Name, Title, School of Business, State University of New York at New Paltz

The Center for Applied Management (CFAM) is devoted to the application of behavioral science knowledge to the practice of management. Our research and consulting projects focus on conditions that contribute to the development of psychologically, emotionally, and physically healthy workplaces--environments in which individuals are valued, treated with respect, and empowered to engage in activities that benefit themselves, the people with whom they work, and the organizations in which they are employed.

The Principal Investigators

Working together for the past 10 years, we have established international reputations in the field of workplace aggression and bullying. Our research has explored the nature, prevalence, causes, and consequences of a wide range of "negative" workplace behviors. Additionally, working with other international scholars as well as public- and private-sector organizations, our joint collaborations and consulting activities have focused on the development of techniques for the prevention and management of such disruptive workplace behaviors. Furthermore, as recognized experts in this area, we have provided expert witness testimony in legal proceedings in which workplace aggression and bullying plays a role. Finally, we have provided students at SUNY New Paltz, Wayne State University, and other educational institutions with an opportunity to conduct research and obtain "hands-on" training in this relatively new area of study. Our work has resulted in the publications, conference papers, and presentations that appear below.

Related Publications and Conference Papers

Neuman, J. H., & Baron, R. A. (forthcoming). Social antecedents of bullying: A social interactionist perspective. In S. Einarsen & H. Hoel & D. Zapf & C. L. Cooper (Eds.), Bullying and emotional abuse in the workplace: International perspectives in research and practice (2nd edition). London: CRC Press.

Keashly, L., & Neuman, J. H. (2009). Building a constructive communication climate: The Workplace Stress and Aggression Project. In P. Lutgen-Sandvik & B. Sypher (Eds.), Destructive organizational communication: Processes, consequences and constructive ways of organizing (pp. 339-362). London: Routledge.

Keashly, L., & Neuman, J. H. (2008). Aggression at the service delivery interface: Do you see what I see? Journal of Management & Organization, 14, 180-192.

Neuman, J. H., & Keashly, L. (forthcoming). The means, motive, and opportunity framework and insidious workplace behavior. In J. Greenberg (Ed.), Insidious workplace behavior. Hillsdale, NJ: Lawrence Erlbaum.

Keashly, L. (2007, August). Translating research into practice. In P. L. Grubb & J. Scaringi Chairs, Developing a strategy for workplace bullying/psychological aggression research. Symposium conducted at the meeting of the American Psychological Association, San Francisco, CA.

Keashly, L., & Neuman, J. H. (2007, November). Stepping up: Developing peer strategies for managing bullying at work. In S. Dickmeyer Chair, Building workplace bullying seminars: Grounding training and development in strong communication scholarship. Symposium conducted at the meeting of the National Communications Association, Chicago, IL.

Neuman, J. H. (2007, August). Research methodologies. In P. L. Grubb & J. Scaringi Chairs, Developing a strategy for workplace bullying and psychological aggression research. Symposium conducted at the meeting of the American Psychological Association, San Francisco, CA.

Neuman, J. H., & Keashly, L. (2007, April). Differential attributions, impact, and responses to workplace aggression from coworkers, superiors, and clients. In A. C. H. Schat & S. M. Hershcovis Chairs, Towards a relational model of workplace aggression. Symposium conducted at the meeting of the Society for Industrial and Organizational Psychology, New York.

Neuman, J. H., & Keashly, L. (2007, August). Bridging the gap between theory and practice in the study of workplace aggression: Findings from a five-year action-research initiative. In M. Jelinek Chair, Engaged research: A case study from the US Department of Veterans Affairs (VA) Workplace Stress and Aggression Project. Symposium conducted at the meeting of the Academy of Management, Philadelphia, PA.

Neuman, J. H., & Scaringi, J. (2007, January). Hard facts about the “soft stuff.” The business case for work climate improvement. Paper presented at the meeting of the American Federation of Government Employees (AFGE) National VA Council Safety Training Conference, Las Vegas, NV.

Yorks, L., Neuman, J. H., Kowalski, D. R., & Kowalski, R. (2007). Lessons learned from a five-year project within the Department of Veterans Affairs: Applying theories of interpersonal aggression and organizational justice to the development and maintenance of collaborative social space. The Journal of Applied Behavioral Science, 43, 352-372.

Grubb, P. L., Scaringi, J., Neuman, J. H., Keashly, L., Brightwell, W. S., Roberts, R. K., Proctor, C. A., & Grosch, J. W. (2006). Workplace bullying: Current research and next steps, APA/NIOSH joint conference on Work, Stress, and Health '06. Miami, FL.

