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Nurse Education Today, 29, Norman, S.

Julian Barling (Author of The Science of Leadership)

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In this meta-analysis, the authors found that trait anger and interpersonal conflict were strongest predictors of CWB-P, while interpersonal conflict, situational constraints, and job dissatisfaction were strongest predictors of CWB-O. Among individual difference variables, gender and trait anger were stronger predictors of CWB-P than of CWB-O; among situational predictors, interpersonal conflict was a stronger predictor of CWB-P, while job dissatisfaction and situational constraints were stronger predictors of CWB-O.

Marcus, Bernd, O. Anita Taylor, Stephanie E. Hastings, Alexandra Sturm, and Oliver Weigelt. The authors first conducted a meta-analysis and found that a reflective higher-order factor model fitted the data the best. In a second study, confirmatory factor analysis results revealed that the best fit was a bimodal nonhierarchical model in which individual CWBs simultaneously load on one of the eleven facets describing their content and on one of three factors describing the target primarily harmed organization, other persons, self.

Martinko, Mark J. Gundlach, and Scott C. In this review, the authors integrated several theories that were developed to explain and understand the process of CWB.

Users without a subscription are not able to see the full content on this page. Please subscribe or login. Oxford Bibliographies Online is available by subscription and perpetual access to institutions. For more information or to contact an Oxford Sales Representative click here. Not a member? Sign up for My OBO. Already a member? Figure 5. Figure 6. Figure 7. Nurse's Aides Table 5 shows the results of moderated hierarchical regressions for emotional exhaustion. Table 5 Moderated hierarchical regressions to measure main and interaction effects of verbal aggression and job resources on emotional exhaustion among nurse's aides.


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Figure 8. Figure 9. Figure Table 6 Moderated hierarchical regressions to measure main and interaction effects of verbal aggression and job resources on depersonalization among nurse's aides. Conclusions The first aim of the present study was to verify the relationship between verbal aggression and job burnout. Conflict of Interests The authors declare that there is no conflict of interests regarding the publication of this paper. References 1. Braverman M. Beech B. Workplace violence in the health care sector: a review of staff training and integration of training evaluation models.

Aggression and Violent Behavior. Workplace violence and the changing nature of work in Europe: trends and risk groups. European Journal of Work and Organizational Psychology.

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Camerino D. Work-related factors and violence among nursing staff in the European NEXT study: a longitudinal cohort study. International Journal of Nursing Studies. Arnetz J. Understanding patient-to-worker violence in hospitals: a qualitative analysis of documented incident reports. Journal of Advanced Nursing. Duxbury J. An evaluation of staff and patient views of and strategies employed to manage inpatient aggression and violence on one mental health unit: a pluralistic design.

Journal of Psychiatric and Mental Health Nursing. Causes and management of patient aggression and violence: staff and patient perspectives. Joa T. Violence towards personnel in out-of-hours primary care: a cross-sectional study. Scandinavian Journal of Primary Health Care. Gillespie G. Stressful incidents of physical violence against emergency nurses.


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    Expanding the Content Domain of Workplace Aggression: A Three‐Level Aggressor–Target Taxonomy

    Swain N. A communication skills intervention for community healthcare workers reduces perceived patient aggression: a pretest-postest study. Demerouti E. The job demands-resources model of burnout. Journal of Applied Psychology. Balducci C. Emotional demands as a risk factor for mental distress among nurses. Bakker A. Burnout and work engagement: the JD—R approach. Dormann C. Customer-related social stressors and burnout.

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