workplace violence - mansfield university of …coursework.mansfield.edu/psy3316/3316 -...
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Workplace
Violence
Definition
“… violent acts (including physical assaults and
threats of assaults) directed towards persons at
work or on duty.” Examples include threats, physical
assaults, muggings, and homicides.
(NIOSH, 2002, p. 1)
Example:
“A disturbed family member whose father had died in
surgery at the community hospital walked into the
emergency department and fired a small-caliber
hand-gun, killing a nurse and an emergency medical
technician and wounding an emergency physician.”
(NIOSH, 2002, p. 2)
Also includes…
NIOSH, cf. Naval Air Warfare Center, Human Resources Dept., Patuxent River Complex,
“Preventing Workplace Violence” Pamphlet
Beatings
Stabbings
Suicides and near suicides
Shootings
Rapes
Threats
Robberies
Obscene phone calls or
e-mails
Intimidation
Being followed
Being sworn at
Being shouted at
Bullying
Example
(cf, Hynes, 2001)
Barclay & Aquino Model (2011)
p. 619
Examples of Individual-Level Predictors
• Demographics (e.g., sex, race, status)
• Attributions (e.g., externalization of blame)
• Personality (e.g., narcissism, dispositional hostility)
• Other (e.g., prior exposure to violence)
Barclay & Aquino, 2011, p. 618
Examples of Situational-Level Predictors of Aggression
Job characteristics (e.g., crowding, noise, humidity)
Coworkers, groups, & teams (e.g., group norms)
Job stressors (e.g., job insecurity, role conflict)
Supervisor (e.g., abusive supervision, micromanaging)
Barclay & Aquino, 2011, p. 619
Legal: OSH Act’s “General Duty Clause” (1970)
(cf. OSHA, 2004, p. 3)
“Each employer shall furnish to each of his
employees employment and a place of employment
which are free from recognized hazards that are
causing or are likely to cause death or serious
physical harm to his employees.”
Other laws may apply, such as The Violence Against Women Act of 1994
(Deming, 2000)
Legal: Other Potentially Applicable Theories
Theory Explanation
Negligent Hiring “Failure of the employer to investigate a job applicant’s
work experience, character, criminal history and other
relevant data prior to hiring an employee” (p. 2)
Negligent
Supervision
“Employer who fails to train or supervise its employees
satisfactorily may be liable when the employee commits a
violent act against a third party.” – also may refer to
failures to “exercise reasonable care” or to “respond to
complaints” (p. 3)
Negligent
Retention
Employer “… knows or should have known that the
employee has a propensity for violence and fails to either
discharge or reassign the employee.” (p. 5)
Premise Liability
for Negligent
Security
Employer “…in control of a property or premise, fails to
provide reasonable security to those who depend upon
the employer for such protection.” (p. 5)
(Deming, 2000)
Locations
(MOSHA, 2004)
Workplace violence may occur:
In buildings or surrounding premises (e.g.,
parking lots)
At customer or client locations (e.g., in homes)
While traveling
Really Brief History
(Deming, 2000)
• August 1986
• U.S. Postal Service employee in
Edmond, OK
• 14 co-workers killed, 6 wounded
• “Going Postal”
(cf. Wolf, 2008)
Workplace
Shootings,2008
BLS, 2010
(cf. Wolf, 2008)
More Specific Risk Factors – Retail Setting
(NIOSH, 2004)
“Actively resisting robbery
Robbers are unarmed (?)
Lack of customers present
Lack of drop safes
Lack of employee training”
Based on NIOSH
study of 460
convenience store
robberies in 3
metropolitan areas
of Virginia
Time of Day
(cf. Sygnatur & Toscano, 2000, p. 6)
General Risk Factors
(MOSHA, 1999, p. 2)
Working alone or in small numbers
Working in high-crime areas
Guarding valuable property
Working in community-based settings
More General Risk Factors
(MOSHA, 1999, p. 2)
Contact with the public
Exchange of money
Delivery of passengers, goods, or services
Having a mobile workplace (e.g., taxi)
Working with unstable or volatile persons (e.g.,
health care)
(cf. Wolf, 2008)
Age of Worker
(cf. Sygnatur & Toscano, 2000, p. 6)
(cf. Wolf, 2008)
(cf. Wolf, 2008)
(cf. Wolf, 2008)
Indicators #1
• “Direct or veiled threats of harm
• Intimidating, belligerent, harassing, bullying or other inappropriate or aggressive behaviors
• History of conflicts with supervisor, co-workers, and customers; verbal comments indicating hostility directed at others
• Fascination with weapons/violence; bringing weapon to the workplace
Naval Air Warfare Center, Human Resources Dept., Patuxent River Complex, “Preventing
Workplace Violence” Pamphlet
Indicators #2
• Statements indicating desperation to point of committing suicide contemplating suicide (signs of stress need to be addressed whether or not you believe they will lead to violence)”
• Substance abuse (alcohol and/or drugs)
• Extreme or uncharacteristic changes in behavior or displays of emotion. ‘(may include change in attendance or quantity or quality of work)’
• Lack of support systems (may see problems with or withdrawal from friends/family)”
Naval Air Warfare Center, Human Resources Dept., Patuxent River Complex, “Preventing
Workplace Violence” Pamphlet
Examples of Outcomes from Workplace Aggression
Attitudinal outcomes (e.g., decreased job satisfaction)
Physical health (e.g., psychosomatic well-being)
Psychological outcomes (e.g., frustration, emotional exhaustion)
Behavioral outcomes (e.g., counterproductive work behaviors)
Barclay & Aquino, 2011, p. 624
Responses to Workplace Violence - Organization
Post signs and use drop safes where cash is present
Improve visibility in and around workplace (e.g., windows clear, improve
lighting – including parking lot)
Greet all visitors and have a “check in” point
Post notices and install metal detectors, cameras, videotaping
equipment in high risk areas
Identify and equip “safe rooms” for emergencies
Provide on-site security guards or alarm systems
Monitor amount, weight, shape of furniture in rooms where staff interact
with clients; use rooms with multiple exits
(Hynes, 2001; MOSHA, 1999; NIOSH, 2004)
Responses to Workplace Violence - Organization
Conduct a workplace audit
Identify causes of stress and use training or other interventions to
reduce stress
Establish, monitor, evaluate, and periodically revise workplace
violence policies (e.g., “zero-tolerance”)
Provide training to employees and management on warning signs,
policies, and responses to workplace violence
Improve communication
Establish an employee assistance program (EAP)
(Hynes, 2001; MOSHA, 1999; NIOSH, 2004)
Responses to Workplace Violence - Individual
(Hynes, 2001; MOSHA, 1999; NIOSH, 2004)
Learn warning signs of potential for violence
Train employees on how to respond and report an incident
If robbery or other … “Try to stay calm,” make no rapid motions, do
NOT try to stop or confront robber
Do NOT keep large amounts of cash out of drop safe
Practice an evacuation plan and multiple routes to safe rooms
Establish a buddy system; keep calling or notification system up to
date
Responses to Weapons in the Workplace
“Criminal Trespass”
No one who enters workplace
allowed to have weapons
(Mathiason & Kruger, 1999)
No employees allowed to have
weapons; employees sign
form that they are aware of
and will abide by policy
“Employees Only”
Those licensed to carry are
allowed to do so at workplace;
employer may have to verify
the license
“License Holders Allowed”
The Law on Concealed Weapons is Changing
Laws vary by state:
In some, person must demonstrate “need to carry”
“Shall issue” states do NOT require person to demonstrate
a need
“Discretion states” leave decision to allow permit to local
official, like county sheriff
Example