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1 – 10 of over 7000Arpita Agnihotri and Saurabh Bhattacharya
The purpose of this paper is to discuss the adverse impact of a female executive’s fraudulent behaviour on other female employees working in the same organisation.
Abstract
Purpose
The purpose of this paper is to discuss the adverse impact of a female executive’s fraudulent behaviour on other female employees working in the same organisation.
Design/methodology/approach
This developmental study uses a comprehensive literature review and a set of propositions to identify the consequences of a female’s fraudulent activity on other female employees working in the focal organisation. It develops a conceptual framework for the same. Propositions are further supported by five focus group interviews.
Findings
Leveraging stigma-by-association theory, the paper asserts that fraud committed by one female executive in an organisation enhances discriminatory practices against other female employees in the organisation. The level of adverse impact is contingent on the seniority of the female executive committing the fraud, severity of the fraud, gender of the other female employees’ managers and diversity in culture in the organisation.
Research limitations/implications
This paper extends the stigma-by-association theory. In its original spirit, the theory describes how individuals who keep company with stigmatised individuals are also stigmatised. This study asserts that for this effect to take place, especially under fraudulent conditions, mere group affiliation, such as working in the same organisation, may cause an adverse effect on other women.
Originality/value
The paper is based on a rich conceptual and theoretical discussion that identifies the key consequences of a female executive’s fraudulent activity in an organisation. The study also conceptually establishes the moderating relationship between a female executive’s fraudulent activity and several key organisation-level variables.
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Tamar Fischer, Lisa Van Reemst and Jessica De Jong
The purpose of this paper is to explore to what extent job, organizational, and personal characteristics independently contribute to the prediction of workplace victimization of…
Abstract
Purpose
The purpose of this paper is to explore to what extent job, organizational, and personal characteristics independently contribute to the prediction of workplace victimization of local government employees in the Netherlands. The existence of interactions between personal and context (job and organizational) characteristics is also explored.
Design/methodology/approach
Structured survey data measured the frequency of victimization involving three types of incidents: verbal aggression; threats; and physical violence. Associations with job and personal factors and interaction effects were studied using bivariate and multivariate analyses.
Findings
Contact frequency, perceived work stress, and type of job held by local government employees are the strongest correlates of workplace aggression. Self-efficacy in employees’ conflict management skills shows an unexpected positive association with the level of experienced aggression, especially in organizations that have low levels of prevention measures.
Research limitations/implications
Because of the cross-sectional design of the study, no definite causal conclusions can be drawn. Common-method bias in the measurements may have led to systematic bias.
Originality/value
This study presents an integrated model of correlates of public-initiated workplace aggression toward a population that is understudied: namely, local government employees. It also provides first insights into how job, organizational, and personal correlates of workplace victimization interact in this population.
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Anat Toder Alon, Avichai Shuv-Ami and Liad Bareket-Bojmel
The current study postulated that fans' social identities (derived from the team sport clubs of which they perceive themselves to be members) coexist with their personal…
Abstract
Purpose
The current study postulated that fans' social identities (derived from the team sport clubs of which they perceive themselves to be members) coexist with their personal identities (derived from views of themselves as unique, individual sport fans). The study examined the relationship between identity salience and both positive and negative aspects of fans' attitudes, emotions and behaviours.
Design/methodology/approach
Seven hundred and twelve (712) Israeli professional football fans participated in this study. The study employed a survey drawn from an Internet panel with more than fifty thousand members.
Findings
Utilizing structural equation modelling (SEM), the authors demonstrated that while social identity salience is related to positive aspects of being a sport fan (love of a favourite team and loyalty), it is also related to negative aspects of being a sport fan (hatred and perceptions of the appropriateness of fan aggression). Personal identity salience was found to be related to the decrease in negative outcomes of being a fan (hatred and perceptions of the appropriateness of fan aggression).
Research limitations/implications
Marketers and sport organizations will benefit from stimulating sport fans' personal identity salience to mitigate possible negative consequences of team affiliation.
