Dimensions of Support Among Abused Women in the Workplace

Yragui, Nanette L.; Mankowski, Eric S.; Perrin, Nancy; Glass, Nancy

doi:10.1007/s10464-011-9433-2

Cited by 23 publications

(35 citation statements)

References 53 publications

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“…Investigators found that women who disclosed IPV to others in the workplace were most likely to receive informal and formal support Swanberg et al, 2007;Yragui et al, 2012). Similarly, this study found that co-workers and supervisors had a significant impact on women maintaining employment.…”

Section: Characteristic Exemplarsupporting

confidence: 51%

“…Mon 2016 Workplace HealtH & Safety Bell, 2003;Browned, Salomon, & Bassuk, 1999;Crowne et al, 2011;Hayes, 2012;Kimerling, et al, 2009;Lindhorst et al, 2007;Logan et al, 2007;Moe & Bell, 2004;Postmus et al, 2012;Riger et al, 2004;Staggs, Long, Mason, Krishman, & Riger, 2007;Swanberg, Macke, & Logan, 2006;Swanberg et al, 2007;Tolman & Rosen, 2001;Yragui, Mankowski, Perrin, & Glass, 2012). Similarly, this study found employment maintenance equally difficult for women experiencing IPV.…”

Section: Characteristic Exemplarsupporting

confidence: 49%

“…Researchers in previous studies described factors affecting employment maintenance, including physical and psychological health concerns, current IPV, social support, workplace support, perpetrator interference, and economic abuse (Adams, Bybee, Tolman, Sullivan, & Kennedy, 2013; Adams, Tolman, Bybee, Sullivan, & Kennedy, 2013; Bell, 2003; Browned, Salomon, & Bassuk, 1999; Crowne et al, 2011; Hayes, 2012; Kimerling, et al, 2009; Lindhorst et al, 2007; Logan et al, 2007; Moe & Bell, 2004; Postmus et al, 2012; Potter & Banyard, 2011; Riger et al, 2004; Staggs, Long, Mason, Krishman, & Riger, 2007; Swanberg & Logan, 2005; Swanberg, Macke, & Logan, 2006; Swanberg et al, 2007; Tolman & Rosen, 2001; Yragui, Mankowski, Perrin, & Glass, 2012). Similarly, this study found employment maintenance equally difficult for women experiencing IPV.…”

Section: Discussionmentioning

confidence: 99%

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Employment Maintenance and Intimate Partner Violence

Borchers

Lee

Martsolf

et al. 2016

Workplace Health Saf

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Intimate partner violence (IPV) is a major public health problem in the United States. Negative outcomes of IPV affect women's attainment and maintenance of employment. The purpose of this study was to develop a theoretical framework that described and explained the process by which women who have experienced IPV attain and maintain employment. Grounded theory methodology was used to analyze interviews of 34 women who had experienced IPV. Analysis suggested that women who had experienced IPV could attain employment; however, they had difficulty maintaining employment. Entanglement of work and IPV was experienced by all 34 participants because of the perpetrator controlling their appearance, sabotaging their work, interfering with their work, or controlling their finances. Some women described ways in which they disentangled work from IPV through a dynamic unraveling process, with periods of re-entanglement, resulting in job security and satisfaction.

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Section: Characteristic Exemplarsupporting

confidence: 51%

Section: Characteristic Exemplarsupporting

confidence: 49%

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

Employment Maintenance and Intimate Partner Violence

Borchers

Lee

Martsolf

et al. 2016

Workplace Health Saf

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“…Some of the most effective safety measures for the prevention of workplace homicides entail robbery prevention programs aimed at protecting solo and late-night workers (33). Currently, there is little empirical evidence to guide workplace interventions and safety measures regarding domestic violence (34).…”

Section: Discussionmentioning

confidence: 99%

Workplace Homicides Among U.S. Women: The Role of Intimate Partner Violence

Tiesman

Gurka

Konda

et al. 2012

Annals of Epidemiology

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PURPOSE-Intimate partner violence (IPV) is an important public health issue with serious consequences for the workplace. Workplace homicides occurring to U.S. women over a 6-year period, including those perpetrated by an intimate partner, are described.METHODS-Workplace homicides among U.S. women from 2003 to 2008 were categorized into type I (criminal intent), type II (customer/client), type III (co-worker), or type IV (personal relations) events using the Census of Fatal Occupational Injuries. Fatality rates were calculated and compared among workplace violence (WPV) types, occupations, and characteristics including location of homicide, type of workplace, time of day, and weapon used. RESULTS-Between 2003 and 2008, 648 women were feloniously killed on the job. The leading cause of workplace homicide for U.S. women was criminal intent, such as robbing a store (n = 212; 39%), followed by homicides perpetrated by a personal relation (n= 181; 33%). The majority of these personal relations were intimate partners (n = 142; 78%). Over half of workplace homicides perpetrated by intimate partners occurred in parking lots and public buildings (n = 91; 51%).CONCLUSIONS-A large percentage of homicides occurring to women at work are perpetrated by intimate partners. WPV prevention programs should incorporate strategies to prevent and respond to IPV.

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“…We recommend that future research examine a broader range of outcome variables (e.g., organizational commitment, retention) and work support systems (e.g., match/mismatch of supervisor support; Yragui, Mankowski, Perrin, & Glass, ) to fully understand the impact of partner abuse in organizational life. It is also noteworthy to incorporate the role of third parties’ (e.g., coworkers and supervisors) work attitudes and behaviors toward women experiencing IPA, because these women are potential targets of exclusion at work and the stigma associated with it.…”

Section: Discussionmentioning

confidence: 99%

Does Domestic Intimate Partner Aggression Affect Career Outcomes? The Role of Perceived Organizational Support

Tolentino

Garcia

Restubog

et al. 2016

Human Resource Management

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Drawing upon the conservation of resources theory, we developed and tested a moderated mediation model linking domestic intimate partner aggression (IPA) to job performance and career advancement. Our model posits that the indirect relationship between IPA and career advancement via in‐role performance and organizational citizenship behaviors (OCBs) is moderated by perceived organizational support (POS). Overall, multisource and multiwave data obtained from two independent samples of employed women from the Philippines supported our predictions. Specifically, results suggest that: (1) IPA was negatively associated with supervisor‐rated in‐role performance and OCBs; (2) there was a stronger negative relationship between IPA and in‐role performance and OCBs for employees with low as opposed to those with high levels of POS; and (3) the conditional indirect effects of IPA in predicting supervisor‐rated promotability and actual promotion via in‐role performance and OCBs were stronger under conditions of low as opposed to high POS. Implications for theory and practice are discussed. © 2016 Wiley Periodicals, Inc.

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Dimensions of Support Among Abused Women in the Workplace

Cited by 23 publications

References 53 publications

Employment Maintenance and Intimate Partner Violence

Employment Maintenance and Intimate Partner Violence

Workplace Homicides Among U.S. Women: The Role of Intimate Partner Violence

Does Domestic Intimate Partner Aggression Affect Career Outcomes? The Role of Perceived Organizational Support

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