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The impact that workplace aggression has on organizations and its members has become a focal point for organizational research. To date, studies have primarily examined the perpetrator of workplace aggression, specifically their personality traits. In this chapter, we draw on Institutional Theory to better understand a specific form of workplace aggression, indirect (covert) aggression. We specifically present a model that shows how the normative pressures and social roles within an institution influence the aggressive actions by employees as well as the scripts employees utilize in response to indirect aggression. We assert that an examination of how scripts are used to respond to indirect aggression will be especially helpful in understanding how institutional pressures influence this type of workplace aggression within organizations.

One way of thinking about “theory” in sociology is that theory is the ideas, concepts, and frames, which we get from reading the insights, interpretations, and explanations of other sociologists. Doing theory is about being in a conversation with the discipline. It is in this spirit that I approach talking about theory in the work of my colleague, Peter Hall. This idea of theory as conversation is particularly apt for talking about Peter’s work, about Symbolic Interactionism today, and Peter Hall’s contribution to it.