Originality/value
The current study expands upon past sport management studies by demonstrating the existence of relationships between sport fans' identity salience and their emotions, attitudes and behaviours. The identity salience of fans is relevant from both academic and applicative perspectives.
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The widespread use of information and communication technologies enables consumers to obtain and share information whenever they feel the urge. With the advent of review websites…
Abstract
Purpose
The widespread use of information and communication technologies enables consumers to obtain and share information whenever they feel the urge. With the advent of review websites and forums, companies and business owners may find themselves victims of consumer cyber aggression, which can hurt a company badly. This study aims to explore why consumers would engage in cyber aggression against companies, and to that end, it examines consumers’ ethical orientation and other possible drivers of cyber aggression.
Design/methodology/approach
To examine how ethical orientation affects consumers’ intention to engage in cyber aggression, a scenario-based 2 × 2 (deontological: moral/immoral × teleological: good result/bad result) between-subject experimental design is used. Moreover, 26 possible drivers in related literature are identified and included in a questionnaire administered to 226 college students.
Findings
The results show that adult consumers’ deontological and teleological evaluations significantly affect their ethical judgment about engaging in cyber aggression, which further impacts their intention to perpetrate an act of cyber aggression. Moreover, the study identifies six factors contributing to cyber aggression engagement as follows: personal aggressiveness, ease of perpetration, internet negativity, personal gains, helping the company and recreation.
Originality/value
Cyber aggression is generally viewed as interpersonal violence among adolescents. This study views cyber aggression from a different perspective and it is one of the few studies to look at adult consumers’ motivations to engage in cyber aggression against companies. The findings of this study can help firms understand why their customers attack them online, and understanding that will enable businesses to formulate more effective responses to attacks.
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Lori Anderson Snyder, Peter Y. Chen, Paula L. Grubb, Rashaun K. Roberts, Steven L. Sauter and Naomi G. Swanson
This chapter examines aggression at work perpetrated by individual insiders by bringing together streams of research that have often been examined separately. A comparison of the…
Abstract
This chapter examines aggression at work perpetrated by individual insiders by bringing together streams of research that have often been examined separately. A comparison of the similarities and differences of aggression toward individuals, such as verbal abuse or physical attack, and aggression toward organizations, such as embezzlement or work slowdowns, is shown to provide important insights about the causes and consequences of workplace aggression. We propose a comprehensive model based on the integration of prior theoretical treatments and empirical findings. The model attempts to offer a framework to systematically examine psychological and organizational mechanisms underlying workplace aggression, and to explain the reasons why workplace violence policies and procedures sometimes fail. A set of research propositions is also suggested to assist in achieving this end in future research.
Stacey Kent, Ashlea C. Troth and Peter J. Jordan
Aggression in the workplace has increasingly become a focus of organizational behavior research given its debilitating effects on employees and consistent links to reduced…
Abstract
Aggression in the workplace has increasingly become a focus of organizational behavior research given its debilitating effects on employees and consistent links to reduced organizational performance. The current literature on workplace aggression presents a bewildering array of definitions with overlapping meanings creating confusion for researchers and academics. In response to this, we consider a range of definitions of workplace aggression and build a taxonomy of workplace aggressive behaviors based on four dimensions: intensity, impact, intentionality, and indirect/direct aggression. This chapter contributes to the field offering a taxonomy of aggressive behaviors at work that can be used in subsequent research.
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Jeremy R. Brees, Jeremy Mackey and Mark J. Martinko
This paper emphasizes that employee attributional processing is a vital element in understanding employee aggression in organizations. The purpose of this paper is to summarize…
Abstract
Purpose
This paper emphasizes that employee attributional processing is a vital element in understanding employee aggression in organizations. The purpose of this paper is to summarize attributional perspectives and integrate recent theoretical advances into a comprehensive model.
Design/methodology/approach
The paper achieved its objectives by reviewing and integrating research and theories on aggression, cognitive processing, and attribution processes to explain how employee aggression unfolds in the workplace. Propositions are suggested.
