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Bullying and emotional abuse in the workplace. International perspectives in research and practice
... Concerning students' achievement, learning environment, and bullying, Einarsen et al. (2003) argue that frustration and aggression occur when there is a deprivation of desired exam results. In this case, depriving students of their fair grades may be bullying in itself (Cooper et al., 2011), while the frustration and sense of injustice experienced by the victim of an unfair grade can be a source of aggression towards others when victims displace their anger on lesser targets (Neuman & Baron, 2011). ...
... Autocracy does not permit constructive criticism, and there could be rage, threatening, and shouting, which can create frustration and aggression among subordinates and increase the possibility of peer aggression (Hoel et al., 2010). Laissez-faire leaders do not act in expectation of punishment for behavioural misconduct, which may also nurture a culture of bullying (Einarsen et al., 2003;Hoel et al., 2010;Nielsen, 2013). In conclusion, it is noteworthy that bullying culture is cultivated and maintained in institutions if its prevalence receives inadequate responses by denying and avoiding it (Rayner et al., 2002). ...
... From "Appendix 1", some of the universities' general environment variables concern authorities' responsiveness to reports of bullying and the risk of danger and competence in handling those reports. This confirms recommendations for system-oriented mechanisms for dealing with bullying by Rayner et al. (2002) and Einarsen et al. (2003). As Luca (2016) recommended, students would want universities to have welltrained personnel to handle reports of bullying and victimisation. ...
Increasing awareness of the consequences of bullying leads to efforts to address deficiencies in the learning environments in which bullying occurs. This study explored factors that determine the learning environment and their influence on bullying experiences at two universities in Norway. The study employed a cross-sectional design involving 438 students. Students’ perceptions of various learning environment variables were correlated with their experiences of various negative behaviours and victimisation using partial least squares structural equation modelling (PLS-SEM). The results show that students’ perceptions of the universities’ general learning environments are inversely associated with various negative behaviour constructs and victimisation, and the results are notable among bachelor students and married and cohabiting people. The study shows that an improvement, mainly in the universities’ general learning environment, relative to the validated variables, would reduce the occurrence and experience of bullying.
... Research exploring the origins of mobbing behaviors significantly addresses the psychological structure and motivations of individuals who engage in mobbing actions (Zapf & Einarsen, 2003). According to Leymann (1990), individuals often resort to mobbing strategies to conceal their own internal deficiencies or insecurities. ...
... C. De Wet (2014) also found that the relationally powerless, namely, those whose situational and contextual characteristics did not fit in, were vulnerable to mobbing and mobbing was likely to occur in schools which were characterized by incompetent, unprincipled, abusive leadership, a lack of accountability, fairness and transparency. Moreover, Zapf and Einarsen (2003) found that the bullies who had a lack of social skills, threatened self-esteem, politically-motivated behaviors, and the existence of an organization which had a lack of formal structures, clearly divided work tasks and responsibilities were the reasons of mobbing. Furthermore, Riley et al. (2011) revealed that personal confrontation, diminished professional standing, workload, and work conditions and environment resulted in mobbing. ...
This study aims to examine the opinions of Religious Culture and Ethics Teachers (RCET) on mobbing in the workplace. The research focuses on RCET’s definition of mobbing, the reasons for mobbing, the results of mobbing, and the suggestions of RCET to prevent mobbing. This study used the phenomenological method, one of the qualitative research methods. The data obtained from the interview forms were analyzed by the content analysis method. The findings were organized and presented under themes and sub-themes. The study group of the research was determined by a systematic sampling technique, one of the probability-based sampling methods. The study group of the research consisted of 35 RCET working in the middle schools of Mersin central districts in the 2023-2024 academic years. Findings revealed that participants defined the concept of mobbing using terms such as pressure, violence, distress, attack, discomfort, implication, and exposure. It was found that participants expressed reasons for mobbing, such as establishing dominance, jealousy, inadequacy, and conflict of interest. It was determined that participants indicated the results of mobbing, such as asynchrony, inefficiency, failure, resignation, reluctance, and fear-anxiety. The participants suggested solutions such as support, awareness activities, relationships and communication, knowledge of legislation and laws, equality, responsibility, trust, problem identification, solution orientation, and providing education.
... Workplace bullying (herein after WB) is often understood as a gradually escalating process [1][2][3] in which an initially unresolved conflict or frustration between colleagues or between workers and supervisors over a work-related or personal problem eventually leads to negative and aggressive behavior that progressively places the target in an inferior position [4][5][6][7]. It is important to emphasize that one or more negative actions do not constitute WB. ...
... It is important to emphasize that one or more negative actions do not constitute WB. Only when the negative actions are systematically and frequently directed against a specific person over a long period can they be classified as WB [2,8]. To define the phenomenon, it is essential to note that two equally powerful individuals or parties may be stuck in a long-term conflict over a personal or work-related issue, but it is not considered WB until one of the individuals involved is unable to avoid and defend against the negative interpersonal attacks [9,10]. ...
Introduction: Workplace bullying (WB), encompassing work-related bullying (WRB) and personal bullying (PB), significantly impacts workers and organizational culture. This study explores the broader implications of WB, focusing on its perception when associated with job functions versus when targeted at individuals. Methods: This cross-sectional study was carried out in a healthcare facility in northwestern Italy, involving 311 workers who responded to a questionnaire designed to assess the nature of bullying experienced. The survey explored various dimensions of WB, including psychosocial climate, leadership behavior, job satisfaction, and mental health outcomes. Results: Our findings indicated that WRB had a more detrimental impact than PB. Employees exposed to WRB reported lower job satisfaction (F(2, 295) = 59.048, p < .001), higher stress levels, and increased burnout (Emotional Exhaustion F(2, 294) = 40.346, p < .001). WRB was associated with negative perceptions of organizational fairness (F(2, 295) = 38.637, p < .001) and dynamism. PB also showed significant effects, particularly on team dynamics (MDOQ_team F(2, 294) = 52.514, p < .001) and communication (MDOQ_communic F(2,
... Il est étonnant qu'aucune théorie en gestion n'ait associé les sentiments envieux aux comportements de harcèlement psychologique et d'incivilité. Zapf et Einarsen (2003) distinguent trois formes de harcèlement en fonction des caractéristiques que porteraient les harceleurs. La première forme de harcèlement serait liée à la volonté du harceleur de protéger son estime de soi, la deuxième, à un manque de compétences sociales et relationnelles du harceleur. ...
... Devant ce constat, l'agressivité dont il peut faire preuve à l'égard d'un autre individu, est à la hauteur de la mésestime de soi et du ressentiment qui l'habitent envers celui qui réussit mieux que lui. La perception d'un traitement injuste, la frustration, et le stress qui en découle, sont souvent des antécédents des agressions et de la violence au travail déclenchées par l'envie, et cette dernière est considérée comme l'une des principales raisons incitant une personne à harceler un autre individu (Zapf et Einarsen 2003, Vidaillet 2007). ...
L’être humain fait face au cours de sa vie à une multitude d’émotions, notamment la joie, la peine et la colère, qui sont ouvertement reconnues comme universelles, mais qu’en est-il de l’envie? Bien que l’envie soit présente dans toutes les cultures depuis le début de l’humanité, elle est stigmatisée, considérée comme moralement indésirable et souvent associée à des comportements socialement inacceptables. L'étude de l'envie en psychologie est encore un domaine relativement jeune avec peu d'études empiriques. Des instruments de mesure ont été construits afin de mesurer cette émotion; cependant, les auteurs ne s’entendent pas sur la structure complexe de l’envie. L’objectif de cet article est de parcourir les différentes conceptions de l’envie étayées dans la littérature et de proposer un cadre conceptuel pour d’éventuelles recherches sur le construit latent de l’envie, notamment en milieu de travail.
... Ifølge den transaktionelle stressmodel er fremtraedelsesformerne og alvorligheden af de emotionelle reaktioner som følge af udsaettelse for f.eks. mobning en funktion af et dynamisk samspil mellem det, der karakteriserer haendelserne (konteksten), og de individuelle vurderings-og copingprocesser (Folkman & Lazarus, 1991;Lazarus, 1999;Zapf & Einarsen, 2003). Mobning bliver defineret som en 'langvarig udsaettelse for interpersonelle handlinger', som er 'negative', og som den mobbede 'ikke kan håndtere'. ...
... Mennesker har et staerkt behov for at kunne forudsige fremtiden og kontrollere det, der sker med dem (Janoff-Bulman & Thomas, 1989;Joseph, 1999). Når den mobbede står over for uforudsigelige haendelser som mobning (Zapf & Einarsen, 2003), vil han/hun vaere staerkt motiveret for at prøve at forstå, hvad det er, der sker (Weiner, 1985). Formålet er at få genskabt oplevelsen af verden som forudsigelig og kontrollerbar (Janoff-Bulman, 1985). ...
Mobning på arbejdspladsen finder sted, når en eller flere personer gentagne gange udsættes for negative eller krænkende handlinger, som de ikke føler de kan forsvare sig imod. At blive udsat for mobning har alvorlige konsekvenser for helbred og velbefinde for den, det går ud over, og det påvirker også de ramte organisationer økonomisk i form af øget sygefravær og personalegennemstrømning. For nogle mobbede opleves mobningen som en traumatisk stressor, der kan udløse posttraumatiske stressreaktioner.
... Paradoxically, high performance can also function as a precipitation factor to supervisor ostracism. At the workplace, there are unspoken performance norms (Einarsen et al., 2003). High performers positively deviate from these performance norms (Scott & Duffy, 2015). ...
... Taken together, there are unspoken performance norms at the workplace (Einarsen et al., 2003). Both poor and high performance may become precipitation factors because they deviate either negatively or positively from these agreed-upon implicit performance standards (Jensen et al., 2014). ...
Despite the well-supported negative consequences of workplace ostracism, limited research has offered explanations as what causes an employee to be ostracized. Based on the victim precipitation theory, we predict that comparing to middle performers, both poor and high performers are more likely to be ostracized by their supervisors because they deviate from the performance norm. Thus, in this study we establish the curvilinear relationship between job performance and supervisor ostracism. Data were collected from supervisors and their employees from an airline company at three timewaves. Using multi-level modeling analysis, our data revealed three major findings. First, there was a curvilinear relationship between job performance and supervisor ostracism, indicating that both poor and high performance were related to more supervisor ostracism than middle performance. Second, supervisors' transformational leadership buffered the curvilinear relationship between employees' job performance and supervisor ostracism. Third, supervisor ostracism mediated the curvilinear relationship between job performance and turnover intentions. Our study supports the victim precipitation theory and contributes to the limited research on the antecedents of workplace ostracism. Furthermore, we contribute to the push-and-pull model of turnover by suggesting that there is a workplace relationship mechanism (e.g., supervisor ostracism) linking employees' job performance and turnover intentions. Both theoretical and practical implications were discussed.
