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Glambek M, Einarsen SV, Gjerstad J, Nielsen MB. Last in, first out? Length of service as a moderator of the relationship between exposure to bullying behaviors and work-related outcomes. CURRENT PSYCHOLOGY 2023. [DOI: 10.1007/s12144-022-04202-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/23/2023]
Abstract
AbstractIn the present study, we proposed and tested a conceptual model of length of service in the organization as a moderator of the relationship between exposure to workplace bullying behaviors and turnover intention, as mediated through job dissatisfaction. Specifically, based on the conservation of resources theory and organizational socialization research, we hypothesized that bullying exposure would be more detrimental to employees relatively new to the organization, and less so to those with a long length of service. We employed a probability sample from the Norwegian workforce (N = 1003), with data collected at two time-points separated by six months. In line with previous research, we found that exposure to workplace bullying behaviors predicts increased levels of stability-adjusted turnover intentions, and, that job dissatisfaction mediates this association. Moreover, the mediation effect was dependent on length of service, such that it only was present at average (50th percentile; 8.5 years) and short employment length (16th percentile; 2.5 years), and was significantly stronger for the latter group. Additionally, a Johnson-Neyman test of significance regions revealed that the moderation effect became non-significant at the 69th percentile (14.6 years of length of service) in the present sample. This indicates that while short length of service represents a risk condition for work-related outcomes of bullying exposure, long length of service may represent a resource relating to individual resilience that accumulates over long time-spans.
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Poulin-Grégoire D, Martin P. Effets de la violence verticale sur le travail d’infirmières soignantes exerçant en milieux hospitaliers : une étude exploratoire. Rech Soins Infirm 2023; 151:30-42. [PMID: 37015855 DOI: 10.3917/rsi.151.0030] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 04/06/2023]
Abstract
Introduction : more than 39.7% of nurses report being victims of psychological harassment in the workplace. In 60% of cases, the abuse is vertical, involving a person in a position of authority.Context : few studies have examined this phenomenon without conflating it with other forms of workplace violence.Objective : the purpose of this study was to shed light on cases of vertical violence experienced by nurses working in hospitals.Method : data was collected by means of semi-structured interviews with six nurses working in hospitals in the province of Quebec (Canada). Descriptive phenomenology was used to analyze the collected data.Results : the overall effects of the vertical violence experienced by nurses in hospital settings resulted in less diligent and individualized nursing care.Discussion : it is recommended that organizational policies against vertical violence put in place in hospital be enforced in a rigorous and transparent manner. Further investigation is needed to identify the organizational factors that contribute to vertical violence in hospital settings.
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Aarestad SH, Harris A, Hjemdal O, Gjengedal RGH, Osnes K, Sandin K, Reme SE, Hannisdal M, Einarsen SV. Healing the wounds of workplace bullying: Evaluating mental health and workplace participation among victims seeking treatment for common mental disorders. Work 2022; 73:1379-1391. [PMID: 36093665 PMCID: PMC9837681 DOI: 10.3233/wor-210920] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/01/2023] Open
Abstract
BACKGROUND Victims of workplace bullying represent a group characterised by severe negative health complaints at risk of losing their foothold in working life. To date, very few studies have investigated the effect of psychological treatment of the health-related problems often facing victims of bullying. OBJECTIVE The aim was to investigate if victims of workplace bullying suffering from common mental disorders (CMD) benefit from clinical treatment for their mental health problems at an outpatient clinic treating patients using Metacognitive or Cognitive Behavioural Therapy with work-focus. Criteria were symptom reduction and change in workplace participation. Comparisons were made between the victims of workplace bullying with CMD, a wait-list control group consisting of patients who had also been exposed to bullying yet now awaiting treatment, and other patients not exposed to bullying. METHODS The sample comprised of 405 patients from an outpatient clinic in Norway. The study used a naturalistic observational design and data was collected pre-treatment and post-treatment. RESULTS The results showed the treatment to be effective in symptom reduction for victims of bullying to a similar degree as patients otherwise not exposed to bullying. Even more, victims receiving treatment had a larger improvement compared to the wait-list control group (p < 0.001). Yet, among patients on sick leave pre-treatment, fewer victims of bullying were fully working by the end of treatment compared to the patients not exposed to workplace bullying. CONCLUSION The findings provide ground for optimism for this treatment as an efficient way of dealing with the aftermath of workplace bullying.
