Workplace aggression: The productivity killer

Imagine walking into work every day and encountering rude comments, yelling, name calling, or even physical threats. Workplace aggression isn’t just an HR issue—it’s a harmful force draining productivity, morale, and, ultimately, corporate profits.  

A new study co-authored by Dr. Zhanna Lyubykh, assistant professor of management and organization studies at SFU's Beedie School of Business, uncovers just how deeply these behaviors impact employees and what businesses can do to stop the damage. 

The toll of aggression on workplace performance

The study, published in the Journal of Applied Psychology, analyzed data from 471 studies across 36 countries, covering nearly 150,000 employees. The researchers found that workplace aggression—whether in the form of bullying, verbal abuse, ostracism, or other harmful behaviors—leads to substantial declines in three key areas of employee performance. Experiencing workplace aggression leads to:  

• Impaired task performance – The ability to complete core job responsibilities effectively. 

• Decreased citizenship behavior – Going above and beyond assigned duties to help colleagues or contribute positively to the workplace. 

• Increased deviant behavior – Counterproductive actions, such as workplace theft, sabotage, or intentional underperformance. 

Why aggression undermines performance

The study revealed that workplace aggression creates a ripple effect that undermines various aspects of employee experiences. Employees subjected to aggression often perceive their environment as unfair and blame (often rightfully so) the organization for failing to prevent aggressive behavior. The stress workplace aggression generates leaves employees exhausted and unable to perform at their best, while heightened emotions like anger and anxiety push them toward counterproductive behaviors.  

Perhaps the most damaging part is that experienced workplace aggression erodes self-confidence, making employees question their abilities and lose motivation. These effects, when compounded, ultimately hamper overall workplace performance and efficiency. 

Interestingly, the study found that not all these mechanisms are equally influential across different types of performance. For example:  

• Negative emotions and hampered self-confidence had the most impact on task performance. 

• Eroded relationships played the largest role in decreasing citizenship behavior. 

• Negative emotions were the strongest predictor of triggering deviant behavior.  

Cultural differences in workplace aggression

The study also revealed that cultural factors play a significant role in how workplace aggression affects employees. For instance, in individualistic cultures—where personal achievements are highly valued—relationship quality tends to suffer more from aggression.  

In masculine cultures, where competitiveness and assertiveness are emphasized, aggression has a stronger impact on damaged self-confidence. Understanding these cultural nuances is crucial for multinational organizations looking to address workplace aggression effectively. 

What can organizations do?

The findings highlight the urgent need for organizations to take proactive measures against workplace aggression. Employers should focus on:  

• Fostering a positive work culture – Encouraging respectful communication and promoting inclusive behaviors. 

• Implementing strong anti-aggression policies – Clear guidelines and strict consequences for aggressive behaviors can help prevent workplace hostility. 

• Providing support systems – Counseling services, conflict resolution training, and mentorship programs can help employees cope with aggression. 

• Encouraging open communication – Allowing employees to report incidents without fear of retaliation can help organizations identify and address aggression early.  

Conclusion

This study underscores the far-reaching consequences of workplace aggression, not just for individuals but for entire organizations. By understanding the mechanisms through which aggression impacts performance and recognizing the role of cultural factors, companies can take meaningful steps to create healthier, more productive work environments and ensure business success in the long run.