The Research Of Workplace Aggression

In recent years, more and more workplace aggression happened in workplace, a phenomenon in the occupational health field has become an important issue to researchers outside the field of organizational behavior concerns. Domestic researchers for the study of workplace aggression, stay outside the introduction on workplace aggression, lack of workplace aggression empirical research.First, we survey employees in Chinese culture background about their workplace aggression and based on literature review and theoretic analysis, the concept of workplace aggression was proposed, workplace aggression is defined that occurred on work-related context, made up of individuals both inside and outside the organization felt he/she was the individual's intention to cause physical or psychological harm behavior.Based on the literature review, using interviews,open-ended questions, case studies and extensive domestic and international experts to establish the initial preparation of workplace aggression questionnaire. Then survey 298 employees in Chengdu and Chongqing, in the context of Chinese culture, the definition of workplace aggression if different from that of the western researchers. After discussion, due to influence of traditional Chinese culture, Chinese testee answered the rating scale for social desirability, moderation effects, resulting in systematic bias, therefore, re-establishment of scale.Re-establishment of scale, massive network of text using the Internet, combined with computer technology, cutting the word cloud computing methods, cloud computing from the cloud, by word frequency calculation, the preparation of workplace aggression scale, and questionnaires for the quality and quantity questions analysis.The research used simple random sampling and convenience sampling to conduct 400 MBA students and 600 employeess in Chinese culture background through Chengdu, Chongqing, Beijing, Taiyuan and Shenzhen and Obtain 852 effective questionnaires. Then, we explore the factor construct of workplace aggression by exploratory factor analysis(EFA) with 426 questionnaires and confirmatory factor analysis(CFA) with 426 questionnaires. The result shows that the construct of workplace aggression is four factors, including covert aggression, overt aggression, obstructionism and expressions of hostility. Based on upper research results, we develop a workplace aggression scale. We find the scale has good reliability and validity. The use of Leadership Scale, organizational justice Scale, job satisfaction scale and self-made questionnaires on workplace aggression, we conducted a questionnaire survey to 400 MBA students and to 600 employeess in Chengdu, Chongqing, Beijing, Taiyuan and Shenzhen and Obtain 852 effective questionnaires., a total of 820 valid questionnaires, using correlation analysis, regression analysis and structural equation modeling techniques and other methods, and further tested the validity of the developed workplace aggression scales and found that the development of scale has good construct validity, criterion-related validity, convergent validity and predictive validity. At the same time, using the above survey data (N= 426), using regression analysis, variance analysis and structural equation modeling techniques and other methods and test all research hypotheses and the hypotheses are supported. Obtain the following conclusions:(1) The workplace aggression consists of four dimensions, namely, covert aggression, overt aggression, obstructionism and expressions of hostility.(2) Workplace aggression in the demographic characteristics:(1) Men was significantly higher than women in gender. (2) The younger employees (25 years of age) was significantly than the older employees(aged 35 and over)in the term of age. (3) In the factors of position, the lower the position is, the higher the grade turns out to be. (4) In the factor of working years, the shorter length of service, the more obvious. (5) There were no significant differences in educational and marital status..(3) Organizational justice, leadership behavior and job satisfaction and other situational factors were significantly related to workplace aggressive. Among them, interpersonal injustice and workplace aggression related to the maximum, poor leadership behavior is positively related to workplace aggressive and job satisfaction was negatively correlated with workplace aggressive.In this study, we construct the model on workplace aggression in Chinese culture background. In research methods, use of cloud computing lexical cut, make up the process of compiling the questionnaire interviews and observation; make a more objective description to workplace aggression. Finally, we sum up the research results, combine them with organization management and human resource management practice, and discuss applied implication of them.The suggestions to the following researchs:There are many factors that influence workplace aggression, this study is only focused on organizational justice, leadership behavior, job satisfaction and other demographic factors, other variables have not been researched.This study suggests that the following researches can concentrate on the workplace in many other cases, and analyze with multiple variables.