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Affiliation(s)
- Sarah Helene Aarestad
- Department of Psychosocial Science, University of Bergen, Bergen, Norway,Address for correspondence: Sarah Helene Aarestad, Department of Psychosocial Science, University of Bergen, Bergen, Norway. E-mail:
| | - Anette Harris
- Department of Psychosocial Science, University of Bergen, Bergen, Norway
| | - Odin Hjemdal
- Department of Psychology, Norwegian University of Science and Technology, Trondheim, Norway,Division of Mental Health and Substance Abuse, Diakonhjemmet Hospital, Oslo, Norway
| | | | - Kåre Osnes
- Division of Mental Health and Substance Abuse, Diakonhjemmet Hospital, Oslo, Norway
| | - Kenneth Sandin
- Division of Mental Health and Substance Abuse, Diakonhjemmet Hospital, Oslo, Norway
| | - Silje E. Reme
- Department of Psychology, University of Oslo, Oslo, Norway
| | - Marit Hannisdal
- Division of Mental Health and Substance Abuse, Diakonhjemmet Hospital, Oslo, Norway
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Henkel TG, Ade AM. Hypocritical leaders who do not walk their talk: An in-depth field study. JOURNAL OF GENERAL MANAGEMENT 2022. [DOI: 10.1177/03063070221138653] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Abstract
This research aimed to explore the factors related to leaders who do not walk their talk and the resulting hypocritical behavior negatively impacting an organization and its employees. A convenience sampling of 305 professional employees attending an advanced leadership educational program voluntarily revealed their personal experiences with hypocritical leaders that did not walk their talk. The findings identified leaders who do not walk their talk regarding the top six most frequently cited interview responses. It is with the expectation that organizations can use the results from this qualitative study to develop, identify and understand leaders who do not walk their talk and initiate action to resolve the damaging effects of such undesirable hypocritical behavior.
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Affiliation(s)
- Thomas G Henkel
- College of Business, Embry-Riddle Aeronautical University, Daytona Beach, FL, USA
| | - Ann Marie Ade
- College of Arts and Science, Embry-Riddle Aeronautical University, Daytona Beach, Fl, USA
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‘You live and breathe it…’: Exploring experiences of workplace cyberbullying among New Zealand nurses. JOURNAL OF MANAGEMENT & ORGANIZATION 2022. [DOI: 10.1017/jmo.2019.71] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Abstract
AbstractCyberbullying presents a new workplace issue with initial research demonstrating strong links to negative outcomes for individuals and organisations across a range of sectors. Yet, detailed accounts of target experiences of cyberbullying remain largely unexamined. To address this crucial research gap, this study explores nurses' experiences of workplace cyberbullying – a profession with high rates of workplace bullying. Adopting a work environment perspective, this paper provides an in-depth examination of eight cases of workplace cyberbullying that emphasise the practical and theoretical complexities associated with this emerging workplace hazard. Specifically, workplace cyberbullying is often experienced within a broader pattern of bullying behaviours, leading to a potentially wider scope of harm for those involved. A new typology of cyberbullying based on the source of perpetration is also presented that contributes to our growing understanding of the issue while extending the knowledge base for the effective management of workplace cyberbullying.
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Rosander M, Salin D, Blomberg S. The last resort: Workplace bullying and the consequences of changing jobs. Scand J Psychol 2022; 63:124-135. [PMID: 35060628 PMCID: PMC9303419 DOI: 10.1111/sjop.12794] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/08/2021] [Revised: 09/28/2021] [Accepted: 12/03/2021] [Indexed: 11/30/2022]
Abstract
This study investigated the consequences of changing jobs for employees subjected to workplace bullying. First, we hypothesized that bullied employees would be more likely to change jobs than non‐bullied employees. Moreover, we hypothesized that changing jobs would result in a reduction of exposure to bullying behaviors and an alleviation of mental health problems for those bullied at baseline. The study was based on a longitudinal probability sample of the whole Swedish workforce (n = 1,095). The time lag was 18 months. The results supported all hypotheses except one. Those employees who were bullied at baseline were more likely to have changed jobs at follow‐up. Also, for the changers there was a reduction in exposure to subsequent bullying. The actual drop in exposure to bullying behaviors was significant and substantial. This gives further support for the work environment hypothesis, suggesting the work context may be a more important cause than individual characteristics. As for mental health problems, the association between bullying and subsequent anxiety was not significant for those changing jobs, suggesting that leaving a toxic workplace may reduce anxiety relatively quickly. However, depression symptoms were not affected by the change of jobs, and the association between bullying and subsequent depression was the same 18 months later. The conclusion is that changing jobs can be a useful, last resort on an individual level, improving the situation for the victim of bullying. However, it is important to note that it does not solve any underlying organizational problems and risk factors.
