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Examining Workplace Violence Purpose...

Mitchell, Gary B.

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Examining Workplace Violence Purposeful Human Guardianship in Religious Organizations and Other Businesses.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	Examining Workplace Violence Purposeful Human Guardianship in Religious Organizations and Other Businesses./
作者:	Mitchell, Gary B.
面頁冊數:	161 p.
附註:	Source: Dissertation Abstracts International, Volume: 74-09(E), Section: A.
Contained By:	Dissertation Abstracts International74-09A(E).
標題:	Sociology, Criminology and Penology. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3570257
ISBN:	9781303135576

Examining Workplace Violence Purposeful Human Guardianship in Religious Organizations and Other Businesses.
Mitchell, Gary B.

Examining Workplace Violence Purposeful Human Guardianship in Religious Organizations and Other Businesses. - 161 p.

Source: Dissertation Abstracts International, Volume: 74-09(E), Section: A.

Thesis (Ph.D.)--Northcentral University, 2013.

At the end of the 20th century, the CDC recognized workplace violence as a significant public health problem. Attributed to increased prevention efforts of school and other business leaders the number of workplace violence incidents leveled off during the first five years of the 21 st century. However, the number of workplace violence incidents at religious organizations began increasing. A literature review revealed high economic and social costs of workplace violence, but because few studies focused on the routine activity theory (RAT) guardian construct, there was a gap of workplace violence guardianship literature for religious organizations. The problem was religious leaders tended not to expect violence at their establishments, or to have an awareness of workplace violence guardianship. In this quantitative, ex post facto study, the Workplace Violence Guardian Questionnaire was administered online to 305 religious (n = 146) and business leaders ( n = 159) in the United States. At the 95% confidence level, findings showed a statistically significant difference based on educational attainment between religious (rl) and business leaders (bl) for all four research questions (a) awareness, rl( M = 9.26, SD = 1.51), bl( M = 7.86, SD = 2.08), t(288.11) = 6.772, p = .000; (b) policy strategies, rl(M = 9.33, SD = 1.54), bl(M = 8.00, SD = 2.07), t(291.01) = 6.397, p = .000; (c) training, rl(M = 8.95, SD = 1.51), bl(M = 7.77, SD = 2.10), t(286.47) = 5.667, p = 000; and (d) guardianship, rl(M = 13.7, SD = 1.91), bl(M = 12.90, SD = 2.37), t(298.278) = 3.348, p = .001. Also, for tenure and awareness between religious (M = 5.48, SD = 1.50) and business leaders (M = 5.11, SD = 1.52), t(301.52) = 2.133, p = .034 and for gender and guardianship rl(M = 8.31, SD = 1.26), bl(M = 8.85, SD = 1.51), t(300.076) = -3.395, p = .001. These findings fill a void in RAT guardian construct literature. Because these variables may play a greater role individually in the prevention of workplace violence, future researchers may want to delve into each variable to determine what is most appropriate to improve workplace violence management.

ISBN: 9781303135576Subjects--Topical Terms:

1017569
Sociology, Criminology and Penology.

Examining Workplace Violence Purposeful Human Guardianship in Religious Organizations and Other Businesses.
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500 $a Adviser: Mohamad Seleh Hammoud.
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520 $a At the end of the 20th century, the CDC recognized workplace violence as a significant public health problem. Attributed to increased prevention efforts of school and other business leaders the number of workplace violence incidents leveled off during the first five years of the 21 st century. However, the number of workplace violence incidents at religious organizations began increasing. A literature review revealed high economic and social costs of workplace violence, but because few studies focused on the routine activity theory (RAT) guardian construct, there was a gap of workplace violence guardianship literature for religious organizations. The problem was religious leaders tended not to expect violence at their establishments, or to have an awareness of workplace violence guardianship. In this quantitative, ex post facto study, the Workplace Violence Guardian Questionnaire was administered online to 305 religious (n = 146) and business leaders ( n = 159) in the United States. At the 95% confidence level, findings showed a statistically significant difference based on educational attainment between religious (rl) and business leaders (bl) for all four research questions (a) awareness, rl( M = 9.26, SD = 1.51), bl( M = 7.86, SD = 2.08), t(288.11) = 6.772, p = .000; (b) policy strategies, rl(M = 9.33, SD = 1.54), bl(M = 8.00, SD = 2.07), t(291.01) = 6.397, p = .000; (c) training, rl(M = 8.95, SD = 1.51), bl(M = 7.77, SD = 2.10), t(286.47) = 5.667, p = 000; and (d) guardianship, rl(M = 13.7, SD = 1.91), bl(M = 12.90, SD = 2.37), t(298.278) = 3.348, p = .001. Also, for tenure and awareness between religious (M = 5.48, SD = 1.50) and business leaders (M = 5.11, SD = 1.52), t(301.52) = 2.133, p = .034 and for gender and guardianship rl(M = 8.31, SD = 1.26), bl(M = 8.85, SD = 1.51), t(300.076) = -3.395, p = .001. These findings fill a void in RAT guardian construct literature. Because these variables may play a greater role individually in the prevention of workplace violence, future researchers may want to delve into each variable to determine what is most appropriate to improve workplace violence management.
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