Workplace hostility: Defining and measuring the occurrence of hostility in the workforce
| Autor: | Ronald G. Downey, Meridith Pease Selden |
|---|---|
| Rok vydání: | 2012 |
| Předmět: |
Adult
Dominance-Subordination Male Adolescent media_common.quotation_subject Pilot Projects Hostility Personality Assessment Interviews as Topic Interpersonal relationship Terminology as Topic Dangerous Behavior medicine Humans Interpersonal Relations Occupations Students Workplace Occupational Health media_common Analysis of Variance Social perception Rehabilitation Public Health Environmental and Occupational Health Middle Aged Organizational Culture Distress Organizational Affiliation Social Perception Feeling Female Job satisfaction Industrial and organizational psychology medicine.symptom Psychology Social psychology Stress Psychological Clinical psychology |
| Zdroj: | Work. 42:93-105 |
| ISSN: | 1051-9815 |
| Popis: | Objectives The purpose of this study was to define a comprehensive construct, workplace hostility, encompassing sub-areas of harmful workplace behaviors. Key characteristics include: perception of the target, persistence, intentionality, nonphysical nature, and organizational affiliation. Participants Pilot study participants (N=42, students and N=35, workers) were small convenience samples. Main study participants (N=393, 70% female) were working individuals and almost 50% reported 1 to 5 years in their current jobs. Methods The two pilot studies collected were surveys face-to-face. The main study used on-line surveys. Results Based on the pilot studies, items from the Workplace Hostility Inventory (WHI) were judged as a reasonable set. Results from the main study suggested three subscales related to perceptions of being subjected to hostility: interference with work, denigration, and exclusion. Supervisors produced greater distress on all factors, but only exclusion predicted a desire to leave the organization. Distress was greater when the perpetrator was a woman or a group. After controlling for feelings toward coworkers and supervisors, WHI was not related to job satisfaction. Conclusions The WHI was found to be an inclusive construct, representing numerous concepts. The WHI is comprehensive and global, encompassing the previous overlap in existing research. |
| Databáze: | OpenAIRE |
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