Findings
It was found that early conceptualizations proposing that employee attributions and attribution styles would play important and significant roles in predicting employee aggression were supported by recent research enabling theoretical advancements.
Originality/value
Over the last 15 years, research advances show how attributions influence employee aggression. This paper integrates recent theoretical advances with prior empirical evidence and provides a comprehensive model exhibiting how attributions influence aggression in the workplace.
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Robert E. Allen and Margaret A. Lucero
This study empirically examined the antecedents of verbal and physical assaults on managers perpetrated by subordinate employees. A model was presented and hypotheses developed…
Abstract
This study empirically examined the antecedents of verbal and physical assaults on managers perpetrated by subordinate employees. A model was presented and hypotheses developed that were tested with data obtained through the content analysis of published arbitration decisions. The findings indicated that such assaults were more likely to be verbal than physical, preceded by aversive treatment, and targeted at managers directly involved in the negative outcomes. Additionally, the severity of the incident varied across the different types of triggering events. Individuals who had been aggressive in the past but had not been disciplined were more likely to subsequently engage in physical than verbal assaults. The implications of these findings for future research and organizational practices were also discussed.
Gina Myers and Christopher Kowal
Violence toward frontline health-care workers (HCWs) from patients and visitors is a pervasive issue that ranges from verbal and psychological abuse to physical assault. The…
Abstract
Purpose
Violence toward frontline health-care workers (HCWs) from patients and visitors is a pervasive issue that ranges from verbal and psychological abuse to physical assault. The emergence of the COVID-19 pandemic has led to increased reports of escalated verbal workplace aggressions (VWPAs); however, most studies have been conducted internationally. Studies based in the USA have focused on physical violence experienced by nurses and paramedics in emergency situations. The purpose of this study is to learn about the experiences of different levels of frontline HCWs with VWPA from patients and visitors and discover ways to address this issue.
Design/methodology/approach
This qualitative descriptive study asked registered nurses, licensed practical nurses and patient care technicians from one health-care system about their experiences with patient and visitor VWPA using an anonymous, voluntary open-ended survey and in-person interviews. In all, 31 participants completed the survey and 2 were interviewed. Data were analyzed using content analysis.
Findings
Three themes emerged from the data: the experience, moving through and moving forward. Frontline HCWs described experiences of VWPA, indicating its forms, frequency and conditions. They used coping, along with personal and professional measures, to manage and move through the situation. Moving forward was captured as suggestions for the future and conveyed hope for a perfect state.
Originality/value
The experiences of frontline HCWs offered insight into how they perceive and cope with difficult encounters. Recommendations relate to not only implementing interventions that support frontline HCWs but also creating a culture where aggression is not tolerated and addressing perpetrator behavior is a priority.
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Bradley John Olson, Debra L. Nelson and Satyanarayana Parayitam
The paper aims to incorporate a sensemaking framework that augments research on organizational justice and aggression.
Abstract
Purpose
The paper aims to incorporate a sensemaking framework that augments research on organizational justice and aggression.
Design/methodology/approach
Sensemaking is used as a basis for designing an aggression model. Organizational justice and attribution theory are key components of sensemaking triggers. In addition, the model includes both organizational and personal influences on the sensemaking process. Finally, information processing theory provides explanations as to the importance of retrospect in sensemaking.
Findings
The sensemaking framework: presents the workplace antecedents of the sensemaking process; specifies the sensemaking triggers that provoke aggressive responses; identifies the individual and organizational factors that affect both the sensemaking triggers and the link between triggers and aggressive behaviors; and incorporates a full range of aggressive behaviors (e.g. violence, verbal abuse, or refusal to return telephone calls) that occur in organizations.
Practical implications
The paper proposes that by taking a sensemaking perspective, leaders can understand and proactively manage aggressive behavior in the workplace.
Originality/value
This paper provides a comprehensive aggression model that can assist both researchers and practitioners regarding the sensemaking process and its role in workplace aggression.
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