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This paper aims to examine three recent papers on discrimination and exclusion that happen on a day-to-day basis in social interactions, known as micro-aggressions.

The author searched for recent papers on discrimination in the databases Psyc INFO and ASSIA. Three papers were selected addressing a common theme published within the past 24 months.

All three papers concern a US context. The first reports experiences of women with physical disabilities in relation to micro-aggressions. Based on focus groups with 30 women, micro-aggressions appear to be common and some cause considerable distress. The second paper reports experiences of 65 mental health peer support workers in a range of mental health services and finds micro-aggressions common for them too. The third paper goes beyond occurrence and type of micro-aggressions. Based on existing research, it proposes how members of marginalised racial groups can tackle micro-aggressions, whether they are the target, an ally or a bystander.

These papers show clear examples of micro-aggressions, making them easier to see. While the first two papers are each the first to document micro-aggressions for specific marginalised groups, the third paper is the first to bring together practical ways to tackle micro-aggressions in day-to-day life. There is potential for this to help bring about increased social inclusion and equity for a range of marginalised groups, and for a resultant benefit in the mental and physical well-being of many people.

Despite a tendency by criminologists and practitioners to deny female aggression and assume the inevitability of male aggression, this article, based on interviews with young men and women supervised by an inner London youth offending team, argues that both males and females experience and direct their aggression in similar ways. It contends that the finding of this study indicates that, among these young people, conceptions of appropriate gendered behaviour, and hence conceptions of masculinity and femininity, are continuously evolving.

This preliminary study aims to investigate and describe aggression-supportive normative beliefs among patients of a high-secure hospital.

Therapy data from a sample of high-secure forensic hospital patients (N = 11) who had participated in Life Minus Violence-Enhanced, a long-term violence therapy, was examined using interpretative phenomenological analysis (IPA). During therapy, cognitions linked to past incidences of aggression were explored using aggression choice chains.

IPA was applied to data generated through this process to examine the presence and nature of normative beliefs reported, identifying seven themes: rules for aggressive behaviour; use of violence to obtain revenge; processing emotions with violence; surviving in a threatening world; do not become a victim; using violence to maintain status; and prosocial beliefs.

Findings demonstrate that forensic patients have specific aggression-supportive normative beliefs, which may be malleable. Limitations and implications are discussed.

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.

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.

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.

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.

The authors tested whether the effect of alcohol consumption during work hours on workplace aggression was influenced by the combined impact of individuals' job insecurity and love of the job.

The authors employed a time-lagged design whereby 325 working adults (166 men; 159 women) provided data at two time points. Respondents were asked to report their typical alcohol consumption volume in a workday, the extent to which they loved their job, and how insecure they felt about their job. Approximately one week later, respondents completed a workplace aggression measure.

A substantial positive relationship was observed between the volume of alcohol consumed during work hours and the likelihood of aggressive acts. Beyond this preliminary finding, the authors found evidence for a three-way interaction. It appears that the fear of losing a beloved job creates a condition under which the drinking-aggression relationship is particularly strong.

Besides formal rules deterring alcohol consumption during work hours, managers may look to implement measures that nurture a sense of job love and job security, which can be beneficial in preventing aggression resulting from drinking in the workplace.

By examining alcohol consumption during a typical workday, the study captures the contextual and proximal effects of drinking, which are often not observed in workplace-focused studies that operationalize alcohol consumption in general terms. The findings also suggest that if employees who drink during work hours are afraid of losing the job they love, a particularly stressful situation is created in which workplace aggression is more likely to happen.

The risk of aggression is higher among people with psychiatric disorders. This study aims to determine the association of aggression with schizophrenia, bipolar disorder (BD) and major depressive disorder (MDD) in patients referred to Shahid Beheshti Teaching Hospital in Kerman.

This was a cross-sectional study of 518 patients diagnosed with schizophrenia, BD and MDD who met the inclusion criteria and were compared with a comparison group. All participants completed the Buss–Perry Aggression Questionnaire (BPAQ). Independent samples t-test and Pearson correlation coefficient were used to investigate the relationship between the score of BPAQ and other variables. The Beck Depression Inventory (BDI-13), Young Mania Rating Scale (YMRS) and Positive and Negative Symptom Scale (PANSS) were completed by MDD, BD and schizophrenia patients, respectively.

The mean score of total aggression and its components in the comparison group was significantly (P-value = 0.001) lower than that of the other groups. However, no significant difference was observed between the three schizophrenia, MDD and BD groups. The total aggression score of BPAQ had a significant positive correlation with BDI-13 and YMRS and a significant negative correlation with the PANSS score. Single patients with schizophrenia and people in the comparison group with lower education levels had a higher total aggression score.

