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The Relationship Between Supervisor Personality, Supervisors’ Perceived Stress and Workplace Bullying
Abstract and Figures
This study investigated the relationship between supervisor personality and subordinate reports of exposure to bullying and
harassment at work. Three research questions were examined: (a) Is there a direct relationship between supervisor personality
and reports of workplace bullying? (b) Is there an interaction between supervisor personality and supervisors’ perceived stress
as predictors of workplace bullying? (c) Will subordinates who experience bullying at their workplace rate their supervisor’s
personality more negatively (negative halo effect)? The sample consisted of 207 supervisors and employees within 70 Norwegian
restaurants. Supervisors low on conscientiousness, high on neuroticism and portraying high levels of exposure to stress were
the subject of significantly more reports from subordinates of exposure to workplace bullying. An interaction between agreeableness
and stress was found showing that agreeableness is related to bullying under low levels of stress. In addition, subordinates
who perceived their supervisor as being low on agreeableness and high on introversion reported significantly more workplace
bullying, supporting a negative halo effect hypothesis.
Keywordsleadership–bullying–harassment–personality–romance of leadership
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... This may provide a fertile ground for the existence of uncivil conduct (Lata and Chaudhary, 2020a). They have a minimum sales target to make and are being pushed by their superiors to work and therefore confront several issues, such as being overworked, working non-standard hours, and dealing with constant requests (Karatepe and Kilic, 2007) and thus staff may become more susceptible to harassment (Mathisen et al., 2011). In addition to this, to meet the expected service performances of today's knowledgeable customers, restaurant frontline staff are needed to give those expected performances repeatedly (Gustafsson, 2009). ...
Quick Service Restaurants (QSR) have seen overwhelming growth over the past several years worldwide and the onus of delivering superior services lies on frontline employees. Considering high competition and workload, workplace incivility isn’t alien to QSR staff. Based on conservation of resources and stressor-strain-outcomes theories, our paper proposes a theoretical framework examining workplace incivility instigated by coworkers and supervisors on voice of employee via emotional irritation which is contingent upon psychological detachment. Survey data was collected from 518 frontline service staff and 74 direct supervisors of various QSR located in the Southern India. Results indicate psychological detachment played a protective role in mitigating the deleterious effects of workplace incivility on emotional irritation and voice of employee through moderated mediation analysis. The findings of this study also open up new lines of research in the hospitality industry and highlights important theoretical and managerial implications in customer service context.
... Det Nationale Forskningscenter for Arbejdsmiljø (2018, s.31) har for eksempel dokumenteret, at 10,7% af danskerne rapporterer, at de har oplevet sig udsat for mobning på arbejdspladsen inden for de sidste 12 måneder. D en internationale forskning i mobning på arbejdspladsen (Einarsen, Hoel, Zapf & Cooper, 2011) (Fox & Freeman, 2011;Linton & Power, 2013;Mathisen, Einarsen & Mykletun, 2011;Pilch & Tuska, 2015). Det antages i en stor del af forskningen, at det er muligt og meningsfuldt at fremstille en stabil og entydig problemidentifi kation, hvor der eksisterer klare modsaetningsforhold mellem aktørerne, der er indskrevet i veldefi nerede roller som mobber, offer og vidne. ...
