The examination of Workplace Aggression as a global construct conceptualization has gained considerable attention over the past few years as organizations work to better understand and address the occurrence and consequences of this challenging construct. The purpose of this dissertation is to build on previous efforts to validate the appropriateness and usefulness of a global conceptualization of the workplace aggression construct. This dissertation has been broken up into two parts: Part 1 utilized a Confirmatory Factor Analysis approach in order to assess the existence of workplace aggression as a global construct; Part 2 utilized a series of correlational analyses to examine the relationship between a selection of commonly experienced individual strain based outcomes and the global construct conceptualization assessed in Part 1. Participants were a diverse sample of 219 working individuals from Amazon’s Mechanical Turk participant pool. Results of Part 1 did not show support for a one-factor global construct conceptualization of the workplace aggression construct. However, support was shown for a higher-order five-factor model of the construct, suggesting that it may be possible to conceptualize workplace aggression as an overarching construct that is made up of separate workplace aggression constructs. Results of Part 2 showed support for the relationships between an existing global construct workplace aggression conceptualization and a series of strain-based outcomes. Utilizing correlational analyses, additional post-hoc analyses showed that individual factors such as emotional intelligence and personality are related to the experience of workplace aggression. Further, utilizing moderated regression analysis, the results demonstrated that individuals experiencing high levels of workplace aggression reported higher job satisfaction when they felt strongly that the aggressive act was highly visible, and similarly, when they felt that there was a clear intent to cause harm. Overall, the findings of this dissertation do support the need for a simplification of its current state of measurement. Future research should continue to examine workplace aggression in an effort to shed additional light on the structure and usefulness of this complex construct.

The examination of Workplace Aggression as a global construct conceptualization has gained considerable attention over the past few years as organizations work to better understand and address the occurrence and consequences of this challenging construct. The purpose of this dissertation is to build on previous efforts to validate the appropriateness and usefulness of a global conceptualization of the workplace aggression construct. This dissertation has been broken up into two parts: Part 1 utilized a Confirmatory Factor Analysis approach in order to assess the existence of workplace aggression as a global construct; Part 2 utilized a series of correlational analyses to examine the relationship between a selection of commonly experienced individual strain based outcomes and the global construct conceptualization assessed in Part 1. Participants were a diverse sample of 219 working individuals from Amazon’s Mechanical Turk participant pool. Results of Part 1 did not show support for a one-factor global construct conceptualization of the workplace aggression construct. However, support was shown for a higher-order five-factor model of the construct, suggesting that it may be possible to conceptualize workplace aggression as an overarching construct that is made up of separate workplace aggression constructs. Results of Part 2 showed support for the relationships between an existing global construct workplace aggression conceptualization and a series of strain-based outcomes. Utilizing correlational analyses, additional post-hoc analyses showed that individual factors such as emotional intelligence and personality are related to the experience of workplace aggression. Further, utilizing moderated regression analysis, the results demonstrated that individuals experiencing high levels of workplace aggression reported higher job satisfaction when they felt strongly that the aggressive act was highly visible, and similarly, when they felt that there was a clear intent to cause harm. Overall, the findings of this dissertation do support the need for a simplification of its current state of measurement. Future research should continue to examine workplace aggression in an effort to shed additional light on the structure and usefulness of this complex construct.

This thesis, comprising two studies, investigated whether negative expectations and self-perceptions relating to the aging process are associated with less physical activity (Study 1), and whether less active adults are likely to report age as a cause for physical activity failure than more active adults (Study 2). Using Sarkisian et al.’s (2002) Expectations Regarding Aging (ERA-38) survey, Study 1 first developed reliable and valid sub-factors for constructs relating to general aging expectations (GAE) and aging self-perceptions (ASP) by conducting exploratory factor analyses on 167 adults (M age = 59.5). Results revealed three acceptable GAE sub-factors relating to satisfaction/contentment, physical function and cognitive function, and three ASP sub-factors pertaining to functional, social, and sexual health. Subsequent MANOVA analyses showed that active adults reported higher GAE for satisfaction/contentment and cognitive function than less active adults. Regression analyses revealed that physical activity levels positively predicted satisfaction/contentment and physical function expectations among 45-54 yr olds. In Study 2, 177 adults (M age = 60.1) completed our Causal Dimension Scale for Aging (CDSA) and a survey asking whether age was a likely cause of failure in various physical activity contexts. Responses on the CDSA were used to validate ‘General Attributions towards Age’ (GATA), a measure which captured how adults view the aging effects. Subsequent analyses of variance determined that GATA interacted with physical activity status (active, less active) to influence the reported likelihood of age as a cause for failure. Less active adults with stable/uncontrollable GATA reported greater likelihood of age as a cause for failure than all other groups in gym, recreational/community program, and unstructured/spontaneous activity settings. Separate age group analyses indicated that these trends were pronounced in an unstructured/spontaneous activity setting for 45-54 yr olds, and in a generally recently inactive scenario for 55-64 yrs.

