The Relationship between Organizational Environment and Perpetrators’ Physical and Psychological State: A Three-Wave Longitudinal Study

Imbalance between Employees and the Organisational Context: A Catalyst for Workplace Bullying Behaviours in Both Targets and Perpetrators

Research on workplace bullying from the perpetrators' perspective is limited, leading to few interventions tailored to them. This gap stems from insufficient understanding of how organisational conditions and individual dispositions trigger or amplify perpetrator behaviour. To develop effective interventions in preventing bullying, perceived organisational factors were examined. This study, guided by the Job Demands-Resources (JD-R) model and the three-way model of workplace bullying (WB), aims to explore the effects of perceived (im)balances in the task or employee focus, social atmosphere (positive or negative), and hierarchical structure (high or low) in organisations on the incidence of WB, both in terms of perpetrator and target experiences. The research involved 1044 employees from multiple Spanish organisations and sectors: 51.7% in services, 24.6% in education, 14.5% in wholesale and retail trade, and 9.2% in manufacturing. The average age of participants was 35.43 years (SD = 10.9), with a female majority of 61.3%. Using a cross-sectional study design, the experiences of being a target and perpetrator were quantitatively assessed through validated WB target and perpetrator scales. Additionally, the study qualitatively examined employees' perceptions of their organisational context through free descriptions, using adjectives to depict their views. Correspondence analysis was employed to test the hypotheses, and the results affirmed them. The study found that perceived imbalances in organisational focus, social atmosphere, and hierarchy correlate with higher WB target and perpetrator reports, whereas balanced atmospheres correlate with no WB. This research underscores the significance of balanced organisational contexts in mitigating WB. It highlights a gap in the current literature regarding the broader organisational factors that influence bullying and advocates for a more in-depth understanding of these dynamics. Furthermore, it contributes to the existing body of knowledge by offering a comprehensive and harmonised approach to preventing WB, transcending isolated interventions.

The impact of organizational justice on psychological distress among Chinese public hospitals nurses: A cross-sectional study

Few studies have explored the association between organizational justice and mental health, particularly in collectivist countries. Hence, the aim of the present study was to evaluate the impact of organizational justice on psychological distress and to discuss the findings in collectivist culture. A cross-sectional survey was conducted among nurses from public hospitals in western of China, July 2022, which followed the STROBE guidelines. This study used Chinese versions of the Organizational Justice Scale and Kesseler Psychological Distress Scale to assess the perceptions of organizational justice and mental health levels, respectively. A total of 663 nurses completed the questionnaires. The psychological distress of university-educated and low-income nurses was poor. There was a moderately positive relationship between organizational justice and psychological distress (R = 0.508, P < .01), indicating that the greater level of organizational injustice, the poorer mental health. Hierarchical regression analysis showed that organizational justice was an strong predictor of psychological distress, accounting for approximately 20.5% of the psychological distress. The findings of this study highlight the importance of interpersonal injustice and distributive injustice on psychological distress specific in Chinese culture, suggesting that nursing management or leaders should notice that the most being taken seriously by nurses is their recognition and respect for subordinate, meanwhile, alerting nurses, in some sense, a negative relationship with leaders as a kind of workplace bullying could harm their mental health. The promulgation of organizational justice policy to protect employees from the government and the real role of employee labor union organizations are urgently needed.

A Matter of Health? A 24-Week Daily and Weekly Diary Study on Workplace Bullying Perpetrators' Psychological and Physical Health

Workplace bullying (WB) studies focusing on perpetrators are increasing. Many processes, events, circumstances and individual states are being studied to understand and inhibit what causes some employees to become perpetrators. Using a 24-week diary design and drawing on the Conservation of Resources Theory, we investigated how sleep, physical activity (PA), and being bullied predicted perpetration on a within-level. On a between-level, we controlled for a supervisory position, psychological distress and mental illnesses over 38 employees from Spain and Turkey. Their average age was 38.84 years (SD = 11.75). They were from diverse sectors (15.8% in manufacturing, 15.8% in education, 13.2% in wholesale and retail trade, 13.2% in information and communication, 7.9% in health, 7.9% in other services and 26.3% from other sectors) with diverse professions such as finance manager, psychologist, graphic designer, academic, human resources professional, forensic doctor, IT and Administration head, municipality admin executive, waiter, and sales executives. Data collection was conducted over 24 consecutive work weeks, where only 31 participants were involved in perpetration (final observations = 720). We analyzed the data using multilevel structural equation modeling decomposed into within-and-between-person variance parts. The results indicated that on a within-level, PA as steps taken during the work week and being bullied positively predicted perpetration the same week, while sleep quality did not. By connecting sleep, physical exercise and WB literature, we draw attention to the health condition of perpetrators. Organizations should actively inhibit workplace bullying and be mindful of employees' physical activities at work or commuting to work. Managers should also be attentive to physical fatigue that employees may feel due to their responsibilities in their private lives and allow employees to rest and recuperate to inhibit negative behaviors at work.

Workplace Bullying and Post-Traumatic Stress Disorder Symptomology: The Influence of Role Conflict and the Moderating Effects of Neuroticism and Managerial Competencies

Research has explored numerous consequences of workplace bullying, including a recent link to the exhibition of post-traumatic stress disorder (PTSD) symptomology. Role conflict as a workplace stressor may contribute to instances of bullying from a passive perspective, which may lead to PTSD symptomology in victims. What remains less explored is if role conflict has a direct relationship to PTSD symptomology and how personality traits such as neuroticism and workplace factors such as managerial competencies may moderate the stress brought on by role conflict. Hence the present study seeks to examine this gap in the literature. This study utilizes a between-subjects, cross-sectional design with 159 participants, 39.6% male and 60.4% female. Most participants (60%) were Italian workers of a large social cooperative organization. Confirmatory factor analysis indicated that the measurement model was valid and had an adequate model fit. Results from two separate moderated mediation analyses found a positive, full mediation between the independent variable of role conflict, the mediator of exposure to bullying, and the dependent variable of PTSD symptomology. Furthermore, in this study, neuroticism strengthened the indirect effect while managerial competencies weakened it. The results highlight the importance of training competent managers and providing resources for more vulnerable employees to moderate employee work stress and its negative outcomes.