Keywords

Mistreatment, group differences

Abstract

Workplace mistreatment, such as discrimination, bullying, and incivility, affect thousands of individuals annually and cost U.S. organizations up into the billions of dollars each year in settlement costs, lost employee productivity, and poor employee health. Given the pervasive cost and prevalence of workplace mistreatment, research on this subject remains important. The purpose of the current research is to provide academics, practitioners, and policy makers with a comprehensive understanding of the nature of perceived workplace mistreatment by determining if subgroups (e.g. men versus women) within individual difference groups (sex, race, age, and organizational tenure) differ in magnitude of perceived workplace mistreatment. Meta-analytic methods were used to determine if and to what degree subgroups differences in perceived workplace mistreatment exist. Mistreatment type (e.g. bullying, harassment, incivility), source of mistreatment, and measurement item type and response scale were examined as potential moderators of these differences. The results suggest that there are minimal differences between subgroups of individual difference groups in the perception of workplace mistreatment, regardless of mistreatment type, mistreatment source, or mistreatment measure. Theoretical and practical implications of this research are discussed in addition to limitations and suggestions for future research.

Notes

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Graduation Date

2014

Semester

Spring

Advisor

Joseph, Dana

Degree

Master of Science (M.S.)

College

College of Sciences

Department

Psychology

Degree Program

Industrial and Organizational Psychology

Format

application/pdf

Identifier

CFE0005208

URL

http://purl.fcla.edu/fcla/etd/CFE0005208

Language

English

Release Date

5-15-2019

Length of Campus-only Access

5 years

Access Status

Masters Thesis (Open Access)

Subjects

Dissertations, Academic -- Sciences; Sciences -- Dissertations, Academic

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