Organizational determinants of violence in the workplace

Tobin, Timothy J.

doi:10.1016/s1359-1789(00)00011-2

Cited by 37 publications

(27 citation statements)

References 13 publications

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“…The structure of the organization (that is, the degree of complexity), of bureaucratization or of centralization or of the social structure which can provoke the manifestation of violence (Tobin, 2001), the climate or the culture of the organization have been studied in order to explain violence (Sperry, 1998).…”

Section: Causes Linked To the Organizationmentioning

confidence: 99%

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Physical violence at the workplace: Consequences on health and measures of prevention

Steffgen¹

2008

European Review of Applied Psychology

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Based on definitions and theoretical models of physical violence at the workplace, this paper presents scientific knowledge and working hypotheses regarding both, the causes and effects of physical violence on health, and pertinent preventive measures of intervention to be taken by enterprises. Four groups of determinants of violence are presented and discussed: determinants relative to the structure and the culture of the enterprise; the aggressor; the victim; and the socio-cultural environment. The theoretical model by Baron and Neumann [Public Admin Q 21 (1998) ] is used to explain the complex origin of violent behavior at work based on these determinants. Moreover, the various and multiple consequences of a violent act are examined. In addition to the direct effects of such an act on the social, organizational and individual level, the indirect effects are also taken into consideration. In this analytical context, health problems are more particularly underlined, such as the psychological trauma suffered by victims of a violent act. Finally, two different areas of intervention will be distinguished: interventions on the physical environment and interventions on the level of company management or an organizational group which aims at changing the behavior of the members of the organization. Different scientific evaluations of action programs to reduce violent acts are presented. In conclusion, this paper calls for further research on physical violence in the workplace. © 2008 Elsevier Masson SAS. All rights reserved. RésuméEn se basant sur des définitions scientifiques et des modèles théoriques de la violence physique sur le lieu de travail, l'article présente les savoirs scientifiques et les hypothèses de référence quant aux causes, quant aux effets sur la santé et quant aux mesures d'intervention préventive pertinentes à prendre à l'égard de la violence physique dans les entreprises. Quatre groupes de déterminants sont présentés et discutés : déterminants relatifs à la structure et culture de l'entreprise, à l'agresseur, à la victime et à l'environnement socioculturel. Le modèle théorique de Baron et Neumann, J.H. [Public Admin Q 21 (1998) 446-64] sert de modèle de référence pour expliquer la genèse complexe des comportements violents sur le lieu de travail à partir de ces déterminants. Par ailleurs, les conséquences variées et multiples de l'acte violent sont examinées. Mis à part les effets directs -au niveau social, organisationnel et individuel -d'un tel acte, les effets indirects sont également à prendre en considération. Dans ce contexte d'analyse, les problèmes de santé sont plus particulièrement mis en exergue, comme, par example, le traumatisme psychique subi par les victimes d'un acte violent. Enfin, deux différents domaines d'intervention vont être distingués : les interventions sur l'environnement physique et les interventions auprès de la direction d'une entreprise ou d'une unité organisationnelle et qui ont pour objectif le changement du comportement des membres de l'organisation. Di...

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Section: Causes Linked To the Organizationmentioning

confidence: 99%

“…However, it has been established that numerous employees have been victims of physical attacks (Baron and Neumann, 1996) and that the frequency of acts of physical violence in the workplace is in progression (Flannery, 1996;Standing and Nicolini, 1997;Tobin, 2001;Warchol, 1998;Hoel et al, 2001).…”

mentioning

confidence: 99%

Physical violence at the workplace: Consequences on health and measures of prevention

Steffgen¹

2008

European Review of Applied Psychology

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“…Conceived as a screening device, the questionnaire covered a wide variety of health disorders and abusive events at work, but it did not investigate any single one of them in depth. Nor did it pay attention to the likelihood of repeated exposure to abusive events over time (although the reference period was rather long), or differentiate between acts that originate internally within a working organization and those with an external origin (Tobin 2001). …”

