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Theory and Measurement of Perceived Introvert Mistreatment
Title
Theory and Measurement of Perceived Introvert Mistreatment.
Creator
McCord, Mallory, Joseph, Dana, Dipboye, Robert, Beus, Jeremy, University of Central Florida
Abstract / Description
Perceived introvert mistreatment, or the extent to which an individual perceives he or she is treated unfairly at work because he or she is introverted, is a form of workplace mistreatment that may be associated with numerous negative outcomes for the workers it impacts. Although an understanding of perceived introvert mistreatment may augment current theoretical knowledge of workplace mistreatment, researchers have yet to consider why (or if) this mistreatment exists or the effects it may...
Show morePerceived introvert mistreatment, or the extent to which an individual perceives he or she is treated unfairly at work because he or she is introverted, is a form of workplace mistreatment that may be associated with numerous negative outcomes for the workers it impacts. Although an understanding of perceived introvert mistreatment may augment current theoretical knowledge of workplace mistreatment, researchers have yet to consider why (or if) this mistreatment exists or the effects it may have on the individual. Thus, the purpose of this paper is twofold: first, in an attempt to explain how perceived introvert mistreatment may develop and the impact it may have on the target, I develop a dynamic process model of elements that precede, follow, and compound perceived introvert mistreatment. This model encompasses a) a serial mediation process incorporating the situation, cognitive appraisals, attitudes, behavioral responses, and target outcomes that involve perceived introvert mistreatment, b) a dynamic process in which perceived introvert mistreatment, behavioral disengagement of the target, and negative behavioral reactions from others build upon each other cyclically, and c) target-based antecedents to behavioral disengagement of the mistreatment target. Second, in order to begin testing this theoretical model, I develop and validate a measure of perceived introvert mistreatment in four phases: a) item generation and reduction, b) examination of the reliability and factor structure of the scale, c) estimation of convergent and discriminant validity, and d) analyses of criterion-related validity. The paper concludes with a discussion of directions for future research.
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Date Issued
2017
Identifier
CFE0006624, ucf:51294
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0006624
From Tunnel Vision to Bird's-Eye View: The Development of a Broad Harassment Construct
Title
From Tunnel Vision to Bird's-Eye View: The Development of a Broad Harassment Construct.
Creator
Dhanani, Lindsay, Joseph, Dana, Fritzsche, Barbara, Beus, Jeremy, University of Central Florida
Abstract / Description
Research on workplace harassment has increased in recent years, resulting in a large body of evidence suggesting that perceiving harassment at work leads to a host of negative outcomes (Jones, Peddie, Gilrane, King, (&) Gray, 2016; Pascoe (&) Richman, 2009; Triana, Jayasinghe, (&) Pieper, 2015; Willness, Steel, (&) Lee, 2007). However, despite calls to broaden the conceptualization of workplace harassment, the dominant approach in the literature has been to study a single, discrete form of...
Show moreResearch on workplace harassment has increased in recent years, resulting in a large body of evidence suggesting that perceiving harassment at work leads to a host of negative outcomes (Jones, Peddie, Gilrane, King, (&) Gray, 2016; Pascoe (&) Richman, 2009; Triana, Jayasinghe, (&) Pieper, 2015; Willness, Steel, (&) Lee, 2007). However, despite calls to broaden the conceptualization of workplace harassment, the dominant approach in the literature has been to study a single, discrete form of harassment in isolation. The current paper addresses this limitation by simultaneously assessing multiple forms of harassment (i.e., ethnic harassment, sexual harassment, age harassment, heterosexist harassment, and religious harassment) to determine if these constructs reflect a single latent harassment variable. Additionally, the current paper proposed and tested antecedents and outcomes thought to be shared across multiple forms of workplace harassment. Lastly, the current work considers whether harassment is more strongly related to outcomes when both are conceptualized broadly in comparison to when they are conceptualized narrowly. Data from three samples demonstrated support for conceptualizing and modeling workplace harassment more broadly. Results also suggest that multiple forms of workplace harassment share a common set of predictors and outcomes. Harassment was also found to have a stronger relationship with task performance and employee health consequences when a broader conceptualization of harassment was utilized. The findings of the current paper contribute to the development of an integrated theory of workplace harassment and highlight the need for organizational and legal interventions aimed at curtailing workplace harassment.