Suffering from BD, MDD and schizophrenia, especially in single patients with a lower education level, is associated with physical and verbal aggression, anger and hostility, which emphasizes the need for periodic examination and screening of aggressive behaviors in these patients.

This research aims to examine the cognitive appraisals of frontline employees (FLEs) when dealing with aggressive customers and the impact on their well-being, as well as several moderator effects, in a collectivist, Eastern culture.

A critical incident technique reveals the cognitive appraisal of FLEs who had recently experienced customer aggression. Data were collected through qualitative, in-depth interviews with 35 FLEs in customer-facing roles in Thailand.

The FLEs perceived threats to self-esteem, physical well-being, goal completion at work, fairness or equity and sense of control when dealing with customer aggression. These cognitive appraisals affected their psychological well-being in the form of negative affectivity, anxiety, depression and stress. Importantly, factors that moderate (exacerbate or weaken) the impact of customer aggression on cognitive appraisal, and cognitive appraisal on psychological well-being were revealed, including “customer is always right” philosophy, social status, public versus private context and social support.

Organisations should pay more attention to FLEs’ psychological well-being and how they interpret and deal with customers’ misbehaviour and aggression. The research identifies factors that moderate the impact of customer aggression on psychological well-being.

This is the first empirical paper that has examined how FLEs cope with customer aggression in a collectivist, south-east Asian context where social norms calibrate FLEs’ responses to customer aggression. It is also the first research that adopts a contingency approach to understanding how FLEs cope with customer aggression – i.e. when faced with customer aggression, under what contingency conditions do FLEs cognitive appraisals have a stronger or weaker impact on their psychological well-being?

Previous research on pedagogical reforms has seldom looked at how reform may contribute to aggression in school organizations. The purpose of this paper is to hypothesize that teachers’ disengagement from school mediates the tendency for teachers to manifest aggression when they are implementing pedagogical reform in school. Behind this hypothesis is the assumption that people are bound to encounter obstacles when implementing changes, and the resultant frustration can easily grow into feelings of disengagement and aggression which block the changes.

In total, 845 teachers in 30 secondary schools in Hong Kong were surveyed and path analysis employed to look at how constraint in an organization and feeling of disengagement within the school hampers the successful implementation of reform towards constructivist pedagogy.

Results of the study suggest that feelings of disengagement amplify the negative impact of instructional change and cause aggressive impulses within the school to intensify, but support from school can significantly reduce the feelings of disengagement and constraint experienced by teachers. Findings of the study contribute to a deeper understanding of the dynamics of change and its impacts on school organizations.

Although some studies have looked at workplace aggression in a school setting, there is no work being done to look at how mandated school reform contributes to workplace aggression.

Findings are mixed with regard to the link between contact sport participation and aggression. One possibility is that contact sport participation may be associated with instrumental aggression but not hostile aggression. The purpose of this paper is to employ a quasi-experimental design to investigate the prediction that young men who regularly participated in contact sports during high school, compared to those who did not, exhibit a greater disposition toward aggression in response to a non-provoking situation (instrumental aggression) and no dispositional difference in response to a provoking situation (hostile aggression).

The Taylor Aggression Paradigm was used to manipulate three levels of provocation (no provocation, low provocation, high provocation) and observe aggressive behavior in participants who varied in contact sport participants (yes, no).

Results indicated a significant two-way interaction between provocation level and contact sport participation such that contact sport participation positively predicted aggression before provocation was initiated (instrumental aggression), not after (hostile aggression).

This is one of only a limited number of studies to examine the link between contact sport participation and aggression at varying levels of provocation. Findings suggest the form of aggression associated with contact sport participation is predominately instrumental.

In Dutch detainee care custodial transport police officers experience high levels of aggression and violence from detainees. Being a first of its kind in the Netherlands, the purpose of this paper is to unravel the true nature and origins of such workplace aggression against transport officers and focuses on the role of street-level leadership and leadership by management for its mitigation and prevention.

Unique in such closed institutions as the prison system, the study employs an extensive mixed methods approach, combining observations, interviews and survey data collected among transport officers and detainees in 2012-2013.

The research shows that within the exercised street-level leadership of transport officers especially staff orientation towards detainees has great impact. Perceived inappropriate treatment is likely to increase detainees’ aggressive behaviours, with potentially detrimental effects such as heightened levels of officers’ job stress, decreased safety and decreased quality of detainee transport. The solutions offered indicate that while transport officers could benefit from a supportive staff orientation, transport police management might need to pay more attention to rule enforcement leadership within their efforts to optimize working conditions.

The major practical implication of this research is the potential impact of training in affecting the decisions of frontline public employees in a way that their street-level leadership practices manifest the organizational values and alignment with societal values to ensure an adequate public sector service delivery.