – 312 1 4 7 – 1 5 0 potential applications of, 316 – 317 individual dif erences in subordinates in, 112 situational judgment measures, 307 legislation and penalties for workplace workplace aggression prevention and, 5 , aggression and risk in, 112 – 113 2 9 6 – 3 1 7 ostracism and, 225 – 226 , 228 – 230 , 236 – 238 person- related behaviors personality traits of subordinates and, in Negative Acts Questionnaire - Revised 9 8 – 1 0 1 r e s e a r c h , 1 5 – 1 8 social emotions explanations theory, ostracism and, 228 – 230 159 – 160 Pet- to- h r e a t t h e o r y , 1 3 9 – 1 4 1 by subordinates, 96 – 98 physical environment, workplace aggression perpetrator predation model, 3 – 5 , 121 , 127 – 131 , a n d , 4 0 – 4 1 3 5 6 – 3 6 1 physical health and well- being future research applications, 131 biological outcomes of workplace social interactionist perspective and, 358 – 361 aggression, 64 – 66 perpetrators c o p i n g m e c h a n i s m s a n d , 2 8 3 – 2 8 5 cultural dif erences in, 257 – 259 crossover outcomes and, 193 – 196 power imbalance and, 101 job satisfaction and, 69 – 70 problem- focused coping with, 273 – 274 spillover ef ects on, 190 – 193 punishment of, 162 – 164 for third parties, 168 r o l e s t r e s s o r s a n d , 3 9 – 4 0 workplace aggression and, 64 training interventions focused on, 335 – 339 physical undermining, in Social Undermining victim precipitation research, 101 – 107 S c a l e , 2 1 – 2 2 perpetrator’s perspective physical workplace aggression, prevalence cultural dif erences in, 248 – 250 , 252 – 255 o f , 6 2 – 6 3 measurements of workplace aggression physiological outcomes of workplace a n d , 1 0 – 1 2 aggression, 64 – 66 personal power distance planned behavior theory, proactive perceptions of supervisory abuse and, instrumental aggression and, 36 – 37 9 8 – 1 0 1 policy interventions for workplace aggression, in victim precipitation research, 106 – 107 3 2 2 – 3 2 4 , 3 2 6 – 3 2 7 . See also legislation and personality traits penalties for workplace aggression active provocative victim proi le, 105 – 106 anti- harassment policies, 328 Big Five personality factors, 307 – 312 creation of, 328 – 332 crossover and spillover ef ects and, current approaches, 327 – 328 1 9 6 – 1 9 9 e i cacy of, 332 – 333 cultural dif erences in, 256 f u t u r e c h a l l e n g e s f o r , 3 4 5 – 3 4 7 integrity test validity, 303 – 307 political skill, of supervisors, 96 – 98 as moderator of aggression- outcome population pools, in sampling research, relationships, 76 1 4 3 – 1 4 5 passive provocative victim proi le, 106 Porath, C. L., 164 – 166