... Job demands are those physical, psychological, social, or organizational elements of the job that require sustained effort and can result in physiological or psychological costs (Bakker & Demerouti, 2018). In our study, workplace incivility represents a significant job demand that depletes employees' emotional resources, contributing to the experience of emotional exhaustion (Einarsen et al., 2003;Yao et al., 2022). Emotional exhaustion, in turn, negatively impacts adaptive performance, which requires mental energy, cognitive flexibility, and the capacity to manage change effectively (Bakker et al., 2023;Bakker & Demerouti, 2018, 2024. ...
This study investigates the mediating effects of emotional exhaustion on the relationship between workplace incivility and adaptive performance among nurses in Osogbo, Nigeria. The research aims to elucidate how incivility impacts emotional well-being and functional performance in a healthcare setting. A cross-sectional survey was employed to collect data from 311 healthcare worker personnel. Structured questionnaires measure workplace incivility, emotional exhaustion, and adaptive performance. Data was analyzed using SPSS 27 and SmartPLS 4.0 to test the formulated hypotheses. The results indicate that workplace incivility is significantly negatively related to adaptive performance and positively related to emotional exhaustion. Emotional exhaustion was found to negatively impact adaptive performance and mediate the relationship between workplace incivility and adaptive performance. Organizations should address workplace incivility through policies and interventions that promote respectful communication, conflict resolution, and emotional intelligence. A supportive culture can protect employees' emotional resources and enhance adaptive performance. Access to employee assistance programs (EAPs) and stress management resources is also recommended.
... Repeated types of negative or hostile behavior, such as bothering, harassing, eliminating, or negatively influencing the tasking capacities of those targeted, are all examples of silence (Yamada, 2000). It is a dynamic process that presents the potential of a conclusion that becomes less and less likely as the process progresses (Leymann & Gustafsson, 1996;Zapf & Einarsen, 2003). They are more likely to depart because of this, either freely or involuntarily, because of their contracts being finished (Leymann & Gustafsson, 1996). ...
Today's businesses have acknowledged the necessity of retaining their employees rather than spending time and resources training new employees, making employee retention a pressing issue. Although this view of the organization's top management is the main cause of unemployment, it may also inhibit new talent and innovation. Aside from that, every company has to deal with staff churn. The purpose of this study was to examine the actions that lead to employees' intentions to leave their jobs and to determine the quantitative impact of organizational silence on employee turnover intentions. This study gathered responses from ten different service and manufacturing firms. Participants provided 388 responses out of a possible total of 500. Structural equation modeling has been used to examine the data using SPSS and AMOS. The outcomes of this study reported that there was a significant positive effect of organizational silence on turnover intention among employees of service and manufacturing companies in Pakistan. The study has contributed to managers making better retention policies.
... In workplaces it is the role of the human resources to manage a conducive work atmosphere to make employees effective and efficient; hence researchers should give human resources the liberty to identify, respond, and deal with the bullies, bullying behavior, and victims (Fox and Cowan 2015). There also have been studies which aim to study the relationship between the employee well-being and the modifying factors of the personality (Einarsen 1999;Zapf and Einarsen 2003). The supernatural nature and the versatile descriptiveness of the characteristics are predictors of individuals who resisted the occupational stressors. ...
... A teoria da cultura organizacional examina como os valores, normas e práticas dentro de uma organização podem influenciar a ocorrência do assédio moral (ZAPF; EINARSEN, 2003). Organizações que toleram ou ignoram comportamentos hostis podem criar um ambiente propício para o assédio moral florescer. ...
Este estudo tem como objetivo compreender a contribuição da perícia psicológica trabalhista no contexto de assédio moral no trabalho. Para tanto, foi realizada uma pesquisa documental de caráter exploratório e descritivo, com dados de um processo trabalhista do Tribunal Superior do Trabalho selecionado intencionalmente para compor um estudo de caso. O caso selecionado refere-se a uma trabalhadora de uma instituição financeira que buscou na justiça do trabalho reparação por danos materiais e imateriais sofridos em decorrência de assédio moral no trabalho. Para comprovação do nexo de causalidade do dano psicológico alegado pela trabalhadora foi solicitado pelo magistrado responsável pelo caso uma perícia psicológica trabalhista. Ao analisar o caso pôde-se inferir que: (a) o trabalho do psicólogo desempenhou um papel fundamental na perícia psicológica para estabelecer o nexo causal entre o assédio moral no trabalho e o dano psicológico. Sua expertise possibilitou uma avaliação minuciosa dos impactos psicológicos sofridos pela vítima, identificando de forma precisa as conexões entre as práticas de assédio e os danos psicológicos apresentados; (b) os instrumentos e os métodos específicos adotados pelo perito-psicólogo, conseguiram auxiliar na análise das nuances do quadro clínico da trabalhadora afetada, bem como na compreensão da relação causal entre o ambiente laboral e os danos psicológicos; (c) o laudo pericial forneceu um embasamento técnico e científico, oferecendo subsídios importantes para a tomada de decisões judiciais.
... A diary containing dates and detailed information on the process will also help substantiate the facts of the case in the event of an appeal or legal action [11]. In the Duvin case, no mention is made of an investigation file relating to Mr Mache's behavior [12][13][14][15][16][17][18][19][20][21][22][23][24][25]. ...
... The potential for managers to be bullied has long been acknowledged by researchers (e.g. Branch et al., 2007b;Einarsen, 2000;Einarsen et al., 2003;Salin, 2001), with as many as 75% of employees reportedly engaging in some form of upwards bullying behaviour (Wallace et al., 2010). Especially, direct supervisors appear to be more vulnerable to being bullied compared with middle and senior management (Hoel et al., 2001), which echoes the insights of Jenkins et al. (2012) highlighting supervision as a pinch point in the organisational system between employees and more senior managers. ...
... Moreover, research on employee behaviors conducted in those institutions shows that the scale of counterproductive work behaviors is larger in public administration. Various possible explanations for this phenomenon can be suggested, including less mobility of employees [114], excessive bureaucracy, depersonalized organizational structures, centralized management and lower salaries that may lead to higher levels of employee frustration [113,115,116]. This makes this research sample interesting and, potentially, will deliver stronger evidence for the analysed links. ...
BACKGROUND: Our research offers an empirically supported contribution regarding the co-occurrence of Organizational Citizenship Behaviors (OCBs) and Counterproductive Work Behaviors (CWBs). Traditionally, OCBs and CWBs are considered to be mutually exclusive types of organizational behaviors. However, the same employee may engage in both behaviors, as explained by the moral licensing and cleaning theories. OBJECTIVE: The aim of the paper is to validate that the moral licensing theory (which posits that one may feel authorized to behave badly due to previous positive behaviors) and the moral cleansing theory (which posits feelings of guilt for previous negative behaviors) stand behind the paradox of an individual member of an organization engaging in both OCBs and CWBs. METHODS: The analysis is based on the findings from a questionnaire survey conducted on a sample of employees of local government units in Poland (N = 736). RESULTS: Our results show the positive relations between moral licensing and CWBs (the Abuse and Withdrawal dimensions) and between moral cleansing and OCBs (the Altruistic dimension), thus providing empirical evidence of both theories in an organizational context. CONCLUSIONS: Our findings suggest complex relationships between positive and negative behaviors depending on whether employees feel authorized or not to compensate for positive behaviors or feel a moral obligation to repair for negative ones.
... Typical characteristics of workplace bullying include long-term, repeated, systematic, and negative aggressive behavior against specific targets. Such behavior include intimidation, public humiliation, abuse or threats, continuous criticism, derogatory remarks, shouting, unfair or meaningless assignments, and excessive supervision of work (Einarsen et al., 2003). Previous studies have found that bullying can be regarded as a cognitive activation that produces emotional responses, such as fatigue, sleep problems, and emotional changes (Eriksen & Ursin, 2004;Nielsen & Einarsen, 2012). ...
Workplace bullying is a serious problem in organizations. This study examined the effects of workplace bullying on compulsory citizenship behavior in the work domain and spousal well-being in the family domain. Workplace bullying was viewed as a reality in organizations, and individuals’ judgments concerning various features of their workplace situations were considered. We hypothesized that employees’ experiences of workplace bullying influence their compulsory citizenship behavior and cross over to influence their spouses’ well-being through anger. A total of 796 employee-spouse dyads from a large manufacturing industry and a public sector institution in Taiwan were selected as participants. A time-lag study design and two different sources (employees and their spouses) were utilized to reduce common method bias. The results demonstrate that workplace bullying is significantly related to compulsory citizenship behavior, anger, and spousal well-being. In addition, anger is an important mediator between workplace bullying and its consequences, both at work and at home. These findings have implications for better understanding employee conditions and their associations with social issues in the workplace.
... Greater part of the specialists does not trust as a part of casualty's character or culprit's character (Zapf & Einarsen, 2003). Though, some attributes and practices like accommodation, anxiety, keeping away from struggle, forceful correspondence, overachieving, absence of decisiveness, absence of social abilities, low or ridiculous high confidence, dubiousness and so forth are being designated (Cook et al., 2010;Wang et al., 2019). ...
The present study aimed to examine the vital role of Machiavellianism and emotion regulation in bullying among university students. The study also intended to determine the differences between men and women students, BS and MPhil students. The age range of the sample was 18-29 years old. Two-Dimension Machiavellianism Scale (Monaghan et al., 2019), Emotion Regulation Scale (Gross & John, 2003) and Forms of Bullying Scale (Shaw et al., 2013) were administered on 300 students (170 men and 130 women) from different universities of Islamabad and Khyber Pakhtunkhwa to measure Machiavellianism, emotion regulation and bullying. The results revealed significant negative relationship between emotion regulation subscales cognitive reappraisal and expressive suppression and bullying; while, results showed nonsignificant positive relationship between Machiavellianism, emotion regulation subscales (cognitive reappraisal and expressive suppression) and bullying. The results also showed nonsignificant moderating role of cognitive reappraisal and expressive suppression between Machiavellianism and bullying. Furthermore, the results revealed that the male students scored higher on Machiavellianism, expressive suppression, and bullying than female university students, while female students use more cognitive reappraisal strategy as compared to male students. Moreover, the results also showed differences based on age and education among university students. Implications, limitations, and suggestions for future research were also discussed.
... limits a person's potential to develop healthy working relationships. Einarsen (1999), who as early as the mid-1990s investigated the psychosocial dimensions of harassment, developed further Leymann's model, by adding other parameters that need to be considered in the person who experiences it, cannot find justification for this kind of behavior. Einarsen et. al. (2003) concludes that the phenomenon of mobbing and workplace bullying is a dynamic, multi -factorial process that depends on a network of socio-economic and cultural factors. These factors concern both the workplace itself and the policy it adopts, as well as the individual, his/her personality, and the conditions in which he/she lives. ...
Workplace mobbing, bullying and sexual harassment are not new phenomena. There were always there. Nonetheless, the recent few years more studies have highlighted their significance for the well-being of the employees and the workplace.
