Abusive Behavior in the Workplace: A Preliminary Investigation

Abstract

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.

Counterproductive Work Behaviors: a Socio-Demographic Characteristic-Based Study among Employees in the Nigerian Maritime Sector

“…In particular, the prevalence of CWB in the workplace caused adverse effects on organizations in terms of declining productivity, increased costs, lost or damaged property arising from theft, and tendency for high turnover (Leblanc & Kelloway, 2002). Another important consequence of CWBs in the workplace is the high level of employees' dissatisfaction and reported job stress (Keashly, Trott, and MacLean, 1994).…”

Workers' perception of workplace bullying: A cross-cultural study

“…Scientific literature has offered several definitions that have also stressed such an emotional dimension through the term ''emotional abuse'' (Einarsen, 1999), a concept introduced by Keashly, Trott, and MacLean (1994) as a significant component of the workers' experience. In addition to this, the indirect aggressive behaviours were used less to define workplace bullying.…”

Workplace harassment patterning, gender, and utilization of professional services: Findings from a US national study

“…We use the term generalized workplace harassment to describe offensive behaviors that encompass verbal aggression, disrespectful or exclusionary behavior, isolation/exclusion, threats or bribes, and physical aggression, without explicit reference to duration of experiences, perpetrator motivation, or the power relationship between perpetrator and target and that are not obviously related to legally protected characteristics (e.g., gender, race/ethnicity, age, disability). Prevalence rates of non-sexual hostile workplace behaviors have been found to be 30% or higher for men and 55% or higher for women (Björkqvist, Österman, & Hjelt-Bäck, 1994;Keashly, Trott & MacLean, 1994;Rospenda, 2002).…”

“…Studies on workplace harassment and coping show that targets rely on various resources but most often manage their experiences by trying to avoid and ignore the offensive behaviors (Gruber & Smith, 1995;Keashly et al, 1994). Targets also rely on different forms of social support from friends, family and co-workers (e.g., Richman, Rospenda, Flaherty, & Freels, 2001), including support from more formal associations (e.g., community or religious organizations).…”