Keashly, L., & Harvey, S. (2006). Emotional abuse at work. In E. K. Kelloway & J. Barling & J. Hurrell, Joseph J. (Eds.), Handbook of workplace violence (pp. 95-120). Thousand Oaks, CA: Sage.

Keashly, L., & Neuman, J. H. (2006, May). Setting the stage: Prevalence, antecedents and effects of workplace bullying. In J. C. Srabstein Chair, Bullying in the workplace: Psychiatric and public health perspectives. Symposium conducted at the meeting of the American Psychiatric Association, Toronto.

Keashly, L., Neuman, J. H., & McFadden, K. (2006, March). Aggression at the service delivery interface: Evolution of patient-staff hostility. In J. A. Gallus & J. A. Bunk Chairs, Sticks, stones, and names at work: Exploring workplace mistreatment research. Symposium conducted at the meeting of the APA-NIOSH joint conference on Work, Stress, and Health '06, Miami, FL.

Neuman, J. H. (2006, June). Workplace aggression and organizational learning: Can you teach nasty old dogs new tricks? In M. M. LeBlanc Chair, Understanding the impact of aggression on employment. Symposium conducted at the meeting of the Canadian Psychological Association, Calgary, Alberta.

Burnazi, L., Keashly, L., & Neuman, J. H. (2005, August 10). Workplace aggression revisited: Prevalence, outcomes, and antecedents. In J. Dunn Chair, Counterproductive Work Behaviors. Symposium conducted at the meeting of the Academy of Management, Honolulu, HI.

Keashly, L., & Harvey, S. (2005). Emotional abuse in the workplace. In S. Fox & P. E. Spector (Eds.), Counterproductive work behavior: Investigations of actors and targets (pp. 201-236). Washington, DC: American Psychological Association.

Neuman, J. H. (2005). Setting the agenda for the study of workplace bullying and psychological abuse: National and international perspectives, National Institute for Occupational Safety and Health Conference on Workplace Bullying and Psychological Abuse. Cincinnati, OH.

Neuman, J. H., & Baron, R. A. (2005). Aggression in the workplace: A social psychological perspective. In S. Fox & P. E. Spector (Eds.), Counterproductive work behavior: Investigations of actors and targets (pp. 13-40). Washington, DC: American Psychological Association.

Neuman, J. H., & Keashly, L. (2005, August). Reducing aggression and bullying: An intervention project in the U.S. Department of Veterans Affairs. In J. Raver Chair, Workplace bullying: International perspectives on moving from research to practice. Symposium conducted at the meeting of the Academy of Management, Honolulu, HI.

Rayner, C., & Keashly, L. (2005). Bullying at work: A perspective from Britain and North America. In S. Fox & P. E. Spector (Eds.), Counterproductive work behavior: Investigations of actors and targets (pp. 271-296). Washington, DC: American Psychological Association.

Keashly, L., & Burnazi, L. (2004). Persistent hostility at work. Perspectives on Work, 7(2), 37-39.

Keashly, L., & Neuman, J. H. (2004). Bullying in the workplace: Its impact and management. Employee Rights and Employment Policy Journal, 8, 335-373.

Keashly, L., Neuman, J. H., & Burnazi, L. (2004, April 4). Persistent hostility at work: What really hurts? In S. M. Burroughs & M. L. Gruys Chairs, Bullying in the workplace: Foundations, forms, and future directions. Symposium conducted at the meeting of the Society for Industrial and Organizational Psychology, Chicago, IL.

Kowalski, D., Petzel, R., Kowalski, R., Neuman, J. H., & Yorks, L. (2004, January 14). Creating collaborative space: Lessons from the VA Workplace Stress and Aggression Project. In, Fourth SoL Research Greenhouse, sponsored by the Society for Organizational Learning and Boston College. Symposium conducted at the meeting of the Society for Organizational Learning, Boston, MA.

Neuman, J. H. (2004). Injustice, stress, and aggression in organizations. In R. W. Griffin & A. M. O'Leary-Kelly (Eds.), The dark side of organizational behavior (pp. 62-102). San Francisco, CA: Jossey-Bass.

Neuman, J. H. (2004). The role of the workplace in workplace bullying. Perspectives on Work, 7(2), 40-42.