... In the context of workplace bullying, there is ample literature focusing on perceived organizational support [26,76,[82][83][84]. The model developed by Einarsen [85] shows organizational tolerance as a part of organizational antecedents and was further used and reframed by Salin [86] in his study; however, creating an operationalized form of the construct has been overlooked. Given the Indian cultural context with the high power-distance and associated high tolerance [87][88][89][90][91], perceived organizational tolerance finds more relevance. ...
This study aims to examine the relationship between workplace bullying and Exit-Voice-Loyalty-Neglect (EVLN) coping responses with Perceived Organizational Tolerance (POT) of bullying as moderator using the integrated model of reactance and learned helplessness theory. The data has been collected from junior faculty in higher education institutes of Punjab. The study has been conducted in two phases, with phase 1 including identifying targets of workplace bullying using cut-off scores and phase 2 studying the perceived organizational tolerance. The results show that junior faculty chooses neglect as a coping response and that the level of perceived organizational tolerance moderates the relationship between workplace bullying and exit-voice-neglect. This study contributes to existing literature by employing integration of theories and using multi-level research design. It also is an addition to the literature on the coping response of targets to workplace bullying in higher education and is a rare attempt at operationalizing perceived organizational tolerance and its relation with workplace bullying.
... Innocuous engagement involving excessive accommodation of others' enjoyment, comfort, and preferences may, however, be associated with harmful interpersonal consequences. In the nonautistic population, unassertive and submissive interpersonal behaviours are consistently linked to 130 negative outcomes across the lifespan, including increased social isolation (Rubin & Burgess, 2001), workplace bullying (e.g., Zapf & Einarsen, 2003), and sexual assault (Ullman, 2007). Little research exists examining links between interpersonal style and outcomes for autistic people. ...
Some autistic individuals modify their innate autistic social behaviour in order to adapt to, cope within, and/or influence the predominately non-autistic social environment; a phenomenon often termed ‘camouflaging’ (Attwood, 2007; Dean et al., 2017; Hull et al., 2017; Lai et al., 2017; Schuck et al., 2019). Camouflaging is one social coping strategy used by autistic people attempting to overcome social challenges within cross-neurotype social interactions and secure employment, develop friendships and romantic relationships, and avoid stigmatisation (Cage & Troxell-Whitman, 2019; Hull et al., 2017). Yet the act of camouflaging is thought to be cognitively effortful and taxing; prone to breakdown under increased social demands and complexity and/or psychological distress; and associated with increased mental health difficulties, misdiagnosis, and identity confusion (e.g., Beck et al., 2020; Cage & Troxell-Whitman, 2019; Cassidy et al., 2018; Hull et al., 2021; Lai et al., 2017; Livingston, Colvert, et al., 2019). Camouflaging research is in infancy; conceptualisations, definitions and measures of camouflaging are still emerging, and much is unknown about relationships between camouflaging and various constructs such as mental health, wellbeing, and the achievement of important social and employment outcomes. This thesis presents a combination of qualitative and quantitative methods to further current understanding of social coping in autistic people by furthering the current conceptualisation of camouflaging including camouflaging behaviours and processes; examining the relationships between camouflaging and social, employment, and mental health outcomes; and exploring social experiences that contrast with camouflaging. The first chapter provides a general introduction to, and overview of, the relevant background research and provides a rationale for the work presented in the thesis. Chapter 2 involves a discussion of methodological considerations involved in the design and analysis of research presented in the thesis. Chapter 3, a systematic review, provides a comprehensive and critical evaluation of the current quantitative camouflaging research base; identifying consistencies in the current evidence as well as issues that require further research. Chapters 4 and 5 describe an interpersonal recall study, using thematic analysis to detail the development, process, and consequences of camouflaging (Chapter 4) and content analysis to describe the behaviours exhibited, altered, or avoided by autistic adults when camouflaging (Chapter 5). Chapter 6, a quantitative cross-sectional study, details associations between camouflaging and social and employment outcomes and indicators of mental health difficulties/psychological distress. Chapter 7 involves a qualitative survey and uses thematic analysis to explore an alternative to camouflaging, specifically autistic adults’ experiences of socialising in ways that feel authentic to them. The final chapter (Chapter 8) provides an overarching discussion of the findings and implications of the thesis with consideration to strengths and limitations.
... Furthermore, a few research studies documented workplace aggression against those in charge, but the context was perceived as injustice (e.g., overly close supervision, workplace layoffs, a competitive work environment with limited career progression, resentments such as being passed over for promotion) that led to retaliatory actions, whether justified or not, as an assumed explanation for the actions (Baron et al., 1999;Greenberg & Barling, 1999;Hoel et al., 2001). When the research reports expanded coverage of the theme beyond a couple of sentences, the identified issues parallel those of other forms of workplace bullying by delving into the research methods used, the organizational impact, and personnel costs individually and to the company, akin to all forms of workplace bullying (LeBlanc & Barling, 2004;Randall, 2001;Salin, 2001Salin, , 2003Zapf et al., 2003). All of these examples are incidental parts of their publications with none exceeding two or three paragraphs, with the exception of the article by Greenberg and Barling (1999). ...
There is a large body of international literature on most aspects of workplace bullying, yet there are only a few research articles dealing with bullying of bosses, managers, and leaders by their subordinates and staff members. Over time the term “upwards bullying” has been accepted as the generic term to describe this phenomenon but using these search terms does not provide a comprehensive indication of relevant publications. This literature review identifies and collates English language research on upwards bullying to document its research status, its lack of visibility in the workplace, and to connect upwards bullying with related research on aggression against supervisors and managers. Included is research that specifically labels the phenomena as upwards or upward bullying, along with related terms of subordinate-initiated bullying, supervisor-targeted bullying, bottom-up bullying, bullying the manager, and bullying the boss. Nonacademic publications are not included, nor is research on related workplace misbehavior such as cyberbullying, legal action resulting from upwards bullying or whistle blowers, and extortion or blackmail. Areas for further exploration in the field are identified with indicators of how this type of workplace bullying differs from lateral and downward bullying. Coverage up to the year 2020 is provided with the expectation that the trend of working from home driven by safety considerations during the COVID-19 epidemic could change employee responses and reactions to their workplace leaders and management.
... Plethora of the studies has established the links between the emotional exhaustion and the employee performance. According to Einarsen (2003) and Hauge et al., (2010) it is proven through longitudinal and cross-sectional research studies that there is a link between workplace bullying, emotional exhaustion and job performance. However, the other researches also depict that job-related depression is the determinant of the employee performance (Dalal, 2005). ...
The current study is an attempt to explore the repercussions of workplace bullying in the telecommunication sector of Pakistan. To be precise, it assesses the influence of workplace bullying on emotional exhaustion resulting in the deterioration of employee performance. Drawing on Conservation of Resource Theory (COR), researchers tested the impacts of workplace bullying and cynicism on employee job performance where emotional exhaustion is the mediator between workplace bullying and employee performance. This study highlights the problematic confrontation by the telecom employees and suggests remedial actions to overcome this. The data is collected from 387 respondents of four telecommunications companies’ franchises of southern Punjab Pakistan through a questionnaire-based survey. Purposive sampling is used in order to collect data from respondents encompassing managers and span of control. The data is analyzed using descriptive statistics and SMART-PLS using a bootstrapped moderated mediation method. The findings indicate a significant negative relationship between workplace bullying and employee performance. However, workplace bullying has a significant positive correlation with employees’ emotional exhaustion, and when organizational cynicism as a moderator has been introduced, this relationship gets aggravated. The study results focus on the depletion of the psychological resources of employees by workplace bullying and organizational cynicism resulting in poor employee performance. Since employees may lose the psychological resources to cope with the situation, this issue must be addressed to replenish the psychological resources. Hence managers must introduce workplace bullying combating strategies to avoid harmful consequences.
... Les recherches sur le HMT peuvent venir compléter cette analyse par niveaux. Ainsi Zapf et Einarsen (2003) évoquent le manque de compétences sociales et relationnelles chez certains managers, qui souffrent d'un manque de contrôle émotionnel et d'auto-critique à tel point qu'ils peuvent se mettre à hurler sur leurs collaborateurs sans se rendre compte des conséquences. Tel a été régulièrement le cas de la RCR à l'égard d'Istia. ...
... The literature explains two hypotheses on antecedents of victimizations, such as the work-environment hypothesis (Salin & Hoel, 2011) and the individual disposition hypothesis (Zapf & Einarsen, 2011). Work environmental hypothesis claims that underlying causes of victimization prevail in poorly organized environmental conditions within an organization. ...
In this study, we relied on victim precipitation theory and examined the role of the employee’s personality, from the target perspectives, in their victimization at the workplace in the context of higher education institutions in Pakistan. Personality was hypothesized as a five-factor construct; extraversion, agreeableness, consciousness, neuroticism, and openness. The quantitative data was gathered through a questionnaire survey from the teaching faculty of different public and private sector universities located in Lahore. Results revealed that extraversion, agreeableness, and conscientiousness have a significant negative correlation with workplace victimization. In contrast, neuroticism showed a significant positive association with workplace victimization. Openness to experience was unrelated to victimization in the given context. The theoretical and practical value of these findings has been discussed in this study.
Journal Name: Bulletin of Business and Economics (BBE)
Workplace cyberbullying has garnered significant attention, although the most focus has centred on its effects on work, related stressors, and consequences. Workplace cyberbullying has a detrimental impact on employees and undermines the effectiveness of information systems. It is crucial to review the existing body of work to understand the dynamics of cyberbullying in modern digital workplaces. The literature study has focused on synthesizing existing literature to define workplace cyberbullying accurately. It aims to uncover underlying theories and their implications on individuals affected by cyberbullying. The study examines the significance of researching workplace cyberbullying and how existing evidence informs our understanding. Lastly, it explores the critical role of Human Resource Development (HRD) in addressing and mitigating cyberbullying incidents, emphasizing their importance in this context. By conducting an integrated assessment of 52 empirical research works, this research can provide valuable insights into the frequency, causes, and consequences of cyberbullying, allowing organizations to establish policies and measures to protect their employees and promote a positive workplace culture. This review will enable the research community to grasp the concept of workplace cyberbullying and assess the current state of research in the field.
Este estudo teve por objetivo apresentar de que maneira os docentes do curso de Secretariado Executivo percebem o assédio moral em seu ambiente de trabalho. Para tanto, buscou-se definir as práticas que se configuram como assédio moral e de onde podem surgir. A pesquisa buscou responder à seguinte questão: Como os docentes do curso de Secretariado Executivo percebem o assédio moral no ambiente de trabalho? O referencial teórico tratou de conceituar o assédio moral, mostrar suas consequências e o impacto na produtividade e na saúde do trabalhador; ainda, conceituar o assédio moral vertical descendente e ascendente e o horizontal. A metodologia constou de pesquisa de campo de caráter exploratória, aplicada aos docentes de duas instituições de ensino, sendo uma de ensino superior pública e outra de ensino técnico pública do estado de Roraima. A amostra foi composta de 70% dos docentes do curso de Secretariado Executivo da instituição de ensino superior e 25% dos docentes da instituição de ensino técnico. Todos os respondentes têm formação em Secretariado Executivo. Dentre os principais resultados, destaca-se que cerca de 60% dos docentes afirmam ter sofrido assédio moral praticado pelos colegas de trabalho de mesmo nível hierárquico; e quanto à postura frente ao assédio moral, 80% dos entrevistados orientam as vítimas a denunciar o caso às autoridades competentes.
