Nonviolence at Workplace—Scale Development and Validation

From Business Perspectives and Research

This article provides preliminary evidence through scale development and scale validation that nonviolence can be one of the drivers to break the cycle of violence by promoting forgiveness and reconciliation. Thus, there is a need to focus on nonviolence (NVT) at workplace, in community and world at large. Research suggests that aggressive behavior may be instigated under both neutral and provocation conditions (Bettencourt, Talley, Benjamin, & Valentine, 2006). Organizations need to relook at their policies and need to actively search for nonviolent individuals who can effectively break the violence cycles. Such candidates will be more suitable as supervisors on shop floor, executives in customer relation, and in labor negotiations.

Therefore, the opposite of high violence is low violence and not nonviolence. This study presents nonviolent personalities as active agents in breaking and defusing the violence spirals. It might be more meaningful for organizations to screen for nonviolence rather than testing for levels of aggressiveness in individuals.




The purpose of this study was to develop a theoretically grounded instrument to 22measure the construct nonviolence at workplace. The academic discourse on psychological mechanism underpinning nonviolence is meager. Relying on extant literature in psychology, sociology, and political science in the field of violence and nonviolence, we have identified four dimensions to capture the measurable features of nonviolence. Next, we developed items to measure these dimensions. Professionals from private organizations in India answered the 32-item scale. The scale was tested for its factor structure, reliability, and validity. The instrument can be used by behavioral scientists and industry practitioners to assess the level of nonviolence among professionals as pre-screening and for academicians to further test and develop theoretical insights of this construct. The unique contribution of this study is that it challenges the basic assumption that nonviolence is absence of violence. The results indicate that nonviolent personalities are active agents in breaking the cycle of violence.

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Article details

Hemangi Bhalerao and Satishchandra Kumar
Nonviolence at Workplace—Scale Development and Validation Business Perspectives and Research
January 2015 3: 36-51, doi:10.1177/2278533714551863




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