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Affiliation(s)
- Michael Rosander
- Department of Behavioural Sciences and Learning Linköping University Linköping Sweden
| | - Denise Salin
- Department of Management and Organisation Hanken School of Economics Helsinki Finland
| | - Stefan Blomberg
- Department of Behavioural Sciences and Learning Linköping University Linköping Sweden
- Department of Health, Occupational and Environmental Medicine Center, Medicine and Caring Sciences Linköping University Linköping Sweden
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Løvvik C, Øverland S, Nielsen MB, Jacobsen HB, Reme SE. Associations between workplace bullying and later benefit recipiency among workers with common mental disorders. Int Arch Occup Environ Health 2021; 95:791-798. [PMID: 34633483 PMCID: PMC9038823 DOI: 10.1007/s00420-021-01764-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/27/2021] [Accepted: 09/19/2021] [Indexed: 10/29/2022]
Abstract
OBJECTIVE In this study, we examined exposure to workplace bullying as a predictor of registry-based benefit recipiency among workers struggling with work participation due to common mental disorders. Further, we examined if the experience of receiving social support moderated the association between workplace bullying and benefit recipiency. DESIGN Secondary analyses of a randomized controlled trial. PATIENTS People struggling with work participation due to common mental disorders (CMD). METHODS Study participants (n = 1193) were from a randomized controlled trial (The At Work and Coping trial (AWaC), trial registration http://www.clinicaltrials.gov NCT01146730), and self-reported CMD as a main obstacle for work participation. Participants were at risk of sickness absence, currently on sickness absence or on long-term benefits. Benefit recipiency indicated sickness absence and/or long-term benefits (i.e., disability pension) at 6-month follow-up. RESULTS Of the 1193 participants, 36% reported exposure to workplace bullying. Workplace bullying was significantly associated with benefit recipiency at 6-month follow-up (OR 1.41, CI 1.11-1.79). Social support did not moderate the association between bullying and benefit recipiency. CONCLUSIONS The finding that workplace bullying increases the risk of later benefit recipiency suggest that bullying is a significant obstacle for work participation.
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Affiliation(s)
- Camilla Løvvik
- Department of Psychosocial Science, University of Bergen, Bergen, Norway
| | - Simon Øverland
- Division of Mental and Physical Health, Norwegian Institute of Public Health, Bergen, Norway.,Haukeland University Hospital, Bergen, Norway
| | - Morten Birkeland Nielsen
- Department of Psychosocial Science, University of Bergen, Bergen, Norway.,National Institute of Occupational Health, Oslo, Norway
| | - Henrik Børsting Jacobsen
- Department of Pain Management and Research, Oslo University Hospital, Oslo, Norway.,Department of Psychology, Faculty of Social Sciences, University of Oslo, Oslo, Norway.,National Institute of Occupational Health, Oslo, Norway
| | - Silje Endresen Reme
- Department of Psychology, Faculty of Social Sciences, University of Oslo, Oslo, Norway. .,National Institute of Occupational Health, Oslo, Norway.
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Aarestad SH, Harris A, Einarsen SV, Gjengedal RGH, Osnes K, Hannisdal M, Hjemdal O. Exposure to bullying behaviours, resilience, and return to work self-efficacy in patients on or at risk of sick leave. INDUSTRIAL HEALTH 2021; 59:180-192. [PMID: 33504717 PMCID: PMC8365868 DOI: 10.2486/indhealth.2020-0064] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 04/01/2020] [Accepted: 01/22/2021] [Indexed: 06/10/2023]
Abstract
The study investigated relationships between exposure to bullying behaviours, return to work self-efficacy (RTW-SE) and resilience, and if resilience moderates the bullying-RTW-SE relationship among patients on sick leave or at risk of sick leave due to common mental disorders (CMD). A sample of 675 patients treated in an outpatient clinic was analysed using regressions and moderation analyses by employing SPSS and the Process macro SPSS supplement. The results showed a negative relationship between exposure to bullying behaviours and RTW-SE. There was also a positive main effect for resilience, as patients with high resilience score significantly higher on RTW-SE than patients with low resilience irrespective of levels of bullying. Further, the resilience sub-dimension personal resilience moderated the bullying-RTW-SE relationship, while the sub-dimension interpersonal resilience did not. Patients high on personal resilience showed relatively lower RTW-SE scores when exposed to bullying behaviours, compared to those that were not bullied with high personal resilience levels. Hence, one should take note of the fact that even if resilience may strengthen RTW-SE, bullying is an adverse event which particularly affects individuals who present with relatively high levels of resilience resources, at least when it comes to RTW-SE.
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Affiliation(s)
| | - Anette Harris
- Department of Psychosocial Science, University of Bergen, Norway
| | - Ståle V Einarsen
- Department of Psychosocial Science, University of Bergen, Norway
| | | | | | | | - Odin Hjemdal
- Diakonhjemmet Hospital, Norway
- Department of Psychology, Norwegian University of Science and Technology, Norway
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Rosander M. Mental Health Problems as a Risk Factor for Workplace Bullying: The Protective Effect of a Well-Functioning Organization. Ann Work Expo Health 2021; 65:1096-1106. [PMID: 34145873 PMCID: PMC8577230 DOI: 10.1093/annweh/wxab040] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/17/2021] [Revised: 05/06/2021] [Accepted: 05/18/2021] [Indexed: 11/15/2022] Open
Abstract
This study examined a strain-stressor association, when mental health problems may lead to subsequent workplace bullying, and a mechanism of how this can happen. I hypothesized that the association between mental health problems and bullying depends on the perceived role clarity and order in the organization, and that sickness presenteeism (SP) mediates this association. The study is based on a longitudinal probability sample drawn from the total number of employees in Sweden. Workplace bullying, mental health, SP, and role clarity and order in the organization were assessed using a questionnaire. The results showed that mental health problems are associated with an increased risk for subsequent bullying, consistent with previous findings. However, this risk depends on the level of role clarity and order in the organization. The results also show a partial indirect effect via SP. This means that if one has mental health problems and persists in coming to work although one should have stayed at home, the risk of bullying increases. The indirect effect depends also on the level of order in the organization. The findings suggest that individual deficits, such as mental health problems, are associated with subsequent bullying only if organizational deficits are also present.