Denne artikel undersøger, hvilken rolle arbejdspladskultur spiller for tilblivelsen af mobning på arbejdspladsen. Artiklen udforsker og tilbyder en ny tilgang til at belyse, hvordan mobning opstår på arbejdspladsen. Med et etnografisk afsæt præsenteres en læringsorienteret forståelse af, hvad arbejdspladskultur er (Hasse, 2011), hvordan det opstår, samt hvordan det er under stadig tilblivelse og forandring. Denne forståelse komplementerer den eksisterende mobningsforskning og udfordrer et overvejende triadisk perspektiv på mobning som fænomen. Artiklen er funderet på førsteforfatters etnografi ske feltarbejde inden for hospitalsverdenen. Betydningen af arbejdspladskulturens rolle for mobning, er vokset frem gennem empirien og bliver tydelig via analysen. På den baggrund bidrager artiklen dels med at vise arbejdspladskulturs fundamentale rolle for mobning, og dels med at åbne for nye måder at forstå den dynamiske tilblivelse af fænomenet. Denne tilgang til mobning som fænomen har potentielt vidtrækkende konsekvenser for fremtidige håndterings- og forebyggelsesstrategier, idet forskningen har haft et overvejende individorienteret fokus på rollerne som mobber, offer og vidne, frem for et arbejdspladskulturelt perspektiv.
... At may also be defined as damaging organization and its personal through consistently violating organizational rules and norms (Ferris et al., 2009;Robinson & Bennett, 1995). Researchers allocated different names to this behavior such as withdrawal behavior (Eder & Eisenberger, 2008), workplace bulling (Mathisen et al., 2011), antisocial behavior (Giacalone & Greenberg, 1997), anti-normative behavior (Hinduja &Ingram, 2008), sabotage (Littleet al., 2011, and dysfunctional work behavior (Griffin, O'Leary-Kelly & Collins, 1998). Researchers explored two types of deviance. ...
The current study inspected the generally held postulation that a low level of work engagement leads to deviant behavior and higher turnover intentions. To test the hypothesis, the study selected 335 employees from newly established higher educational institutions of Pakistan. The study found that employee work engagement is negatively related with deviant behavior and turnover intentions directed towards the organization. The results suggest that perceived supervisor support moderate the relationship between work engagement and deviant behavior. However, perceived supervisor support did not moderate the relationship between work engagement and turnover intentions. Based on the results, we concluded that perceived supervisor support may use as a payoff for comparatively low levels of work engagement. Implications and directions for future research are also highlighted.
... there is a negative plastic surgery effect). These perceptions might be considered a 'horn' or 'negative halo' effect-a cognitive bias whereby perceptions of an individual are unduly influenced by a single negative trait [18,19]. ...
Plastic surgery is growing in popularity. Despite this, there has been little exploration to date regarding the psychosocial consequences of seeking plastic surgery. Our study investigated how women seeking plastic surgery are perceived by others. We presented a random sample of 985 adults (men = 54%, M age = 35.84 years, SD age = 10.59) recruited via Amazon’s Mechanical Turk with a series of experimental stimuli consisting of a photographed woman (attractive versus unattractive) and a vignette describing an activity she plans to engage in (plastic surgery versus control activity). Participants rated stimuli on perceived warmth, competence, morality, and humanness. We ran linear mixed-effect models to assess all study hypotheses. There was a negative plastic surgery effect; that is, women seeking plastic surgery were perceived less favorably than those planning to complete control activities across all outcome variables (warmth, competence, morality, and humanness). These relationships were moderated by physical attractiveness; while attractive women planning to undergo plastic surgery were perceived less favorably than attractive women planning to engage in control activities, perceptions of unattractive individuals remained unchanged by plastic surgery status. We theorized that empathy toward unattractive women seeking plastic surgery mitigated the negative plastic surgery effect for these women. In sum, our results suggest that perceptions of attractive women are worsened when these women decide to seek cosmetic surgery. Perceptions of warmth and competence have implications for an individual’s self-esteem and interpersonal relationships, while perceptions of morality and humanness can impact an individual’s ability to fulfil their psychological needs. As such, we concluded that attractive women seeking plastic surgery are potentially subject to experience negative psychosocial outcomes. Future research ought to examine whether perceptions and outcomes differ for women seeking reconstructive plastic surgery (versus cosmetic plastic surgery) and whether they differ across different types of surgeries (i.e. face versus body).
