Exploring the role of individual differences in the prediction of workplace aggression.

By Scott C. Douglas, Mark J. Martinko. Journal of Applied Psychology, 2001

630 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/3b0c204f6fbde07ef0b9d34b224f63613ee688b7

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Citations in the corpus

A Multilevel View of Intragroup Conflict (2008, background): “As well, hostile attributional bias, the tendency to infer hostile intent on the part of others, has been identified as a correlate of conflict (Douglas & Martinko, 2001; Jawahar, 2002; Neuman & Baron, 1998).”
MINDFULNESS AT WORK (2011, background): “…of empathy for their colleagues demonstrate higher levels of interactional justice (i.e., lower levels of sexual harassment and antisocial behavior; Douglas & Martinko, 2001; O’Leary-Kelly, Bowes-Sperry, Bates, & Lean, 2009), informational justice (Patient & Skarlicki, 2010), organizational…”
The job demands–resources model and counterproductive work behaviour: The role of job-related affect (2011, background): “Personal factors such as self-control (Marcus & Schuler, 2004 ) and negative affectivity (Douglas & Martinko, 2001 ) may also be important factors in this process.”
A comprehensive model of customer direct and indirect revenge: understanding the effects of perceived greed and customer power (2010, methodology): “Direct Revenge Behaviors For marketplace aggression, we adapted four items of the aggression scale developed by Douglas and Martinko (2001) .”
A Conditional Reasoning Measure for Aggression (2005, background): “Not only are aggressive individuals more likely to perceive unfairness (Douglas & Martinko, 2001), but they are also more likely to experience the emotions of anger, outrage, and resentment that engender the desires to punish (i.e., to impose “harmful consequences” or to “respond destructively”…”
Workplace Bullying: Considering the Interaction Between Individual and Work Environment (2015, background): “A dispositional tendency toward aggressiveness will tend to give arousal to emotions such as anger (Douglas and Martinko 2001), contempt, and disgust toward others (Douglas et al.”
Sins of the Parents: Self-control as a Buffer between Supervisors' Previous Experience of Family Undermining and Subordinates' Perceptions of Abusive Supervision (2012, background): “Our study results clearly reinforce the notion that individual differences variables play an important role in contributing to workplace aggression in general and abusive supervision in particular (e.g., Douglas & Martinko, 2001; Kiazad, Restubog, Zagenczyk, Kiewitz, & Tang, 2010).”
If You Wrong Us, Shall We Not Revenge? Moderating Roles of Self-Control and Perceived Aggressive Work Culture in Predicting Responses to Psychological Contract Breach (2015, methodology): “Perceived aggressive work culture refers to an individual’s perception that the organization encourages its employees to be competitive, confrontational, and negative (Cooke & Szumal, 1987; Douglas & Martinko, 2001).”
Frustration-based outcomes of entitlement and the influence of supervisor communication (2010, background): “…individuals were shown to possess attributional biases that caused them to take credit for desirable outcomes while deflecting blame for negative outcomes to others, a tendency that has been linked to anger, frustration, and numerous negative workplace behaviors (e.g. Douglas and Martinko, 2001).”
Predicting workplace aggression: a meta-analysis. (2007, background): “Despite these findings, some research has continued to combine interpersonal and organizational dimensions of workplace aggression (e.g., Douglas & Martinko, 2001; Hepworth & Towler, 2004), whereas other research has separated these dimensions (e.g., Lee & Allen, 2002; Miles, Borman, Spector, &…”