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The sawmill shootings in British Columbia, Canada, resulted in fatalities and grievous injuries to workers, which have put a sensational face on workplace violence in the forestry sector. Yet, for all of the attention devoted after this horrific incident, to the growth and possible consequences of workplace violence, little empirical investigation has been done regarding the extent to which this type of violence may have permeated the sawmill forestry workplace in Canada; employees' experiences of workplace violence; employees' definition of workplace violence; the specific type of violence that occurs in sawmills; and the drivers of workplace violence as experienced and perceived by managers, union, and employees in the forestry sector context in British Columbia, Canada.

This research critically explores these questions to better understand employees' experiences of workplace violence, the problems of violence and its implications for workplace stress, well-being, leadership, and corporate governance. This research contributes to the workplace violence body of knowledge as it relates to employment in the forestry sector in British Columbia, Canada.

A mixed methodological approach was adopted using 367 questionnaire survey, 20 telephone interviews, and 2 focus groups lasting 45–60 minutes (managers and employees) were used to focus on managers, union, and employees' accounts of their own experiences and perceptions of workplace violence.

The analysis of the data in this study lends support to the conclusion that workplace violence waged against workers in the forestry sector is significantly different than the violence being perpetrated in other sectors and work settings. The findings further suggest that forestry workers work environment, communities, and activity contributes meaningfully to the differences in workplace violence experienced by Sawmill employees.

Insights obtained from this research can be used to develop educational tools and resources, and new policies to foster workplace practices conducive to reducing drivers to workplace violence, towards a more respectful workplace and overall employee well-being.

This chapter critically examines the dynamics that exists between workplace violence, employee well-being, and governance as experienced and perceived by employees in the Forestry context. The purpose of this research is to explore what signals the prevalence of workplace violence in the Forestry sector; to understand the consequences of workplace violence; to explore the degree to which workplace violence can be stopped; and how can employers strive for a violence “free” and healthy workplace. This chapter focuses on research into workplace violence in the Forestry sector in British Columbia, Canada.

A questionnaire survey, telephone interviews, and focus groups were used to focus on managers, union, and employees' verbal accounts of their own experiences and perceptions of workplace violence. Managers completed 367 questionnaire surveys. The union and employees from across five different organizations also completed the survey that was analyzed. Twenty semi-structured telephone interviews were conducted with each interview lasting 60–75 minutes, tape-recorded, and transcribed verbatim. Two focus groups were the one with 15 managers only and the other with 10 union representatives. Each focus group lasted 45–60 minutes, tape-recorded, and transcribed verbatim.

This research adopted an interpretivist approach, which allows a positivist and an interpretivist viewpoint that examines situations to establish the norm by using questionnaires, interviews, and focus groups. The mixed methodology is appropriate for addressing the research aims and provided insight into the lifeworld of participants, providing the opportunity for managers, union, and employees to share their personal experience of workplace violence. Using Interpretative Phenomenological Analysis (IPA) provided insight into the lifeworld of participants, providing the opportunity for employees, managers, and union representative to share their personal experience of workplace violence and its implications for governance, violence prevention, and employee well-being at work.

The data revealed that 13 key themes emerged as salient to forestry workers' perspective of workplace violence, the prevalence of violence, consequences of violence, prevention of violence, and how employers can strive toward a violent “free” and healthy workplace. These themes include Stress Management, Mental Health, Leadership Development, Trust, Employee Involvement and Engagement, Communication and Collaboration, Education and Training, Employee Violence Assistance Program, Violence Response Protocol, Respectful Workplace Culture, Job Redesign, Fear of Change, and Employee Appreciation. This research has relevance for employee well-being, leadership, governance, corporate social responsibility, and performance for practitioners and academics alike. The findings and insights from this research can be extrapolated to other organizations inBritish Columbia, Canada, and other parts of the world.

The recent global economic crisis affected workplaces in many countries, raising questions about the employees' situation. While most work-related studies in times of crises focus on job loss and unemployment, this study analyzes workplace violence in the wake of the 2008 economic crisis among municipal employees within care and education.

Mixed method approach was used for data collection; longitudinal online surveys and focus group interviews were used.

The prevalence of workplace violence increased between the three time points of the study, in particular in downsized workplaces. A higher proportion of employees working in care were exposed to threats and physical violence than employees in education as clients of employees in care services were more likely to lash out against employees due to cutbacks in services. Focus groups interviews indicated that the causes of increased workplace violence may be due to a spreading effect both from within and outside the workplace.

As workplace violence can have serious consequences for the health and well-being of employees, it is important for those who have responsibility for the work environment and occupational health in the workplace to design policies that take these findings into account.

Based on the mixed methods, longitudinal survey and focus group interviews, this study contributes to knowledge on workplace violence in times of economic crises. It shows that the prevalence of workplace violence increased not only directly after the economic collapse but also continued up to five years later.

The purpose of this paper is to explore the causes, forms, extent, and consequences of sexual harassment and sexual violence at public sector workplaces in Tanzania.

