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Violence in society has reached epidemic level and has permeated the walls of the workplace. Workplace violence has also spread across all occupations, especially those dealing with the public, and has escalated over the years. In this thesis the researcher explored the experiences, perceptions and coping mechanisms used by nurses exposed to violence in the health setting. The main focus was to determine how the nurses interpret abuse, and does this interpretation determine their response to the abuse.

Workplace violence infects many organizations. This descriptive study assesses the extent to which Texas park and recreation departments institute policies and procedures for preventing worker-initiated violence. Thirty directors from local park and recreation departments were interviewed by telephone and asked to identify whether their departments used specific prevention strategies to thwart instances of worker-initiated violence. The findings reveal few prevention strategies being used and suggest a need for park and recreation managers to increase their awareness and take a more proactive approach to violence prevention.

This study investigates the relationship between mobbing, burnout, and religious coping styles among Protestant clergy. Mobbing is an emotionally abusive workplace behavior and is defined as the prolonged malacious harassment of a coworker by a group of other members of an organization to secure the removal from the organization of the one who is targeted. Mobbing has only recently become a focus of attention in the US. To date, there are no known studies investigating mobbing in the workplace setting of the church. The broad purpose of this study is to determine if Protestant pastors experience mobbing, how they are affected by it, and how they cope with it. Four religious coping styles - Self-directing, Collaborative, Deferring, and Surrender to God - are investigated to determine how coping styles of religious individuals function in mediating the effect of mobbing or burnout. Burnout is assessed throught he Maslach Burnout Inventory and measures emotional exhaustion, depersonalization, and reduced personal accomplishment. This study utilizes Structural Equation Modeling (SEM) and presents two models of mediational analysis.... The results of analysis indicate that Protestant clergy do experience being mobbed which results in emotional exhaustion and depersonalization. Clergy with a self-directing coping style experience more burnout than do those who utilize a surrender to God style. Differences in indirect effects between models were noted. The implications to theory and practice are discussed. / by Steven R. Vensel. / Thesis (Ph.D.)--Florida Atlantic University, 2012. / Includes bibliography. / Mode of access: World Wide Web. / System requirements: Adobe Reader.

Workplace mistreatment, in the form of both incivility and aggression, can have a major impact on personal and organizational outcomes. The purpose of this study was to examine the mental judgments that individuals make before engaging in either uncivil or aggressive behavior. Data was analyzed in terms of both the potential costs and the potential benefits that an instigator could expect from engaging in such behavior, with specific emphasis on gender differences in cost/benefit expectations. There were no significant gender differences in either the perceived costs or the perceived benefits of engaging in incivility. The hypothesis that individuals with a low cost and/or high benefit pattern of responses of incivility were more likely to report instigating uncivil behaviors was also unsupported. The limitation of statistical analyses by a violation of the assumption of equal variances is discussed.

Violence in society has reached epidemic level and has permeated the walls of the workplace. Workplace violence has also spread across all occupations, especially those dealing with the public, and has escalated over the years. In this thesis the researcher explored the experiences, perceptions and coping mechanisms used by nurses exposed to violence in the health setting. The main focus was to determine how the nurses interpret abuse, and does this interpretation determine their response to the abuse.

Thesis (Ph.D. Commerce (Human Resource Management)) -- University of Limpopo, 2021 / Workplace bullying is a complex and widespread phenomenon, which has become a challenge to understand as an organisational phenomenon because of its complexity and numerous labels and terms that are used interchangeably by researchers, media and the public, when describing the behaviour. The potential for bullying in the workplace is always present in situations where people continually interact. Currently, workplace bullying has become a phenomenon that has caused significant problems when ignored. This study endeavoured to explore workplace bullying from African indigenous perspective with no predominantly continuation of the work from Western countries and develop strategies and model of managing workplace bullying from an African perspective. This empirical study was conducted in Limpopo province and grounded theory was used as methodological strategy with twenty-one indigenous research participants selected through the use of snowball sampling. Furthermore, the constructivist worldview formed the basis of the study on workplace bullying accounts, which was generated through semi-structured interviews with the support of interview guide. Interviews were recorded using call phone recorder, transcribed, coded and analysed using Microsoft Excel and interpreted. Thus, six key themes emerged from this study to address shared themes from individual accounts of workplace bullying incidents, causes and consequences from indigenous, contextualised perspective. The findings of the study identified nine accounts of bullying behaviour. These are disrespect, rumours or bad-mouthing, name calling, threats, unfair treatment, yelling to cause public humiliation, infringement of rights, work overload and domineering. Furthermore, contracts of employment and demonstration of power was identified as causes and dynamics of bullying behaviour. The findings also showed that workplace bullying accounts resulted in high turnover rate, compromised employee well-being and performance. Most participants managed workplace bullying by “doing nothing”. The data also showed that age and gender play a significant role in the African contexts, taking into consideration shared cultural believes and customs. The study further provided a practical model for managing workplace bullying from an African perspective. Furthermore, the study proposes a need for workplace bullying legislation to further increase the severity of bullying behaviour. The study also highlights a need to incorporate indigenous knowledge when managing workplace bullying. Keywords: Workplace bullying; Indigenous knowledge; Western knowledge; Consequences; Conceptual framework; Culture

