Climate control: The relationship between social identity threat and cues to an identity-safe culture.

Social identity threat has been proposed as a key contributor to the underrepresentation of women in Science, Technology, Engineering, and Math (STEM), but little research has sought to pinpoint naturally occurring contextual predictors of identity threat for women already training or working in STEM. The focus of the present research was to examine how cues to an identity-safe culture predict more or less positive interactions between men and women in STEM in ways that may trigger or minimize women's daily experience of social identity threat. Specifically, we examined the role of inclusive organizational policies and/or greater female representation as 2 identity safety cues.

Help seeking by health professionals for addiction: A mixed studies review.

Background: When health professionals practice with active and untreated addiction, it is a complex occupational and professional issue impacting numerous stakeholders. Health professionals are responsive to evidence-based addiction interventions and their return-to-work has been demonstrated to be achievable, sustainable and safe. Facilitating help seeking in health professionals with addiction is a priority for reducing associated risks to their health and to patient safety.

Transformational leadership and employee safety performance: a within-person, between-jobs design.

We investigated the extent to which the safety performance (i.e., self-reported safety compliance and safety participation) of employees with 2 jobs was predicted by their respective supervisors' transformational leadership behaviors.

Psychosocial predictors of supervisor-, peer-, subordinate-, and service-provider-targeted aggression.

The authors investigate whether known person predictors (trait anger, trait aggression) and situational predictors (perceived interpersonal mistreatment, perceived organizational sanctions against aggression) of supervisor-targeted aggression also predict employee's aggression toward other workplace targets, namely peers, subordinates, and customers' aggression toward service providers. The authors also investigate the moderating impact of situational factors on the relationship between person factors and aggression. Participants (N = 308) were asked whether they had a conflict with their supervisor, a subordinate, a work peer, and/or a service provider in the past 6 months.

Predicting workplace aggression: a meta-analysis.

The authors conducted a meta-analysis of 57 empirical studies (59 samples) concerning enacted workplace aggression to answer 3 research questions. First, what are the individual and situational predictors of interpersonal and organizational aggression? Second, within interpersonal aggression, are there different predictors of supervisor- and coworker-targeted aggression? Third, what are the relative contributions of individual (i.e.

Workplace aggression in teenage part-time employees.

Among adult employees, interpersonal injustice and abusive supervision predict aggression toward supervisors at work. The aim of this study was to assess whether similar relationships exist among teenage employees and, further, whether teenagers' reasons for working moderate these relationships. Multiple regression analyses on data from 119 teenage employees showed that financial and personal fulfillment reasons for working moderate the impact of interpersonal injustice and abusive supervision on aggression directed at workplace supervisors.

Gender, mood state, and justice preference: do mood states moderate gender-based norms of justice?

The present study extends research on distributive justice by investigating whether a person's mood state moderates the robust effects of gender norms on allocation decisions. One hundred and eighty undergraduates (90 men: 90 women) were asked to undergo a mood induction procedure in which they were randomly assigned to a positive, negative, or neutral mood condition, and to work on a task with either a male or female co-worker (confederate). This resulted in a 2 (gender of participant) x 2 (gender of confederate) x 3 (positive vs.

Understanding supervisor-targeted aggression: a within-person, between-jobs design.

The authors investigated predictors of supervisor-targeted workplace aggression among 105 "moonlighters" (employed adults who work 2 jobs, each with a different supervisor), as a way of examining the relative role played by within-subject situational differences and between-subjects individual differences. Individual difference variables (self-esteem, history of aggression) explained a similar level of variance in aggression across both jobs, whereas situational factors (interactional injustice, abusive supervision) were job specific and explained proportionally more variance than did individual differences.