Purpose
The purpose of this study was to explore the relationship between higher educational institution bullying policies and the subsequent cultural impact to determine the effectiveness of policy in ameliorating bullying within the university culture.
Design/methodology/approach
This study consisted of two separate but related case studies at two universities in different countries, focussing on university staff. The field work gathered data about existing anti-bullying policy, the extent to which it was part of the organisational culture for staff, and the levels of staff bullying experienced or seen within the organisation. Both qualitative and quantitative data were collected.
Findings
The study found that despite one university having significant policy and the other having very little policy, the knowledge of policy in both universities was and subsequent experience of bullying for staff were very similar.
Research limitations/implications
The findings indicate that anti-bullying policy alone appears to have a limited impact on organisational behaviour. This suggests that the entrenched and historical master/servant relations of academia enable such practices to continue. Policy implementation is insufficient and training and development to generate more inclusive, people-focussed management cultures is necessary to ameliorate bullying behaviour.
Practical implications
The paper draws on the experiences, critique and suggestions of the study participants to prepare a possible agenda for cultural change that human resource (HR) managers could develop in association with academic and professional managers within their institution.
Social implications
The findings suggest that in any social setting or organisational structure where strong historical patterns of master/servant endure, the opportunity for bullying behaviours to grow and flourish is fertile and that policy statements alone may have little impact on curtailing such behaviour.
Originality/value
This study makes two contributions to existing knowledge. First, it provides evidence that anti-bullying policy is alone unlikely to have an effective impact on instances of bullying within the culture. Second, the case study contrast displays that unacceptable levels of bullying exist in two very different institutions in two very different cultures. Whilst one country has a war-torn history and the other exists in splendid isolation, the same patterns persist, indicating that universities have structured cultural issues that are difficult to change.
Yeryüzünde meydana gelen olayların sebeplerini, aralarında olan ilişkilerini bulup, bunları genelleştiren, bilimsel olarak kuramsallaştıran ve ortaya koyulan kuramsal bilgi yardımı ile daha sonra ortaya çıkabilecek olan olayların ne şekilde ve hangi zaman diliminde meydana geleceğinin ortaya koyulmaya çalışıldığı bir dönemin insanı olarak bende bilimin ışığında, birçok farklı alanda evreni anlamaya çalışmaya ve her zaman bu bilimsel ailenin içerisinde kendi ürünümü ortaya koyabilmenin hayalini kurdum. Bu araştırma, benim bu aile içerisinde yer alan insanlara sunmak istediğim ürünümdür.
The titles such as workplace bullying are among the frequently studied topics due
to the fact that human rights issues have been discussed in public recently. When
the literature has been examined, it is observed that there is a conceptual confusion
regarding this case. It is obvious that several different concepts such as workplace
bullying, mobbing, psychological harassment in the workplace, emotional
harassment, psychological terror, workplace trauma and workplace harassment
have been used. These concepts, which have slight nuance differences between
them, generally refer to similar things.
The bullying behavior of the enterprises against their employees has been
causing several negativities, such as the loss of loyalty of the employees to the
organization and low performance. and this situation has been directly affecting
the tourism sector, for which the human factor is very effective. The employees
that have low performance and experience burnout have caused problems in
service quality and a decrease in the overall performance of the tourism sector.
Therefore, the concept of workplace bullying has been considered as an important
issue for the sector. Starting from this point of view, in this study, the concept of
workplace bullying, the parties of workplace bullying, its causes, consequences,
its impacts on the tourism sector and solution implications will be discussed.
Resumo: Este estudo teve por objetivo apresentar de que maneira os docentes do curso de Secretariado Executivo percebem o assédio moral em seu ambiente de trabalho. Para tanto, buscou-se definir as práticas que se configuram como assédio moral e de onde podem surgir. A pesquisa buscou responder à seguinte questão: Como os docentes do curso de Secretariado Executivo percebem o assédio moral no ambiente de trabalho? O referencial teórico tratou de conceituar o assédio moral, mostrar suas consequências e o impacto na produtividade e na saúde do trabalhador; ainda, conceituar o assédio moral vertical descendente e ascendente e o horizontal. A metodologia constou de pesquisa de campo de caráter exploratória, aplicada aos docentes de duas instituições de ensino, sendo uma de ensino superior pública e outra de ensino técnico pública do estado de Roraima. A amostra foi composta de 70% dos docentes do curso de Secretariado Executivo da instituição de ensino superior e 25% dos docentes da instituição de ensino técnico. Todos os respondentes têm formação em Secretariado Executivo. Dentre os principais resultados, destaca-se que cerca de 60% dos docentes afirmam ter sofrido assédio moral praticado pelos colegas de trabalho de mesmo nível
hierárquico; e quanto à postura frente ao assédio moral, 80% dos entrevistados orientam as vítimas a denunciar o caso às autoridades competentes.
Purpose
This study aims to examine the extent to which organizational dissent predicts perception of workplace bullying. As previous studies have reported inconsistent and sometimes contradictory results regarding the interaction between the reporting of bullying and demographic variables, these variables are examined in the New Zealand context. Organizational communication research provides considerable insight into the ways individuals make sense of and resist workplace bullying through juxtaposition with the concepts of dissent and intragroup conflict.
Design/methodology/approach
A nationally representative sample of managers in New Zealand ( n = 239) was conducted. Surveys included demographic questions and the following measures: Organizational Dissent Scale and Negative Acts Questionnaire Revised Scale.
Findings
Key results and indications for further research are highlighted by the third model in this study. First, workers who reported they engaged in either articulated dissent or latent dissent were more likely to perceive workplace bullying. Second, workers who are more likely to express contrary opinions in the workplace are more likely to recognize, acknowledge and tolerate less positive interactions in the workplace such as bullying.
Originality/value
To the best of the authors’ knowledge, this study is the first to analyze dissent and bullying in the New Zealand context. Second, this research raises the question of whether there is a conflation of work-related bullying behaviors and bad leadership styles that may not be targeted (e.g. authoritative leadership and micromanaging). Finally, communication research provides a distinctive contribution by exploring the narrative form of worker responses to perceived bullying. In this manuscript, the authors examine potential predictors on the perception of workplace bullying in the context of New Zealand, particularly focus on the relationship between dissent and the perception of workplace bullying.
Safety leadership has emerged as an important area of interest for both the practitioner and researcher in maintaining safety in high-risk industries, however literature has not attempted to explore the dark side of such practices. This study explored the negative consequences of being good with safety. For this purpose data was collected from the employees of high risk organizations (electricity distribution firms). A sample of 400 respondents was approached under convenience sampling technique, out of which 314 completely filled responses were considered for data analysis. Data was analyzed using Smart PLS 3.9 Software by applying the Structural Equation Modeling Technique (SEM). Results indicate that, safety leadership improves the safety citizenship behavior among the workers of high risk organizations, however it has also been linked with the citizenship fatigue. Research limitations and future directions are also discussed.
Global trends like university rankings and neoliberal policies have changed the operation of the higher education systems worldwide and brought a new managerial understanding that prioritized competition and quantification of performance over collegiality and quality. This transformation rendered values like trust and professionalism hollow, weakened the relationships among faculty and directors, and prepared a suitable ground for mobbing to flourish. The study aims to examine the phenomenon of academic mobbing from the perspectives of Turkish faculty based on Hofstede’s Cultural Dimensions Model and Leader-Member-Exchange Theory. 12 semi-structured in-depth interviews with targeted faculty working at different universities in Ankara, İstanbul, Konya and Eskişehir were conducted. The major findings of the study were: the perpetrators of mobbing were the directors who adopted autocratic and laissez-faire leadership styles and had good relationships with in-group members; academic culture was described with threat, fear, jealousy, humiliation, high-power-distance and collectivisms, all of which triggered mobbing; the targeted faculty were determined, strong, and self-confident in nature as well as impulsive and aggressive at times; mobbing predominantly ended in resignation, psychological and psychosomatic problems, and the lack of belonging; the top two coping strategies were getting social support and facing the mobbers; and the most frequent suggestions were for leaders to ensure meritocracy, for faculty to leave the mobbing-prone institution the soonest time possible, and for the state to create a mobbing law. It is recommended that democratic and transformative leadership styles be used and independent expert groups inspect universities.
This study examined the effect of workplace bullying and harassment on performance of academic staff in Olabisi Onabanjo University (OOU) with the objective of examining the effect of workplace environment on performance of Academic Staff in OOU; examining the effect of leadership style on workplace bullying and harassment of Academic Staff in OOU; exploring the effect of job design on workplace bullying and harassment on performance of Academic Staff in OOU; and investigating the effect of supervisor support on workplace bullying and harassment on performance of Academic Staff in OOU. Theory of Work Adjustment and Two-Factor Theory underpinned the study. The study adopted a descriptive survey research design and a population of six hundred and twenty eight (628) academic staff of OOU, Ogun State where 150 respondents were used as sample size; data were obtained through primary data and analysed using both descriptive and inferential statistics with the aid of Statistical Package for Social Sciences (SPSS) and the data were presented with the frequency distribution table. Findings from the study revealed that all components tested such as workplace environment (0.847 > 0.5), leadership style (0. 967 > 0.5), job design (0.943 > 0.5) and supervisor support (0.844 > 0.5) all affect and have positive significant relationship with workplace bullying and harassment on performance of Academic Staff in OOU but at varying degrees. The study concluded that workplace bullying is a harmful problem leading high level of turnover and huge decline in performance rate; thus, creating shortage of man power in the Nigerian educational sector in Nigeria. Therefore, reviewing the Human Resources structure, checkmating leadership, workplace environment, job design and supervisor's support and conducting regular training, workshops and seminars to train academic staff in OOU on the effect of workplace bullying to the development of Institution swill go a long way in ameliorating this menace.
En este artículo se lleva a cabo un estudio piloto sobre la percepción del acoso laboral que han sufrido trabajadores españoles y trabajadores latinoamericanos que han acudido en busca de ayuda a la “Plataforma contra los Riesgos Psicosociales y la Discriminación Laboral de la Comunidad de Madrid” (PRIDICAM) durante el periodo 2006-2011. Para ello se ha contado con una muestra de 50 víctimas españolas y otra de 50 víctimas latinoamericanas. Todos ellos cumplimentaron el LIPT-60 (Leymann Inventory of Psychological Terrorization). Los resultados obtenidos indican que los trabajadores latinoamericanos perciben mayor número de conductas de acoso así como una mayor intensidad en el acoso percibido que los trabajadores españoles. Asimismo, los trabajadores latinoamericanos informan sobre mayores niveles de intimidación manifiesta, desprestigio laboral y desprestigio personal. La importancia del estudio propuesto radica en los alarmantes datos de tipo epidemiológico hallados hasta la fecha en cuanto al acoso laboral y en las considerables consecuencias que supone dicho fenómeno tanto a nivel organizacional como individual. Abstract: In this article a pilot-study is carried out on the perception of the workplace bullying that there have suffered Spanish and Latin-American workers who have come in search of help to the “Platform against the Psychosocial Factors and the Labour Discrimination of the Community of Madrid” (PRIDICAM) during the period 2006- 2011. A sample of 50 Spanish victims and other one of 50 Latin-American victims are considered. All of them completed the LIPT-60 (Leymann Inventory of Psychological Terrorization). The obtained results indicate that the Latin-American workers perceive major number of harassment behaviours as well as a major intensity in the perceived workplace bullying than the Spanish workers. Likewise, the Latin-American workers report on higher levels of manifest intimidation, loss of professional prestige and loss of personal prestige. The importance of the study lies in the alarming epidemiological data about mobbing found to date and in the considerable consequences this phenomenon involves, at the organizational and individual levels.
