Domestic violence in the workplace

1. It is important for workers, management, and health and safety personnel to recognize a history of domestic violence may place an individual at risk for acts of violence at work. 2. Employers and unions are beginning to recognize domestic violence may impact the economic well being of a workplace by decreasing productivity and attendance, and by increasing insurance and health care costs. 3. Few companies have policies related to general safety, general workplace violence, or specifically to domestic violence. All departments within the corporation or business should help to develop and implement these policies, and training in the policies must include all levels of the business.     

Correlates and consequences of workplace violence

A random telephone survey was used to interview 598 employees about instances, if any, when they had been physically attacked or threatened in the workplace. Demographic and workplace characteristics are analyzed as correlates of these forms of violence. The only characteristic consistently associated with higher risk is a work schedule that included nighttime hours. However, although few strong or consistent correlates of workplace violence were found, there were clear negative consequences associated with being victimized at work: lower job satisfaction, greater job stress, increased considerations of job change, and an increased likelihood of bringing mace, a gun, or another weapon to work.     

Health care workers and workplace violence

Laser bronchoscopy allows reestablishment of patent airways in patients with exophytic intraluminal tracheobronchial obstruction from malignancy. Patients with benign strictures can also be treated, thereby avoiding open surgical repair in selected instances. Because of laser-tissue interactions, and because patients often have terminal illness or severe underlying medical problems, these are potentially high-risk procedures. Proper resection techniques, experience, and repetitive performance are necessary to ensure satisfactory patient safety and outcome.     

Predictors and outcomes of workplace violence and aggression.

The authors developed and assessed the psychometric properties of an instrument measuring risk for workplace violence and expanded a model linking (a) risk and experience of violence and aggression from the public and (b) experience of aggression from coworkers to emotional well-being, psychosomatic well-being, affective commitment, and turnover intentions. Using data from 254 employees representing 71 different occupations, the measure demonstrated acceptable within-occupation and 1-month test-retest reliability. The data supported the model and showed that public-initiated violence and aggression and coworker-initiated aggression were differentially associated with personal and organizational outcomes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychosocial correlates of harassment, threats and fear of violence in the workplace

OBJECTIVES: The purpose of this study was to investigate work climate factors and structural job aspects as predictors of workplace violence, with particular attention to the relative influence of both sets of factors. METHODS: Telephone survey data collected by a large midwestern insurance company were analyzed. Interviewers asked 598 full-time workers about their work climate, structural job aspects, and subject and workplace demographics, all of which were used as predictor variables in regression analyses. The participants were also asked about incidents of threats, harassment, physical attacks, and fear of becoming a victim of workplace violence, all of which were used as outcome measures. RESULTS: Separate logistic regressions were carried out for each of the outcome measures. The study identified a variety of factors which appear to place workers at risk of nonfatal occupational violence. Work climate variables, such as co-worker support and work group harmony, were predictive of threats, harassment, and fear of becoming a victim of violence. Structural aspects of the job, such as work schedule, were also significant in predicting threats and fear of becoming a victim of violence, but they were not predictive of harassment. CONCLUSIONS: This is the first study which suggests that both work climate and structural aspects of work may be important in promoting workplace violence. This finding suggests that intervention strategies should consider organizational and climate issues in addition to basic security measures.     

Initial assessment and intervention strategies to reduce workplace violence

Homicide is now the cause of 12 percent of deaths in the workplace, and workplace violence by disgruntled employees or former employees continues to increase. The family physician may be the first or only professional to examine such persons before an act of violence occurs. The assessment of a potentially violent employee includes evaluating for threats, a history of violence, paramilitary interests, access to weapons, paranoia, substance abuse and a sense of having no future or no alternative to violence. A shame-rage cycle that may include a sense of evernarrowing options often precedes the violent act and may reveal warning signs that represent potential opportunities for intervention before the act is committed. Initial interventions include ensuring the immediate safety of potential victims, initiating measures to reduce acute shame and rage in the person at risk and facilitating an effective referral. Preventive strategies at the organizational level include preemployment screening, explicit nonharassment policies, employee counseling, physical security measures and the establishment of an organizational clearinghouse for reporting and assessing threatening behaviors.     

Violence prediction, workplace violence, and the mental health expert.

Suggests that potential expert witnesses in civil cases arising from employee-caused work site violence should be familiar with recent findings concerning the assessment of risk for violence and with the implications of those findings. Pertinent demographic issues and the legal considerations (i.e., legislation, case law, and theories of liability) that might shape tort actions for workplace violence are reviewed. Knowledge concerning mental health professionals' ability to assess violence potential, and the practical limitations of that knowledge are summarized. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of perceived control on the outcomes of workplace aggression and violence.

This study examined the role of perceived control in ameliorating the negative outcomes associated with the experience of violence at work, using 2 large samples of hospital staff (N?=?187) and group home staff (N?=?195). Exploratory and confirmatory factor analyses of the measure of perceived control converged in suggesting a 3-factor structure consisting of Understanding, Prediction, and Influence. Results of a series of moderated regression analyses suggested that perceived control did not moderate the relationships between violence and fear or between fear and emotional well-being, somatic health, or neglect. However, perceived control was directly associated with emotional well-being and indirectly associated with somatic health and neglect. In addition, training that targets workplace violence was found to be related to enhanced perceptions of control. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Consequences of client-initiated workplace violence: The role of fear and perceived prevention.