A total of 1,593 civil servants participated in the survey, which was conducted in the Mtwara Region of Tanzania. The quantitative data were complemented with the results from eight focus group discussions.

The study revealed that 21 percent of women and 12 percent of men had experienced sexual harassment personally. Overall, rural-based public servants had less knowledge of relevant policies, and experienced more sexual harassment than their urban colleagues. The majority of perpetrators were identified as men in senior positions; the majority of victims were recognized to be young female employees. Frequently reported behaviors included sexual bribery with regard to resource allocation, promotions, allowances, and other benefits.

Despite the existence of conducive legal and policy frameworks aimed at protecting employees from sexual harassment and violence, their implementation and effects were found to be limited. Only half of the study population was aware of the existing regulations. The study found that the majority of public servants who had knowledge on the issue had learned about sexual harassment in the context of an HIV/AIDS workplace program. This finding indicates that well-designed workplace interventions can play an important role in creating awareness, addressing gender stereotypes, and informing employees about their personal rights and responsibilities.

Sexual harassment and gender-based violence at the workplace has never been studied before in Tanzania. The study provides practical recommendations for future preventive interventions.

The modern workplace contains many physical and interpersonal hazards to employee physical and psychological health/well-being. This chapter integrates the literatures on occupational safety (i.e., accidents and injuries) and mistreatment (physical violence and psychological abuse). A model is provided linking environmental (climate and leadership), individual differences (demographics and personality), motivation, behavior, and outcomes. It notes that some of the same variables have been linked to both safety and mistreatment, such as safety climate, mistreatment climate, conscientiousness, and emotional stability.

This paper explores the retrospective construction of atrocity narratives of organizational change in primary industries of the Latrobe Valley, located in southeast Australia. Within their narratives, participants discuss various forms of workplace violence aimed at employees by management and, in some cases, other employees. In addition, shifting narratives from violence to resignation are explored. As all participants are no longer employed in the organizations described in the narratives, causal associations between workplace violence and resignation choices are of particular interest. In this context, atrocity narratives are presented in a deliberate effort to extend the theorizing of organizational change into domains that are neither attractive nor progressive.

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.

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.

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.

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.

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.

The present study aims to test the impact of workplace incivility and violence on doctors' turnover intentions. Besides, the present study also tested the mediating role of employees' burnout.

The population of the present study was doctors working in 20 public sector hospitals. Where 250 doctors working in emergency departments participated, the sample size was calculated through Krejcie and Morgan's table. The data analysis was conducted through SPSS and Smart-PLS.

Results of the present study supported all the relationships except the relationship between workplace violence and turnover intentions. More specifically, relationship between workplace incivility and turnover intentions was confirmed, and mediation effect of doctors' burnout was also confirmed.

This present study is novel in a way that this study framed the study model using conservative resource theory and social cognitive theory covering both employees cognitive and external factors. Further, the nexus “workplace incivility → workplace violence → job burnout → turnover intentions” was tested for the first time, hence making a valuable addition to the body of literature. Further this study is a contribution to healthcare literature in context of incivility, violence, burnout, and turnover. Burnout is first time explored as moderator with workplace incivility which is another contribution.

Aged-care work has become an extreme form of work. Anti-violence HRM, comprising practices to combat workplace violence, is important in an industry with widespread violence. In this paper, we employ social exchange theory to better understand the effect of anti-violence HRM and trust in the manager on perceived nurse and PCA cynicism working in Australian aged care facilities and their subsequent intention to leave.

This study used a mixed method with two stages. Stage 1 comprised semi-structured interviews with 10 managers and 50 nurses and PCAs working in Australian aged care facilities. Stage 2 comprised a survey of nurses and PCAs with a total of 254 completed responses in Time 1 (first wave) and 225 completed responses in Time 2 (second wave).

We tested three hypotheses and reported that interestingly anti-violence HRM was positively associated with organisational cynicism. Organisational cynicism mediated the relationship between anti-violence HRM and intention to leave. Worker trust in the manager moderated the relationship between anti-violence HRM practices and organisational cynicism, such that high levels of trust in the manager increased the effect of anti-violence HRM practices to reduce organisational cynicism and subsequently reduce intention to leave.

We find evidence that in aged care, workers' trust in their managers is critical for effectual anti-violence HRM. We argue that implementation of HRM practices may be more complex in extreme work settings. It is crucial to study HRM in situ and understand the root of social exchange(s) as a foundation for HRM to influence employee attitudes and behaviour.

The objective of this study is to examine the factors that contribute to workplace violence in one of the higher education institutes that is based in Malaysia.

The paper's approach is to use a survey, SPSS and multiple regression analysis.

The findings show that there is a positive significant relationship between the working environment and workplace violence, while the other factors, co‐worker relationship and management style, show no relationship with workplace violence.

The study will improve management understanding of which factors affect workplace violence. By increasing their knowledge on the above, this can assist the management to take preventive action to minimize workplace violence in the organization.