In a study done by Daniel B. Kennedy, Robert J. Homant and Michael R. Homant, the relationship between injustice and workplace aggression was examined. The experiment conducted utilized 139 subjects who were given a questionnaire to answer. The subjects taking the questionnaire were all from different backgrounds. According to statistics the subjects who took the questionnaire were: 69% females, 31% males; 53% African Americans, 37% Whites, 64% single, 27% married, 9% divorced, and 89% had a part time job or worked 15-18 hour jobs (329).
The questionnaire had four scenario subjects. Three of the scenarios were types of workplace injustices:
1. Distributive: ex: Restaurant chef denied a promised raise, despite his role in a restaurant.
2. Procedural: ex: Civil service worker, whose promotion was given to a boss’ friend instead.
3. Interpersonal: ex: Shift worker accused of leaving early and forced to stay until a replacement came.
The fourth scenario was a control group, to see how much people were influenced to be aggressive after an injustice. An example of a scenario was a salesman who lost a contest to two fellow workers who potentially could have cheated, but in reality did not cheat. Everyone was given awards, but he was angry because he did not receive the title of champion. The questions were then rated on two scales:
1. Scenario justice scale
2. Aggression rating scale: The scale was rated by choosing one from each category:
a) Direct or indirect
b) Passive or active
c) Verbal or physical
ex.: scenario: Someone helping himself to $100 worth of supplies in office
= someone could rate it by this scenario being: physical, active, and indirect.
1. Procedural injustice was perceived to have the highest level of injustice and most support for aggression.
2. Interpersonal injustice had more support for aggression than distribution injustice.
3. The control scenario had little support for aggressive behavior or injustice.
4. The greater the perception of injustice, the greater support for workplace aggression
My question is if the results were affected by the differences in the ratio of nationality, or gender. Would it have an affect on the aggressive behavior results? In addition, are there other reasons why there may be workplace aggression, such as one’s environment? How can an unfair situation or injustice, such as one’s raise being given away to a boss’ friend, affect one’s aggression?