Dealing with hostile interpersonal relationships at work has been the topic of many popular books and workshops. Yet, with the exception of sexual harassment, there is surprisingly little mention in the organizational research literature on the nature, extent, and costs of abusive work interactions. These more frequent, more tolerated, and, thus, more damaging interpersonal interactions involve hostile verbal and nonverbal nonphysical behaviors directed by one or more persons towards another. The primary aim is to undermine the other to ensure compliance. In this study, we examined the extent to which students experienced nonsexual nonphysical abusive behavior on their jobs, the impact of this experience on job satisfaction, the characteristics of the actor and target, and responses to these behaviors, particularly turnover. The results indicate that although most of the students had very positive interactions at work, exposure to abusive behavior was familiar, was relatively frequent, and had a negative impact on the targets. The actors tended to be bosses and older than the targets. The quality of the interpersonal relationships at work was related to job satisfaction and intention to leave. The implications of these results are discussed with respect to individual, situational, and organizational factors that may be related to the presence and impact of abusive interpersonal interactions. Avenues for research on the nature, extent, and impact of these behaviors at both the individual and organizational levels are identified.