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Affiliation(s)
- Michael Rosander
- Department of Behavioural Sciences and Learning, Linköping University, Campus Valla, IBL, 581 83 Linköping, Sweden
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Ahmad S, Sohal A, Wolfram Cox J. Bullying in the workplace: a cross-cultural and methodological perspective. INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION 2021. [DOI: 10.1080/00208825.2021.1898099] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
- Saima Ahmad
- Graduate School of Business and Law, RMIT University, Melbourne, Australia
| | - Amrik Sohal
- Department of Management, Monash University, Victoria, Australia
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Aarestad SH, Einarsen SV, Hjemdal O, Gjengedal RGH, Osnes K, Sandin K, Hannisdal M, Bjørndal MT, Harris A. Clinical Characteristics of Patients Seeking Treatment for Common Mental Disorders Presenting With Workplace Bullying Experiences. Front Psychol 2020; 11:583324. [PMID: 33224074 PMCID: PMC7674394 DOI: 10.3389/fpsyg.2020.583324] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/14/2020] [Accepted: 10/13/2020] [Indexed: 11/13/2022] Open
Abstract
BACKGROUND Targets of workplace bullying tend to develop severe mental health complaints, having increased risk of sick leave and expulsion from the workplace. Hence, these individuals are likely to be overrepresented among patients seeking treatment for common mental disorders (CMD). This study investigated the prevalence of exposure to workplace bullying in a patient group seeking treatment for CMD. Further we explored if exposed and non-exposed patients differed on clinical and work-related characteristics. METHODS The sample comprised of 675 patients from an outpatient clinic in Norway and consisted of 70% women and had a mean age of 39 (SD = 10.5) years. The study had a cross-sectional design and differences between the patient groups were analysed using chi-square, Mann-Whitney U-tests and independent sample t-tests. RESULTS The prevalence of exposure to bullying was 25.8%. The patients exposed to bullying reported significantly more major depressive disorders (MDDs) measured with the MINI psychiatric interview, higher levels of depressive symptoms, anxiety symptoms, subjective health complaints, alcohol use, and lower resilience as measured with questionnaires. Twice as many were on full-time sick leave, reported lower work ability, lower return to work self-efficacy, and lower job satisfaction. A majority preferred another job than the one they have today over returning to their current employment. CONCLUSION Victims of workplace bullying are a vulnerable group at risk of expulsion from working life, being overrepresented among patients seeking mental health treatment for CMD. One in four patients represented with such experience have higher levels of psychological symptoms and are more often diagnosed with depression as compared to other patients. Thus, this is a problem that should be addressed in clinical settings. If not addressed there is an increased risk of sick leave and permanent exclusion from working life.
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Affiliation(s)
| | | | - Odin Hjemdal
- Department of Psychology, Norwegian University of Science and Technology, Trondheim, Norway
- Diakonhjemmet Hospital, Oslo, Norway
| | | | | | | | | | | | - Anette Harris
- Department of Psychosocial Science, University of Bergen, Bergen, Norway
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Killing two birds with one stone: how intervening when witnessing bullying at the workplace may help both target and the acting observer. Int Arch Occup Environ Health 2020; 94:261-273. [PMID: 32929526 PMCID: PMC7872954 DOI: 10.1007/s00420-020-01575-w] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/23/2020] [Accepted: 08/28/2020] [Indexed: 11/07/2022]
Abstract
Objective This study examines under which conditions being an observer of bullying can be detrimental to health and well-being. It was hypothesized that health-related problems following observations of bullying are determined by (1) whether the observer has been exposed to bullying her/himself and (2) whether the observer have tried to intervene in the bullying situation that they witnessed. Methods The study was based on a longitudinal probability survey of the Swedish workforce, with an 18-month time lag between assessment points (N = 1096). Results Witnessing bullying at work were associated with an increase in subsequent levels of mental distress among the observers, although this association became insignificant when adjusting for the observers’ own exposure to bullying. Intervening against bullying moderated the relationship between observations of bullying and mental health problems. Observers who did not try to intervene reported a significant increase in mental health problems at follow-up, whereas there were no significant changes in levels of mental health problems among those who did intervene. Conclusions the findings suggest that observer interventions against bullying may be highly beneficial for both the targets and observers of bullying. Organizations should therefore invest in ways to increase constructive bystander behavior in negative social situations at the workplace. Electronic supplementary material The online version of this article (10.1007/s00420-020-01575-w) contains supplementary material, which is available to authorized users.
