Kathryne E. Dupré

Predicting workplace aggression: a meta-analysis.

The authors conducted a meta-analysis of 57 empirical studies (59 samples) concerning enacted workplace aggression to answer 3 research questions. First, what are the individual and situational predictors of interpersonal and organizational aggression? Second, within interpersonal aggression, are there different predictors of supervisor- and coworker-targeted aggression? Third, what are the relative contributions of individual (i.e., trait anger, negative affectivity, and biological sex) and situational (i.e., injustice, job dissatisfaction, interpersonal conflict, situational constraints, and poor leadership) factors in explaining interpersonal and organizational aggression? Results show that both individual and situational factors predict aggression and that the pattern of predictors is target specific. Implications for future research are discussed.

Predicting Workplace Aggression and Violence

Consistent with the relative recency of research on workplace aggression and the considerable media attention given to high-profile incidents, numerous myths about the nature of workplace aggression have emerged. In this review, we examine these myths from an evidence-based perspective, bringing greater clarity to our understanding of the predictors of workplace aggression. We conclude by pointing to the need for more research focusing on construct validity and prevention issues as well as for methodologies that minimize the likelihood of mono-method bias and that strengthen the ability to make causal inferences.

Revisiting the comparative outcomes of workplace aggression and sexual harassment.

We focus on the differential outcomes associated with experiencing workplace aggression and sexual harassment by a supervisor. To do so, we identify and empirically address several issues within current workplace aggression and sexual harassment research, including the need to (a) conceptualize their multidimensional nature, (b) contrast comparable dimensions between the two, (c) recognize and control for covictimization, and (d) consider the role of target gender. Data were analyzed using multiple regression and dominance analyses on a sample of 467 employed women (M age = 40 years). Results showed that all forms of sexual harassment were more strongly associated with work withdrawal and psychological well-being than comparable forms of workplace aggression. Nonphysical workplace aggression accounted for more of the variance in attitudinal outcomes (job, coworker and supervisor satisfaction, intent to quit, commitment) than nonphysical sexual harassment. Sexual harassment accounted for more of the variance than workplace aggression in all outcomes when the harassment and aggression involved some form of threatened or actual physical contact. Conceptual and methodological issues are discussed.

Rural youth and emotional geographies: how photovoice and words-alone methods tell different stories of place

In this paper we discuss how photovoice and words-alone methods used in a study with young people living in communities on the west coast of Newfoundland, Canada, helped to tell different stories of rurality. Instead of the dominant narrative of rural decline in the focus groups and interviews with youth, through photovoice young people talked more positively about their home places. Drawing on recent work on emotional geographies and combining realist and constructionist frameworks, we argue that the photographs represent culturally accepted and appropriate ways of thinking, talking, and feeling about place, and that these shared affective practices provide a sense of community and continuity in a context of uncertainty in fisheries communities. It is our contention that such shared practices offer a strategy to deal with, indeed to heal, the damaging impact of the near extinction of fisheries stocks by maintaining a stable sense of self and place.

Perceived organizational support, employee health and emotions

Purpose – The purpose of this paper is to examine work‐related emotion as a mechanism explaining the relationship between perceived organizational support (POS) and employee physical health.Design/methodology/approach – Study participants were employees at a large Canadian health care organization (n=72). A survey methodology was utilized.Findings – POS was positively related to physical health. Negative emotion fully mediated this relationship between POS and health, and positive emotion was found to partially mediate this relationship.Research limitations/implications – Cross sectional survey data is one potential limitation. Findings suggest that further investigation of the links between POS, positive and negative job‐related emotion and physical health would be a fruitful avenue of research.Practical implications – Organizations can increase POS through actions that have been investigated in past research. Increasing POS would appear to be one avenue that an organization can utilize to positively inf...

