Workplace Aggression - Classification

Classification

In order to delineate the range of behaviors that can be considered aggressive workplace behaviors, researchers have developed schemes of classification for workplace aggression. Neuman and Baron (1998) offer these three dimensions that encompass the range of workplace aggression:

1. Expressions of hostility – behaviors that are primarily verbal or symbolic in nature.
2. Obstructionism – behaviors intended to hinder an employee from performing their job or the organization from accomplishing its objectives.
3. Overt aggression – violent acts.

In an attempt to further break down the wide range of aggressive workplace behaviors, Baron and Neuman (1996) also classify workplace aggression based on these three dichotomies:

1. Verbal–physical
2. Direct–indirect
3. Active–passive

Aggressive acts can take any possible combination of these three dichotomies. For example, failing to deny false rumors about a coworker would be classified as verbal–passive–indirect. Purposely avoiding the presence of a coworker you know is searching for your assistance could be considered physical–passive–direct.

Other researchers offer a classification system based on the aggressor's relationship to the victim.

1. Criminal intent (Type I) – this type of aggression occurs when the aggressor has no relationship to the victim or organization.
2. Customer/client (Type II) – the aggressor has a relationship with the organization and aggresses while they are being served as a customer.
3. Worker on worker (Type III) – both the aggressor and the victim are employees in the same organization. Often, the aggressor is a supervisor, and the victim is a subordinate.
4. Personal relationship (Type IV) – the aggressor has a relationship with an employee at an organization, but not the organization itself. This category includes victims who are assaulted by a domestic partner while at work.