Journal of occupational health psychology
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This study extends the literature on interpersonal mistreatment in the workplace by examining the incidence, targets, instigators, and impact of incivility (e.g., disrespect, condescension, degradation). Data were collected from 1,180 public-sector employees, 71% of whom reported some experience of workplace incivility in the previous 5 years. ⋯ Uncivil workplace experiences were also associated with greater psychological distress; however, indices of psychological and physical health were relatively unaffected. The authors discuss these findings in the context of organizational and cognitive stress theories.
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J Occup Health Psychol · Oct 2000
Employee retaliation: the neglected consequence of poor leader-member exchange relations.
Although the beneficial effects of high-quality leader-member exchange (LMX) relationships have been well-documented in the leadership literature, much less is known about the potentially damaging effects of poor exchange relationships. Using 150 intact leader-member dyads, the authors investigated the relationship between LMX and supervisors' reports of employee retaliation behavior, performance, and citizenship. ⋯ Supervisors reported that subordinates in poor exchange relationships were more likely to engage in retaliation against the organization than subordinates in high-quality relationships. The lack of a high-quality exchange relationship was, therefore, not just associated with the absence of positive consequences but also led to reports of potentially disruptive behaviors.
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J Occup Health Psychol · Jul 1998
Career momentum in midlife women: life context, identity, and personality correlates.
Women (N = 83) in their early 50s indicated whether they were increasing, maintaining, or decreasing momentum in their career. On the basis of their career momentum, women were classified into 3 groups and compared on work and family patterns, the importance of work to their identity, personality characteristics, and psychological well-being. ⋯ Prospective longitudinal analyses showed that personality and life context patterns differentiated among the career momentum groups as far back as 30 years before the assessment of career momentum. The significance of the results for women's career development in midlife and coping with retirement is discussed.
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J Occup Health Psychol · Jan 1998
Personal and organizational predictors of workplace sexual harassment of women by men.
The authors investigated the predictors of workplace sexual harassment in 278 male university faculty and staff (M age = 45 years). Workplace variables (perceptions of organizational sanctions against harassment and perceptions of a sexualized workplace) and personal variables (adversarial sexual beliefs, sexual harassment beliefs, perspective taking, and self-esteem) were studied as predictors of sexualized and gender harassment. ⋯ Perspective taking, adversarial sexual beliefs, and sexual harassment beliefs moderated the effects of perceived organizational sanctions against harassment on sexualized harassment. Findings are discussed as they relate to organizational efforts to reduce or prevent sexual harassment.