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Journal articles on the topic 'Workplace bullying'

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Author: Grafiati

Published: 4 June 2021

Last updated: 9 March 2023

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1

Silviandari, Ika Adita, and Avin Fadilla Helmi. "Bullying di Tempat Kerja di Indonesia." Buletin Psikologi 26, no. 2 (December 3, 2018): 137. http://dx.doi.org/10.22146/buletinpsikologi.38028.

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Workplace bullying is one of organizational phenomenon that has received a lot of attention from many parties, both academics and practitioners. The workplace bullying is like an iceberg phenomenon. It is exist but hard to be revealed and lifted to the surface. This phenomenon can be seen as practically and methodologically point of view. Practically, it is caused by passivity and silent act from the victim or bullying eyewitnesses, and methodologically, it hasn’t found the standard concept of workplace bullying which causing lack of workplace bullying research. In this article, the author try to review the workplace bullying’s concepts and constructs, starting by reviewing the problem of definition, including type, frequency, & duration of bullying actions, and considering the role of workplace cultural values and norms in influencing the perception of bullying behavior.

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2

Georgakopoulos, Alexia, and Michael P. Kelly. "Tackling workplace bullying." International Journal of Workplace Health Management 10, no. 6 (December 4, 2017): 450–74. http://dx.doi.org/10.1108/ijwhm-11-2016-0081.

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Purpose The purpose of this paper is to raise awareness of the benefits of wellness programs for contemporary organizations and aids in tackling workplace bullying. Design/methodology/approach This study used a qualitative design and employs a new empirical approach to tackle workplace bullying. With over a hundred working professionals engaged in focus groups and facilitation methodologies for a total of five workshops and 60 hours, this study suggests a new framework for intervening in workplace bullying that considers workplace wellness as a system. Findings The findings revealed that these professionals perceived workplace wellness as a formidable component of the health and success of employees, organizations, and community, and perceived workplace bullying as a serious threat to physical and mental wellness. Employee participation and involvement in the design of workplace wellness programs was viewed as essential to the success of these programs in organizations. Research limitations/implications This research has implications as it expands understanding and discovery into what aids employees to reduce their stress, fatigue, anxiety, and other conditions that lead to conflict or bullying in workplaces. It gives attention to a system of wellness that is vital to people and their organizations. Practical implications Study participants consistently asserted their desire to be active participants in establishing workplace wellness programs that effectively address workplace bullying, systems that enhance safety, and health. Social implications This study highlights the role organizations play in shaping individual and community physical and mental well-being, health, and safety through effective workplace wellness programs. Originality/value This study should be helpful to organizations and researchers looking to address workplace wellness, safety, and bullying in a context broader than just liability and the cost savings of employee physical health, and may further add to the discussions of workplace wellness policy and regulation.

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Johnson, Susan L., and Ruth E. Rea. "Workplace Bullying." JONA: The Journal of Nursing Administration 39, no. 2 (February 2009): 84–90. http://dx.doi.org/10.1097/nna.0b013e318195a5fc.

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4

McAvoy, B. R. "Workplace bullying." BMJ 326, no. 7393 (April 12, 2003): 776–77. http://dx.doi.org/10.1136/bmj.326.7393.776.

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5

Sitzman, Kathy. "Workplace Bullying." AAOHN Journal 52, no. 5 (May 2004): 220. http://dx.doi.org/10.1177/216507990405200510.

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6

Stagg, Sharon J., Daniel J. Sheridan, Ruth A. Jones, and Karen Gabel Speroni. "Workplace Bullying." Workplace Health & Safety 61, no. 8 (August 2013): 333–38. http://dx.doi.org/10.1177/216507991306100803.

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7

McCormack, Darcy, Nikola Djurkovic, Apollo Nsubuga-Kyobe, and Gian Casimir. "Workplace bullying." Employee Relations 40, no. 2 (February 12, 2018): 264–80. http://dx.doi.org/10.1108/er-07-2016-0147.