Neuman, J. H., & Keashly, L. (2004, April 4). Development of the Workplace Aggression Research Questionnaire (WAR-Q): Preliminary data from the Workplace Stress and Aggression Project. In R. J. Bennett & C. D. Crossley Chairs, Theoretical advancements in the study of anti-social behavior at work. Symposium conducted at the meeting of the Society for Industrial and Organizational Psychology, Chicago, IL.

Neuman, J. H., & Keashly, L. (2004, August 9). Means, motive, opportunity and abusive workplace behavior. In J. Greenberg & M.-E. Roberge Chairs, Insidious workplace deviance behavior: Causes and consequences. Symposium conducted at the meeting of the Academy of Management, New Orleans, LA.

Harmon, J., Scotti, D. J., Behson, S., Farias, G., Petzel, R., Neuman, J. H., & Keashly, L. (2003). Effects of high-involvement work systems on employee satisfaction and service costs in Veterans Healthcare. Journal of Healthcare Management, 48(6), 393-407.

Keashly, L., & Jagatic, K. (2003). By any other name: American perspectives on workplace bullying. In S. Einarsen & H. Hoel & D. Zapf & C. L. Cooper (Eds.), Bullying and emotional abuse in the workplace: International perspectives on research and practice (pp. 31-61). London, UK: Taylor Francis.

Neuman, J. H. (2003). Workplace aggression, European Academy of Occupational Health Psychology Newsletter (Vol. 4, pp. 10-11).

Neuman, J. H. (2003, January 4). The role of the workplace in workplace bullying: AKA, the social determinants of antisocial behavior. In R. V. Denenberg Chair, Workplace bullying: Multifaceted perspectives and responses. Symposium conducted at the meeting of the Industrial Relations Research Association, Washington, DC.

Neuman, J. H., & Baron, R. A. (2003). Social antecedents of bullying: A social interactionist perspective. In S. Einarsen & H. Hoel & D. Zapf & C. L. Cooper (Eds.), Bullying and emotional abuse in the workplace: International perspectives in research and practice (pp. 185-202). London: Taylor & Francis.

Neuman, J. H., & Keashly, L. (2003, April 12). Workplace bullying: Persistent patterns of workplace aggression. In J. Greenberg & M.-E. Roberge Chairs, Vital but neglected topics in workplace deviance research. Symposium conducted at the meeting of the Society for Industrial and Organizational Psychology, Orlando, FL.

Neuman, J. H., & Keashly, L. (2003, March 20). Building the bridge on a solid foundation: The role of quantitative data in the process. In L. Keashly Chair, Building and sustaining the bridge from research to practice: The workplace stress and aggression project in the Department of Veterans Affairs. Symposium conducted at the meeting of the APA/NIOSH Work, Stress, and Health Conference: New Challenges in a Changing Workplace, Toronto, CA.

Keashly, L., & Neuman, J. H. (2002, August). Exploring persistent patterns of workplace aggression. In P. J. Moberg Chair, Workplace abuse, aggression, bullying, and incivility: Conceptual and empirical insights. Symposium conducted at the meeting of the Academy of Management, Denver, CO.

Neuman, J. H. (2002, April 13). The Interactive Effects of Injustice, Stress, and Workplace Aggression and Their Impact on Employee Satisfaction and Performance. In R. W. Griffin & A. M. O'Leary-Kelly & R. D. Pritchard Chairs, Frontiers series invited symposium: The dark side of organizational behavior. Symposium conducted at the meeting of the Society for Industrial and Organizational Psychology, Toronto, Canada.

Neuman, J. H. (2002, July 17). The workplace stress and aggression project: Working with quantitative data obtained with the Workplace Aggression Research Questionnaire (WAR-Q). In J. Scaringi Chair, Preventing workplace stress and aggression: Hard facts about the soft stuff. Symposium conducted at the meeting of the National Leaders' Conference, Atlanta, GA.

Neuman, J. H. (2002, August 11). Building research networks with practitioners. In C. L. Stamper Chair, Building effective research networks: Capitalizing on who you know. Symposium conducted at the meeting of the Academy of Management, Denver, CO.

Neuman, J. H. (2002, September 23). It's just not fair: Workplace bullying and the social exchange process. Paper presented at the International Conference on Bullying and Harassment at Work, Birkbeck College, University of London, London, UK.

Neuman, J. H., Petzel, R., Blakely, M., & McRay, A. (2002). Stress and aggression in the workplace (D. R. Lehman, Director). In V. E. E. System (Producer), VA Knowledge Network Live Broadcast. Washington, DC.

