Journal of occupational health psychology
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J Occup Health Psychol · Apr 2004
The effects of individual differences and charismatic leadership on workplace aggression.
This study examined the effects of individual differences variables (trait anger, self-control, negative affectivity, attitudes toward revenge, and attributional style) and charismatic leadership on incidents of workplace aggression in a sample of 213 employees from a wide range of organizations. Hierarchical multiple regression analyses indicated that the individual differences variables accounted for 27% of the variance in workplace aggression and that charismatic leadership accounted for an additional 3% after controlling for individual differences. In addition, psychological empowerment partially mediated the relationship between charismatic leadership and workplace aggression.
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Supervisors play an important role in determining whether employees use work-family programs. Yet little research has examined the factors that relate to supervisor perceptions of and behaviors surrounding work-family programs. ⋯ Results revealed that program awareness and instrumentality perceptions both contributed uniquely to predicting the frequency of supervisors' referrals to work-family programs. Supportive attitudes also predicted referrals, but only through their shared relationship with instrumentality perceptions.
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J Occup Health Psychol · Apr 2004
Working in a context of hostility toward women: implications for employees' well-being.
This study examined how working in an organizational context perceived as hostile toward women affects employees' well-being, even in the absence of personal hostility experiences. Participants were 289 public-sector employees who denied any personal history of being targeted with general or gender-based hostility at work. ⋯ The gender ratio of the workgroup moderated this relationship, with employees in male-skewed units reporting the most negative effects. These findings suggest that all employees in the workplace can suffer from working in a context of perceived misogyny.