The study examined workplace bullying and conflict management techniques. Workplace incivility is a mild form of interpersonal deviant behaviour. Incivility is bad behaviour towards others in the workplace that negatively affects the development and profit of the organization. Workplace incimlity include bullying, stealing, gossips and writing nasty and demeaning notes about someone. Bullying is categorized in three forms (threat to personal:::. : ; v-eat to professionalism and behavioural threat). Bullying in workplace is caused by individual and organizational factors. The study identified five i5j approaches to dealing with workplace bullying viz, effective policies and procedures, behaviour linked to evaluation, interactive training amongst others. The study focus at the effect of bullying on workplace to include, time consumption, absenteeism, high labour turnover etc. Conflict management plays a great role on the commitment of the worker in handling workplace incivility. The study shows that conflict management technique are appropriate and effective but failed due to inappropriate application with respect to the stage of escalation of the workplace incivility. The study identified formal interaction procedure and provision of counseling and training programmes for the target and perpetrators. Other techniques are confrontation, power and authority, group consensus, suppression and third party intermediary. The study recommended that management should formulate effective policies and procedures for workplace bullying.
In male-dominated work contexts, the challenges faced by women and their impact on wellbeing and work attitudes have been documented, most extensively in other than police organizations. This study was conducted as a cross-sectional quantitative descriptive correlational predictive study to validate a model of relationships among workplace aggression, job satisfaction, and wellbeing at work with a sample of 1,066 female and male officers from the Romanian Border Police. The results obtained in the study showed that no differential gender effects were found, although women reported higher levels of workplace aggression than men (1.61 vs. 1.52; F = 4.20, p = 0.04). Also, workplace aggression significantly and negatively predicted job satisfaction (R² = 0.27) and wellbeing at work (R² = 0.31). In conclusion, although this research is an exploratory approach to the study of workplace aggression in the Romanian police organization, it can generate interventions that would lead to the reduction of undesirable behaviors such as verbal aggression, malicious jokes, discrimination, perception of inequalities, gossip, and defamatory words. In the future lines of research, different sources and conditions of victims and witnesses can be considered the. We also studied the limitations of the study and the future lines of research.
Drawing from job demands- resources model (JD-R), we examine how patient incivility (PI) is linked with nurses’ unethical behavior (UB) and patient-oriented organizational citizenship behavior (POCB) through surface acting. Further, we introduced receiving help from colleagues as a boundary condition in the surface acting–unethical behavior and surface acting–POCB relationships. Two- wave multi source data gathered from 339 nurses and their colleagues working in various private hospitals of Lahore, Pakistan. We found support for the two contrasting hypotheses that patient incivility (PI) is positively associated with nurses’ unethical behavior (UB) and negatively associated with patient-oriented organizational citizenship behavior (POCB) with the mediating role of surface acting. Receiving help from colleagues moderates surface acting–unethical behavior relationship such that it mitigates the negative effects of surface acting on unethical behavior whereas no moderation was found for surface acting–POCB relationship.
Toxic Leadership: Research and Cases presents research and cases on toxic leadership that emerged from qualitative research on the followers of toxic leaders. The goal is to help students, researchers, and academics understand how toxic leadership emerges, how leaders can spot toxic leadership within their organizations, and discuss what they can do to stop toxic leaders from destroying organizational value. The book pulls together various theories, models, and names (e.g., bad leadership, destructive leadership) for toxic leadership. The authors cover how power, culture, personality disorders, and followers contribute to the toxic leadership phenomenon. Readers will learn how toxic leaders impact organizations, the types of toxic leaders, signs of toxic leaders, and the environments they create. The authors share case studies for each toxic leader type to illustrate themes, coping strategies, and organizational outcomes. Each case is accompanied by a series of questions for reflection, study, and leadership development. This book will be useful for students, researchers, and academics to help uncover signs of toxic leaders that are often hidden from upper management. It will also be helpful for leaders to develop organizational strategies and for followers to develop coping strategies. © 2023 Steven M. Walker and Daryl V. Watkins. All rights reserved.
Şiddet dediğimiz kavram, özellikle günümüzde kişisel, sosyal ve eğitsel alanlarda ciddi bir problem hâlini almış bulunmaktadır. Şiddetin kişilere ve kurumlara zarar verdiği açık bir olgudur. Bu noktadan bakıldığından, özellikle eğitim camiasına etkileri ve yankıları hatırı sayılır derecede büyük olmaktadır. Şiddet, yazılı, sözlü ve görsel basında özellikle adından sıkça söz ettirerek, ülke çapında üzücü olaylara sebep olan karanlık bir olgudur. Bu olguyu değerlendirirken eğitim alanına özellikle vurgu yapmakta fayda bulunmaktadır. Nitekim eğitim sistemi içerisinde ve özellikle okullarda şiddet olayları sıklıkla yaşanmakta ve hem bireylerin hem de kurumların işleyişinde ciddi aksaklıklara sebep olabilmektedir. Okullarda yaşanan şiddet olayları denildiğinde genellikle idareci ya da eğitimci tarafında öğrenciye yönelik ya da öğrencilerin arasında cereyan eden şiddet anlaşılmakta ve tek taraflı bir değerlendirme göze çarpmaktadır. Alanyazında da öğrenciye yönelik şiddet konusunda yapılan çalışmalar yoğunluk kazanırken, idarecilere ve öğretmenlere yönelik gerçekleştirilen şiddet eylemleri kendine hak ettiğinden daha az yer bulmaktadır. Eğitim sisteminin taşıyıcısı olan öğretmenler, gerek öğrenciler, gerek veliler ve gerekse meslektaşları tarafından şiddete maruz kalabilmektedir. Maruz kaldıkları bu şiddetin, hem bireysel hem de toplumsal bazda iş ve meslek hayatlarına hem de kişisel yaşantılarına bir takım etkileri olmaktadır. Bu nedenle bu çalışmanın amacı, öğretmenlere yönelik gerçekleştirilen şiddet davranışları, şiddete sebep olabilen risk faktörleri, şiddetin öğretmenler üzerindeki etkileri ile ilgili yapılan çalışmalardan elde edilen nitel ve nicel verilerden hareketle öğretmene şiddeti tüm yönleriyle tartışmak ve bu tartışmalar ışığında şiddete çözüm önerileri sunmaktır.
Background:
This cross-sectional study aims to evaluate the prevalence and socio-demographic factors associated with workplace bullying, sexual harassment and racial harassment among Italian health workers.
Methods:
We recruited 3129 participants using an online Italian translation of the 'Workplace Violence in the Health Sector Country Case Studies Research Instruments Survey' (WVHS) questionnaire. Data were analyzed with univariate (chi-square) and multivariate (multiple logistic regression) analysis.
Results:
Univariate analysis shows that females are significantly more affected by bullying (16.4% vs. 12.3%) and sexual harassment (2.4% vs. 1.3%). On the other hand, males are significantly more affected by racial harassment (3.1% vs. 2.0%). Multivariate analysis shows higher odds of being affected by bullying (OR = 1.30; 95% CI (1.03, 1.64)) and sexual harassment (OR = 2.08; 95% CI (1.04, 4.00)) for females, and higher odds of undergoing racial harassment (OR = 1.55; 95% CI (0.95, 2.53)) for males.
Conclusion:
This analysis of work situations looks to identify those risk factors, existing or potential, that increase the probability of episodes of violence. A group of work or other subjects identified by direction will have to evaluate the vulnerability of workplaces and establish more effective preventive actions to be adopted.
Emotional Intelligence (EI) is broadly understood in business and professional education literature to be an important element of the interpersonal and intrapersonal skills that help to enhance communication, people management, problem-solving and decision-making in the workplace, at all levels of staff and leadership, whether the workplace is a huge corporation, a bank, a supermarket, a school, a hospital or a small business. This chapter discusses how an increase in EI at both the personal and the organisational level can help to reduce workplace stress, enhance a harmonious emotional climate within an organisation, and enrich workplace and employee’s wellbeing.
Background
Instances of customers bullying employees at the workplace are increasing with the development of the service industry. Korea has established a worker protection system to prevent negative effects of customer bullying on workers’ health. This study identified the latent profile types of protection against customer bullying in workplaces, and determined their predictors.
Methods
Data were collected over 28 days, from March 2 to 30, 2020. This study identified whether protection against customer bullying is implemented for workers in person-to-person services, the change effected by this protection, and worker monitoring scope. Data from 1,537 out of 1,550 participants were analyzed, excluding the missing values. Latent profile types were identified using Mplus 8.5 for data analysis, and the multinomial logistic regression analysis was performed to review the predictors.
Results
The results are as follows. There were four types of latent profile types: lagging, medium, relative preventive type, and excellent type. Variables predicting these types included age, gender, service period, position, occupational category, worker monitoring scope, decrease in the number of customers causing problems, decrease in disputes with customers, and worker satisfaction.
Conclusions
First, a system to prevent customer bullying must be adopted in the service industry. Second, there must be a way to improve trust between customers and workers when protective measures are being adopted. Third, managers must establish a system that can both protect workers against bullying and provide customer satisfaction.
Problem:
The development of any program to reduce bullying is possible with a better understanding of the associated underlying factors with its emergence. This study, therefore, aimed to investigate three different social cognitive abilities: abilities to read minds in the eyes, alexithymic personality traits, and empathy, in association with bullying behaviors in adolescents. Although these factors have been studied separately, our data highlighted their effect, relationship, and interconnectivity.
Methods:
The participants consisted of 351 adolescents (57.8% girls) aged 13-16 years (mean: 14.32 ± 0.73 for girls, 14.38 ± 0.86 for boys). The data used in this cross-sectional study were collected using self-reported questionnaires. Pearson's moment product correlation analysis and hierarchical linear regression analysis were performed to evaluate the associations between variables.
Findings:
Bullying behavior levels were higher in male adolescents compared with females. The results indicated that bullying behavior was associated with low levels of reading minds in the eyes abilities, alexithymic personality traits, and low affective empathy levels.
