Cognitions, Emotions, and Evaluations: An Elaboration Likelihood Model for Workplace Aggression

By Scott C. Douglas, Christian Kiewitz, Mark J. Martinko, Paul Harvey, Younhee Kim, Jae Uk Chun. 2008

144 citations recorded by the source corpus.

Subfields: Clinical Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/402ca49929d30f5f2874a271e0d01195d509608b

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Citations in the corpus

Outcomes of exposure to workplace bullying: A meta-analytic review (2012, unknown): “Hence, compared to models on outcomes of aggression in general which mainly have focused on the impact of attributions and role stress (e.g. Bowling & Beehr, 2006; Douglas et al., 2008), this model follows an individual stress-coping perspective.”
Service Employee Responses to Angry Customer Complaints (2017, background): “In contrast, conative responses tend to be more reflective and delayed via the central route because service employees think about the decision to offer restitution carefully, which takes more time than immediate affective responses (cf. Douglas et al. 2008).”
Workplace Bullying: Considering the Interaction Between Individual and Work Environment (2015, methodology): “When developing an interactionist model of bullying, we first review who is likely to become a target of bullying (Douglas et al. 2008).”
Emotional and Behavioral Responses to Workplace Incivility and the Impact of Hierarchical Status (2012, background): “As a result, appraisal theory is being used increasingly to understand incivility, aggression, and antisocial behavior at work (e.g., Cortina & Magley, 2009; Douglas et al., 2008; Porath, MacInnis, & Folkes, 2010; Sinclair, Martin, & Croll, 2002).”
Causal ascriptions and perceived learning from entrepreneurial failure (2015, background): “Causal attributions made for events such as failure impact individuals’ cognitive, affective, and behavioral responses to failure (Douglas et al. 2008; Ford 1985), since the causes offer information about where to provide corrective action, if possible (Ford 1985), or whether to act at all (Jenkins ”
Contagion of Entrepreneurial Passion: Effects on Employee Outcomes (2020, background): “In addition, there is a conscious contagion mechanism containing cognitively elaborated processes, often verbalizable, involving a certain amount of effortful processing (Douglas et al., 2008; Mehrabian, 1972).”
Control (2012, background): “…theoretical frameworks highlight the escalating nature of aggressive events, suggesting that the severity of aggressiveness inherent in interpersonal conflict interactions was shaped by a specific context, regulated by personal, interpersonal, and socially recognized scripts (Douglas et al., 2008).”
How coworkers attribute, react to, and shape job crafting (2019, background): “In these situations, individuals are likely to try to identify the motive for a behavior, especially when the behavior impacts their desired outcomes, goals, and values (Douglas et al., 2008).”
A Multilevel View of Intragroup Conflict (2008, background): “For example, Douglas et al. (2008) suggest that repeated exposure to triggering events can lead to entrenched attitudes that ultimately lead to less deliberative processing of conflict episodes.”
Negative reciprocity and the association between perceived organizational ethical values and organizational deviance (2010, background): “In the wake of frequent media portrayals of workplace aggression (Douglas et al., 2008), researchers have increasingly focused on interpersonal deviance.”
Rising from the Ashes: Cognitive Determinants of Venture Growth after Entrepreneurial Failure (2015, background): “Entrepreneurs' attributions for their failures therefore impact their cognitive, affective , and behavioral responses to failure (Douglas et al., 2008; Weiner & Kukla, 1970); therefore, a better understanding of recovery from failure requires an understanding of attributions of causality (Ford,…”