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Nielsen MB, Harris A, Pallesen S, Einarsen SV. Workplace bullying and sleep – A systematic review and meta-analysis of the research literature. Sleep Med Rev 2020; 51:101289. [DOI: 10.1016/j.smrv.2020.101289] [Citation(s) in RCA: 28] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/08/2019] [Revised: 08/08/2019] [Accepted: 12/15/2019] [Indexed: 01/01/2023]
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Glambek M, Skogstad A, Einarsen SV. Does the number of perpetrators matter? An extension and re‐analysis of workplace bullying as a risk factor for exclusion from working life. JOURNAL OF COMMUNITY & APPLIED SOCIAL PSYCHOLOGY 2020. [DOI: 10.1002/casp.2456] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Affiliation(s)
- Mats Glambek
- Department of Leadership and Organizational Behaviour BI Norwegian Business School Oslo Norway
- Department of Psychosocial Science, Faculty of Psychology University of Bergen Bergen Norway
| | - Anders Skogstad
- Department of Psychosocial Science, Faculty of Psychology University of Bergen Bergen Norway
| | - Ståle Valvatne Einarsen
- Department of Psychosocial Science, Faculty of Psychology University of Bergen Bergen Norway
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Exposure to bullying behaviours and support from co-workers and supervisors: a three-way interaction and the effect on health and well-being. Int Arch Occup Environ Health 2019; 93:479-490. [PMID: 31828422 PMCID: PMC7118028 DOI: 10.1007/s00420-019-01503-7] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/25/2019] [Accepted: 11/29/2019] [Indexed: 12/12/2022]
Abstract
PURPOSE Workplace bullying can be very stressful and it has detrimental effects on health and well-being which makes it an important area of study. Social support has traditionally been seen as important in moderating work-related stress. It was hypothesised that the negative association between exposure to bullying behaviours, and health and well-being is moderated by (a) perceived support from close co-workers and (b) perceived supportive leadership. In the study, we also investigated a three-way interaction between exposure to bullying behaviours, perceived support from close co-workers and perceived supportive leadership. This association has not been studied before and add new knowledge to the research field. METHODS We used a moderated moderation analysis of workplace bullying, co-worker support and supervisor support using cross-sectional data from a work environment survey with 1383 respondents (75% response rate). RESULTS The moderated moderation analysis confirmed the moderating effect of perceived co-worker support but not the moderating effect of perceived supervisor support. There was a three-way interaction, but not in the case of the lowest 12.6% of perceived supervisor support scores. CONCLUSIONS These results indicate that the negative effect of workplace bullying on health and well-being is weaker if victims perceive that they have co-worker support, but this protective effect seems to be conditional on the perceived level of supervisor support. In other words, lack of supportive leadership may block the beneficial effect of perceived co-worker support.
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Intention to leave among bullied university personnel. INTERNATIONAL JOURNAL OF EDUCATIONAL MANAGEMENT 2019. [DOI: 10.1108/ijem-01-2018-0038] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this paper is to reveal the degree of intention to leave and the relation between bullying and intention to leave, as well as the relation between features of the working environment and intention to leave among Estonian university personnel.Design/methodology/approachA total of 864 faculty members from nine Estonian universities answered the e-mail questionnaire in the Spring of 2014. The nature of bullying was measured with the help of the Negative Acts Questionnaire. The Copenhagen Psychosocial Questionnaire was applied in a survey of characteristics of the work environment. The relations were analysed with the help of structural equation modelling.FindingsMore than one third of the respondents had considered quitting sometimes, quite often, or very often. The results show that perceived bullying is a predictor of intention to leave, whereas a favourable working environment prevents quitting.Research limitations/implicationsThe present results can be utilised from at least three perspectives: cultural and institutional studies, leadership practices and personal work control.Practical implicationsKnowing the characteristics of bullying helps in recognising and preventing bullying and aids in improving the working atmosphere at universities.Originality/valueThis study revealed that besides directly, bullying is related to explained intention to leave indirectly, mediated by (negative) work environment perceptions. This indicates that bullying gives rise to an unfavourable working atmosphere and further to intention to leave.
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Abstract
OBJECTIVE To identify and compare validated tools used to assess incivility in healthcare settings. BACKGROUND Incivility in the workforce is associated with poor quality outcomes, increased employee turnover, and decreased job satisfaction. Validated tools are essential for accurate measurement of incivility. The aim of this study was to compare characteristics of validated tools for use in a busy clinical setting. METHODS In a scoping review, English language research studies using incivility tools published in PubMed or CINAHL between March 1, 2013, and March 14, 2018, were assessed for sound psychometric properties and feasibility of use (eg, short, easy to administer). RESULTS After screening 869 articles and full text review of 244, 5 identified tools met the criteria; the Short Negative Acts Questionnaire seemed best suited for use in a busy healthcare setting. CONCLUSION Adoption of a standardized and validated incivility tool makes it possible to compare across clinical settings and track progress over time.