Conclusion:
These findings highlight the critical impact of the poor comprehension of mental states and emotional statuses of other people and low emphatic thinking capacity in the emergence of bullying behaviors among adolescents. Therapeutic interventions focusing on improving these factors may therefore be useful in prevention and management programs for bullying behavior.
The aim of this study was to identity levels of workplace bullying based on cut-off scores, frequency and self-labelled victimization, and to use these levels to identify the escalation of workplace bullying in terms of onset of different negative acts. Data were collected from a representative sample of the Swedish workforce (n = 1856). Bullying was measured using the Negative Acts Questionnaire–Revised together with self-labelled victimization based on a definition. Other variables included aspects of work experience, perception of the organization, and health and well-being. The results showed differences between the suggested levels of workplace bullying (Risk for bullying and Incipient bullying; Ongoing bullying; and Severe and Extreme bullying) for these variables, and also that different areas were pronounced at different levels of workplace bullying. Further, the onset of different negative acts depended on the level of workplace bullying, at early stages only work-related negative acts, but at higher levels more person-related negative acts. The study contributes to the understanding of work- place bullying and the escalation process. The suggested new levels of bullying also have practical and pedagogical value making it easier to grasp and to convey to, e.g. HR personnel, and organizational psychologists.
While research has unravelled the association between organisational change and being a target of workplace bullying, scholars have still to shed light on the perpetrator perspective of this association. In the current study, we further the literature by investigating the relationship between exposure to organisational change and being a perpetrator of workplace bullying. We introduced perceptions of psychological contract breach as a mechanism that accounts for the process in which exposure to organisational change leads employees to direct bullying behaviours to other members of the organisation. Using three-wave longitudinal data from 1994 employees we estimated a between-subjects mediation model controlling for autoregressive effects. Results confirmed our hypothesis that exposure to organisational change at Time 1 was positively related to being a perpetrator of workplace bullying at Time 3 through perceptions of psychological contract breach at Time 2. These findings suggest that organisations should invest in factors that lower employees’ likelihood to perceive psychological contract breach in the aftermath of organisational change because these perceptions may indeed result in the enactment of workplace bullying towards other members of the organisation.
Over the last three decades, the scientific and social interest in workplace bullying has accelerated and our understanding of this pervasive and detrimental social problem has advanced considerably in a relatively short amount of time. Workplace bullying is now a phenomenon of global interest, new topics are steadily emerging within the field, and the methodological quality of the studies has become more sophisticated. Building on findings from the ever increasing number of systematic reviews and meta-analyses in this field, the aim of this literature overview was two-folded. In the first part, the aim was to provide a basic overview of what we already know with regard to the nature and content of the bullying phenomenon, its risk-factors and causes, its consequences, and its potential measures and interventions. In the second part, the aim was to address what we do not know and to put forward an agenda for future research within the field. Here, six major knowledge challenges are discussed: a) construct clarification, b) the need for theoretical models, c) causality, d) bullying as a process, e) mediators and moderators, and f) intervention and rehabilitation of victims, perpetrators, and work environments.
In line with the work environment hypothesis, interpersonal conflict has been proposed as an important antecedent of workplace bullying. However, longitudinal studies on this
relationship have been scarce. The aim of this study was to examine whether co‐worker conflict predicted new cases of self‐reported workplace bullying 2 years later and whether laissez‐faire leadership moderated this relationship. In a sample of 1,772 employees, drawn from the Norwegian working population, the hypotheses that co‐worker conflict increased the risk of subsequently reporting being a victim of workplace bullying and that laissez‐faire leadership strengthened this relationship were supported. This study empirically supports the work environment hypothesis by showing that co‐worker conflict within a true prospective research design is a source of new cases of bullying and that
the lack and avoidance of leadership, through the enactment of a laissez‐faire leadership style, likely is a main source for co‐worker conflict to develop into workplace bullying.
Purpose
During the past 26 years, there has been a phenomenal growth in the literature on workplace bullying. The purpose of this paper is to review and synthesize the extant empirical studies on underlying and intervening mechanisms in antecedents–bullying and bullying–outcomes relationships.
Design/methodology/approach
In total, 53 studies on mediators and moderators in antecedents–bullying and bullying–outcomes relationships (2001-2016) were selected from academic databases (Google Scholar, Research Gate, Emerald Insight, Science Direct, etc.)
Findings
The review suggests that while a reasonable number of studies examine the role of mediators and moderators in bullying–outcomes relationships, such efforts are meager in antecedents–bullying relationships. The paper concludes by proposing some potential variables that can explain the underlying mechanisms in the bullying phenomenon and alleviate/aggravate the antecedents–bullying–outcomes relationships.
Originality/value
To the best of authors’ knowledge, this is the first review on mediators and moderators of workplace bullying.
Workplace bullying is increasingly recognised as a risk factor for job loss and exclusion from working life. Consequently, bullying may represent an antecedent of job insecurity, but this notion has not been sufficiently tested using prospective, representative data. In the present study, the association between workplace bullying and job insecurity was therefore investigated using a two-year time lag and a representative sample of Norwegian employees (N = 1775). Employing regression analysis, support for a cross-lagged effect of bullying on stability adjusted job insecurity was found. With respect to explanatory mechanisms, a moderated mediation analysis also revealed that this relationship is mediated by continued exposure to bullying behaviours at T2, and, that the relationship between baseline bullying and continued victimisation at T2 is moderated by laissez-faire leadership (i.e. the enactment of passive-avoidant and non-responsive leadership behaviour). Thus, laissez-faire leadership appears to represent a condition under which the bullying process can endure and progress, and the bullying behaviours associated with such sustained and escalated scenarios seem to be particularly relevant antecedents of job insecurity. These results represent novel contributions to our understanding of workplace bullying and job insecurity, holding important implications for prevention of workplace bullying and alleviation of its negative consequences.
Incivility refers to rude, condescending, and ostracizing acts that violate workplace norms of respect, but otherwise appear mundane. Organizations sometimes dismiss these routine slights and indignities—which lack overt malice—as inconsequential. However, science has shown that incivility is a real stressor with real consequences: though the conduct is subtle, the consequences are not. We now know a great deal about how common incivility is, who gets targeted with it, under what conditions, and with what effects. The first half of this article reviews and synthesizes the last 15 years of workplace incivility research. In the second half, we look beyond that body of scholarship to pose novel questions and nudge the field in novel directions. We also point to thorny topics that call for caution, even course correction. Incivility in organizations is as important now as ever. Our goal is to motivate new science on incivility, new ways to think about it and, ultimately, new solutions.
Antecedents and consequences of workplace bullying are well documented. However, the measures taken against workplace bullying, and the effectiveness of such measures, have received less attention. This study addresses this knowledge gap by exploring the role of ethical infrastructure in perceived successful handling of reported workplace bullying. Ethical infrastructure refers to formal and informal systems that enable ethical behavior and disable unethical behavior in organizations. A survey was sent to HR managers and elected head safety representatives (HSRs) in all Norwegian municipality organizations. Overall, 216 organizations responded (response rate = 50.2 percent). The ethical infrastructure accounted for 39.4% of the variance in perceived successful handling of workplace bullying. Formal sanctions were the only unique and significant contributor to the perceived successful handling of workplace bullying. The results substantiate the argument that organizations' ethical infrastructure relate to the HR managers and HSRs' perceptions regarding their organizations' handling of workplace bullying. KEY WORDS Business ethics / ethical infrastructure / formal systems / informal systems / workplace bullying DOI
Objective:
The association between workplace bullying and sickness absence remains unclear. This paper presents a systematic review and meta-analysis of research on the association.
Method:
We conducted a systematic review and meta-analysis of published primary studies on workplace bullying and sickness absence. Studies based on prospective design or registry data on sickness absence were included. Cross-sectional studies with self-reported sickness absence were excluded.
Results:
Seventeen primary studies were included in the review, sixteen originated from the Nordic countries and fifteen included registry data on sickness absence. All but one study found that exposure to workplace bullying was associated with increased risk of sickness absence. A meta-analysis of ten independent studies showed that exposure to bullying increased the risk of sickness absence (odds ratio 1.58, 95% CI 1.39-1.79). Five studies included variables that moderated the association between bullying and absenteeism. None of the studies included mediating variables. No studies examined sickness absence as a risk factor for later exposure to bullying. Following the GRADE guidelines, the evidence for an association between bullying and sickness absence is moderate.
Conclusions:
Workplace bullying is a risk factor for sickness absence, but the mechanisms to explain this relationship are not sufficiently described. It is unclear whether sickness absence predicts later exposure to bullying. While, the methodological quality of the reviewed studies was high, the knowledge base is small. There is a need for more research on how and when bullying is related to sickness absence and the possible bidirectional relationships involved.
The aim of the present study was to investigate if bullied nurses have a more negative coping style when facing stressful events than do non-bullied nurses, and to determine if coping style moderates the well-established bullying-anxiety relationship. Cohort data were gathered in 2008/2009 and 2010 with a time lag of approximately one year for all respondents. At T1 2059 Norwegian nurses participated, whereof 1582 also responded at T2. A t-test and a hierarchical regression analysis were conducted to obtain results for the hypothesized relationships. The results show that bullied nurses use an active goal-oriented coping style less often compared to non-bullied nurses. Furthermore, active goal-oriented coping seems beneficial only when exposure to bullying behaviors is very low. This effect diminishes however as the bullying behavior intensifies. Hence, victims of bullying seem to cope more negatively with stressful events than others. On the other hand, high exposure to bullying behaviors has negative consequences for the subsequent level of anxiety for those affected, regardless of their general coping style.
The present study investigates a potential preventive factor in relation to workplace bullying. Specifically, we examine how climate for conflict management (CCM) may be related to less bullying, increased work engagement, as well as whether CCM is a moderator in the bullying engagement relationship. The study was based on a cross-sectional survey among employees in a transport company (N = 312). Hypotheses were tested simultaneously in a moderated mediation analysis which showed that bullying and job engagement were related (H1), CCM was related to less reports of bullying (H2), CCM was related to work engagement (H3) and that CCM was indirectly related to job engagement through bullying (H4), but only when CCM was weak (H5). That is, CCM moderated the relationship between bullying and work engagement in that this relationship only existed when CCM was low. The present study contributes to theory within this research field by showing that organizational measures may not only prevent bullying, but may also affect how employees react when subjected to bullying. Furthermore, the effect of climate in relation to bullying may be down to the narrow bandwidth facet of CCM. The study informs employers how they may act to prevent bullying while also reducing the potential negative outcomes of those cases of bullying that inevitably will show up from time to time.
This study investigates subjective descriptions and evaluations of the work situations of mobbed and non-mobbed people. Overall, 45 mobbing victims and 45 workers who did not report having experienced mobbing completed questionnaires on mobbing experiences, their job satisfaction, and were asked to state what they associated with five aspects of work. The results indicate that victims see their collegues and superiors, their job, working conditions, leadership and the organisation in a negative light. Satisfaction is low and generalised from social to non-social aspects of the job. Victims of mobbing and people without mobbing experiences also described their colleagues and superiors differently. The job itself and working conditions, however, were not perceived differently by the two groups.