385

Index 385

positive af ect procedural justice, 41 – 43 constructive reactions of third parties, subordinate’s perceptions of abusive 1 7 3 – 1 7 5 supervision and, 96 – 98 c o p i n g o u t c o m e s a n d , 2 8 5 – 2 8 6 production deviance, in Counterproductive subordinate’s perceptions of abuse and, Work Behavior Checklist, 23 9 8 – 1 0 1 provocative victims, 356 – 361 of third parties, 172 – 173 abusive supervision and, 94 positive mistreatment climate, workplace limitations and challenges of research on, a g g r e s s i o n a n d , 4 8 – 4 9 109 – 112 post- traumatic stress disorder (PTSD), 68 – 69 retaliation by, 107 – 109 power imbalance and restoration subordinate perceptions of abuse and, 98 b u l l y i n g a n d , 1 5 – 1 8 , 1 0 1 in victim precipitation research, 101 – 107 cultural dif erences in, 250 – 251 psychological contract violation, 96 – 98 leadership and, 141 – 142 psychological detachment, mediation/ in perpetrator predation model, 127 – 129 moderation of aggression and, 77 – 78 qualitative analysis of, 361 – 362 psychological health and well- being relative power and coping c o p i n g m e c h a n i s m s a n d , 2 8 3 – 2 8 5 methods, 278 – 279 crossover outcomes and, 193 – 196 social outcomes of workplace aggression job satisfaction and, 69 – 70 a n d , 7 1 – 7 2 ostracism ef ects on, 221 – 223 social structure in workplace and, 137 spillover ef ects on, 190 – 193 third parties to aggression and, 173 – 175 for third parties, 168 predator, dei ned, 127 – 129 workplace aggression and, 66 predatory bullying, victim precipitation psychological mechanisms research, 101 – 107 cultural dif erences on aggression and, predictors of workplace aggression 2 4 6 – 2 4 8 Big Five personality factors and, 307 – 312 distress, 96 – 98 cognitive ability testing and, 314 – 316 of ostracism, 221 – 223 , 232 – 234 conditional reasoning measurements and, proactive instrumental (“cold- cognitive”) 312 – 314 processes, 36 – 37 counterproductive work behavior and, reactive emotional processes, 35 – 36 3 0 0 – 3 0 1 review of theories on, 34 – 39 cultural dif erences in, 248 – 250 , 256 spillover and crossover ef ects, 188 – 190 , interpretation issues with, 301 – 302 200 – 203 personnel selection and, 296 – 297 of victim precipitation model, 125 – 126 review of domains in, 302 – 316 victim precipitation model and, 121 –125 summary of meta- analysis of, 316 – 317 workplace aggression and, 34 – 54 prevalence of workplace aggression, 62 – 63 , psychology research 1 5 6 – 1 5 7 outcomes of workplace aggression in, 66 – 69 cultural dif erences in, 248 – 250 population pools in, 143 – 145 prevention- focused training interventions, psychometric data 3 3 5 – 3 3 9 in Counterproductive Work Behavior pride, moral self theory and, 170 – 171 Checklist, 23 – 25 Priesemuth, Manuela, 3 – 5 , 156 – 178 Interpersonal Conl i c t a t W o r k S c a l e , 1 4 – 1 5 Privitera, M. R., 335 – 339 Negative Acts Questionnaire proactive processes, workplace aggression - R e v i s e d , 1 7 – 1 8 a n d , 3 6 – 3 7 prevalence of workplace aggression problematization methodology, in victim a n d , 6 2 – 6 3 precipitation research, 103 in Social Undermining Scale, 22 problem- focused coping, 273 – 274 Workplace Deviance Scale, 19 – 20 o u t c o m e s o f , 2 8 3 – 2 8 5 psychopathic behavior, as predictor of workplace support systems and, 278 workplace aggression, 309 – 312

386

386 Index

psychosocial safety climate (PSC) recall, measurements of workplace aggression coping with aggression and, 285 – 286 , and challenge of, 10 – 12 3 6 3 – 3 6 6 reciprocal aggression, 78 , 356 – 361 environmental factors in workplace gender identity and, 147 – 150 aggression, 45 – 46 team interventions in, 339 – 343 Publication Manual of the American reconciliation by third parties, 173 – 175 Psychological Association, 1 4 6 – 1 4 7 Reed, A., 168 – 172 punishment r e l ective measurement of perpetrators, 162 – 164 content breadth measures, 354 – 356 refraining from, 165 – 166 in Counterproductive Work Behavior of targets of aggression, 164 – 166 Checklist, 23 – 25 validation of, 353 – 355 qualitative item analysis of workplace Reich, T. C., 51 , 245 – 246 , 353 – 355 aggression, 350 – 356 reintegration process, third parties to qualitative methodology concerning workplace aggression and, 173 – 175 aggression, 361 – 362 rejection sensitivity, ostracism a n d , 2 2 8 – 2 3 0 racial identity relational aspects of aggression, 51 anti- harassment policies and, 332 – 333 crossover outcomes and, 193 – 196 cognitive ability testing and, 314 – 316 cultural dif erences in, 257 – 259 historical awareness of workplace aggression restoration work in, 166 – 168 a n d , 3 2 4 – 3 2 5 spillover ef e c t s a n d , 1 9 0 – 1 9 3 integrity test validity and, 306 – 307 team interventions and, 339 – 343 leadership and power structure and, 141 – 142 reliability tests, Negative Acts Questionnaire outcomes of workplace aggression - R e v i s e d , 1 7 – 1 8 a n d , 7 9 – 8 1 Ren, D., 257 perpetrator predation and targeting of, repairing relationships, motivation 1 2 9 – 1 3 1 for, 166 – 168 personality testing and, 309 – 312 research methodology on workplace sampling research and bias toward, 143 – 145 aggression s e x u a l h a r a s s m e n t a n d , 1 4 7 – 1 5 0 analytic techniques, 145 – 146 transparency in reporting about, 146 – 147 applications of research and, 363 – 366 underrepresentation in workplace and, b i a s a n d s t e r e o t y p i n g a n d , 1 3 8 – 1 3 9 1 3 9 – 1 4 1 challenges in, 136 – 137 workplace aggression and, 136 – 137 c o p i n g m o d e l s a n d , 2 8 6 – 2 9 0 random sampling, limits in workplace crossover and spillover ef ects, 199 – 205 aggression research of, 143 – 145 future issues in, 350 – 366 rape, crime of, victim precipitation model in, identity group examples of, 147 – 150 121 – 125 leadership structures and, 141 – 142 rape kit evidence, rape myth ideology and, limits of culture- blind approach, 246 – 248 122 – 125 obscurity of group dif erences in, 142 – 147 rape myth ideology, victim precipitation power and social structure hierarchies and, model and, 122 – 125 1 3 7 , 1 4 1 – 1 4 2 Raymark, P. H., 303 – 307 sampling techniques, 143 – 145 reactions over time, ostracism research and, 234 social structural framework for, 136 – 151 reactive emotional process theoretical considerations in, 356 – 361 a b u s i v e s u p e r v i s i o n a n d , 4 3 – 4 4 tokenism and, 145 – 146 coworker mistreatment and, 44 – 45 transparency in reporting of, 146 – 147 cultural dif erences in, 257 – 259 underrepresentation of groups in, 139 – 141 environmental factors in aggression underutilized measurement methods in, a n d , 3 5 – 3 6 3 6 1 – 3 6 3 mistreatment from customers and, 45 – 46 resiliency, threats to belonging and, 232