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Purpose The purpose of this paper is to examine if the gender of the perpetrator and the gender of the target have interactive effects on the frequency of downward workplace bullying to which targets are subjected. Design/methodology/approach A cross-sectional design was used on a sample of 125 schoolteachers in Uganda. Self-report data on downward workplace bullying were obtained using the Negative Acts Questionnaire. Findings The perpetrator’s gender and the target’s gender have interactive effects on the level of downward bullying to which targets are subjected. Although targets in within-gender dyads reported higher levels of overall downward workplace bullying than did targets in between-gender dyads, a significant gender-gender interaction was found for personal harassment and work-related harassment but not for intimidation nor organisational harassment. Research limitations/implications The generalisability of the findings is limited due to the sample consisting entirely of schoolteachers in Uganda. Self-report data are a limitation as they are subjective and thus susceptible to various perceptual biases (e.g. social desirability, personality of the respondent). Examining the interactive effects of gender on workplace bullying helps to provide a better understanding of the potential influence of gender in bullying scenarios. The findings from research that considers only the main effects of gender whilst ignoring interactive effects can misinform any theory or policy development. Practical implications Organisations need to resocialise their members so that they learn new attitudes and norms regarding aggressive behaviour in the workplace. Originality/value This paper contributes to the literature on workplace bullying by examining the interactive effects of gender on the frequency of downward workplace bullying.

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8

Branch, Sara, and Jane Murray. "Workplace bullying." Organizational Dynamics 44, no. 4 (October 2015): 287–95. http://dx.doi.org/10.1016/j.orgdyn.2015.09.006.

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9

Akella, Devi. "Workplace Bullying." SAGE Open 6, no. 1 (January 25, 2016): 215824401662939. http://dx.doi.org/10.1177/2158244016629394.

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10

Sumner, Erin M., Jennifer A. Scarduzio, and Jena R. Daggett. "Drama at Dunder Mifflin: Workplace Bullying Discourses on The Office." Journal of Interpersonal Violence 35, no. 1-2 (December 5, 2016): 127–49. http://dx.doi.org/10.1177/0886260516681158.

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This study examines the portrayal and affective framing of workplace bullying behaviors on the popular American television show The Office. Quantitative and qualitative content analyses were conducted on 54 episodes spanning the show’s nine seasons. Results revealed 331 instances of workplace bullying, for an average of 6.13 bullying behaviors per episode. Workplace bullying behavior on The Office was grouped into five categories: sexual jokes, public humiliation, practical jokes, belittlement, and misuse of authority. In general, instances of workplace bully were scripted as humorous and lacking significant consequences, which could further contribute to social discourses that perpetuate the problem of bullying in real-life workplaces.

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11

Stephen, Tina K., and Arun Sasi. "Analysis of Potential Legal Strategies for Mitigation of Workplace Bullying in India." Management and Labour Studies 42, no. 1 (February 2017): 20–38. http://dx.doi.org/10.1177/0258042x17690841.

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India’s legislature, judiciary and academia have by and large cast a blind eye on workplace bullying. There is literary vacuum on legal aspects of workplace bullying in Indian context. This article tries to address this dearth of literature by analyzing potential legal remedies and roadmaps for mitigation of bullying in Indian workplaces. It tries to achieve this by evaluating existing legal provisions with potential of mitigating workplace bullying and comparatively analyzing legal strategies of other countries.

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MacIntosh, Judith, Judith Wuest, Marilyn Ford-Gilboe, and Colleen Varcoe. "Cumulative Effects of Multiple Forms of Violence and Abuse on Women." Violence and Victims 30, no. 3 (2015): 502–21. http://dx.doi.org/10.1891/0886-6708.vv-d-13-00095.

