Workplace aggression in teenage part-time employees.

Abstract

Among adult employees, interpersonal injustice and abusive supervision predict aggression toward supervisors at work. The aim of this study was to assess whether similar relationships exist among teenage employees and, further, whether teenagers' reasons for working moderate these relationships. Multiple regression analyses on data from 119 teenage employees showed that financial and personal fulfillment reasons for working moderate the impact of interpersonal injustice and abusive supervision on aggression directed at workplace supervisors. These findings contribute to the understanding of workplace aggression by demonstrating that (a) teenagers engage in this workplace behavior, (b) the predictors are similar to those of adult aggression, and (c) reasons for working play a moderating role among this particular cohort. The possible long-term consequences of teenagers' use of aggression at work are discussed.

Transformational leadership and childrens' aggression in team settings: A short-term longitudinal study

“…Third, the inclusion of both coach and parent leadership allows for a comparison of their respective influence over children's aggression. Fourth, while levels of physical aggression are frequently truncated in research (Dupré, Inness, Connelly, Barling, & Hoption, 2006), the range of aggression found within ice hockey enhances statistical conclusion validity and captures a wider domain of aggression.…”

Young workers' experiences of abusive leadership

“…Fourth, despite their prevalence in the workforce, little research attention has been paid to young workers' attitudes, behaviours and work-related experiences (Loughlin and Barling, 2001). For example, the research of Vaez et al (2004) on the frequency of abusive events among young workers and Dupre et al (2006) on workplace aggression as an outcome of abusive supervisor, are among only a handful of studies that have examined young workers' experiences of abusive leadership. As Kets de Vries (2004) argued that past experiences influence present and future experiences.…”

Impact of Hofstede’s Cultural Dimensions on Subordinate’s Perception of Abusive Supervision

“…As these both countries are totally different from each other on the basis of their economic situation, religion and especially on their cultural grounds. Aryee, Chen, Sun, & Debrah, 2007;Jian et al, 2011;Wang et al, 2012;Wei & Si, 2013;Xiaqi, Kun, Chongsen, & Sufang, 2012;Xu, Huang, Lam, & Miao, 2012) 2 North America (Tepper, 2000;Tepper 2007;Tepper et al, 2009;Tepper et al, 2006;Tepper, Duffy, Hoobler, & Ensley, 2004;Tepper, Duffy, et al, 2001;Tepper et al, 2008;Tepper, Lockhart, & Hoobler, 2001;Tepper et al, 2011;Tepper et al, 2007;Ashforth, 1994Ashforth, , 1997Bowling & Michel, 2011;Carpenter, Geletkanycz, & Sanders, 2004;Christmas, 2007;DelBel, 2003;Dupré, Inness, Connelly, Barling, & Hoption, 2006;Namie & Namie, 2009;Tsapatsis, 2012) 3 Australia (Grice et al, 2003 ;Ng, 2010 ;Kiazad et al, 2010) 4 United Kingdom (Turnbull, 1995;Deborah, 2000;McMillan, 1995) 5 Pakistan , Khan, 2010Khan, 2014aKhan, , 2014bKhan, , 2014cImran, 2010;Mukhtar et al, 2010;Bashir & Hanif, 2011;Gadit & Mugford, 2008) 6 Israel (Dana Yagil, 2006) 7 Turkey …”