387

Index 387

restorative behavior s a f e t y constructive reactions of third parties, fear of aggression or violence and, 78 – 79 1 7 3 – 1 7 5 in psychological climate model, 45 – 46 by third parties, 166 – 172 social outcomes, 71 retaliation Sakurai, K., 44 – 45 c o p i n g o u t c o m e s a n d , 2 8 3 – 2 8 5 Salin, D., 328 – 332 , 343 – 344 as problem-focused coping, 273 – 274 sampling techniques by provocative victims, 107 – 109 demographics of study samples, 146 – 147 qualitative analysis of, 361 – 362 experience sampling methodology, revenge as mediation of aggression and, 78 3 6 2 – 3 6 3 by third parties, 171 – 172 limits in workplace aggression research of, for workplace aggression, 74 – 75 1 4 3 – 1 4 5 retributive behaviors, 162 – 166 Saporito, B., 157 – 158 revenge cognition. See also retribution Sariol, A. M., 252 – 255 a b u s i v e s u p e r v i s i o n a n d , 4 3 – 4 4 scales of aggression counterproductive behavior and retaliation Counterproductive Work Behavior a n d , 7 4 – 7 5 Checklist, 23 coworker mistreatment and, 44 – 45 Interpersonal Conl ict at Work Scale cultural dif erences in, 251 – 252 (ICAWS), 14 mediation/ moderation of aggression- items from, 297 – 300 outcome relationships, 76 – 77 Negative Acts Questionnaire - Revised, mediation of aggression and, 78 1 6 – 1 7 reverse causation, in abusive supervision in Social Undermining Scale, 22 research, 109 – 112 validation of, 350 – 356 reverse order research, work-family issues, 205 Workplace Deviance Scale, 18 – 19 Revue Française de Psychanalyse (French Schabram, Kira, 3 – 5 , 221 – 238 , 350 – 356 Review of Psychoanalysis, 121 – 125 schadenfreude reward power, subordinate’s perceptions of punishment of targets, 164 – 166 abusive supervision and, 96 – 98 social emotions explanations theory, Richman, J. A., 283 – 285 159 – 160 risk reduction, intervention in aggression and, of third parties, 172 – 173 3 4 3 – 3 4 4 Schat, A. C., 273 – 274 , 285 – 286 , 335 – 339 Robin Hood ef ect, 166 – 168 Schein, E., 343 – 344 Robinson, Sandra L., 3 – 5 , 18 – 20 , 44 – 45 , 221 – Schmidt, F. L., 301 – 302 , 303 – 307 , 309 – 312 2 3 8 , 2 9 7 – 3 0 0 , 3 5 0 – 3 5 6 Schneider, B. H., 248 – 250 Rodríguez- Muñoz, A., 286 – 290 Schnepf, B., 328 role- playing, in abusive supervision research, scripting 109 – 112 crossover ef ects and, 208 – 211 r o l e s t r e s s o r s , 3 9 – 4 0 ostracism and, 224 – 225 Roth, L. M., 139 – 141 workplace aggression and, 37 – 39 Roth, P. L., 303 – 307 scrutinization of victims, victim precipitation rumination, mediation/ moderation of model and, 126 – 127 aggression- outcome relationships, 76 – 77 Searles, Patricia, 122 – 125 Rupp, D. E., 162 – 164 , 165 – 166 S e a r s , R . R . , 3 5 – 3 6 Ryan, A. M., 166 – 168 second wave feminism, victim precipitation model and, 122 – 125 sabotage by employees secondary exposure, crossover ef ects on in Counterproductive Work Behavior children and, 208 – 211 Checklist, 23 security, social outcomes, 71 cultural dif erences in, 252 – 255 selective incivility model, 129 – 131 revenge as mediation of aggression and, 78 self- blame, 279 – 282 Sackett, Paul R., 5 , 41 – 43 , 296 – 317 c o p i n g w i t h , 2 8 3 – 2 8 5

