Relational Aggression in the Workplace
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The origins and effects of relational aggression, a more covert and subtle form of aggression employed predominantly by females, has been studied extensively in youth and adolescent populations. This survey of research explores the more recent topic of relational aggression in the workplace in order to identify potential areas of interest for future research.
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Relational Aggression in the Workplace
- 1. Gender and Organizations RELATIONAL AGGRESSION IN THE WORKPLACE Wesley Ross PAUP 809 Dr. Berhanu April 4, 2012
- 2. DEFINITIONS Workplace Harassment Workplace Aggression (physical and psychological) Relational Aggression (psychological) Workplace Harassment: “Any unwelcome or unwanted conduct that denigrates or shows hostility or an aversion toward another person on the basis of any characteristic protected by law (StrategicHR.org, 2010)” Workplace Aggression: “…Efforts by individuals to harm others with whom they work, or have worked…(Neuman & Baron, 1998, p. 395)” Relational Aggression: “…behaviors, both overt and covert, designed to harm another through the exploitation of a relationship…(Crothers, et.al., 2009, p. 98)”
- 3. Statement of Purpose Survey the literature on relational aggression in children and adults Historical perspectives Linkages from childhood to adulthood Explore relational aggression in the workplace – its role and effects on motivation Comparative analysis of relational aggression The role culture plays Gender-based Discuss current solutions posited by researchers RELATIONAL AGGRESSION IN THE WORKPLACE
- 4. Historical focus on childhood relational aggression New research into adult/workplace relational aggression makes this a “cutting edge” or relevant topic I work for a predominantly female organization with a national campaign designed to bring awareness to relational aggression and develop ways to end it among girls and young women WHY RELATIONAL AGGRESSION?
- 5. Significant literature on childhood relational aggression Somewhat significant literature internationally on relational aggression in the workplace Very recent US-based research into relational aggression in the workplace LITERATURE REVIEW
- 6. “Bullying Among Nurses: Relational aggression is one form of workplace bullying. What can nurses do about it? (Dellasega, 2009)” “Sexual Versus Nonsexual Workplace Aggression and Victims’ Overall Job Satisfaction: A Meta-Analysis (Lapierre, et.al., 2005)” “Cliques, Rumors, and Gossip by the Water Cooler: Female Bullying in the Workplace (Crothers, et.a., 2009)” “Workplace Harassment: The Social Costs of Bullying (Gumbus & Lyons, 2011)” “A Study on Physician Bullying as Gender Harassment to Female and Male Operating Room Nurses in Minnesota (Strauss, 2008) “Eye of the Beholder: Does Culture Shape Perceptions of Workplace Bullying? (Sidle, 2010) LITERATURE REVIEW
- 7. Content Analysis Meta-analysis Research and Literature Reviews Surveying LITERATURE REVIEW
- 8. Are there any differences between male and female types of and responses to relational aggression? Does culture (geographical) play a role in relational aggression? Is relational aggression a predominantly female behavior in an organizational environment? Are there any effects of childhood relational aggression that live on into adulthood? RESEARCH QUESTIONS
- 9. Research and Literature analysis Journal Articles Proprietary research when appropriate RESEARCH METHOD AND SOURCES
- 10. Relational Aggression in the workplace has not been studied at great lengths in the US until this century – there is a significant need to expand the body of knowledge in this area Relational aggression is a natural component of Social Cognitive Theory as it deals with social interactions and experiences and their influence on development and motivation – this research aims to enhance that linkage Very little is known about the link between childhood and adulthood relational aggression behavior. This research can highlight possible additional avenues for researchers to take to understand this linkage and provide solutions CONTRIBUTION AND SIGNIFICANCE OF RESEARCH
- 11. Questions QUESTIONS AND COMMENTS
Editor's Notes
- We are discussing concepts that all fall under the term harassment – the generally accepted definition of which is uninvited and unwelcome verbal or physical behavior by one party towards another. Within this general term, we begin to sharpen the definitions to an organizational level for this course. That brings us to Workplace harassment, which Human Resources organizations define as (“Workplace Harassment Definition on slide”)…Within workplace harassment, there are various types, of both a sexual and nonsexual nature, such as sexual harassment, bullying, and the like. These various types fall into what is known as Workplace aggression, which Neuman & Baron define as (“Workplace Aggression Definition on slide”)…This particular research paper discusses Relational Aggression as one of those types, which Crothers, et.al. define as (“Relational Aggression Definition on slide”)…Specifically, as Dellasega (2009) describes it, this type of behavior includes abuse of the psychological (rather than physical) kind, such as gossiping, withholding information, and ostracism (p. 52).