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Rosander M, Blomberg S. Levels of workplace bullying and escalation – a new conceptual model based on cut-off scores, frequency and self-labelled victimization. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2019. [DOI: 10.1080/1359432x.2019.1642874] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
Affiliation(s)
- Michael Rosander
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden
| | - Stefan Blomberg
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden
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Cash RE, White-Mills K, Crowe RP, Rivard MK, Panchal AR. Workplace Incivility Among Nationally Certified EMS Professionals and Associations with Workforce-Reducing Factors and Organizational Culture. PREHOSP EMERG CARE 2018; 23:346-355. [DOI: 10.1080/10903127.2018.1502383] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
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Workplace Bullying and Psychological Distress: A Longitudinal Multilevel Analysis Among Japanese Employees. J Occup Environ Med 2018; 60:1067-1072. [PMID: 30124499 DOI: 10.1097/jom.0000000000001433] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE We sought to investigate the contextual effect of workplace bullying on subsequent individual psychological distress and intention to leave. METHODS A longitudinal study was conducted among 3142 Japanese employees in the public sector. Both the baseline and follow-up questionnaires inquired about demographic and occupational characteristics, workplace bullying, psychological distress, and intention to leave. RESULTS The results of three-level (individual-division-department) multilevel analyses revealed that division-level workplace bullying was associated with increased individual-level psychological distress after adjustment for individual experience of workplace bullying, while the association between individual experience of bullying and psychological distress was not statistically significant in the same model. CONCLUSION The results of the current study suggest that the presence of bullying in the workplace can have a detrimental effect on employees' mental health even if they are not personally victimized.
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Workplace Bullying as a Predictor of Disability Retirement: A Prospective Registry Study of Norwegian Employees. J Occup Environ Med 2018; 59:609-614. [PMID: 28445177 PMCID: PMC5491229 DOI: 10.1097/jom.0000000000001026] [Citation(s) in RCA: 31] [Impact Index Per Article: 5.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
OBJECTIVE The aim of this study was to determine 1) whether bullying is related to all-cause disability retirement, 2) whether bullying contributes to the variance in disability retirement above high job demands and lack of job control, and 3) to establish gender differences in the relationship. METHODS Survey data from 14,501 Norwegian employees on exposure factors linked to registry data on all-cause disability retirement. RESULTS Bullying significantly predicted risk of disability retirement (hazard ratio = 1.55; 95% confidence interval = 1.13 to 2.12). This relationship remained statistically significant after adjusting for job demands and lack of job control. Women had the highest risk of disability, but both bullied men and women had a higher risk of disability than nonbullied employees of the same gender. CONCLUSION Bullying is a risk factor for disability retirement. Measures taken to prevent bullying may be beneficial for reducing both health problems and disability retirement.
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Abstract
BACKGROUND Workplace bullying is a serious stressor with devastating short- and long-term consequences. The concept of organizational social capital may provide insights into the interactional and communicative dynamics of the bullying process and opportunities for prevention. OBJECTIVE This study aimed to explore the association between organizational social capital and being a target or observer of workplace bullying. METHODS Based on self-reported cross-sectional data from a large representative sample of the Danish working population (n = 10.037), logistic regression analyses were conducted to explore at the individual level the associations between vertical and horizontal organizational social capital with being a target or observer of workplace bullying. RESULTS In the fully adjusted models, low organizational social capital (vertical and horizontal) was associated with significantly increased odds ratios of both self-labelled (vertical: OR = 3.25; CI = 2.34-4.51; horizontal: OR = 3.17; CI = 2.41-4.18) and observed workplace bullying (vertical: OR = 2.09; CI = 1.70-2.56; horizontal: OR = 1.60; CI = 1.35-1.89), when compared with high organizational social capital. CONCLUSIONS This study supports that characteristics of the psychosocial work environment are of importance in the development of workplace bullying, and provides focus on the importance of self-reported organizational social capital.
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Affiliation(s)
- Patricia Pihl
- Danish Ramazzini Center, Department of Occupational Medicine, Herning, Denmark
| | | | - Annie Hogh
- Department of Psychology, University of Copenhagen, Denmark
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Brewer G, Holt B, Malik S. Workplace bullying in risk and safety professionals. JOURNAL OF SAFETY RESEARCH 2018; 64:129-133. [PMID: 29636161 DOI: 10.1016/j.jsr.2017.12.015] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 02/12/2017] [Revised: 08/31/2017] [Accepted: 12/05/2017] [Indexed: 06/08/2023]
Abstract
INTRODUCTION Previous research demonstrates that workplace bullying impacts the welfare of victimized employees, with further consequences for the organization and profession. There is, however, a paucity of information relating to the bullying directed at risk and safety professionals. The present study was conducted to address this issue. METHOD Risk and safety professionals (N=420) completed the Negative Acts Questionnaire - Revised and Brief Cope, and reported the extent to which they had been pressured to make or amend a risk or safety based decision. RESULTS Those experiencing workplace bullying were more likely to engage in a range of coping behaviors, with exposure to work-related and personal bullying particularly influential. Workplace bullying also predicted pressure to make or change a risk or safety based decision. Work related and physically intimidating bullying were particularly important for this aspect of professional practice. CONCLUSIONS Findings are discussed with regard to current practice and the support available to risk and safety professionals. PRACTICAL APPLICATIONS Risk and safety professionals require additional support in relation to workplace bullying and specifically guidance to resist pressure to make or change a risk or safety based decision.