As research into the dynamic characteristics of job performance across time has continued to accumulate, associated implications for performance appraisal have become evident. At present, several studies have demonstrated that systematic trends in job performance across time influence how performance is ultimately judged. However, little research has considered the processes by which the performance trend-performance rating relationship occurs. In the present study, I addressed this gap. Specifically, drawing on attribution theory, I proposed and tested a model whereby the performance trend-performance rating relationship occurs through attributions to ability and effort. The results of this study indicated that attributions to ability, but not effort, mediate the relationship between performance trend and performance ratings and that this relationship depends on attribution-related cues. Implications for performance appraisal research and theory are discussed.

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Recent work on the role of norms in the use of causal language by ordinary people has led to a consensus among several researchers: The consensus position is that causal attributions are sensitive to both statistical norms and prescriptive norms. But what is a statistical norm? We argue that there are at least two types that should be distinguished-agent-level statistical norms and population-level statistical norms. We then suggest an alternative account of ordinary causal attributions about agents (the responsibility view), noting that this view motivates divergent predictions about the effect of information about each of the two types of statistical norms noted. Further, these predictions run counter to those made by the consensus position. With this set-up in place, we present the results of a series of new experimental studies testing our predictions. The results are in line with the responsibility view, while indicating that the consensus position is seriously mistaken.

This study looked at how antipathies and the attributions made to our enemies concerning the outcomes of important life events affect one‟s self-esteem, self-efficacy, and task persistence. The results did not support either of the two hypotheses studied. However, it was found that those who succeeded persisted longer on the provided task when attributing the success to their enemy. This could be due to participants believing that they could show up the antipathy, giving them someone to compete against, which in turn lead to higher task persistence. Also, it was found that those who made external attributions while involved with an antipathy got more items correct on the task provided. Making external attributions for events could lead to a desire to prove oneself and in turn increase task persistence.

The general aggression model (GAM) has suggested that the interaction between person factors (e.g., personality variables) and situation factors (e.g., playing violent video games [VVGs]) can increase individuals’ aggressive behaviors through their cognition (e.g., hostile attributions), affect (e.g., negative affect), and/or arousal. The present study employed a modified competitive reaction time task to test the effects of shyness, violent (vs. nonviolent) gameplay, and shyness on individuals’ positive–negative affect, hostile attributions, and aggressive behaviors. In addition, the present study also employed structural equation modeling (SEM) to test the mediation (by cognition and affect) and moderation (by shyness). Results showed that playing a VVG increased aggressive behaviors, negative affect, and hostile attributions primarily among shy participants. In addition, the results of SEM also revealed that this moderating role was mediated by negative affect and hostile attributions. The present study supported GAM and showed that individuals’ aggressive behaviors are differentially susceptible to VVGs, depending on their level of shyness in a “for bad and for worse” manner.

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Mothers of ADHD children were surveyed using an on-line methodology. Respondents (n = 93) were largely well-educated and Caucasian. Their children had been diagnosed for an average of 2.7 years. Maternal attributions for their child's ADHD symptoms were examined for relationships with treatment acceptability and satisfaction with behavior modification, medication, and combined treatments. Results showed that mothers tended to view their child's symptoms as being uncontrollable, changeable, and situational. Also, mothers rated medication-based treatment options as more acceptable than behavior modification alone. Medication was rated as satisfactory by a majority of participants and as more satisfactory than behavior modification. No relationship existed between maternal attributions and treatment acceptability. Higher satisfaction with academic skills interventions was associated with lower maternal attributions of behavior stability. The opposite was true for satisfaction with medication. Overall, parents were optimistic about the future of their children’s symptoms and reported satisfaction with all treatment options.