- Why this topic? The assignment specifically noted a cutting edge organization theory topic, and while there is significant research historically from childhood and adolescent behavior, the workplace has been studied little from this angle. Here in the US, according to much of the literature, it has only been researched significantly in the past 10 years or so. And of course as many of you know I work for a predominantly female organization – there are 6 males out of a staff over 100! I see the possibility of expanding my organization’s approach into the field of workplace relational aggression and I have access to relevant statistics from my organization’s research arm with regard to adolescent behavior approaching adulthood.
- I’ve begun gathering a significant body of literature for this research topic and what I have discovered is that there is a large body of work that focuses on childhood relational aggression. This body of research places females as generally the subjects of study with regard to relational aggression. The research available from a historical standpoint also tends to be international, with a small but growing body of research in the United States.
- While I won’t go in depth here, I do want to highlight examples of research that I have found in the review phase. As you can see in this list, much of the research in the US has been conducted very recently. Indeed much of what I have found thus far through keyword searches and referencing has generally followed this pattern. The types of research being conducted is interesting as well – there is considerable focus on the medical profession for one. Additionally, terms such as social costs, job satisfaction, gender and culture show up. Job satisfaction, gender and culture were discussed at length in Latham’s book on Motivation, making this research relevant to the discussion at hand. Social costs are discussed in one of the research papers, which is something I have delved into in other areas of research. Here the authors describe social costs due to workplace bullying as reduced work quality, errors, absenteeism, or poor reputation and customer relationship that result from loss of work focus and commitment (Gumbus &Lyons, 2011, p. 73).
- The kinds of methods used in the research range from content analysis (or the search for themes in qualitative research) to meta-analysis, which combines the results of several studies that address a set of related research hypotheses. The more traditional surveying was used as well. In some research, a more practical approach which highlighted definitions, types of behavior and recommendations to managers and human resource departments was used.
- This is just a sampling of the types of research questions I am interested in. First, I would like to know if the types of relational aggression are different among males and females, or more specifically if males use certain types more than females. On the same theme, what are the responses to the various types of relational aggression and do they differ based on gender (i.e. – reporting to HR, decreased productivity or leaving the organization). Second, I am interested in how culture impacts perceptions of relational aggression. As one article mentions, and Latham discusses, would a bully in one division of a global company be viewed as a bully in another geographic location within that company? This can be extended to the types of bullying as well. Do different cultures have different types of aggression? Third, I would like to know the effects of relational aggression from childhood to adulthood. Finally, historical data and current research generally ascribes relational aggression to females. Is this really the case? Is male relational aggression changing in frequency? Basically I am interested in exploring relational aggression in the workplace from the lenses of culture, childhood to adulthood and gender
- As this paper is more exploratory in nature and as such, it focuses on: The current literature on relational aggression in the workplace The recommendations provided to managers and human resource departments by academics with regard to ways of dealing with relational aggression The methods used in the analysis of relational aggression, their limitations as well as the quality of the findings I have available to me a research institute within my organization that has information specifically associated with relational aggression and as such this provides a wealth of historical data on the topic at hand. If this information is deemed relevant to the topic, I may include some of this research here.