Relational Aggression In Workplace And Its Predictive Factors

Objective: To formulate the development of relational aggression scale which designed to assess relational aggression in workplace,identified related factors as correlates of relational aggression and examined the relations between relational aggression,burnout and job satisfaction.Methods: This study combined qualitative interview,pre-text survey and questionnaire to develop a reliable and valid scale for assessing relational aggression in China.Four questionnaires-demographics,relational aggression,burnout,job satisfaction-were used to survey a sample of 420 employees in Wuhan and 400 valid data are collected.Through independent sample T-test,chi square test,correlation analysis and regression analysis,we can learn the relationship between demography,statistical histological variables and workplace relations attacks,and also understand the relationship between attack and job burnout,job satisfaction.Results:(1)Through item analysis,we found that 18 items of the questionnaire,correlation coefficients for each entry and the total score was great than 0.4,and the associated significant level(P<0.05);Exploratory factor analysis of the questionnaire can be put forward four factors,the contribution of the value of each entry are above 0.4,and cumulative contribution factors reached 61.649%.Confirmatory factor analysis shows that this questionnaire ?2/df=1.971,fit factor index GFI,NFI were 0.912 and 0.937,RMR,RMSEA two values were 0.024 and 0.071.The scale Cronbach's Alpha is 0.887 "attack" and "injured" dimension Cronbach's Alpha coefficients were 0.842 and 0.847,internal consistency coefficient of each item and total scores were between 0.4 to 0.8.(2)On demography,histological variables we found that employees of various ages were significantly different in the attacker dimension(F=2.976,P<0.05),there was no significant difference in the victim dimension(F=1.346,P>0.05);people who got married on the victim dimension significantly are higher than unmarried people(t=2.043,P<0.05),but there is no attack on the dimensions of a significant difference(t=1.711,P> 0.05);People who need to work in collaboration attack are significantly higher than the scores of people to work independently(t=-2.933,P<0.05),no significant difference injured in dimension(t=-1.594,P>0.05);replacement frequency of victimization the scores have a significant effect(F=3.161,P<0.05),no significant effect on the attack dimension(F=1.911,P>0.05);Education level(F=0.133,F=0.745,P>0.05)and work experience(F=1.047,F=1.006,P>0.05)are not significantly different impact on workplace relations attacks.(3)Correlation and regression analysis show that emotional exhaustion and job burnout of relational aggression are significantly positive correlation(r = 0.615,r =0.602,P<0.05),Job satisfaction in working conditions of satisfaction(r =-0.531,r =-0.543,P<0.05)and responsibility(r =-0.518,r =-0.509,P<0.05)and relational aggression relationship attack are significantly negative correlation.Burnout and job satisfaction has a significant effect on relationship attack.Burnout and relational aggression has significant positive correlation(r = 0.597,r = 0.611,P<0.05),Job satisfaction and relational aggression has significant negative correlation(r =-0.545,r =-0.530,P<0.05),these variables interacted with each other.Conclusion: These findings indicated that the relational aggression scale is reliable and valid for assessing relational aggression in China.The results also suggest that relational aggression can predict burnout and job satisfaction level and invention of relational aggression is useful for improving performance of organization.