Violence in the Workplace: The Role of Human Resource Management

Elliott, Robert H.; Jarrett, Deborah T.

doi:10.1177/009102609402300209

Cited by 23 publications

(17 citation statements)

References 3 publications

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“…It is suggested that work-related violent acts are vastly understated since, in many cases, the figures do not reflect verbal, indirect and passive forms of aggression which are, in fact, more pervasive. [12][13][14] In the UK only those incidents which involve physical violence resulting in at least three days' absence from work are reportable. 15 Keyes and Heim 16 suggest that ambiguous incidents such as an employee who is berated in front of peers, sabotaged machinery which unintentionally injures an employee, and harassed employees who are later found assaulted or killed at a location remote from the workplace, often represent overlooked instances of workrelated violence.…”

Section: The Context Of Work-related Violencementioning

confidence: 99%

Strategy development in dealing with violence against employees in the workplace

Fleming

Harvey²

2002

Journal of the Royal Society for the Promotion of Health

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The creation of health promoting workplaces is a key development in contemporary workplace health. This paper focuses on the issue of workplace violence and the efforts which must be made to address its prevention and to deal with its consequences as a contribution towards developing a health promoting workplace. A critical overview of the issue as it is currently addressed in the international literature is a precursor to the formulation of an inclusive definition of workplace violence. This forms the basis for a framework for the development and implementation of workplace violence policies. The framework takes account of needs assessment, policy formulation in terms of prevention, incident management and reporting, and post-incident support strategies. The needs for effective education and training and good internal and external communications are also explored. The paper concludes by highlighting the necessity for workplaces to take seriously the need for a coherent and well-planned workplace violence strategy.

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Section: The Context Of Work-related Violencementioning

confidence: 99%

Strategy development in dealing with violence against employees in the workplace

Fleming

Harvey²

2002

Journal of the Royal Society for the Promotion of Health

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“…In a global approach to society, Elliot and Jarrett (1994) refer to the potential role played by the economic climate and multicultural situations.…”

Section: Causes Linked To the Societymentioning

confidence: 99%

“…The extent of the economic prejudice to organizations caused by acts of violence is difficult to evaluate. While direct economic and material prejudice can be calculated (Walter, 1993), it is hardly possible to anticipate it and hence neither to calculate all of the long-term and indirect effects on the organization, nor to anticipate all of the psychological and health-related consequences that a violent act will have on the individual concerned (Brakel, 1998;Elliot and Jarrett, 1994). The costs following a reduction in productivity due to psychological traumas, which still persist, can be considerable (Jenkins et al, 1992).…”

Section: Consequences Concerning the Organizationmentioning

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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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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“…Les regards posés sur la violence au travail demeurent généralement assez « disciplinaires » ou, tout au moins, plutôt partiels. Certains auteurs s'intéressent, par exemple, aux facteurs qui rendent un individu violent Crawford, 1997 ;Kelleher, 1996 ;Capozzoli et McVey, 1996 ;Elliott et Jarrett, 1994 ;Baron, 1993), quelques-uns s'attardent à des dimensions interpersonnelles telles l'envie ou la jalousie (Neuman et Baron, 2003 ;Vecchio, 2000 ;Andersson et Pearson, 1999) alors que d'autres posent un regard sur les dimensions organisationnelles associées au phénomène (Hoel et Salin, 2003 ;Soares, 2002 ;Lord, 1998 ;Mayew et Quinlan, 1999 ;Neuman et Baron, 1998 ;Einarsen et Raknes, 1997 ;Leymann, 1996 ;Spratlen, 1995 ;Johnson et Indvik, 1994 ;Björkqvist et coll., 1994 ;Diaz et McMillin, 1991). Rares sont ceux, cependant, qui posent un regard plus intégrateur sur le phénomène (Salin, 2003).…”

Section: La Problématiqueunclassified

Interpersonal violence in the workplace: An analysis of the phenomenon in Quebec’s correctional environment

Jauvin¹,

Vézina²,

Bourbonnais³

et al. 2006

pistes

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Violence in the Workplace: The Role of Human Resource Management

Cited by 23 publications

References 3 publications

Strategy development in dealing with violence against employees in the workplace

Strategy development in dealing with violence against employees in the workplace

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

Interpersonal violence in the workplace: An analysis of the phenomenon in Quebec’s correctional environment

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