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.
Barling
Julian
J
School of Business, Queen's University, Kingston, Ontario, Canada K7L 3N6. jbarling@business.queensu.ca
Dupré
Kathryne E
KE
Kelloway
E Kevin
EK
D000374:Aggression / Q000523:psychology*; D000428:Alcohol Drinking / Q000009:adverse effects / Q000523:psychology; D019548:Crime Victims / Q000523:psychology / Q000706:statistics & numerical data; D003430:Cross-Sectional Studies; D004208:Displacement, Psychological; D004651:Employment; D005260:Female; D006608:Hierarchy, Social; D006708:Homicide / Q000523:psychology / Q000706:statistics & numerical data; D006801:Humans; D008297:Male; D010559:Personnel Management; D012307:Risk Factors; D012737:Sex Factors; D013240:Stereotyping; D014754:Violence / Q000517:prevention & control / Q000523:psychology* / Q000706:statistics & numerical data; D017132:Workplace / Q000523:psychology* / Q000706:statistics & numerical data