An attribution model of workplace aggression: The inclusion of a communication perspective

This dissertation investigates workplace aggression by offering and testing an attribution-based model. This model characterizes aggression as sequential and cyclical in nature. The focus is on the decisions an individual makes during an interactional episode. These decisions include attribution, appropriateness of behavior, perception of aggression, and the response to the behavior. Additionally, the model explores the role of three mediating factors, status, gender, and organizational context.;Three samples were utilized, reflecting three distinct variations of the workplace context: university, social service, and corporate. The overall sample consisted of 647 employees. Respondents were directed to read a hypothetical vignette describing an workplace interaction and to imagine they were in the interaction. The survey questionnaire measured attribution, appropriateness of behavior, perception of aggression, and the response to the behavior in the vignette.;Results support and add to the claim that aggression in the workplace is an involved process made up several decision-making points. This initial investigation provided useful information for outlining behaviors that induces aggression. The study found that form of aggression, type of attribution, and organizational context impacts individuals' decisions in the aggression episode. The results did not support gender differences and provided partial support for status differences.