388

388 Index

self- conscious emotions, ostracism and, 232 – 234 sexism self- control historical awareness of workplace aggression ego depletion and, 36 a n d , 3 2 4 – 3 2 5 i n d i v i d u a l c o g n i t i o n a n d , 7 6 – 7 7 victim precipitation model and, 122 – 125 moral disengagement theory and, 52 – 54 sexual assault moral self theory and, 168 – 172 historical awareness of workplace aggression refraining from punishment and, 165 – 166 a n d , 3 2 4 – 3 2 5 subordinate self-esteem and supervisory victim precipitation model and, 122 – 125 a b u s e , 9 8 – 1 0 1 Sexual Experiences Questionnaire (SEQ), of supervisors, 96 – 98 2 4 6 – 2 4 8 in third parties, 176 – 178 sexual harassment self- direction anti- harassment policies and, 343 – 344 attribution processes and, 277 c o p i n g m e t h o d s a n d , 2 8 3 – 2 8 5 subordinates’ avoidance of aggression and, cultural dif erences in perceptions of, 103 – 106 246 – 248 , 252 – 255 self- doubt, coping with aggression and, 76 – 77 cultural dif erences in workplace aggression self- ei cacy and, 257 c o p i n g w i t h a g g r e s s i o n a n d , 7 6 – 7 7 historical awareness of, 324 – 325 in victim precipitation research, 103 – 106 perpetrator predation and targeting of, self- esteem 1 2 9 – 1 3 1 coping methods and, 279 – 282 policy interventions for, 332 – 333 cultural dif erences in, 246 – 248 racial dif erence in research mediation/ moderation of aggression o n , 1 4 7 – 1 5 0 a n d , 7 7 – 7 8 underrepresentation in workplace and, ostracism and, 228 – 230 1 3 9 – 1 4 1 subordinate self-esteem and supervisory victim precipitation hypothesis a b u s e , 9 8 – 1 0 1 and, 122 – 125 workplace aggression and, 67 – 68 sexual minorities, underrepresentation in self- rel ection workplace of, 139 – 141 moral self theory and, 170 S h a f er, I. A., 335 – 339 subordinates’ avoidance of aggression and, shame, moral self theory and, 170 – 171 103 – 106 Shao, R., 249 – 250 , 252 – 255 self- regulation. See self- control Shapiro, D. L., 251 – 252 self- reporting Shewach, Oren R., 5 , 296 – 317 cultural dif erences in, 257 – 259 silent treatment, ostracism and, 226 – 228 limitations of, 361 – 363 single-site data collection, limits in aggression measurements of workplace perspective research of, 143 – 145 a n d , 1 0 – 1 2 situational cues prediction of counterproductive work cultural dif erences in, 256 b e h a v i o r s a n d , 3 0 1 – 3 0 2 in victim precipitation research, 106 – 107 sensemaking models workplace support systems, 278 ostracism, 228 – 230 situational judgment measures, social learning theory, 156 – 157 , 161 – 162 validity of, 307 third parties to aggression and, 173 – 175 situational strength, intervention in aggression sensitization, perpetrator predation model a n d , 3 4 3 – 3 4 4 and, 127 – 129 Skarlicki, D. P., 41 – 43 , 45 – 46 , 51 , 161 – 164 , “service with a smile” rules, 45 – 46 165 – 166 , 252 – 255 Severance, L., 246 – 248 , 255 sleep disturbance, workplace aggression severity criteria a n d , 6 5 – 6 6 interpersonal mistreatment, 9 – 10 Smith, M. A., 309 – 312 measurements of workplace aggression snowball sampling, in workplace aggression a n d , 1 2 research, 143 – 145

