Direct-care workers (158 women and 154 men) participated in a study of aggressive work behavior. Employees completed J. B. Rotter's (1966) Locus of Control Scale. Client abuse data were collected over a 2-year period. Individuals reporting higher levels of external locus of control and men were more likely to emit aggressive behavior than were people reporting lower levels of external locus of control and women. Results supported the hypotheses and suggested that individual and group differences may be useful in understanding maladaptive, aggressive work behavior.

A laboratory study was conducted to examine the effects of learning‐oriented versus performance‐oriented feedback of task performance. The research also examined the role of self‐efficacy as a moderator. Subjects were college students participating for course credit. The task involved using a computerized simulation of the Space Shuttle's Remote Manipulation System (RMS). Results provided evidence of the beneficial effects of learning‐oriented feedback on performance for the performance dimension addressed in the feedback. Results also provided evidence that self‐efficacy moderates the effects of feedback type (learning‐oriented versus performance‐oriented) on the performance dimension addressed in the feedback. Results are discussed in terms of the cuing and directional functions of feedback and the processes through which feedback influences performance.

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In suicidal behavior emergency room admissions of 13-to 17-year olds at the Brockton Hospital (Massachusetts), females predominated over males by almost two to one. For subclassification of life-threatening behaviors, frequency was about the same for males and females, but for suicide attempts and suicide gestures, female frequency was two to four times that of males. Repeat episodes of self-inflicted injury were more common among females. The type of the initial episode was a powerful predictor of a repeat occurrence. (Am J Public Health 1985; 75:90-92.)

Employees (N= 121) participated in this study of aggressive work behavior. Employees completed a performance‐based test of self‐control. Aggressive work behavior data were then collected over a 4‐year period. Self‐control was related to client directed physically aggressive and nonclient‐directed aggressive behavior. Findings of this study provide evidence on the usefulness of self‐control in understanding aggressive work behavior.