The authors suggested and tested a model of the consequences of client-initiated workplace violence, introducing perceived prevention of violence and perceived coping ability as factors that reduce fear of future violence and mitigate negative personal and organizational consequences. Survey data from 330 frontline staff from job centers and social security offices were analyzed using structural equation modeling. The data supported the model and confirmed the central role of the fear of violence with regard to outcomes such as psychological and physical well-being or irritability. Results point further to perceived prevention of violence as an important factor that influences fear levels in different ways, predicts turnover intentions, and should therefore be considered when managers aim to address the consequences of client-initiated violence and threats. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Behind closed doors: In-home workers' experience of sexual harassment and workplace violence.

The authors developed and tested a structural model predicting personal and organizational consequences of workplace violence and sexual harassment for health care professionals who work inside their client's home. The model suggests that workplace violence and sexual harassment predict fear of their recurrence in the workplace, which in turn predicts negative mood (anxiety and anger) and perceptions of injustice. In turn, fear, negative mood, and perceived injustice predict lower affective commitment and enhanced withdrawal intentions, poor interpersonal job performance, greater neglect, and cognitive difficulties. The results supported the model and showed that the associations of workplace violence and sexual harassment with organizational and personal outcomes are indirect, mediated by fear and negative mood. Conceptual implications for understanding sexual harassment and workplace violence, and future research directions, are suggested. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Reducing the adverse consequences of workplace aggression and violence: The buffering effects of organizational support.

This study examined the buffering effects of 2 types of organizational support--instrumental and informational--on the relationships between workplace violence/aggression and both personal and organizational outcomes. Based on data from 225 employees in a health care setting, a series of moderated multiple regression analyses demonstrated that organizational support moderated the effects of physical violence, vicariously experienced violence, and psychological aggression on emotional well-being, somatic health, and job-related affect, but not on fear of future workplace violence and job neglect. These findings have implications for both research and intervention related to workplace violence. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Education in the workplace

A 40-year-old man presented with a three-week history of malaise, nausea, night sweats, decreased appetite, and a 15-lb weight loss. He reported having had diarrhea, occasionally with bright red blood, for the first two weeks and a temperature as high as 39.4 degrees C for the last two weeks. He had not had cough, shortness of breath, wheezing, chest pain, arthralgias, rash, or conjunctivitis. He had not eaten raw oysters or raspberries.     

Psychological testing in the workplace

Describing psychological testing as a controlled observation of human mental functioning through behavior, this chapter examines the variety, settings, and advantages and limitations of psychological tests commonly used in the work setting. Types of tests considered include achievement tests, aptitude tests, and personality and psychological functioning assessments.     

Repetitive strain in the workplace

Premenstrual Dysphoric Disorder (PMDD) has remained in appendices of the last two editions of The Diagnostic and Statistical Manual of Mental Disorders due to lack of empirical study. Items included in its set of research criteria are considered tentative pending evidence of diagnostic validity. The present study attempts to establish the construct validity of the PMDD criteria using the Rasch method to analyze the validity of individual items as contributors to the diagnosis, in contrast to the usual but less precise approach of using an external validator to establish the diagnostic utility of psychiatric conditions. Analysis of which items best differentiate participants with and without PMDD provides an idea of the relative ability of these items to distinguish PMDD. It is recommended that the areas of anger/irritability, depressed mood, and problems in interpersonal functioning be expanded in further studies and corresponding items added to symptom checklists.     

Cancer epidemiology and the workplace

Occupational exposure occurs most frequently through direct contact with carcinogenic agents, with any of their active metabolites during absorption (skin, respiratory tract); or during excretion (urinary tract). In the USA, from 2-8% of cancer are attributed to this circumstance. In developing countries emphasis should be made on prevention measures of possible carcinogenic exposure factors, with three basic premises: a) identify exposure markers (biological monitoring); b) identification of high risk subjects, presumable before exposure occurs, and c) early identification of signs of sickness (medical surveillance). This article proposes that, in theory, all occupational cancer can be prevented.     

Cultural-societal roots of violence: The examples of genocidal violence and of contemporary youth violence in the United States.

Widespread violence in a society must have its origins in cultural characteristics, current societal conditions, or both. In this article, the cultural, societal, and psychological origins of two very different forms of violence are examined. A conception of the origins of genocide and mass killing is briefly presented, with the Holocaust and the violence in the former Yugoslavia as supporting evidence. Difficult life conditions give rise to scapegoating, destructive ideologies, and the evolution of increasing violence against a designated enemy. Cultural characteristics that make this process more or less probable are described. This is followed by a presentation of the socialization experiences of children that generate youth violence. To explain the increase in youth violence, the presence of difficult life conditions in the United States is noted (due primarily to substantial social change). The effects of difficult life conditions, cultural characteristics, and social conditions such as poverty and discrimination against minority groups on family life and parenting are described. Similarities and differences in the origins of the two forms of violence are examined.… (PsycINFO Database Record (c) 2010 APA, all rights reserved)