The current study investigated how work-related disagreements—coined as conflicts—relate to workplace bullying, from the perspective of the target as well as the perpetrator. We hypothesized a positive indirect association between task conflicts and bullying through relationship conflicts. This process accounted for both for targets and perpetrators of bullying. Targets are distinguished from perpetrators in our assumption that this indirect effect is boosted by distributive conflict behavior, being yielding for targets and forcing for perpetrators. Results in a large representative sample of the Flemish working population (N = 2,029) confirmed our hypotheses. Additionally, our study also revealed a direct effect from task conflicts to bullying in the analyses regarding the indirect as well as the conditional indirect effects. For perpetrators, both the indirect and direct relationships are moderated by forcing, underlining the importance of distributive conflict behavior particularly for the enactment of bullying behaviors.
Orientation: Workplace bullying has negative physical and psychological effects on employees and several negative effects on organisations.
Research purpose: The purpose of the research was to determine the prevalence of workplace bullying in South Africa and whether there are differences in employees’ experiences of bullying with regard to socio-demographic characteristics, sense of coherence (SOC) and diversity experiences.
Motivation for the study: This study intended to draw attention to the implications and negative effects of workplace bullying and to determine whether employees with certain socio-demographic characteristics, SOC levels and diversity experiences experience higher levels of bullying than others do.
Research design, approach and method: The researchers used a cross-sectional field survey approach. They used an availability sample (N = 13 911). They computed frequencies to determine the prevalence of workplace bullying and used a multivariate analysis of variance (MANOVA) and analyses of variance (ANOVAs) to determine the differences between the groups.
Main findings: The results showed that 31.1% of the sample had experienced workplace bullying. The researchers found significant differences between all the socio-demographic groups. Participants with higher levels of SOC, and who experienced diversity positively, reported lower levels of workplace bullying.
Practical/managerial implications: Employers need to realise that workplace bullying is a common problem amongst South African employees and should ensure that they have the necessary prevention methods.
Contribution/value-add: This study contributes to the limited research on the prevalence of workplace bullying and its relationship with SOC and diversity experiences in the South African workplace.
Reviewed the research and compared the definitions, operationalizations, and empirical data on the prevalence and moderating conditions of social exclusion and harassment (referred to as "mobbing at the worksite" or "bullying at school," respectively). The predominantly descriptive research on bullying focuses on the offender, whereas the mobbing discussion stresses the work environment. An integration reveals that a more comprehensive picture of harassment requires both perspectives. Evidence on mediating mechanisms can be found in research on, for example, social status among peers, which has received little attention in either mobbing or bullying research. These studies show the impact of features of the victim (e.g., certain social cognitive styles and social competence) and the group (in particular, individual-group misfit) on an individual's social status. Conceptual considerations with regard to definitions and processes of bullying/mobbing are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Conflict in a workgroup turns into harassment if a group member is persistently confronted with negative acts with few possibilities to retaliate. Cross-national differences in such intragroup harassment are considerable but wait to be understood. In this study, survey data from 44,836 employees in 44 countries revealed that a cultural in-group orientation was associated with lower employee harassment. In addition, and in agreement with Van de Vliert's climato-economic theory of culture, workforces reported more harassment in poorer countries with more demanding climates of colder-than-temperate winters, hotter-than-temperate summers, or both. Finally, it was found that the impact of climato-economic hardships on harassment suppressed the impact of cultural in-group orientation on harassment. Using the regression equation obtained for the sample of 44 countries, national levels of employee harassment for a broader pool of 103 countries were estimated and scrutinized for their validity for future research. Data from the World Values Surveys were used to validate the estimations. The results provide the basis for a further hypothesis, that employee harassment is more prevalent in countries with either survival or self-expression cultures than in countries with cultures that are intermediate between those two extremes. The results have implications for prevention and remedial measures.
This paper intends to explore alternative ways to measure workplace bullying and to propose to HR professionals and academics a uniform and common way to assess the phenomenon. Based on a survey on 840 junior and middle managers from diverse sectors in Greece, we are trying to extract conclusions on the incidents and characteristics of workplace bullying, in a country where empirical evidence on bullying is very limited and where cultural dimensions differ from countries with extensive research evidence on workplace bullying and wide application of preventive measures. In Greece, workplace bullying is found to follow grossly similar patterns to those reported in relevant studies in Europe. The results vary according to the measurement methodology used. The latent class cluster analysis on the negative acts questionnaire scale, as previously proposed by other authors, is found to reflect more accurately the reality of workplace bullying occurrence, than other instruments (self-labelling or operational methodologies, which are tested here). The conclusions of this study are valuable to researchers and practitioners who wish to measure or compare the occurrence of workplace bullying in their organisations, based on specific and acceptable standards, around the globe.
This paper contributes to the relatively sparse knowledge about relationships between stressful work environments and bullying. Relationships between job stressors and leadership behaviour were analysed as possible predictors of bullying at work on the basis of the work environment hypothesis, which states that stressful and poorly organized work environments may give rise to conditions resulting in bullying. Analyses of a representative sample (n=2539) of the Norwegian workforce showed role conflict, interpersonal conflicts, and tyrannical and laissez-faire leadership behaviour to be strongly related to bullying, and that the strength of associations to a high degree differed for various measures of bullying. Support was found for an interactive relationship between decision authority and role conflict at different levels of laissez-faire leadership. Not only targets and bully/targets but also bystanders assessed their work environment more negatively than did non-involved employees, while perpetrators of bullying did not differ significantly from non-involved employees as regards their perception of the work environment. Hence, bullying is likely to prevail in stressful working environments characterized by high levels of interpersonal friction and destructive leadership styles. In addition, bullying is particularly prevalent in situations where the immediate supervisor avoids intervening in and managing such stressful situations.
Using a sample of Malaysia health care employees, this study shows that exposure to inappropriate behavior at work is considered to be high (42.6%). Questionnaires were obtained from 108 employees from various professions in clinical and non- clinical backgrounds at Kuala Lumpur Hospital, via stratified random sampling. The study shows that, within a sample of Malaysia health care employees, exposure to inappropriate behavior at work does not differ between grades and types of employment. The research also demonstrates that the factor structure of the Job Satisfaction Scale might not be appropriate in a Malaysian sample and an alternative factor structure is proposed.
Workplace bullying is a severe problem in contemporary working life, affecting up to 15 per cent of employees. Among the detrimental outcomes of bullying, it is even postulated as a major risk factor for exclusion from work. In support of this claim, the current study demonstrates that exposure to bullying behaviour predicts an increase in both levels of job insecurity and intention to leave over a 6-month time lag, among a random sample of North Sea workers (n = 734). The findings suggest that bullied employees are insecure about the permanence and content of their job, and they may be at risk of turnover and exclusion from working life. It is recommended that these outcomes are taken into consideration when incidences of workplace bullying are addressed.
Drawing on the general aggression model and theories of victimization and temperamental goodness-of-fit, we investigated trait anger and trait anxiety as antecedents of petty tyranny: employing a multilevel design with data from 84 sea captains and 177 crew members. Leader trait anger predicted subordinate-reported petty tyranny. Subordinate trait anxiety was associated with subordinate-reported petty tyranny. The association between leader trait anger and subordinate-reported petty tyranny was strongest among low trait anger subordinates supporting the theory of temperamental goodness-of-fit—or rather misfit—in dyads. Hence, leader anger-generated petty tyranny seems to constitute itself both as an average leadership style and as behavior targeting specific subordinates, in this case low trait anger subordinates. In addition, anxious subordinates report more exposure to such abusive leadership behaviors irrespective of levels of trait anger in the captain. The practical implications are above all the needs for organizational and individual management of leader trait anger.
An interactive model of social undermining and social support in the workplace was developed and tested among police officers in the Republic of Slovenia. As predicted, social undermining was significantly associated with employee outcomes, in most cases more strongly than was social support. High levels of undermining and support from the same source were associated with negative outcomes. However, support from one source appeared to only modestly attenuate the negative effects of social undermining from another source.
The aim of this short note was to get an impression of risk sectors for the prevalence of undesirable behaviour and mobbing in The Netherlands. Data were collected from 1995 to 1999 with the Questionnaire on The Assessment and Experience of Work (Vragenlijst Beleving en Beoordeling van de Arbeid; VBBA; van Veldhoven & Meijman, 1994). The sample consisted of 66,764 employees representing 11 sectors in The Netherlands. Four questions were indicative of the occurrence of undesirable behaviour and mobbing. The main conclusion of this study is that there are large differences in the occurrence of undesirable behaviour between sectors.
In this study, perceptions of the severity of various bullying behaviours in the workplace are investigated. The main aims are (1) to obtain the assessments of workers regarding the severity of the various types of behaviour that constitute bullying (psychological abuse), and (2) to examine whether the degree of involvement with the phenomenon (represented by three different groups: victims, witnesses and employees with no previous experience of bullying) influences the severity assessments. A sample of 300 workers from various branches of four organizations in Spain (191 women and 109 men aged between 21 and 66 years) completed a questionnaire. The results showed that assessments of the perceived severity of the different types of bullying behaviour varied. Bullying behaviours fell into six categories, with various types of emotional abuse proving to be perceived as the most severe category. Moreover, the results showed that there was no significant difference in the perceived severity of bullying behaviour among victims, witnesses and employees without previous experience of bullying. The consequences of these results and how they can influence theory, future research and practice are discussed.
Workplace bullying is a serious hazard in every day working life that needs to be assessed carefully. In order to achieve such a goal, both victims of severe bullying as well as targets of less intensive bullying need to be identified, the latter in order to prevent further escalation into severe bullying. Previous research has mainly offered simple and crude measures of who is and who is not a victim of bullying. In this article we show how cutoff scores for the scale Negative Acts Questionnaire–Revised (NAQ-R) can be calculated. Based on a representative sample of the Norwegian workforce, we formulated 2 cutoff points or thresholds for the NAQ-R with a Receiver Operation Characteristic curve. Employees with a score lower than 33 are not bullied, employees with a score between 33 and 45 may be considered as being bullied occasionally, and employees who score above 45 can be considered to be victims of workplace bullying. As the NAQ-R is used in more than 300 research projects worldwide, we hope to inspire other scholars to define similar cutoff points. In addition, we hope that clear cutoff scores may be of assistance to practitioners for designing interventions regarding workplace bullying in line with the identified problems.
A study of 494 employees nested in workgroups from 19 different organizations revealed group identification to be an important factor influencing work-related bullying at both the individual and the group level. Results show that the more employees identified with their group, the less likely they were victims of bullying, which is in line with previous social identity-based analyses of work stress. More importantly, the higher the average level of group identification in the organization, the lower the odds of being a victim versus not being a victim. The latter effect constituted a genuine context effect. These findings redress a neglect of the social bases of workplace bullying and suggest that bullying needs to be understood within a broader perspective of workgroup identities.