389

Index 389

social adaptability as mediator/ moderator of aggression, 79 perceptions of supervisory abuse and, perceptions of, 72 9 8 – 1 0 1 supervisors’ access to, 96 – 98 in victim precipitation research, 106 – 107 of third parties, 166 – 168 social- cognitive theory, moral disengagement social undermining, ostracism and, 228 – 230 t h e o r y , 5 2 – 5 4 Social Undermining Scale, 9 – 10 social cues, in victim precipitation research, basic principles, 21 – 22 106 – 107 critique of, 25 – 27 social emotions explanations theory, 159 – 160 psychometric properties, 22 social engagement, ostracism as absence of, scale development in, 22 224 – 225 sociology, victim precipitation model rejected social identity/ social location by, 122 – 125 b i a s a n d s t e r e o t y p i n g a n d , 1 3 8 – 1 3 9 Sonnentag, S., 176 – 178 , 208 coping with threats to, 285 – 286 “speak- no- evil” environments, intervention critique of research methodology on, policies and, 327 – 328 1 4 2 – 1 4 7 Spector, P. E., 23 – 25 , 35 – 36 , 41 – 43 , 44 – 45 , cultural dif erences in, 257 – 259 4 8 – 4 9 future research issues in, 151 spillover ef ects leadership and, 141 – 142 contingent characteristics, 196 – 199 , 204 power structure in workplace and, 137 , c o p i n g m e t h o d s a n d , 2 8 3 – 2 8 5 1 4 1 – 1 4 2 dynamic process model of, 186 – 188 sampling research limitations on, 143 – 145 expansion of research on, 208 sampling research on, 143 – 145 individual social outcomes, 72 threat to belonging model and, 230 – 232 mechanisms for facilitation of, 188 – 190 , transparency in reporting about, 146 – 147 200 – 203 underrepresentation in workplace and, outcomes of, 190 – 193 , 203 1 3 9 – 1 4 1 review of research on, 199 – 205 workplace aggression and, 136 – 137 theoretical perspectives on, 205 – 206 social information processing model, 37 – 39 spousal abuse social interactionist perspective, workplace abusive supervision and, 111 aggression and, 358 – 361 contingent characteristics in, 196 – 199 social learning theory crossover outcomes and, 193 – 196 a b u s i v e s u p e r v i s i o n a n d , 4 3 – 4 4 spillover ef e c t s a n d , 1 9 0 – 1 9 3 cost/ benei t evaluations, 156 – 157 , 161 – 162 status in workplace crossover ef ects and, 208 – 211 bias and stereotyping linked to, 138 – 139 cultural dif erences in, 261 – 262 leadership and power structures and, environmental factors in workplace 1 4 1 – 1 4 2 aggression and, 37 – 39 mediation of aggression and, 52 social media, crossover ef ects and, 208 – 211 perpetrator predation and, 127 – 131 social outcomes of workplace aggression, 71 – 73 s t e r e o t y p i n g social psychology, organizational aggression e i cacy of policy interventions models in, 94 and, 332 – 333 social structural framework interventions and reinforcement ostracism and, 225 – 226 o f , 3 4 3 – 3 4 4 workplace aggression in, 3 – 5 , 136 – 151 outcomes of workplace aggression social support a n d , 7 9 – 8 1 as coping mechanism, 273 – 274 perpetrator predation model crossover and spillover ef e c t s a n d , 1 9 6 – 1 9 9 and, 127 – 129 crossover ef ects and, 208 – 211 social identity and, 138 – 139 cultural dif erences in, 251 – 252 S t o c k d a l e , P e g g y , 1 2 9 – 1 3 1 instrumental and informational support, stress hormones, workplace aggression and 2 8 5 – 2 8 6 l e v e l s o f , 6 4 – 6 5