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Date Issued
2017
Identifier
CFE0006584, ucf:51319
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0006584
Outcomes of Perceived Workplace Discrimination: A Meta-Analysis of 35 Years of Research
Title
Outcomes of Perceived Workplace Discrimination: A Meta-Analysis of 35 Years of Research.
Creator
Dhanani, Lindsay, Joseph, Dana, Fritzsche, Barbara, Beus, Jeremy, University of Central Florida
Abstract / Description
Given the substantial monetary and nonmonetary costs that both employees and organizationscan incur as a result of perceived workplace discrimination, it is important to understand the outcomes of perceived workplace discrimination as well as what moderates the discrimination-outcome relationship. While other meta-analyses of perceived discrimination have been published, the current meta-analysis expands prior meta-analytic databases by 81%, increasingthe stability of the estimated effects....
Show moreGiven the substantial monetary and nonmonetary costs that both employees and organizationscan incur as a result of perceived workplace discrimination, it is important to understand the outcomes of perceived workplace discrimination as well as what moderates the discrimination-outcome relationship. While other meta-analyses of perceived discrimination have been published, the current meta-analysis expands prior meta-analytic databases by 81%, increasingthe stability of the estimated effects. In addition, several prior meta-analyses have not focused exclusively on workplace discrimination. Consequently, the purpose of this meta-analysis is to provide a comprehensive quantitative review of perceived workplace discrimination, its consequences, and potential moderators of these relationships. Results showed that perceived workplace discrimination was related to decreased job satisfaction, reduced organizational commitment, greater withdrawal, and more perceived organizational injustice. Further, perceived workplace discrimination was associated with decreased mental health and physical health, lower ratings of life satisfaction, and increased work stress. Moderator analyses provided some evidence that perceiving the general presence of discrimination in one's organization may bemore detrimental than perceiving oneself to be personally targeted by discrimination at work.Additionally, moderator analyses provided some support that interpersonal discrimination maybe more detrimental than formal discrimination for some outcomes and that there may bedifferences in the perceived workplace discrimination-outcome relationships across different countries. The implications for workplace discrimination research and practice are discussed.
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Date Issued
2014
Identifier
CFE0005481, ucf:50340
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0005481
Group Differences in Perceived Workplace Mistreatment: A Meta-Analysis
Title
Group Differences in Perceived Workplace Mistreatment: A Meta-Analysis.
Creator
McCord, Mallory, Joseph, Dana, Dipboye, Robert, Beus, Jeremy, University of Central Florida
Abstract / Description
Workplace mistreatment, such as discrimination, bullying, and incivility, affect thousands of individuals annually and cost U.S. organizations up into the billions of dollars each year in settlement costs, lost employee productivity, and poor employee health. Given the pervasive cost and prevalence of workplace mistreatment, research on this subject remains important. The purpose of the current research is to provide academics, practitioners, and policy makers with a comprehensive...
Show moreWorkplace mistreatment, such as discrimination, bullying, and incivility, affect thousands of individuals annually and cost U.S. organizations up into the billions of dollars each year in settlement costs, lost employee productivity, and poor employee health. Given the pervasive cost and prevalence of workplace mistreatment, research on this subject remains important. The purpose of the current research is to provide academics, practitioners, and policy makers with a comprehensive understanding of the nature of perceived workplace mistreatment by determining if subgroups (e.g. men versus women) within individual difference groups (sex, race, age, and organizational tenure) differ in magnitude of perceived workplace mistreatment. Meta-analytic methods were used to determine if and to what degree subgroups differences in perceived workplace mistreatment exist. Mistreatment type (e.g. bullying, harassment, incivility), source of mistreatment, and measurement item type and response scale were examined as potential moderators of these differences. The results suggest that there are minimal differences between subgroups of individual difference groups in the perception of workplace mistreatment, regardless of mistreatment type, mistreatment source, or mistreatment measure. Theoretical and practical implications of this research are discussed in addition to limitations and suggestions for future research.
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Date Issued
2014
Identifier
CFE0005208, ucf:50622
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0005208