Most reference documents that we consulted recognize that workplace violence is a major but as yet underestimated problem. It is in no way an occasional and individual problem linked to a few cases of mass murder. Rather, workplace violence is associated with a series of destructive behaviours which appear minor but whose causes are related to a set of social, economic, organizational and cultural factors. In short, it is crucial to prevent and manage this problem, for which individuals, organizations and the community at large are paying a very high price. Following these general observations, it will be helpful to suggest some orientations concerning practices and future research.

ORIENTATIONS FOR PRACTICES

• Promote greater dialogue between the various players responsible for workplace violence prevention, victim assistance and disability management:

The procedures and action that need to be undertaken are often difficult for the victims of workplace violence. The attending physician can simplify this process by formulating a precise and well-documented diagnosis. The physician can also carry out a more thorough assessment, including the victim's medical history, by working with other professionals specialized in employee support, personnel management or occupational health and safety from disciplines such as social services, psychology, orientation and counselling and psychiatry. The importance of preventing victims from developing chronic problems through the support that the attending physician receives from medical consultants in occupational health and from rehabilitation specialists cannot be overstated. Such cooperation can make a difference in the extent of the traumatism experienced by victims of violent acts. Octroyer des crédits d'impôt aux organisations engagées dans la prévention de la violence occupationnelle:

• Give tax credits to organizations engaged in the prevention of workplace violence

It is possible to encourage action to combat workplace violence by giving tax credits to organizations that are concretely engaged in implementing preventive strategies. This type of measure was proposed in the United States, through Bill H.R. 1071 IH, introduced during the first session of the 105th Congress in March 1997 http://www.securitymanagement.com/library/h1071.txt. This measure authorized a tax credit of 40% of the cost of programs aimed at preventing workplace violence against women in occupational environments in the United States. 

ORIENTATIONS FOR RESEARCH

• Internal workplace violence and helping victims re-enter the labour market.

It is also essential to focus future research on violence within organizations because external violence, attributable to clients or customers, suppliers or people from outside the organization has already given rise to numerous studies and preventive measures. Studies or intervention concerning victims' and attackers' return to work also continue to be an important issue for organizations.

• Evaluate the effectiveness of measures that are already in place for combating acts of violence.

Despite the recent nature of knowledge about the best means to combat the problem of workplace violence, several kinds of intervention have been implemented in various organizational contexts. If any systematic evaluation of the effectiveness of such intervention has taken place, it has not yet been published. There is room, therefore, for carrying out and disseminating further evaluative research on existing means of combating violence.