390

390 Index

stress theory supervisor- subordinate dyads, 43 – 44 abusive supervision and, 96 – 98 crossover ef ects and, 186 – 188 , 208 – 211 cultural dif erences and, 261 – 262 interaction of characteristics and, 107 – 109 job performance and workplace aggression spillover ef ects and, 186 – 188 a n d , 7 4 Sweden, policy interventions against mediators/ moderators of aggression and, 79 aggression in, 332 – 334 third party employees, 168 symbolization, moral self theory, 168 – 172 stressor- emotion model environmental factors in aggression Tai, K., 205 a n d , 3 5 – 3 6 Taiwan, workplace aggression in, 249 – 250 workplace injustice and, 41 – 43 targets of aggression stressors active and passive targets, 103 – 106 integrative conceptual process model, 49 – 54 attribution processes and, 275 – 278 mistreatment from coworkers, 44 – 45 contingent characteristics in ef ects of m i s t r e a t m e n t f r o m s u p e r v i s o r s , 4 1 – 4 4 aggression, 196 – 199 workplace aggression and, 41 – 46 c o p i n g o u t c o m e s f o r , 2 8 3 – 2 8 5 strong situation hypothesis, 343 – 344 crossover ef ects on, 188 – 190 , 208 – 211 structural location in organizations, bias and cultural dif erences in perceptions of, 257 stereotyping linked to, 138 – 139 lack of awareness of remedies by, 327 – 328 StudyResponse project, aggression research ostracism of, 224 – 225 , 228 – 230 u s i n g , 1 4 3 – 1 4 5 perpetrator predation model, 127 – 131 subject- focused training interventions, 335 – 339 problem- focused coping by, 273 – 274 subjective norms punishment of, 164 – 166 measurements of workplace aggression and spillover ef ects on, 188 – 193 challenge of, 10 – 12 of subordinates, 97 proactive instrumental aggression third parties and, 175 – 176 a n d , 3 6 – 3 7 threat to belonging and, 230 – 232 ’submissive victims,’ in victim precipitation victim precipitation research, 101 – 107 research, 102 workplace aggression and, 5 subordinates Tariq, N., 255 characteristics of, 96 – 98 , 107 – 109 Tarraf, Rima C., 350 – 366 cultural dif erences in supervision for, Taylor, S. G., 40 2 5 0 – 2 5 1 team interventions, 339 – 343 , 345 – 347 limitations and challenges of research on, temporal experience 109 – 112 c o p i n g m e t h o d s a n d , 2 8 1 – 2 8 2 , 2 8 6 – 2 9 0 perceptions of abuse by, 95 ostracism and, 234 personality traits in, 98 – 101 Tepper, Ben, 43 – 44 , 112 , 127 – 129 , 246 – 248 , practical implications of research 250 – 252 on, 112 – 113 Tepper abusive supervision scale, 354 – 356 role in curbing aggression of, 103 – 106 perceptions of abuse, 95 selection based on personality h au, S., 273 – 275 , 283 – 285 traits, 112 – 113 t h e t , in Counterproductive Work Behavior supervisor- subordinate dyads, 43 – 44 Checklist, 23 target proi les of, 97 third parties victim precipitation research and, 101 – 107 categories, 157 – 158 s u p e r v i s o r s . See also abusive supervision constructive reactions of, 173 – 175 characteristics of, 96 – 98 , 107 – 109 cost/ benei t evaluations, 161 – 162 crossover and spillover ef ects and, 206 – 208 cultural dif erences concerning, 259 – 260 selection based on personality traits, 112 – 113 d e o n a n c e t h e o r y a n d , 1 5 8 – 1 5 9 upper management abuse of, 107 – 109 emotions expressed by, 172 – 173 Weiner’s attribution model of, 107 – 109 empirical research on, 162 – 168