Section: Limitations Of the Studymentioning

confidence: 99%

“…The point has been made that work environments where abusive events take place are at disadvantage in a variety of respects, e.g. states of stress among employees, low productivity, lost work time (Tobin 2001), and reduced quality of work and/or care (Arnetz and Arnetz 2001). For individual victims, when not fatal, abusive events may lead to a reduction in health status and quality of life, e.g.…”

mentioning

confidence: 99%

Abusive Events at Work among Young Working Adults

Vaez

Ekberg

Laflamme

2005

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The study examines the incidence of abusive events at work and compares the self-rated health (SRH) assessments of young workers according to whether they have been victims or not. Subjects and materials were extracted from a data set covering the environmental and health conditions of the population of the Östergötland region in Sweden. The focus was on people in paid employment aged 20–34 years. It appears that threats or acts of violence are more common than are bullying or sexual harassment among young working people, in particular among women. Further, when working conditions are relatively precarious, both men and women are comparably exposed to threat and violence but when conditions are more stable, women are proportionally more exposed than men. Furthermore, the study shows that, although less common than threat and violence are, exposure to bullying is associated with several SRH disorders among both men and women in employment.

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“…Una forma de ordenamiento que ha tenido aceptación en la literatura laborales en que se niega la existencia de mobbing; y, donde hay una ausencia de ética laboral en la organización. 8 Adicionalmente, para Tobin 1 , la estructura organizacional tiene un efecto en la generación de violencia en el lugar de trabajo; así, aquellas organizaciones con estructuras burócratas, jerárquicas, rígidas y autoritarias, serían más proclives a sufrir violencia laboral. 14 Por otro lado, Moreno et al 15 evidencian que la política organizacional, el tipo de contrato y la actuación en torno a la violencia predicen de forma significativa la aparición de ésta en las organizaciones, siendo la primera la que tiene mayor capacidad predictiva.…”

Section: Introductionunclassified

Factores facilitadores de la violencia laboral: Una revisión de la evidencia científica en América Latina

Toro

Gómez-Rubio

2016

Cienc Trab.

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INTRODUCCIÓNConforme las organizaciones hacen esfuerzos para adaptarse a contextos de continuos cambios de orden económico, tecnológico y social, en el último tiempo se ha evidenciado un importante crecimiento de la violencia en el trabajo. 1 El interés de organismos públicos e investigadores en el tema se ilustra por la gran cantidad de literatura de diverso tipo que viene produciéndose en las últimas dos décadas. Un ejemplo de esa literatura y un aporte relevante y fundacional para la divulgación y posicionamiento del problema de la violencia en el trabajo lo constituye el texto de Chapell y Di Martino 2 , originalmente publicado en 1998, que ofrece una revisión amplia y global del tema aportando a la comprensión del fenómeno, a la sistematización de las formas en que se ha confrontado y a las propuestas de acción hacia el futuro. La violencia en el trabajo ha sido definida por la OIT 3 como "toda acción, incidente o comportamiento que se aparta de lo razonable mediante el cual una persona es agredida, amenazada, humillada o lesionada por otra en el ejercicio de su actividad profesional o como consecuencia directa de la misma" (p. 4). Se entiende, entonces, que la gama de acciones o incidentes violentos puede ser muy amplia, desde las manifestaciones abiertas de violencia física o verbal hasta las formas más sutiles, pero no por ello menos graves, como el acoso, ya sea psicológico o sexual y las manifestaciones de incivismo, aún más difícilmente catalogadas como formas de violencia en el lugar de trabajo. El amplio espectro de comportamientos que cubre la violencia en el trabajo ha hecho necesario categorizarla en distintos tipos. Una forma de ordenamiento que ha tenido aceptación en la literatura

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Organizational determinants of violence in the workplace

Cited by 37 publications

References 13 publications

Physical violence at the workplace: Consequences on health and measures of prevention

Physical violence at the workplace: Consequences on health and measures of prevention

Abusive Events at Work among Young Working Adults

Factores facilitadores de la violencia laboral: Una revisión de la evidencia científica en América Latina

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