This article uses the concept of depersonalized bullying to explain the way in which call-centre agents employed in international call centres in Mumbai and Bangalore, India experience their work as an oppressive regime. The characteristics of this bullying regime can be attributed to the service level agreement between employers and clients which determines organisational practices. Call-centre agents' professional identities and material gains facilitate their acceptance of their tough work conditions, causing them to participate in their own oppression. As well as clarifying the concept of depersonalised bullying, the article highlights the critical role of capitalist labour relations in workplace bullying, allowing for a contextualised and politicised understanding to emerge.
Although organizational change has often been cited as an important cause of workplace bullying, only few studies have investigated this relationship. The current article aims to address this issue by exploring a direct as well as indirect relationship (i.e. mediation by various job and team-related stressors) between organizational change and bullying. Data were collected in 10 private organizations in the Dutch-speaking part of Belgium (N = 1260). Results show a significant relationship between organizational change and bullying. Role conflict, job insecurity, workload, role ambiguity, frequency of conflict, social support from colleagues and social leadership are all related to bullying. Regression analyses reveal a relationship between change and role conflict as well as job insecurity. The other stressors were not associated with organizational change and, hence, do not mediate. Finally, regression analysis shows that the relationship between organizational change and bullying is fully mediated by role conflict and job insecurity.
A petty tyrant is defined as one who lords his or her power over others. Preliminary empirical work suggests that tyrannical behaviors include arbitrariness and self-aggrandizement, belittling others, lack of consideration, a forcing style of conflict resolution, discouraging initiative, and noncontingent punishment. A model of the antecedents of tyrannical management and the effects of tyranny on subordinates is presented. Petty tyranny is argued to be the product of interactions between individual predispositions (beliefs about the organization, subordinates, and self, and preferences for action) and situational facilitators (institutionalized values and norms, power, and stressors). Tyrannical management is argued to cause low self-esteem, performance, work unit cohesiveness, and leader endorsement, and high frustration, stress, reactance, helplessness, and work alienation among subordinates. It is further argued that these effects may trigger a vicious circle which sustains the tyrannical behavior. Research implications are discussed.
Objectives Long-term exposure to systematic negative acts at work, usually labeled workplace bullying, is a prevalent problem at many workplaces. The adverse effects of such exposure may range from psychological symptoms, such as depression and anxiety to somatic ailments like cardiovascular disease and musculoskeletal complaints. In this study, we examined the relationships among exposure to negative acts, genetic variability in the 5-HTT gene SLC6A4 and pain. Methods The study was based on a nationally representative survey of 987 Norwegian employees drawn from the Norwegian Central Employee Register by Statistics Norway. Exposure to bullying in the workplace was measured with the 9-item version of the Negative Acts Questionnaire - Revised (NAQ-R) inventory. Pain was rated using an 11-point (0-10) numeric rating scale (NRS). Genotyping with regard to SLC6A4 was carried out using a combination of gel-electrophoresis and TaqMan assay. Results The data revealed a significant interaction between exposure to negative acts and the SLC6A4 genotype with regard to pain (linear regression with 5000 resamples; age, sex, tobacco use and education were included as covariates). The relationship between negative acts and pain intensity was significantly stronger for subjects with the LALA genotype than for subjects with the SLA/LALG/SLG genotype. No significant difference between subjects with the LALA genotype and SS genotype was observed. Conclusions Our data demonstrated that the relationship between bullying and pain was modified by the 5-HTT genotype, ie, genetic variation in SLC6A4. The association between negative acts and health among vulnerable individuals appeared more potent than previously reported.
This study investigates the defining features that distinguish workplace bullying from interpersonal conflict – being frequency, negative social behaviour, power imbalance, length and perceived intent – by contrasting the characteristics of conflict incidents in a group of workplace bullying victims versus a group of non-victims. A group of 47 victims and 62 non-victims were identified based on a questionnaire time 1 and time 2 (time lag of 6 months). The conflict incidents were assessed between time 1 and time 2 using an event-based diary study that was filled out for a period of two times 20 working days with a break of 4 months in between. Hierarchical linear modelling (HLM) showed that conflict incidents differed for victims versus non-victims, in line with the defining aspects of workplace bullying: victims’ conflict incidents related more to the work context and included more personal and work-related negative social behaviour. Victims perceived more inferiority and less control in the conflicts, indicated more continuation of previous conflict incidents and reported more negative intentions from their opponent. These findings validate the conceptual differentiation between interpersonal conflict and workplace bullying, while at the same time adhering to their related nature.
The general aggression model (GAM) is an integrative, bio-social-cognitive, developmental framework for explaining human aggression that incorporates many domain-specific theories of aggression. This entry discusses and defines important concepts in the study of aggression (i.e., aggression, violence, proactive vs. reactive aggression, direct vs. indirect aggression, and displaced and triggered displaced aggression). Next, the theoretical precursors to GAM (i.e., cognitive neoassociation theory, social learning theory, script theory, excitation transfer theory, social interaction theory, and the general affective aggression model) are reviewed. Finally, the structure and functions of GAM are described and implications for media effects are discussed.
There is a growing awareness of the problem of bullying behaviour in the workplace. Most of our knowledge of bullying behaviour in Ireland is gained from international research. This paper reports some results from a study involving self-referred victims of workplace bullying in Ireland. The nature and effects of bullying are examined, as are views of the cause of victimisation. The findings support international research that bullying is damaging to the physical and mental health and to the careers of victims. The results highlight the need for early intervention and the development of anti-bullying programs in the workplace.
Workplace emotional abuse Just before leaving for the weekend, George answers a call on the help line and quickly realizes it's from Mr. French, who's always got a problem late in the day. His computer's crashed again, he informs George, and this time he demands to talk to somebody competent! George has had his share of problems with Mr. French, the sales department manager. On several occasions in management meetings, he's questioned George's competence. He just ignores George anytime he meets him in the hall, and George has heard he bad-mouths him to his staff. When it becomes clear that Mr. French has no one but George to turn to this late in the day, he gets even more insulting about George's inability to fix his problem. Just before he slams the phone down, Mr. French lets loose one final attack: “I should come down there and knock some sense ...
Over the past three decades, a growing body of international literature points to a relationship between workplace bullying and certain changes to organizational and employment policies. Some of these changes include an increase in precarious employment, greater workloads, restructuring and downsizing, and the reduction in third-party intervention in workplace relations. However, while governments and many organizations have introduced policies in response to workplace bullying, there is little evidence that they have been successful in either the prevention or resolution of the problem. This article explores reasons for this apparent policy failure by reviewing workplace bullying literature and using data collected from interviews with policy actors in Australian public sector organizations. What emerges from these analyses is that prevailing theorizations and policy definitions emphasize the individual aspects of bullying and overlook the significance of organizational, employment and cultural factors. The article argues that narrow explanations of workplace bullying limit the capacity of policies to prevent or resolve the problem. Finally, the article concludes by suggesting that a multidisciplinary approach to understanding workplace bullying as a work and employment relations issue is a fundamental step in its prevention. © Australian Labour and Employment Relations Association (ALERA), SAGE Publications Ltd, Los Angeles, London, New Delhi, Singapore and Washington DC.
Bullying or mobbing is used for systematically harassing a person for a long time. In the context of stress theory, bullying is a severe form of social stressors at work, whereas in terms of conflict theory, bullying signifies an unsolved social conflict having reached a high level of escalation and an increased imbalance of power. Based on a qualitative study with 20 semi-structured interviews with victims of bullying and a quantitative questionnaire study with a total of 149 victims of bullying and a control group (N = 81), it was investigated whether bullying victims use specific conflict management strategies more often compared with individuals who are not bullied, and whether coping strategies used by successful copers with bullying differ from those of the unsuccessful copers. Successful copers were those victims who believe that their situation at work has improved again as a result of their coping efforts. The qualitative data showed that most victims started with constructive conflict-solving strategies, changed their strategies several times, and finally tried to leave the organization. In the interviews, the victims of bullying most often recommended others in the same situation to leave the organization and to seek social support. They more often showed conflict avoidance in the quantitative study. Successful victims fought back with similar means less often, and less often used negative behaviour such as frequent absenteeism. Moreover, they obviously were better at recognizing and avoiding escalating behaviour, whereas in their fight for justice, the unsuccessful victims often contributed to the escalation of the bullying conflict.
This study examined the sociometric status of victims, perpetrators and bully - victims ( those who self-reported being a victim and a perpetrator) in functional workplace teams and assessed the relationship between victimisation and bullying on team effectiveness. A sample of 288 fire-fighter personnel in 36 teams were asked to self-report and peer-report levels of victimisation and bullying. Using sociometry, individuals rank ordered three other team members they most preferred working with and self-reported their perceptions of the level of effectiveness of the team. Results illustrated that in general victims were nominated as preferred people to work with and were more often nominated as sociometric stars. Self- and peer-reported perpetrators tended to be judged the least preferred people to work with but bully - victims were more likely to be isolated in teams than any other group. Sociometric cohesion tended to be higher ( p< 0.05) and perceptions of team success tended to be lower ( p< 0.05) in teams with higher levels of victimisation.
In line with the “Work environment hypothesis,” role stressors have been proposed as important antecedents of bullying in the workplace. Only a few longitudinal studies on the relationship between role stressors and bullying exist, however, and earlier studies have largely been cross-sectional. The aim of the present prospective study was to determine whether role stressors at baseline predict new cases of workplace bullying at follow-up. A total of 2,835 Norwegian employees participated at both baseline and follow-up, with an interval of two years between the measurements. The study supports the hypotheses that role ambiguity and role conflict, independently, contribute to subsequent new reports of workplace bullying. However, there was a weak reverse effect: reporting being bullied at work at baseline predicted reporting increased levels of role ambiguity and role conflict at follow-up. Even though the results may indicate a circular relationship between the variables at hand, the weak reverse relationship seems to have little practical impact compared to the stronger relationship from role stressors to bullying. Hence, the results mainly support the hypotheses stating that role ambiguity and role conflict, independently, predict subsequent exposure to workplace bullying.
This article draws on research that sheds light on whether mediation is an appropriate intervention in complaints of workplace bullying. The different types of bullying that can be perpetrated are discussed. While mediation may be appropriate for most bullying complaints, when used alone it fails to address the antecedents that have been identified as contributing both to the development and maintenance of workplace bullying. This article examines these antecedents and argues that the sustainability of mediated outcomes may be at risk if mediation is used as the sole intervention to address complaints of workplace bullying.
Research on workplace bullying to date has relied predominantly on self‐reports from targets and bystanders, largely ignoring the contributions of other stakeholders such as the alleged perpetrator. This study aims to close this gap by focusing on the perspectives of the alleged perpetrator and examining the background of the bullying allegations, the types of behaviours labelled as bullying and the perpetrator's justification of their behaviours. Twenty‐four managers who were accused of workplace bullying were interviewed for this study, and a thematic analysis of the interview transcripts was undertaken. Many participants reported a highly stressful workplace, including ambiguous roles, staff shortages and high levels of conflict, as well as inappropriate social behaviours being carried out by others in addition to themselves. A number of participants viewed themselves as targets of bullying by their staff, and others defended their behaviour as legitimate performance management.