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Affiliation(s)
- Gayle Brewer
- University of Liverpool, Liverpool, L69 7ZX, UK.
| | - Barry Holt
- International Institute for Risk and Safety Management, London W6 8JA, UK
| | - Shahzeb Malik
- International Institute for Risk and Safety Management, London W6 8JA, UK
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Glambek M, Skogstad A, Einarsen S. Workplace bullying, the development of job insecurity and the role of laissez-faire leadership: A two-wave moderated mediation study. WORK AND STRESS 2018. [DOI: 10.1080/02678373.2018.1427815] [Citation(s) in RCA: 24] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Mats Glambek
- Department of Psychosocial Science, Faculty of Psychology, University of Bergen, Bergen, Norway
| | - Anders Skogstad
- Department of Psychosocial Science, Faculty of Psychology, University of Bergen, Bergen, Norway
| | - Ståle Einarsen
- Department of Psychosocial Science, Faculty of Psychology, University of Bergen, Bergen, Norway
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25
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The Role of Psychological Stress Reactions in the Longitudinal Relation Between Workplace Bullying and Turnover. J Occup Environ Med 2017; 59:665-672. [DOI: 10.1097/jom.0000000000001050] [Citation(s) in RCA: 24] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/21/2023]
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26
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Ahmad S, Sheehan MJ. Understanding the lived experience of bullying in Australian workplaces: An interpretative phenomenological analysis. JOURNAL OF WORKPLACE BEHAVIORAL HEALTH 2017. [DOI: 10.1080/15555240.2017.1325327] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Saima Ahmad
- Department of Management, Monash University, Victoria, Australia
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27
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Employment Status of Depressed Individuals in an 11-Year Follow-up: Results From the Finnish Health 2011 Survey. J Occup Environ Med 2017; 59:603-608. [PMID: 28590270 DOI: 10.1097/jom.0000000000001023] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Abstract
OBJECTIVES The aim of this study was to describe the employment and mental health status of persons with depressive disorders after an 11-year follow-up, and identify individual and work-related factors that predict adverse outcomes. METHODS Two nationally representative health surveys, Health 2000 and its follow-up, Health 2011 were used, and persons with depressive disorders at baseline (n = 275) were re-interviewed after 11 years. RESULTS Information on employment status was available for all 263 participants in 2011. About 15.7% had been granted disability pension by 2011, while 55.5% were employed and 18.2% on old-age pension. High job control was the only statistically significant predictor of lower probability of disability pension (adjusted odds ratio 0.42, 95% confidence interval [95% CI] 0.23 to 0.77). Being unmarried (adjusted odds ratio 2.99, 95% CI 1.19 to 7.52) was associated with persistent depressive disorder. CONCLUSIONS Job control emerged as an important predictor of long-term employment outcomes among depressed individuals.
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Kristman VL, Shaw WS, Boot CRL, Delclos GL, Sullivan MJ, Ehrhart MG. Researching Complex and Multi-Level Workplace Factors Affecting Disability and Prolonged Sickness Absence. JOURNAL OF OCCUPATIONAL REHABILITATION 2016; 26:399-416. [PMID: 27550629 PMCID: PMC5104770 DOI: 10.1007/s10926-016-9660-3] [Citation(s) in RCA: 26] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/25/2023]
Abstract
Purpose There is growing research evidence that workplace factors influence disability outcomes, but these variables reflect a variety of stakeholder perspectives, measurement tools, and methodologies. The goal of this article is to summarize existing research of workplace factors in relation to disability, compare this with employer discourse in the grey literature, and recommend future research priorities. Methods The authors participated in a year-long collaboration that ultimately led to an invited 3-day conference, "Improving Research of Employer Practices to Prevent Disability, held October 14-16, 2015, in Hopkinton, Massachusetts, USA. The collaboration included a topical review of the literature, group conference calls to identify key areas and challenges, drafting of initial documents, review of industry publications, and a conference presentation that included feedback from peer researchers and a question/answer session with a special panel of knowledge experts with direct employer experience. Results Predominant factors in the scientific literature were categorized as physical or psychosocial job demands, work organization and support, and workplace beliefs and attitudes. Employees experiencing musculoskeletal disorders in large organizations were the most frequently studied population. Research varied with respect to the basic unit of assessment (e.g., worker, supervisor, policy level) and whether assessments should be based on worker perceptions, written policies, or observable practices. The grey literature suggested that employers focus primarily on defining roles and responsibilities, standardizing management tools and procedures, being prompt and proactive, and attending to the individualized needs of workers. Industry publications reflected a high reliance of employers on a strict biomedical model in contrast to the more psychosocial framework that appears to guide research designs. Conclusion Assessing workplace factors at multiple levels, within small and medium-sized organizations, and at a more granular level may help to clarify generalizable concepts of organizational support that can be translated to specific employer strategies involving personnel, tools, and practices.
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Affiliation(s)
- Vicki L Kristman
- Department of Health Sciences, Lakehead University, 955 Oliver Road, Thunder Bay, ON, P7B 5E1, Canada.
- Institute for Work and Health, Toronto, ON, Canada.
- Division of Human Sciences, Northern Ontario School of Medicine, Lakehead University, Thunder Bay, ON, Canada.