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Little is known about how patterns of workplace bullying contribute to the negative effects of lifetime violence. Analysis of longitudinal data from a study of women’s health after separating from an abusive partner revealed that 76% of 229 women had experienced workplace bullying. Workplace bullying was associated with child sexual abuse, adult sexual assault, and ongoing partner abuse. Timing was critical, with those experiencing past workplace bullying having poorer health and fewer personal and social resources than those experiencing none, ongoing, or past and ongoing bullying. Lifetime sexual harassment (54%) was associated with higher posttraumatic stress disorder symptomology and greater likelihood of leaving workplaces and physical bullying (16%) with poorer health and personal, social, and economic resources. These findings highlight the importance of including bullying in studying lifetime violence.

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13

Peng, Yen-Chun, Liang-Ju Chen, Chen-Chieh Chang, and Wen-Long Zhuang. "Workplace bullying and workplace deviance." Employee Relations 38, no. 5 (August 1, 2016): 755–69. http://dx.doi.org/10.1108/er-01-2016-0014.

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Purpose – The purpose of this paper is to examine the relationship between workplace bullying and workplace deviance. This study also examined the mediating effect of emotional exhaustion and the moderating effect of core self-evaluations (CSE) in the relationship between workplace bullying and workplace deviance. Design/methodology/approach – Convenience sampling was used in this study; 262 caregivers at a long-term care institution in Taiwan participated in the study. Findings – The results of this study showed that workplace bullying positively and significantly influenced workplace deviance; emotional exhaustion fully mediated the relationship between workplace bullying and deviance; and CSE significantly moderated the relationship between workplace bullying and deviance. Research limitations/implications – The self-reporting method and cross-sectional research design adopted in this study might have resulted in common method variance and limited the ability to make causal inferences. This study suggest future studies to obtain measures of predictor and criterion variables from different sources or ensure a temporal, proximal, or psychological separation between predictor and criterion in the collection of data to avoid the common method bias. Practical implications – Businesses should establish a friendly work environment and prevent employees from encountering workplace bullying. Next, an unbiased process for internal complaints should be established. Finally, this study suggests recruiting employees with high CSE. Originality/value – This study was the first to simultaneously consider the effect of emotional exhaustion (a mediator) and CSE (a moderator) on the relationship between workplace bullying and workplace deviance.

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Melzer, Silvia Maja, and Martin Diewald. "How Individual Involvement with Digitalized Work and Digitalization at the Workplace Level Impacts Supervisory and Coworker Bullying in German Workplaces." Social Sciences 9, no. 9 (September 10, 2020): 156. http://dx.doi.org/10.3390/socsci9090156.

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Digitalized work has gained importance across industrialized countries. Simultaneously, research investigating the consequences of digitalized work for workplace relations among employees, supervisors, and coworkers, such as workplace bullying, is largely missing. This study is, to the best of our knowledge, the first to investigate how digitalized work influences supervisory and coworker bullying dependent on individual, job, and workplace characteristics. We use representative linked-employer-employee data from 3612 employees located in 100 large workplaces in Germany across all industrial sectors and apply random effects multilevel linear analyses. Individual involvement in digitalized work is related to less supervisory bullying for all employees, and for lower qualified employees to less coworker bullying. At the workplace level, when digitalization has advanced, supervisory bullying increases for highly qualified employees. Neither the individual nor the workplace effects of digitalization are explained by mediating factors such as job autonomy, routine or machine work, competency, or psychological or physical stress. Competence and job autonomy prevent the occurrence of bullying, while routine work, psychological stress, and physically demanding work are positively related to bullying. All effects are more pronounced for supervisory bullying than for coworker bullying. Individual involvement with digitalized work seems to change relational dynamics within workplaces and to protect employees from bullying. For highly qualified employees, this is probably related to the gathering of key competencies; for lower qualified employees, it might be linked to working with digital devices. In workplaces where digitalization has progressed, digitalized work may disrupt and change the established work processes and relations and increase the necessity for new coordination and, thus, the occurrence of conflicts.