Very little research has addressed the crisis communication strategies used in the aftermath of a workplace homicide. This study examined Indianapolis banks' crisis communication plans for workplace homicide by using St. John's (1997) Three-stage recommendations for crisis communication as a model and basis of comparison.The sample consisted of nine branch banks selected from the 1999 Ameritech Yellow Pages phone book. Six of the nine bank respondents completed a 26-question survey while the remaining three banks who answered "yes" to question #21 completed a 29-question survey. Individual and group agreement percentages between St. John and Indianapolis banks were calculated throughout the three stages.The results of this study revealed an overall group agreement of 59 percent. Internal versus external communication focus of Indianapolis banks impacted the overall group agreement. / Department of Journalism

This PhD thesis compared incidents of violence in two Malaysian hospitals and two English hospitals. Using a model of workplace violence, the aims of the thesis were to explore and compare six constructs: extrinsic, intrinsic, triggers, experiences, moderators, and consequences of workplace violence as perceived by Malaysian and English hospital staff. This study used data on experiences of violence gathered in 2005 for incidences in hospitals that occurred up to one year before the survey. The 2004 data from the Incident Report database (IRD) of the English hospitals was also used. Two instruments were developed for this thesis. First was the General Violence Victimization Questionnaire (GVQ), an instrument to identify the types, prevalence, nature, consequences, post-incident support, and reporting trends of violence in hospitals. The second instrument was the Violence Victimization Semi-structured Interview (VicQ) which explored factors leading to the violent incident, the violent incident itself, and psycho-social issues relating to the violent incident. Both instruments were translated into the Malay language for use in Malaysia. 227 people participated in the quantitative survey: 162 people from the Malaysian Government Hospitals (MGH) and 115 people from the National Health Service (NHS). A total of 25 people volunteered to be interviewed as part of the qualitative aspect of the study: 15 from the MGH and 10 from the NHS. Six categories of violence were compared: verbal, nonverbal, threat, physical, sexual, and psychologically-based. A total of 4118 violent incidents (1402 in MGH and 2716 in NHS) were reported. The most common type of violence was psychologically-based violence in the MGH and verbal violence in the NHS. Both samples perceived that the major source of workplace violence was from patients and involved one male perpetrator. There were differences between the two samples indicative of cultural differences. Of those interviewed, the Malaysian participants perceived that offenders were intrinsically motivated to offend. The English participants perceived that offenders had either intrinsic or extrinsic motivation for perpetuating violence. Differences were noted for substance abuse and customer relations as triggers of organisational violence. Comparisons of moderators were different for the two country samples. Comparisons of consequences were not significantly different. Comparisons across several demographic variables (gender, age, and occupational groupings) were not significant between the two country samples with regards to workplace violence victimisation. However, a comparison of length of service was found to be significant. The final path model differed from the original model of workplace violence. Additional findings include a difference between the established definition and participants‘ definition of workplace violence, a lack of anti-violence policies in Malaysian hospitals, under reporting, and unforeseen direct and direct relationships among the six constructs.

M.A. / Literature studies have shown that the organization, as well as the individual in the organization is directly affected by violence. The reasons and characteristics of violence have an emotional impact on the employee, and requires of him to work through the impact of incidents in his own time. The result of this process is delayed psychological growth, less creativity which eventually has an impact on productivity. Workmotivation is the force behind reaching goals individually as well as for the organization. External factors which includes violence, have an influence on the employee's ability to feel satisfied in his work situation. The goal of this research study is to determine if Eskom employees that were exposed to incidents of violence have a workmotivation profile that can be identified. A sample was selected with available statistics in Eskom, as well as the snowball method. The sample included 220 respondents. The respondents completed a unstuctured questionnaire, where they had to identify incidents in their work situation that made them feel good / happy, and incidents that made them feel bad / unhappy. The questionnaire was developed by Frederick Herzberg (1968) as part of his motivation hygiene theory where factors of worksatisfaction and rkdissatisfaction were identified. The results were computerized, and quantified by means of descriptive statistics. A workmotivation profile was constructed from the data. The study confirmed that a workmotivation profile of employees that have been subjected to incidents of violence can be identified. Determinants of worksatisfaction and work dissatisfaction were identified as responsibility, supervision, content of work, recognition, promotion, circumstances at work, personal circumstances and violence. On this profile violence received the highest percentage as a determinant of workdissatisfaction.