Predicting workplace aggression: reciprocal aggression, organizational, and individual antecedents

Theresa M. Glomb (Carlson School of Management, University of Minnesota)

International Journal of Organization Theory & Behavior

ISSN: 1093-4537

Publication date: 1 March 2010

Abstract

Although researchers have suggested that aggression is multiply determined, most studies examine only a small set of predictors, focusing on either situational or individual or reciprocal motives. Research has not studied extensively the relative strength of multiple antecedent sets. Using questionnaire data (n = 366), the current study examines eleven antecedents of employees engaging in aggression: situational antecedents (i.e., procedural, distributive, and interpersonal justice; organizational, work group, and job related stress), individual difference antecedents (i.e., Type A behavior, trait anger, reactions to anger), and reciprocal effects (i.e., being the target of aggression). Individual difference antecedents and being the target of aggression influence the frequency with which employees report engaging in aggression. Situational antecedents are not significant predictors once other antecedents are taken into account.

Citation

Glomb, T.M. (2010), "Predicting workplace aggression: reciprocal aggression, organizational, and individual antecedents", International Journal of Organization Theory & Behavior, Vol. 13 No. 2, pp. 249-291. https://doi.org/10.1108/IJOTB-13-02-2010-B005

Download as .RIS

Publisher

:

Emerald Publishing Limited

Copyright © 2010 by Pracademics Press

To read the full version of this content please select one of the options below

You may be able to access this content by logging in via Shibboleth, Open Athens or with your Emerald account.
To rent this content from Deepdyve, please click the button.
If you think you should have access to this content, click the button to contact our support team.