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15

Easteal, Patricia, and Allison J. Ballard. "Shutting-up or speaking-up: Navigating the invisible line between voice and silence in workplace bullying." Alternative Law Journal 42, no. 1 (March 2017): 47–54. http://dx.doi.org/10.1177/1037969x17694793.

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In this article, we identify and discuss individual and organisational factors which contribute to bully victims’ or targets’ decisions about whether or not to voice complaints about workplace bullying in Australian workplaces. This article examines the costs of voice and silence in workplace bullying matters for both targets and organisations. ‘Voice’ is understood as existing on a continuum, which ranges from informally voicing concerns about bullying behaviour to making a formal complaint or report within the workplace or to an external agency. The ‘silence’ of workplace bullying is also considered to exist on a continuum and may include things such as not raising the bully issue at all, exiting the workplace rather than addressing the issue, and ‘being silenced’ by external influences after having made a complaint. We suggest some organisational changes to facilitate the reporting and better handling of bullying complaints.

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16

Chadwick, Sharlene, and Joanne Travaglia. "Workplace bullying in the Australian health context: a systematic review." Journal of Health Organization and Management 31, no. 3 (May 15, 2017): 286–301. http://dx.doi.org/10.1108/jhom-09-2016-0166.

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Purpose During the past decade, there has been increased attention into bullying behaviours in workplaces. Research to date has varied in design, the definition of what constitutes bullying behaviour, as well as the methods used to collect data and measure bullying incidence and prevalence. Nonetheless, studies demonstrate that bullying is a significant issue, which warrants an increased research focus to develop greater understanding of the concept, its effects and implications in, and for, the workplace. The purpose of this paper is to focus on capturing a range of international and Australian literature regarding workplace bullying behaviours in a health context from a management perspective. As a result, this paper identified the gaps in the literature when expanded specifically to an Australian health context. Design/methodology/approach The purpose of this review is to summarise the existing literature, both internationally and in Australia which examines workplace bullying behaviours in a health context from a management perspective. This describes the review of the literature on workplace bullying in a health context undertaken from January to April 2014. The “Preferred Reporting Systematic Reviews and Meta-Analyses” method was used to structure the review, which covered a wide range of literature from databases including MEDLINE, Embase, CINAHL and InformIT, as well as reports, and grey literature. Findings The review included 62 studies that met the inclusion criteria and reported either: factors contributing to workplace bullying, at least one significant example of workplace bullying behaviour or the impact of workplace bullying behaviours in a health context. Originality/value There is limited data on workplace bullying behaviours in an Australian health context. The literature supports there is value in future research to develop consistent definitions, policies, procedures and frameworks, which could help to prevent or address workplace bullying behaviours based on work being undertaken internationally.

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17

Vickers, Margaret H. "Workplace Bullying as Workplace Corruption." Administration & Society 46, no. 8 (September 17, 2013): 960–85. http://dx.doi.org/10.1177/0095399713498750.

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18

Bennadi, Darshana, and Vinayak Konekeri. "Workplace bullying: Beware!" Dental Hypotheses 6, no. 2 (2015): 72. http://dx.doi.org/10.4103/2155-8213.158480.

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19

Lewis, Duncan, Michael Sheehan, and Catherine Davies. "Uncovering Workplace Bullying." Journal of Workplace Rights 13, no. 3 (January 1, 2008): 281–301. http://dx.doi.org/10.2190/wr.13.3.e.

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20

Jung, Hyo Sun, and Hye Hyun Yoon. "Understanding workplace bullying." International Journal of Contemporary Hospitality Management 30, no. 3 (March 19, 2018): 1453–71. http://dx.doi.org/10.1108/ijchm-01-2017-0002.