Twomey, D., Yorks, L., Harmon, J., Behson, S., Neuman, J. H., Keashly, L., Kowalski, D., Kowalski, R., Scaringi, J., & Marsick, V. (2002). Toward enlightening the organization using collaborative action inquiry: An academic-practitioner experiment to reduce workplace stress and aggression, Eastern Academy of Management. New Haven, CT.

Yorks, L., Twomey, D. F., Keashly, L., Neuman, J. H., Kowalski, D. R., Kowalski, R., Scaringi, J., Harmon, J., & Petzel, R. A. (2002, August 12). How do we know what we know? In J. I. Harmon Chair, How do we know what we think we know? Epistemic challenges of building academic-practice networks. Symposium conducted at the meeting of the Academy of Management, Denver, CO.

Harmon, J., Behson, S. J., Neuman, J. H., & Keashly, L. (2001, August 6). Quantitatively Mapping the Organizational Causes and Performance Effects of Workplace Stress and Aggression in the US Department of Veterans Affairs. In J. I. Harmon Chair, Working along the practice-grounded research continuum: A collaborative academic-practitioner action-science experiment In the U.S. Department of Veterans Affairs. Symposium conducted at the meeting of the Academy of Management, Washington, DC.

Keashly, L. (2001). Interpersonal and systemic aspects of emotional abuse at work: The target's perspective. Violence and Victims, 16, 233-268.

Jagatic, K., & Keashly, L. (2000, August). The nature, extent, and impact of emotional abuse in the workplace: Results of a statewide survey. In C. L. Cooper Chair, Exploring persistent patterns in workplace aggression. Symposium conducted at the meeting of the Academy of Management, Toronto.

Keashly, L., & Jagatic, K. (2000). Workplace abuse and aggression: What we know and where we go. Workplace Bullying 2000: Redefining Harassment: Oakland, CA.

Neuman, J. H. (2000). Injustice, stress, and bullying can be expensive, Workplace Bullying Conference 2000. Oakland, CA.

Neuman, J. H. (2000). Workplace aggression and bullying: The current state of the field. Workplace Bullying Conference: Center for Advanced Legal Studies, SuffolkLawSchool: Boston, MA.

Neuman, J. H. (2000, April 15). The role of reciprocity in both pro-and anti-socialization of the workforce. In J. H. Neuman & J. Coyle-Shapiro Chairs, Employee and employer reciprocity: Within and beyond the employment relationship. Symposium conducted at the meeting of the Society for Industrial and Organizational Psychology, New Orleans. LA.

Neuman, J. H. (2000, August 7). Antecedents and consequences of workplace stress and aggression. In J. Harmon Chair, A time for experimentation and inquiry into ourselves? A collaborative academic-practitioner action science experiment in the U. S. Department of Veteran Affairs to reduce workplace stress and aggression. Symposium conducted at the meeting of the Academy of Management, Toronto.

Neuman, J. H. (2000, August 8). Organizational injustice and work-related stress as social and situational determinants of workplace aggression. In C. L. Cooper Chair, Exploring persistent patterns in workplace aggression. Symposium conducted at the meeting of the Academy of Management, Toronto.

Baron, R. A., Neuman, J. H., & Geddes, D. (1999). Social and personal determinants of workplace aggression: Evidence for the impact of perceived injustice and the Type A Behavior Pattern. Aggressive Behavior, 25, 281-296.

Keashly, L., & Jagatic, K. (1999). The nature, extent, and impact of emotional abuse in the workplace: Results of a statewide survey, American Public Health Association. Chicago, IL.

Keashly, L., & Neuman, J. H. (1999, March). Workplace abuse and aggression: Antecedents, processes, and outcomes. Paper presented at the APA-NIOSH joint conference on Work, Stress, and Health '99: Organization of Work in a Global Economy, Baltimore, MD.

Neuman, J. H. (1999). Social, situational, and personal determinants of workplace aggression: What do we know? What have we learned? American Public Health Association. Chicago, IL.

Baron, R. A., & Neuman, J. H. (1998). Workplace aggression--The iceberg beneath the tip of workplace violence: Evidence on its forms, frequency, and targets. Public Administration Quarterly, 21, 446-464.

Keashly, L. (1998). Emotional abuse in the workplace: Conceptual and empirical issues. Journal of Emotional Abuse, 1, 85-117.

