Sexual harassment refers to any sexually-characteristic behavior that is unwelcome and creates a hostile and intimidating work environment. It can also impact an individual's performance at their job.

Sexual Harassment

Workplace violence can be directed towards various targets within an organization. These include individuals, such as coworkers and supervisors, as well as inanimate objects like company property.

Targets of Workplace Violence

Acts of workplace violence are frequently preceded by identifiable warning signs. These indicators can include intimidating behavior, explicit threats, sabotage of equipment, or noticeable and radical shifts in a coworker's behavior.

Warning Signs of Workplace Violence

Workplace violence often follows a progressive pattern, where initial acts of intimidation can intensify over time if not addressed. This escalation can lead to increasingly severe and dangerous behaviors.

Escalation Pattern in Workplace Violence

To mitigate risks and prevent escalation, it is essential for employees to report any instances where they feel intimidated or unsafe. The recommended course of action is to inform their immediate supervisor of the situation.

Reporting Workplace Intimidation and Unsafe Conditions

Homicide ranks as the second leading cause of on-the-job fatalities overall. For women, it is the primary cause of death in the workplace, highlighting a specific gender-based risk.

Workplace Homicide Statistics

The scope of workplace violence extends beyond fatalities, with nearly two million workers in the United States being physically assaulted or threatened with assault each year.

Prevalence of Workplace Assault

Workplace violence is often an extension of domestic disputes. A substantial number of workplace homicides, particularly those involving women, are committed by the victim's partner, such as a boyfriend or husband, who targets them at their place of employment.

Intersection of Domestic and Workplace Violence

A significant catalyst for workplace violence is an employee's perception of being treated in an unfair, unjust, or disrespectful manner. This feeling of injustice can provoke hostile or aggressive responses within the work environment.

Perceived Injustice as a Trigger for Workplace Violence

A 1999 study by Greenberg and Barling investigated predictors of workplace violence, emphasizing that a comprehensive understanding requires considering the specific target of the aggression, as well as the characteristics of both the aggressive individual and the workplace itself.

Greenberg & Barling (1999) Study on Predictors of Workplace Violence

A key contribution of industrial-organizational psychology is conducting extensive research into the triggers and causes of workplace violence and safety issues. The goal of this research is to enable organizations to create proactive procedures for identifying and mitigating these risks.

I-O Psychology Research on Workplace Violence

An instance of workplace violence that occurred on September 16, 2013, at the Washington Navy Yard in Washington, DC. The perpetrator, 34-year-old Aaron Alexis, killed 12 people. Alexis had a documented history of mental health issues, including delusions that he was being controlled by radio waves and monitored by unknown forces.

Washington Navy Yard Shooting (2013)

Research suggests that mental disorders are not a necessary or sufficient cause of violent behavior. While individuals who commit violent acts, such as the Washington Navy Yard shooter Aaron Alexis, may have a mental illness, this is not considered the primary determinant of their actions.

Relationship Between Mental Illness and Violence

According to research, the primary predictors of violence are not psychological but rather socio-demographic and socio-economic. Key factors identified include being young, male, and belonging to a lower socio-economic class.

Socio-Demographic and Socio-Economic Factors in Violence

Read the following scenario. Analyze the interactions between the employees and identify which specific actions or statements constitute workplace violence. Justify your analysis by explaining how each identified behavior fits the definition of disruptive, harassing, intimidating, or threatening conduct in a work environment.

Analyzing Workplace Dynamics

Refers to any actions or threats involving physical violence, harassment, intimidation, or other disruptive behaviors occurring at the workplace. This can range from verbal abuse and threats to physical assaults and even homicide.

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Focuses of organizational psychology include:
- Job satisfaction
- Work-family balance
- Management and Leadership
- Work Teams
- Organizational culture
- Workplace violence
- Scientific management
- Strengths-based management

Focuses of Organizational Psychology

Spielman, R. M., Jenkins, W. J., & Lovett, M. D. (2020, April 22). Psychology (2nd ed.). OpenStax. https://openstax.org/books/psychology-2e/pages/1-introduction

OpenStax Psychology (2nd ed.) Textbook

Job satisfaction describes the degree to which an individual enjoys their job, often characterized as a state of feeling that arises from appraising one's work experiences. While it involves both cognitive (thoughts about work) and affective (feelings about work) components, it is primarily described in terms of affect. Key factors influencing job satisfaction include the nature of the work itself, an individual's personality, their cultural background, workplace design, and management styles.

Job Satisfaction

Work-family balance refers to the challenge of managing the competing demands of one's professional and personal life. This includes responsibilities such as caring for children or elderly parents. The conflict between these domains is bidirectional, meaning work can interfere with family obligations, and conversely, family responsibilities can impede work commitments.

Work–Family Balance

Refers to a team within an organization or company assigned a specific task to accomplish collectively.

Work Team

Organizational culture refers to the collection of shared values, visions, hierarchies, norms, and interactions that define an organization. It dictates how the organization operates, makes decisions, and manages its employees, and can be influenced by the industry it belongs to. This culture shapes employee behavior and their understanding of the workplace, impacting performance and job satisfaction.

Organizational Culture

Workplace Violence

Refers to the fairness of the methods used to resolve conflicts and determine outcomes among employees

Procedural Justice

In Which Branch of I-O Psychology Is Job Satisfaction One of the Focuses?

Developed by Donald Clifton, strengths-based management is an approach that encourages organizations to focus on an individual's enduring talents, or 'strengths,' rather than their weaknesses. Clifton's research, based on interviews with 8,000 managers, concluded that strengths offer the greatest potential for growth. This popular management style posits that leveraging these talents allows employees to achieve consistent, near-perfect performance in related tasks.

Strengths-based Management

The term 'group dynamics' was coined by Kurt Lewin to describe the study of the behavioral and psychological processes that occur within and between social groups. His research in this area, which became influential in organizational psychology, examined concepts such as group interactions, cooperation, competition, and communication.

Group Dynamics

Within organizational psychology, management and leadership are key areas of study, focusing on how different styles affect productivity. This field involves analyzing methods for guiding and directing individuals and groups to achieve organizational objectives, which includes overseeing processes and inspiring people.

Management and Leadership

Scientific management is a management theory focused on improving economic efficiency and, specifically, labor productivity. It achieves this by systematically analyzing and synthesizing workflows to find the most optimal processes.

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