Advancing employee engagement through a healthy workplace strategy

Background In recent years, there has been increased focus on improving the quality of the working lives of staff in health care organizations. Research shows that improvements can be achieved through a comprehensive organizational approach to workplace health. Improved worker engagement is a realizable outcome of such an approach, provided that it is based on reliable and relevant data and is tailored to the specific environment in which it is being implemented. Assessment of problem An intervention project was designed to develop an organization-wide approach to employee workplace health. A comprehensive health risk assessment was undertaken, along with a staff survey on workplace culture, individual health practice and environmental effects on physical health. Results In general, the findings present a positive picture of the culture and factors that influence psychological wellbeing. However, improvement is needed in some areas: satisfaction is only marginally outweighing stress, and musculoskeletal disorders account for much absenteeism. Employee health needs include weight management, improving fitness and nutrition, and decreasing coronary risk. Strategies for change Results have prompted this organization to pursue the development of a Healthy Workplace Policy that will be used as a filter for all other policies relating to workplace culture, environment and practice, and have provided the impetus and focus to review the organization of employee health services. Lessons learned Three major administrative activities are necessary to move from planning to sustained action: ensure adherence of all staff to any policy derived from a health risk assessment; ensure staff feel proposed changes are relevant and important; and create a road map to guide the development of a strategic and an implementation plan. The findings outlined in this report can be addressed by organizations that are willing to commit to a comprehensive approach to workplace health.

Harm to Those Who Serve: Effects of Direct and Vicarious Customer-Initiated Workplace Aggression

While there is a large body of research on the effects of being a direct target of workplace aggression, there is far less research on the vicarious experience of aggression at work, despite the fact that more people experience workplace aggression vicariously (i.e., observe it or hear about it) than they do directly. In this study, we develop and test a model of the effects of direct and vicarious exposure to aggression that is directed at employees by customers. Structural equation modeling provided support for the proposed model, in which direct and vicarious workplace aggression influences the perceived risk of future workplace aggression, which in turn affects organizational attachment (affective commitment and turnover intentions) and individual well-being (psychological and physical). Conceptual research and policy implications are discussed.

Playing in the woods: youth, leisure and the performance of gender relations in rural Newfoundland

Based on qualitative interviews and focus groups with youth (12–24 years) living in rural, coastal Newfoundland, Canada, we examine how leisure practices within this context served to reproduce and naturalize localized gender relations. More specifically, we argue that the participants drew upon dominant discursive constructions of rural leisure to reiteratively enact a binary distinction between the ‘town’ as a space of constraint, youth-adult tensions, and consumerism in contrast to the freedom and privacy of the ‘woods’. This dichotomy was mapped onto gender binaries, where the town was coded as feminine and the woods, masculine. We argue that these constructions served to mark the boundaries of normative gender leisure practices in the production of embodied gender subjectivities.

Comparing Perceived Injustices From Supervisors and Romantic Partners as Predictors of Aggression

To examine the predictive effects of perceived injustice in two different interpersonal relationships (i.e., working relationship with a supervisor, romantic relationship with a partner) on aggression enacted in those relationships, we computed a series of multilevel regressions on 62 heterosexual couples with all 124 partners employed part-time and working for different supervisors. Higher levels of perceived supervisor injustice predicted higher supervisor-directed aggression, whereas higher levels of perceived partner injustice predicted lower supervisor-directed aggression. An interaction between perceived partner injustice and anger predicted higher levels of partner-directed aggression. Implications and recommendations for future research on the relationship specificity of perceived injustice are discussed.

“The fishery went away”: The impacts of long-term fishery closures on young people's experience and perception of fisheries employment in Newfoundland coastal communities

There is a growing body of research documenting the impacts of fisheries collapses on communities and fisheries workers. Less attention has been paid to the sustainable use of fisheries resources so that future generations have access to these resources, or to the creation of mechanisms that might contribute to the intergenerational continuity of recruitment of fisheries workers and the regeneration of fisheries communities. In this paper we report on young people’s experiences and perceptions of fisheries employment in Newfoundland and Labrador to deepen our understanding of the resiliency of small-scale fisheries. We found that these young people’s experiences of fisheries employment are extremely limited and their perceptions of the quality of fisheries work is primarily negative while, at the same time, they recognize its importance to the vitality of their communities. We argue that stock collapses and subsequent downsizing and regulatory changes in the industry have disrupted intergenerational continuity in fisheries work and shaped how young people view their communities and options.