Sex Differences in Workplace Aggression: An Investigation of Moderation and Mediation Effects

Abstract

This study examined sex differences in three types of workplace aggression previously identified by Baron et al. [1999]: expressions of hostility, obstructionism, and overt aggression. Males reported engaging all three types of workplace aggression more often than females. The magnitude of the sex differences was nearly identical across aggression types. Path analyses revealed the relationship between sex and expressions of hostility was mediated by respondents' expectancies about the potential costs and benefits of engaging in this type of aggression. Expected benefit was the sole mediator of the sex-obstructionism and sex-overt aggression relationships. Finally, perceived self-control over aggressive impulses significantly predicted all three types of aggressive behaviour, but it was unrelated to sex and therefore did not operate as a mediator. Aggr. Behav. 31:254-270, 2005. r

Sex and position status differences in workplace aggression

“…Compared to women, men more often made others the scapegoat ( H7(a) ). This is consistent with studies showing that men preferred direct forms of aggression (Rutter and Hine, 2005; Hess and Hagen, 2006). Men also more often undermined other's work (the opposite of H7(b) ), which, as a subtle and manipulative form, has been found to be associated with female aggressors (Björkqvist et al , 1994b).…”

Sex and position status differences in workplace aggression

“…Compared to women, men more often made others the scapegoat ( H7(a) ). This is consistent with studies showing that men preferred direct forms of aggression (Rutter and Hine, 2005; Hess and Hagen, 2006). Men also more often undermined other's work (the opposite of H7(b) ), which, as a subtle and manipulative form, has been found to be associated with female aggressors (Björkqvist et al , 1994b).…”

Does cost–benefit analysis or self‐control predict involvement in two forms of aggression?

“…In this sample of young men, perceived costs and benefits of physical aggression were significant predictors of physical aggression, in accordance with previous studies of workplace aggression [Rutter and Hine, 2005] and of bullying in a prison [Archer and Southall, 2009]. However, self-control only showed a weak association, which was on the borderline of significance (P 5 .055).…”

The Impact of Commuter Stress on Workplace Aggression

“…Another finding of note in the present study is the fact that the spillover effects from traffic stress to workplace aggression appeared only for men. This is consistent with Rutter and Hine (2005), who found that male employees reported engaging in all three forms of workplace aggression more frequently than did female employees. Previous research has also provided evidence of gender differences in spillover, in that the sources and reactions to work and family stressors and their ultimate outcomes across domains sometimes differ between men and women, although the exact nature of this gender effect is mixed and not fully clear (Grzywacz & Marks, 2000;Maume, 2001;Thompson et al, 2001).…”

Sex and position status differences in workplace aggression

“…Compared to women, men more often made others the scapegoat ( H7(a) ). This is consistent with studies showing that men preferred direct forms of aggression (Rutter and Hine, 2005; Hess and Hagen, 2006). Men also more often undermined other's work (the opposite of H7(b) ), which, as a subtle and manipulative form, has been found to be associated with female aggressors (Björkqvist et al , 1994b).…”

Does cost–benefit analysis or self‐control predict involvement in two forms of aggression?

“…In this sample of young men, perceived costs and benefits of physical aggression were significant predictors of physical aggression, in accordance with previous studies of workplace aggression [Rutter and Hine, 2005] and of bullying in a prison [Archer and Southall, 2009]. However, self-control only showed a weak association, which was on the borderline of significance (P 5 .055).…”

The Impact of Commuter Stress on Workplace Aggression

“…Another finding of note in the present study is the fact that the spillover effects from traffic stress to workplace aggression appeared only for men. This is consistent with Rutter and Hine (2005), who found that male employees reported engaging in all three forms of workplace aggression more frequently than did female employees. Previous research has also provided evidence of gender differences in spillover, in that the sources and reactions to work and family stressors and their ultimate outcomes across domains sometimes differ between men and women, although the exact nature of this gender effect is mixed and not fully clear (Grzywacz & Marks, 2000;Maume, 2001;Thompson et al, 2001).…”

Sex and position status differences in workplace aggression

“…Compared to women, men more often made others the scapegoat ( H7(a) ). This is consistent with studies showing that men preferred direct forms of aggression (Rutter and Hine, 2005; Hess and Hagen, 2006). Men also more often undermined other's work (the opposite of H7(b) ), which, as a subtle and manipulative form, has been found to be associated with female aggressors (Björkqvist et al , 1994b).…”

Does cost–benefit analysis or self‐control predict involvement in two forms of aggression?

“…In this sample of young men, perceived costs and benefits of physical aggression were significant predictors of physical aggression, in accordance with previous studies of workplace aggression [Rutter and Hine, 2005] and of bullying in a prison [Archer and Southall, 2009]. However, self-control only showed a weak association, which was on the borderline of significance (P 5 .055).…”

The Impact of Commuter Stress on Workplace Aggression

“…Another finding of note in the present study is the fact that the spillover effects from traffic stress to workplace aggression appeared only for men. This is consistent with Rutter and Hine (2005), who found that male employees reported engaging in all three forms of workplace aggression more frequently than did female employees. Previous research has also provided evidence of gender differences in spillover, in that the sources and reactions to work and family stressors and their ultimate outcomes across domains sometimes differ between men and women, although the exact nature of this gender effect is mixed and not fully clear (Grzywacz & Marks, 2000;Maume, 2001;Thompson et al, 2001).…”