391

Index 391

future research concerning, 168 – 178 Tuckey, M. R., 285 – 286 moral self theory and, 165 – 166 , 168 – 172 Turkish culture, sexual harassment negative consequences of aggression for, 168 in, 252 – 255 punishment of perpetrators, 162 – 164 Turner, N., 205 punishment of targets, 164 – 166 turnover intention refraining from punishment by, 165 – 166 job satisfaction and abusive supervision restoration by, 166 – 168 a n d , 6 9 – 7 0 retributive behaviors, 162 – 166 workplace aggression and, 70 – 71 self- regulatory strength and impairment Turrilo, C. J., 162 – 164 a n d , 1 7 6 – 1 7 8 social emotions explanations, 159 – 160 Umphress, E. E., 162 – 164 workplace aggression and role of, 3 – 5 , uncertainty 1 5 6 – 1 7 8 cultural dif erences in avoidance h omas, K. M., 139 – 141 of, 257 – 259 threat to belonging model, ostracism, 230 – 232 of ostracism, 235 – 236 Tinkler, J. E., 332 – 333 underestimation, measurements of workplace tit- for- tat response aggression and challenge of, 10 – 12 i n c i v i l i t y a n d , 3 5 0 – 3 5 6 undermining behaviors problem- focused coping and, 273 – 274 as problem-focused coping, 273 – 274 social interactionist perspective and, in Social Undermining Scale, 21 – 22 3 5 9 – 3 6 1 underrepresentation in workplace spiral in incivility and, 147 – 150 , 356 – 361 aggression linked to, 139 – 141 Tobares, V., 312 – 314 sampling research and bias of, 143 – 145 tokenism, underrepresentation in workplace unethical behavior a n d , 1 3 9 – 1 4 1 g o a l s e t t i n g t h e o r y a n d , 4 9 – 5 4 training interventions for workplace psychological climate and, 47 – 49 aggression, 322 – 324 , 335 – 339 , 345 – 347 t h e o r e t i c a l f r a m e w o r k s f o r , 5 2 – 5 4 trait activation theory, subordinate’s unfairness, perceptions of, social identity and, perceptions of abuse and, 98 – 101 1 4 1 – 1 4 2 trait anger unintentional ostracism, 226 – 228 as predictor of workplace aggression, United States 307 – 312 cultural attitudes toward in aggression, subordinate’s perceptions of abuse and, 252 – 255 9 8 – 1 0 1 policy interventions against aggression in, vulnerability to aggression and, 76 333 – 334 trait negative af ectivity, vulnerability to aggression and, 76 validity of i ndings transactional stress models, environmental absence of, in abusive supervision factors in aggression and, 35 – 36 research, 111 transparency in aggression research reporting, of Big Five personality measures, 307 – 312 1 4 6 – 1 4 7 of conditional reasoning measurements, trigger behaviors 312 – 314 attribution processes and, 276 – 277 of conditional reasoning measures, c o p i n g m e t h o d s a n d , 2 8 6 – 2 9 0 312 – 314 provocative victims research and, 109 – 112 content validation in research, 350 –356 subordinate’s perceptions of abuse and, of integrity tests, 303 – 307 9 8 – 1 0 1 of situational judgment measures, 307 underrepresentation in workplace and, Van Iddekinge, C. H., 303 – 307 1 3 9 – 1 4 1 van Jaarsveld, D. D., 45 – 46 Truxillo, D. M., 48 – 49 Van Prooijen, J. W., 162 – 164 Tsai, M., 248 – 250 van Ryn, M., 21 – 22