... En conexión con la ausencia de intención o de conciencia de que están hostigando a alguien,Baumeister et al. (1990) describió que muchos de los hostigadores interpretan negativamente las conductas de aislamiento de la víctima. Cuando las víctimas, tras aguantar el acoso sistemático reaccionan de manera hostil o emocional, son valoradas por el perpetrador como exageradas o erráticas.La exposición al estrés, alto neuroticismo y baja conciencia de sus actos también han sido variables relacionadas con los perpetradores(Mathisen et al., 2011;Pallesen et al., 2017).Desde el enfoque psicopatológico, se ha acentuado que este tipo de sujetos tienen una personalidad psicopática, que son perversos narcisistas y que, en definitiva, carecen de cualquier tipo de moral, lo que los lleva a eliminar al rival sin que exista ningún tipo de ...
The current study aimed to verify the presence of the effect of job satisfaction as a mediating variable between job bullying and job involvement.the questionnaire was used as a tool for collecting the necessary data and information the study followed the causal descriptive approach. the research sample included (369) school teachers, have been selected randomly with stratified sample way and an intentional sample was tested that reached، Information analyzed and interpreted. Among the most prominent findings of the study is that: There is an effect of the dimensions of Job bullying (Work-related bullying) on the level of Job Satisfaction from their teacher's point of view, while the dimensions of (Person-related bullying, physically intimidating bullying) had a weak effect. There is an effect of the dimensions of Job bullying (Work-related bullying, physically intimidating bullying) on the level of Job Involvement from their teacher's point of view, while the dimension of (Person-related bullying) had a weak effect. There is an effect of the dimensions of Job Satisfaction (Working Environment, Relationship with colleagues/subordinates, job security& stability, Nature of the work) on the level of Job Involvement from their teacher's point of view. There is a partial effect of the Job bullying on the Job Involvement in the presence of Job Satisfaction as a mediating variable. Recommendations: The most important of these was the need to give the schools administrations more attention to the approach of Job Involvement and its relation to job satisfaction, this contributes to the limit Job bullying and enhances the ability of The Schools to achieve better performance. Finding a comfortable social and psychological as well as the exchange of experiences and opinions between the mangers and teacher's. carrying out action research; To reveal the teachers, desires and tendencies that increase the level of their Job Involvement and improve the level of Job Satisfaction.should pay attention to addressing Job bullying and should not underestimate their teachers because this has a major significant in impact on job satisfaction.
The current study presented the first meta-analytic review on the associations between the Big Five personality traits and stress measured under different conceptualizations (stressor exposure, psychological and physiological stress responses) using a total of 1,575 effect sizes drawn from 298 samples. Overall, neuroticism was found to be positively related to stress, whereas extraversion, agreeableness, conscientiousness, and openness were negatively linked to stress. When stress assessed under different conceptualizations was tested, only neuroticism, agreeableness, and conscientiousness were related to stressor exposure. All of the Big Five personality traits were significantly associated with psychological stress perception, whereas the five personality traits showed weak to null associations with physiological stress response. Further moderation analyses suggested that the associations between personality traits and stress under different conceptualizations were also contingent upon different characteristics of stress, sample, study design, and measures. The results supported the important role of personality traits in individual differences in stress.
Today more than half of the world population use the internet and online communication tools. These changes in communication has come with a pay-off, which is cyber aggression. Bullying behavior in physical space has changed its medium. Personality is one of the factors that play a role in traditional bullying and it is related to cyberbullying. Different personality theories examine personality and online harassment behavior relations from different perspectives. Biological theories focus on brain anomalies and hormone-behavior interaction. Psychoanalytic theory emphasizes how cyberspace effect personality. Trait view of personality theories found that different traits which are psychopathy, narcissism, machiavellianism, extraversion, openness, agreeableness, consciousness, neuroticism are related to cyberbullying perpetration. In this study, how personality traits related to online bullying behavior is examined. Researchers clearly showed that personality is a crucial factor in cyberbullying behavior. As cyberbullying behavior is complex, there is a need for further studies.