Neuman, J. H., & Baron, R. A. (1998). Workplace violence and workplace aggression: Evidence concerning specific forms, potential causes, and preferred targets. Journal of Management, 24, 391-419.

Neuman, J. H., & Baron, R. A. (1998, August). Perceived injustice as a cause of--and justification for--workplace aggression and violence. In A. M. O'Leary-Kelly & D. P. Skarlicki Chairs, Advances in organizational justice theories: The motivation to engage in dysfunctional behavior. Symposium conducted at the meeting of the Academy of Management, San Diego, CA.

Keashly, L., Hunter, S., & Harvey, S. (1997). Abusive interaction and role state stressors: Relative impact on student residence assistant stress and work attitudes. Work and Stress, 2, 175-185.

Neuman, J. H., & Baron, R. A. (1997). Aggression in the workplace. In R. Giacalone & J. Greenberg (Eds.), Antisocial behavior in organizations (pp. 37-67). Thousand Oaks, CA: Sage.

Neuman, J. H., & Baron, R. A. (1997, April). Type A Behavior Pattern, Self-Monitoring, and job satisfaction as predictors of aggression in the workplace. In G. Chao Chair, Counterproductive job performance and organizational dysfunction. Symposium conducted at the meeting of the Society for Industrial and Organizational Psychology, St. Louis, Missouri.

Baron, R. A., & Neuman, J. H. (1996). Workplace violence and workplace aggression: Evidence on their relative frequency and potential causes. Aggressive Behavior, 22, 161-173.

Keashly, L., Trott, V., & MacLean, L. M. (1994). Abusive behavior in the workplace: A preliminary investigation. Violence and Victims, 9, 341-357.

Fisher, R. J., & Keashly, L. (1990). Third party consultation as a method of intergroup and international conflict resolution. In R. J. Fisher (Ed.), The social psychology of intergroup and international conflict resolution (pp. 211-238). New York: Springer Verlag.

Although we have worked with a large number of research partners and client organizations over the years, we would like to acknowledge the following:

The United States Department of Veterans Affairs (VA): Since 1999, we have been conducting reserarch with, and providing consulting services to, the Veterans Health Administration, Veterans Benefits Administration, and National Cemetery Adminstration. We continue to work with the Detroit VA Medical Center conducting research on interpersonal interactions between U.S. military veterans and VA Health Care Staff. The VA has been enormously supportive of our efforts and has been on the cutting-edge of workplace aggression research in the United States. We are greatful to the many dedicated individuals working in this vital organization.
The National Institute for Occupational Safety and Health (NIOSH). Since 2003, we have conducted research and provided consulting services to NIOSH related to workplace bullying and psychological aggression. This has involved convening an international panel of workplace bullying experts for ongoing research and the development of interventions to manage and prevent disruptive workplace behavior. Our efforts invovle the development and implementation of a national research to track the nature, prevalence, and consequences of workplace aggression and the translation of these research findings into effective interventions.
Minnesota State University - Mankato: Over a two year period, we worked with this organization to explore the nature, prevalence, perceived causes, and consequences of workplace aggression and bullying at the university. The institution has been very proactive in trying to learn about disruptive behavior and has been working hard to address these issues on their campus. We are grateful to the leadership at the university and the Workplace Behavior Project Steering Committee for their efforts in advancing theory and practice in the area of workplace aggression and bullying and their continuing efforts to make their institution a great place to work.

Some individuals with whom we have partnered (in alphabetical order):

Dr. Ståle Einarsen, University of Begren
Dr. Paula Grubb, Centers for Disease Control and Prevention (CDC)/The National Institute for Occupational Safety and Health (NIOSH), Division of Applied Research and Technology (DART).
Dr. Helge Hoel, University of Manchester, Manchester Business School
Joel Harmon, Fairleigh Dickensen University
Dr. Mariann Jelinek, College of William and Mary. Formally with the National Science Foundation.
Mr. Daniel R. Kowalski, Kowalski Consulting and Management. Formally with the Human Resources Group, Veterans Health Administration.
Ms. Rita Kowalski, Work Life Consulting, formally with the National Center for Organization Development, Department of Veterans Affairs.
Dr. Robert Petzel, Network Director, VISN 24, US Department of Veterans Affairs
Dr. Charlotte Rayner, Portsmouth Business School
Mr. James Scaringi, formally Office of Occupational Safety and Helath, Department of Veterans Affairs
Dr. Lyle Yorks, Teachers College, Colubmia University

Mission

The Principal Investigators

Related Publications and Conference Papers