Workplace victimization: aggression from the target's perspective.

By Karl Aquino, Stefan Thau. Annual Review of Psychology, 2009

711 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/d1393f9ebc4f46a3521dbe7868289716daf39d74

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Citations in the corpus

A job characteristics approach to explain workplace bullying (2010, background): “Also conflicts with colleagues and supervisors, and the role of leadership seems relevant to consider, since Aquino and Thau ( 2009 ) demonstrate that leaders can influence their subordinates' vulnerability to become a target of bullying.”
Acceptability of workplace bullying: A comparative study on six continents (2013, background): “Victims tend to report lower well-being and job satisfaction and greater stress than other employees who are not bullied (Aquino & Thau, 2009).”
Understanding internal, external, and relational attributions for abusive supervision (2014, background): “Because NA can influence a person’s perceptions of abusive supervision (Aquino & Thau, 2009; Bowling & Beehr, 2006) and aggressive behavior in the workplace (Skarlicki, Folger, & Tesluk, 1999), employees were asked to respond to ten items (Watson, Clark, & Tellegen, 1988) designed to measure their…”
The world turns at 33 and 45: Defining simple cutoff scores for the Negative Acts Questionnaire–Revised in a representative sample (2013, background): “It is often described as an escalating process during which those targeted may end up as victims of psychological aggression against which they have difficulty defending themselves (Aquino & Thau, 2009; Zapf & Einarsen,”
Social Exchange Theory: A Critical Review with Theoretical Remedies (2017, background): “Some researchers have considered workplace aggression as a broad concept that subsumes potentially hurtful and harmful constructs (Aquino & Thau, 2009).”
Educational Leaders and Emotions (2015, result): “These outcomes coincide with the general organizational literature suggesting that employer mistreatment affects employees’ emotions similarly (Wu & Hu, 2009) and that victims attempt to cope with the negative emotions resulting from others’ behaviors (Aquino & Thau, 2009).”
An approach-avoidance framework of workplace aggression (2016, background): “Workplace aggression refers broadly to negative acts that intentionally or unintentionally cause harm to their target(s) (Aquino & Thau, 2009; Neuman & Baron, 2005).”
Do they stay or do they go (2011, background): “In line with this, in a review of workplace victimisation, Aquino and Thau (2009)”
Recommendations for Creating Better Concept Definitions in the Organizational, Behavioral, and Social Sciences (2016, background): “This is important because several scholars (Aquino & Thau, 2009; Blalock, 1968; Le et al., 2010; Morrow, 1983; Popper, 2002; Singh, 1991; Tepper & Henle, 2011) have noted that one of the main factors that undermines discriminant validity and inhibits conceptual progress in science is the…”
Co‐Worker Exclusion and Employee Outcomes: An Investigation of the Moderating Roles of Perceived Organizational and Social Support (2014, background): “Aquino and Thau (2009) contend that mistreated workers are likely to seek out social support to help them cope with this form of victimization.”
Workplace bullying and employee silence (2017, background): “…from the perpetrator’s organizational position, informal power, the target’s dependency on the perpetrator, and/or target and perpetrator’s personality traits (Aquino and Thau, 2009; Einarsen et al., 2011; Hoel and Cooper, 2001; Keashly and Jagatic, 2003; Samnani, 2013; Zabrodska et al., 2014).”
The impact of role stressors on workplace bullying in both victims and perpetrators, controlling for personal vulnerability factors: A longitudinal analysis (2012, background): “Concepts such as emotional abuse, victimization and harassment (for a review see Aquino & Thau, 2009), mainly adopted by North American researchers, have also been used in this area of research to study phenomena that share most of their defining characteristics with bullying, the main difference…”
Individual‐ and group‐level effects of social identification on workplace bullying (2013, background): “In addition, bullying can be associated with psychological, emotional, and physical damage to all parties involved, including perpetrators and bystanders (Aquino & Thau, 2009; Bowling & Beehr, 2006; Matthiesen & Einarsen, 2007).”
Beware the angry leader: Trait anger and trait anxiety as predictors of petty tyranny ☆ (2013, methodology): “Males, older employees, and those with longer tenure have also been overrepresented as victims, though contrary results also exist (Aquino & Thau, 2009).”
Target personality and workplace victimization: A prospective analysis (2010, background): “…although previous research has examined target personality as a potential cause of victimization, most of this research has used non-experimental and cross-sectional designs (Aquino & Thau, 2009; Bowling & Beehr, 2006; Rayner & Keashly, 2005; Zapf, Dormann, & Frese, 1996; Zapf & Einarsen, 2003).”
Customer Mistreatment: A Review of Conceptualizations and a Multilevel Theoretical Model (2015, background): “Alternatively and second, personality traits create biases in recall such that they influence the extent to which interpersonal events are remembered and interpreted in a positive or negative light (cf., Aquino & Thau, 2009).”