In this study, we draw from 22 years of research in leadership to investigate the ambiguous relationship between the personality trait agreeableness and leadership. First, we conduct a comprehensive review of the leadership literature to build a foundational understanding of leader agreeableness that includes providing a broad definition for agreeableness, identifying emerging trends, and proposing an agenda for future research. Second, using the literature review as our theoretical foundation, we conduct a meta-analysis from the same body of literature to quantitatively decompose the relationship between leader agreeableness and leadership emergence and effectiveness. We also hypothesize and test the contextual moderating effects for gender, leadership level, and cultural context (as reflected by individualism-collectivism). Collectively, our findings provide a framework for future research on leadership agreeableness and support the notion that nice (highly agreeable) leaders can emerge as effective leaders.
This study examines the relationship between facts of workplace bullying, job autonomy, on in role performance with meditating role of psychological distress among specialized nurses of hospital (front-line nurses) in Pakistan. The major antecedents for work place bullying, job autonomy analyzed in the current study are in role performance. The study also examines the mediating role of psychological distress. The job of specialized nurses in hospital sector becomes more difficult to get through Workplace Bullying, Job Autonomy and in Role Performance among the Specialized Nurses: Mediating Role of Psychological Distress https://iaeme.com/Home/journal/IJM 2 editor@iaeme.com some in a masculine culture. Specialized nurses' encounters are integrally in hectic situation and therefore causes to psychological distress. Job autonomy in decision making, work method autonomy, work scheduling can reduce the negative impact of distress arising from controlled job autonomy. Workplace bullying has negative impact on in role performance. Questionnaire was controlled on specialized nurses (females on duty) of emergency departments. These departments are empowered by HR division and furthermore quick manager/head to finish survey as they were mentioned to allow rounding out the questionnaire. The respondents who have explicit presentation, who fill in as specific nursing administrations suppliers' the outcome of this investigation attested that there is an association between workplace bullying, job autonomy. Besides, results exhibited that movement freedom can play positive task to redesign on in role performance. It is furthermore investigated that psychological distress as an arbiter in this examination. There is critical negative relationship among workplace bullying and on in role performance. The association between work place bullying, workers' in job autonomy and furthermore demonstrated that activity independence can play positive job to upgrade on in role performance. Whereas, job autonomy is positively related to on in role performance. Mediating role of psychological distress is negatively associated between job autonomy and in role performance. The outcomes of the examination show adequate help for larger piece of theories. For example: Affective event theory (AET) and Conservation of resources (COR).
Analyzes the causes and consequences of managerial incompetence (i.e., those cases where managers with excellent social skills ultimately derail, usually because they are unable to build a team) and presents empirical findings that are important for consultants who advise organizations about leadership problems. Topics addressed are effectiveness, personality from the perspective of the actor and from the perspective of the observer, personality and leader effectiveness, key tasks of leadership, determining the base rate of flawed leadership, the dark side of charisma, how to detect flawed managers, and what to do about flawed managers. It is argued that short-term interventions will not have enduring effects in terms of improving a manager's performance; it is necessary to continue intervention for a prolonged period of time.
Transformational Leadership, Second Edition is intended for both the scholars and serious students of leadership. It is a comprehensive review of theorizing and empirical research that can serve as a reference and starting point for additional research on the theory. It can be used as a supplementary textbook in an intense course on leadership--or as a primary text in a course or seminar focusing on transformational leadership. New in the Second Edition: New, updated examples of leadership have been included to help illustrate the concepts, as well as show the broad range of transformational leadership in a variety of settings. New chapters have been added focusing specifically on the measurement of transformational leadership and transformational leadership and effectiveness. The discussion of both predicators and effects of transformational leadership is greatly expanded. Much more emphasis is given to authentic vs. inauthentic transformational leadership. Suggestions are made for guiding the future of research and applications of transformational leadership. © 2006 by Lawrence Erlbaum Associates, Inc. All rights reserved.
Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.