392

392 Index

verbal abuse Viswesvaran, C., 301 – 302 , 303 – 307 , 309 – 312 cultural dif erences concerning, 245 – 246 , Vogel, R. M., 158 – 159 , 250 – 251 257 – 259 voluntary behavior, counterproductive in Social Undermining Scale, 21 – 22 behavior and retaliation, 74 – 75 vertical individualism, 252 – 255 von Hentig, Hans, 121 – 125 Vessey, J. A., 327 – 328 vulnerability, in victim precipitation research, Veterans Health Administration (VHA), 1 0 1 – 1 0 7 3 3 9 – 3 4 3 victim blaming Waldo, Craig, 147 – 150 victim precipitation model linked to, Walker, D. D., 45 – 46 122 – 126 Wang, J., 335 – 339 in victimology research, 103 – 106 Wang, L., 250 – 251 victim precipitation model, 356 – 361 Wang, M., 250 – 251 abusive supervision and, 101 – 107 Wang, Y.- H., 246 – 248 criticism of, 122 – 125 warmth, stereotypes concerning, 138 – 139 dei ned, 121 Wasti, S. A., 246 – 248 , 252 – 255 failed legacy of, 131 Waters, S. F., 208 – 211 historical evolution of, 121 – 125 Watson, C. P., 103 – 106 perpetrator predation and, 129 – 131 Watson, S., 250 – 251 renaissance of, 125 – 126 Weiner, B., 107 – 109 social interactionist perspective Weische, J. S., 103 – 106 a n d , 3 5 8 – 3 6 1 Weiss, H., 359 – 361 workplace aggression and, 3 – 5 , 125 – 127 Welbourne, J. L., 252 – 255 victim’s perceptions. See also targets of Wessel, J. L., 166 – 168 aggression Wesselmann, E. D., 257 counterproductive behavior and retaliation West, T. V., 208 – 211 a n d , 7 4 – 7 5 Western culture, power distance orientation cultural dif erences in, 257 in, 250 – 251 measurements of workplace aggression Westman, M., 206 – 208 a n d , 1 0 – 1 2 Wheeler, L., 232 – 234 victimization research Wilkes, L., 286 – 290 abusive supervision and, 94 Williams, K. D., 257 c o p i n g m o d e l s a n d , 2 8 6 – 2 9 0 Williams, L. J., 203 crossover ef ects and, 208 – 211 Willis, R. E., 245 – 246 emotion- focused coping and, 274 – 275 withdrawal problem- focused coping in, 273 – 274 as coping mechanism, 273 – 274 third parties to aggression and, 172 – 173 , in Counterproductive Work Behavior 1 7 5 – 1 7 6 Checklist, 23 victimology. See also targets of aggression withholding actions, in Social Undermining perpetrator predation model, 127 – 131 S c a l e , 2 1 – 2 2 subordinate perceptions of abuse in, 98 witnessing of aggression, 168 subordinate proi les in, 103 – 106 Wolfgang, Marvin, 121 – 125 video- taped sessions women for abusive supervision research, 109 – 112 bias and stereotyping concerning, 138 – 139 situational judgment measures, 307 coping methods in, 281 Vinokur, A. D., 21 – 22 crossover ef ects and, 208 – 211 violence historical awareness of workplace aggression perceived likelihood of, 78 – 79 f o r , 3 2 4 – 3 2 5 victim precipitation model in crimes of, integrity test validity and, 306 – 307 121 – 125 outcomes of workplace aggression workplace aggression and climate of, 48 f o r , 7 9 – 8 1

393

Index 393

sampling research and underrepresentation organizational intervention in, 322 – 347 o f , 1 4 3 – 1 4 5 perpetrators and targets of, 3 – 5 underrepresentation in workplace and, personnel selection and reduction of, 1 3 9 – 1 4 1 2 9 6 – 3 1 7 work- family enrichment (WFE) theory, p r e v a l e n c e o f , 6 2 – 6 3 206 – 208 qualitative methodology concerning, work- family issues 3 6 1 – 3 6 2 crossover ef ects and, 203 – 204 , 205 theoretical considerations in, 356 – 361 organizational policies and, 206 – 208 victim precipitation of, 3 – 5 , 125 – 127 research on, 205 Workplace Aggression Institute, 328 – 332 spillover ef ects and, 203 , 205 workplace deviance, 13t. 1.1. , 19 – 20 , 21 workplace aggression and, 73 ostracism and, 221 – 223 workgroup tenure, subordinate’s perceptions of Workplace Deviance Scale, 9 – 10 abusive supervision and, 96 – 98 basic principles, 18 – 20 Working Women United, 324 – 325 psychometric properties, 19 – 20 workplace aggression scale development, 18 – 19 applications of research on, 363 – 366 Workplace Incivility Scale, 350 – 356 assessment, 3 Workplace Ostracism Scale, 354 – 356 b e h a v i o r a l r e s p o n s e s t o , 7 3 – 7 6 workplace support systems, 278 conceptualization of, 350 – 356 work- related behaviors consequences of, 3 in Negative Acts Questionnaire - Revised critique of research methodology on, r e s e a r c h , 1 5 – 1 8 1 4 2 – 1 4 7 social outcomes, 71 crossover and spillover ef ects research, 200 Wu, L., 43 – 44 , 251 – 252 dei n e d , 1 – 2 Wu, T.- Y., 246 – 248 empirical research on, 162 – 168 W u , W. , 4 3 – 4 4 , 2 5 1 – 2 5 2 environmental factors in, 3 , 34 – 54 experience sampling methodology X u , J . , 1 3 8 – 1 3 9 concerning, 362 – 363 future research issues in, 350 – 366 Yang, L., 48 – 49 historical awareness of, 324 – 325 Yoder, J. D., 139 – 141 interpersonal conl i c t a s f o r m o f , 1 4 – 1 5 interventions in, 322 – 324 Z a p f , D . , 2 8 3 – 2 8 5 measurement of, 9 – 29 Zedeck, S., 316 – 317