We present a meta-analytic investigation of the theoretical mechanisms underlying why experienced workplace aggression is harmful to the three core performance outcomes (i.e., task performance, citizenship behavior, and deviant behavior). Through a comprehensive literature review of 405 empirical articles, we first extract and identify five prominent theoretical mechanisms: relationship quality, justice perception, psychological strain, negative affect, and state self-evaluation. By synthesizing evidence from these articles, which include 471 unique samples from 36 countries or regions (N = 149,341 participants), we reveal the incremental effects of the five mechanisms, compare their relative strengths for each performance outcome, and examine their cultural contingencies. We find that when the five mechanisms are examined simultaneously, only relationship quality and state self-evaluation show incremental effects across all performance outcomes in the predicted direction. Moreover, the comparative strengths of mechanisms vary across performance outcomes: The impact of workplace aggression on task performance is best explained by the negative affect and state self-evaluation mechanisms, its impact on citizenship behavior is best explained by the relationship quality mechanism, and its impact on deviant behavior is best explained by the negative affect mechanism. Finally, the prominence of some mechanisms is contingent on certain cultural dimensions: The relationship quality mechanism is strengthened by individualism and masculinity, while the state self-evaluation mechanism is strengthened by masculinity. We conclude with a discussion of the theoretical and practical implications of our research. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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工作场所攻击行为和员工绩效：中介机制和文化偶发事件的元分析调查。


我们对为什么经历过的工作场所攻击行为对三个核心绩效结果（即任务绩效、公民行为和越轨行为）有害的理论机制进行了荟萃分析调查。通过对 405 篇实证文章的全面文献回顾，我们首先提取并确定了五个突出的理论机制：关系质量、正义感知、心理压力、负面影响和状态自我评价。通过综合这些文章中的证据，其中包括来自 36 个国家或地区的 471 个独特样本（N = 149,341 名参与者），我们揭示了这五种机制的增量效应，比较它们对每个性能结果的相对强度，并检查它们的文化偶然性。我们发现，当同时检查这五种机制时，只有关系质量和状态自我评估显示出预测方向上所有绩效结果的增量效应。此外，机制的相对优势因绩效结果而异：工作场所攻击性对任务绩效的影响最好用负面影响和状态自我评价机制来解释，它对公民行为的影响最好地用关系质量机制来解释，它对越轨行为的影响最好用负面影响机制来解释。最后，一些机制的突出性取决于某些文化维度：个人主义和男子气概加强了关系质量机制，而男子气概加强了国家自我评价机制。最后，我们讨论了我们研究的理论和实践意义。（PsycInfo 数据库记录 （c） 2024 APA，保留所有权利）。