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Advisor(s)
Abstract(s)
Workplace aggression is a factor that shapes the interaction between individuals and
their work environment and produces many undesirable outcomes, sometimes
introducing heavy costs for organizations. Only through a comprehensive understanding
o
f the genesis of workplace aggression is possible to develop strategies and
interventions to minimize its nefarious effects.
The existent body of knowledge has already identified several individual, situational
and contextual antecedents of workplace aggr
ession, although this is a research area
where significant gaps occur and many issues were still not addressed (Dupré &
Barling, 2006). According to Neuman and Baron (1998) one of these predictors is
organizational change, since certain changes in the work
environment (e.g., changes in
management) can lead to increased aggression. This paper intends to contribute to
workplace aggression research by studying its relationship with organizational change,
considering the mediation role of political behaviors an
d organizational cynicism
(Ammeter, Douglas, Gardner, Hochwarter, & Ferris, 2002). The literature review
suggests that mediators and moderators that intervene in the relationships between
workplace aggression and its antecedents are understudied topics. Ja
mes (2005) sustains
that organizational politics is related to cynicism and the empirical research of Miranda
(2008) has identified leadership political behavior as an antecedent of cynicism but
these two variables were not yet investigated regarding their
relationship with
workplace aggression.
This investigation was operationalized using several scales including the Organizational
Change Questionnaire
-
climate of change, processes, and readiness (Bouckenooghe,
Devos, & Broeck, 2009), a Workplace Aggressio
n Scale (Vicente, 2008, 2009), an
Organizational Cynicism Scale (Wanous, Reichers, & Austin, 1994) and a Political
Behavior Questionnaire (Yukl & Falbe, 1990).
Participants representing a wide variety of jobs across many organizations were
surveyed. The r
esults of the study and its implications will be presented and discussed.
This study contribution is also discussed in what concerns organizational change
practices in organizations.
Description
Keywords
Workplace aggression Organizational change Organizational cynicism Political behavior
Citation
Miranda, S.,Vicente, A.,Antunes, A.C.,Rodrigues, B., & D’Oliveira,T. (2012). Agressão no trabalho em processos de mudança organizacional: O papel mediador do cinismo organizacional e do comportamento político. Proceedings of the I International Congress of Work and Organizational Psychology, Braga, (Portugal), Universidade Católica, 12 - 13 jul
Publisher
Centro de Estudos Filosóficos e Humanísticos (CEFH)