- Dalla Lana School of Public Health, University of Toronto, Toronto, ON, Canada.
| | - William S Shaw
- Liberty Mutual Research Institute for Safety, Hopkinton, MA, USA
- University of Massachusetts Medical School, Worcester, MA, USA
| | - Cécile R L Boot
- Department of Public and Occupational Health, EMGO Institute for Health and Care Research, VU University Medical Center, Amsterdam, The Netherlands
| | - George L Delclos
- Division of Epidemiology, Human Genetics, and Environmental Sciences, The University of Texas-Houston School of Public Health, Houston, TX, USA
- Center for Research in Occupational Health (CiSAL), Pompeu Fabra University, Barcelona, Spain
| | | | - Mark G Ehrhart
- Department of Psychology, San Diego State University, San Diego, CA, USA
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Einarsen S, Skogstad A, Rørvik E, Lande ÅB, Nielsen MB. Climate for conflict management, exposure to workplace bullying and work engagement: a moderated mediation analysis. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2016. [DOI: 10.1080/09585192.2016.1164216] [Citation(s) in RCA: 56] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
- Ståle Einarsen
- Department of Psychosocial Science, University of Bergen, Bergen, Norway
| | - Anders Skogstad
- Department of Psychosocial Science, University of Bergen, Bergen, Norway
| | - Erlend Rørvik
- Department of Psychosocial Science, University of Bergen, Bergen, Norway
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Prospective study of predictors and consequences of insomnia: personality, lifestyle, mental health, and work-related stressors. Sleep Med 2015; 20:51-8. [PMID: 27318226 DOI: 10.1016/j.sleep.2015.12.002] [Citation(s) in RCA: 47] [Impact Index Per Article: 5.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 10/15/2015] [Revised: 11/29/2015] [Accepted: 12/01/2015] [Indexed: 01/20/2023]
Abstract
OBJECTIVE To prospectively investigate the reciprocal relationships between personality traits, lifestyle factors, mental health, sleepiness, and work-related stressors against insomnia. METHODS A total of 799 Norwegian shift-working nurses (mean age 33.2 years, 90% female) participated in this prospective cohort study. They were assessed on self-report instruments (Bergen Insomnia Scale, Diurnal Type Scale, Hospital Anxiety and Depression Scale, Negative Acts Questionnaire-Revised, Work-Family Interface Scale, among others) in 2008/2009 (wave 1) and 2011 (wave 3). Structural equation modeling was employed to investigate the bidirectional relationship between a wide range of individual and work-related variables and insomnia. RESULTS Languidity (β = 0.18***), anxiety (β = 0.11**), depression (β = 0.14***), exposure to bullying behavior (β = 0.08*), and negative spillover between work and family life (work to family, β = 0.08*; family to work, β = 0.07*) predicted increased symptoms of insomnia over time. Morningness (β = -0.09*) and positive spillover from work to family (β = -0.11**) predicted less symptoms of insomnia over time. No support was found for night work as a predictor of increased insomnia. Insomnia was a precursor for anxiety (β = 0.11**), but not for depression (*p <0.05, **p <0.01, ***p <0.001). CONCLUSION The data suggested that insomnia more often emerges as a consequence of individual and work-related factors than as a precursor to them. The scope of factors causing insomnia, and factors protecting against it, should be further investigated. Insomnia should be considered in prediction models for mental illnesses and as an outcome of adverse work-related experiences.
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GLAMBEK M, SKOGSTAD A, EINARSEN S. Do the bullies survive? A five-year, three-wave prospective study of indicators of expulsion in working life among perpetrators of workplace bullying. INDUSTRIAL HEALTH 2015; 54:68-73. [PMID: 26320732 PMCID: PMC4791295 DOI: 10.2486/indhealth.2015-0075] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 04/15/2015] [Accepted: 07/28/2015] [Indexed: 06/04/2023]
Abstract
In recent series of studies, we have shown that targets of workplace bullying are at risk of expulsion in working life, both from current employment (e.g. in terms of changing employer) and from working life itself (e.g. becoming unemployed). The most recent of these, Take It or Leave: A Five-Year Prospective Study of Workplace Bullying and Indicators of Expulsion in Working Life was recently published in Industrial Health, and the present short communication aims to follow up that paper, investigating the possible job "survival" of the perpetrators. A nationally representative sample was employed (n=1,613), and responses were gathered at three time points with a two-year and a five-year time-lag. Outcomes were intention to leave and sickness absence at T1, and sickness absence, change of employer, disability benefit recipiency and unemployment at T2 and T3. The results of regression analyses clearly indicate that the perpetrators' occupational status is largely unchanged, and remains so over time, as opposed to earlier findings regarding the targets of bullying.
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Affiliation(s)
- Mats GLAMBEK
- Department of Psychosocial Science, Faculty of Psychology,
University of Bergen, Norway
| | - Anders SKOGSTAD
- Department of Psychosocial Science, Faculty of Psychology,
University of Bergen, Norway
| | - Ståle EINARSEN
- Department of Psychosocial Science, Faculty of Psychology,
University of Bergen, Norway
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