Michelle Inness

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.

Loving one's job: Construct development and implications for individual well-being

We introduce the construct of loving ones job as an overlooked, but potentially informative, construct for organizational research. Following both empirical findings and theoretical developments in other domains we suggest that love of the job comprises a passion for the work itself, commitment to the employing organization, and high-quality intimate relationships with coworkers. We also suggest that love of the job is a taxonic rather than a dimensional construct – one either loves their job or does not. In addition, we propose that loving your job is on the whole beneficial to individual well-being. Within this broad context, however, we suggest that loving ones job may buffer the effect of some stressors while at the same time increase vulnerability to others. These suggestions provide some initial direction for research focused on the love of ones job.

Gender, mood state, and justice preference: Do mood states moderate gender‐based norms of justice?

The present study extends research on distributive justice by investigating whether a persons mood state moderates the robust effects of gender norms on allocation decisions. One hundred and eighty undergraduates (90 men: 90 women) were asked to undergo a mood induction procedure in which they were randomly assigned to a positive, negative, or neutral mood condition, and to work on a task with either a male or female co-worker (confederate). This resulted in a 2 (gender of participant) x 2 (gender of confederate) x 3 (positive vs. neutral vs. negative mood) between-subjects factorial design. Following completion of the task, participants were informed that they did 60% of the work and their co-worker did 40%. They were then asked to divide money between themselves and their co-worker in a way that they considered fair. The analysis revealed a three-way interaction in participants self-payment whereby men in a negative mood, working with other men took more pay for themselves than did participants in all other conditions. Specifically, 60% of the participants in this condition, allocated the payment either equitably or in a manner suggesting even greater self-interest. These results support the view that gender effects are strongly influenced by the presence of other relevant contextual cues.

Help seeking by health professionals for addiction: A mixed studies review

BACKGROUND When health professionals practice with active and untreated addiction, it is a complex occupational and professional issue impacting numerous stakeholders. Health professionals are responsive to evidence-based addiction interventions and their return-to-work has been demonstrated to be achievable, sustainable and safe. Facilitating help seeking in health professionals with addiction is a priority for reducing associated risks to their health and to patient safety. AIM The purpose of this study was to identify the process by which health professionals seek help for addiction, and factors that facilitate and deter help seeking, through a review of the qualitative and quantitative literature. METHODS Both phases of this sequential mixed studies review followed the standard systematic review steps of: (1) identifying the review question, (2) defining eligibility criteria, (3) applying an extensive search strategy, (4) independent screening of titles and abstracts, (5) selecting relevant studies based on reviewing the full text, (6) appraising the quality of included studies, and (7) synthesizing the study findings. Our two searches of five databases from 1995 to 2015 resulted in the inclusion of eight qualitative and twenty-three quantitative studies. We first conducted a meta-synthesis of the qualitative literature to garner an understanding of the help seeking process for health professionals for addiction. We then conducted a narrative synthesis of the quantitative studies to generalize these findings through examining the data for convergent, complementary or divergent results. RESULTS Synthesis of the included qualitative studies revealed that the professional and experiential context of healthcare compromised the health professionals readiness to seek help for addiction. Typically, a pivotal event initiated the help seeking process. The studies in the quantitative review identified that help seeking most often resulted from reports of adverse events to formal organizations such as their employer and regulatory bodies. This process does not adequately address the scope of health professionals requiring help for addiction. Informal sources such as colleagues and family, often aware of the addiction earlier, preferred referral to voluntary, confidential treatment programs. CONCLUSIONS Facilitating the help seeking process for health professionals with addiction in as effective strategy to reduce the associated risks to the health professional, their families and colleagues, their employers and regulatory bodies, and to the general public. Our findings suggest that intervention is possible at multiple points in the help seeking process for health professionals with addiction. Confidential, compassionate and supportive alternatives offer potential for closing this gap.

Alternative work arrangements and employee well being

One significant trend in human resource practice that dominated the 1990s was the move away from traditional, full-time employment toward a variety of different forms of alternative work arrangements. Accompanying this trend was a growing concern about the effects of alternative forms of work for well being. We first review the different forms of alternative work arrangements, which vary in terms of temporal, numerical and locational flexibility. Thereafter, the effects of different forms of alternative work arrangements (e.g. part-time employment, job-sharing, outsourcing) on psychological and physical well being, and occupational safety and health are evaluated. We conclude by noting that alternative work arrangements do not necessarily exert uniformly negative effects on well being. Instead, the importance of the volitionality with which individuals assume alternative work arrangements must be considered: When individuals choose such arrangements because they want to, any potential negative effects are minimized. In contrast, when individuals assume such work arrangements because of a lack of perceived alternatives, there is a greater risk for negative effects. Finally, the need for future research which more rigorously accounts for the conceptual differences across alternative work arrangements is noted.

Should I Stay or Should I Go

Gender stereotypes that associate science and technology to men more than women create subtle barriers to women’s advancement in these fields. But how do stereotypic associations, when internalized by women, relate to their own sense of fit and organizational commitment? Our research is the first to demonstrate that, among working engineers, women’s own gender stereotypic implicit associations predict lower organizational commitment. In a sample of 263 engineers (145 women), women (but not men) who implicitly associated engineering with men more than women were less committed to their organization. This relationship was mediated by lower self-efficacy and value fit, and not explained by other personality, demographic, or organizational factors. We discuss how internalized cultural biases can constrain women’s experiences in STEM.

Climate control: The relationship between social identity threat and cues to an identity-safe culture.

Social identity threat has been proposed as a key contributor to the underrepresentation of women in Science, Technology, Engineering, and Math (STEM), but little research has sought to pinpoint naturally occurring contextual predictors of identity threat for women already training or working in STEM. The focus of the present research was to examine how cues to an identity-safe culture predict more or less positive interactions between men and women in STEM in ways that may trigger or minimize women’s daily experience of social identity threat. Specifically, we examined the role of inclusive organizational policies and/or greater female representation as 2 identity safety cues. In 2 daily diary studies of working engineers’ experiences, and in an experiment with undergraduate engineering students, we tested a model whereby cues to identity safety predict lower social identity threat for women in STEM, as mediated by having (or expecting to have) more positive interactions with male (but not female) colleagues. Results across each study and an internal meta-analysis of overall effects revealed that female engineers’ actual and anticipated daily experience of social identity threat was lower in organizations perceived to have more gender-inclusive policies (but was not consistently predicted by gender representation). The link between gender-inclusive policies and lower social identity threat was mediated by women having (or expecting to have) more positive conversations with male (and not female) colleagues, and was only found for women and not men. The implications for reducing social identity threat in naturalistic settings are discussed.