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Purpose This study aims to investigate the effects of workplace bullying on the coping strategies (responses) and counterproductive behavior of hospitality employees. Design/methodology/approach The sample consisted of 284 luxury hotel employees in the Korean hospitality industry. SPSS and AMOS were the statistical programs used to verify the hypotheses of the present study. Confirmatory factor analysis and reliability analysis were conducted to verify the validity and reliability of the measured items. Before verification of the hypotheses, directivity between factors derived through correlation analysis was verified, and causal relationships with regard to the three hypotheses were verified through the structural equation model. Findings Organizational and work-related bullying had a significant effect on task coping, whereas personal bullying had a significant effect on emotional and avoidance coping. The results also showed that positive task coping did not significantly affect counterproductive behavior, but negative coping, such as emotional and avoidance responses, significantly affected employees’ counterproductive behavior. Originality/value The present study verified that coping responses in work situations can differ depending on the type of workplace bullying that occurs. Task coping, a positive coping strategy, was affected by organizational and work-related bullying, whereas emotional and avoidance coping, negative coping strategies, were negatively affected by personal bullying. Consequently, the possibility of harmful actions against organizations varies depending on the coping strategies chosen by employees who are exposed to bullying. Therefore, appropriate education should be offered to employees to use positive and proactive work-oriented coping strategies when dealing with bullying rather than negative methods such as emotional or avoidance coping.

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Cooper, Cary L. "Debate: Workplace bullying." Public Money & Management 37, no. 7 (June 29, 2017): 459–60. http://dx.doi.org/10.1080/09540962.2017.1347356.

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Tinuke. M., Fapohunda,. "Managing Workplace Bullying." Journal of Human Resource Management 1, no. 3 (2013): 39. http://dx.doi.org/10.11648/j.jhrm.20130103.11.

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McKay, Ruth B. "Confronting Workplace Bullying." Administration & Society 46, no. 5 (November 21, 2013): 548–72. http://dx.doi.org/10.1177/0095399713509245.

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Cowie, Helen, Paul Naylor, Ian Rivers, Peter K. Smith, and Beatriz Pereira. "Measuring workplace bullying." Aggression and Violent Behavior 7, no. 1 (January 2002): 33–51. http://dx.doi.org/10.1016/s1359-1789(00)00034-3.

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Hidayat, M. Fachri, and Dr Henddy Ginting. "Impact of Workplace Bullying on Work Performance Moderated by Loneliness: A Case study of Indonesia." International Journal of Research in Social Science and Humanities 03, no. 06 (2022): 01–08. http://dx.doi.org/10.47505/ijrss.2022.v3.6.1.

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The issue of bullying within the workplace is a constant pursuit by scientists. The effect studied regarding the issues varies and has a large list of mediators and moderators. A common result of workplace bullying is its effect on working performance. Being one of the variables that hold a unique position as to cause and cause by, loneliness may introduce an updated perception of what bullying could have. Using a purposive sampling online survey, the data was collected from employees of multiple organizations and state-owned companies in Indonesia, especially West Java and North Sumatera. One hundred twenty-six valid data were gathered and processed for this study. The questionnaire was designed using COPSOQ III to assess the workplace bullying variable, the UCLA loneliness scale for the loneliness variable, and Koopman's individual work performance (IWP) assessment for the work performance variable. The result shows a relationship between workplace bullying and work performance, though it is insignificant, and loneliness elevates bullying's effect on work performance. The implication of these findings is to enrich understanding of work place bullying within the workplace, but further research is still advised.

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Spagnoli, Paola, and Cristian Balducci. "Do high workload and job insecurity predict workplace bullying after organizational change?" International Journal of Workplace Health Management 10, no. 1 (February 6, 2017): 2–12. http://dx.doi.org/10.1108/ijwhm-05-2016-0038.

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Purpose Organizational change eliciting negative outcomes might play a role in the development of workplace bullying. The purpose of this paper is to examine the direct and the interaction effect of two particular negative outcomes of organizational change, such as high workload and job insecurity, on workplace bullying. Design/methodology/approach Participants in the study were 134 Italian workers who had just experienced an organizational change. A multiple regression analysis, using the stepwise method, was conducted to test for whether workload, job insecurity, and their interactions predicted workplace bullying. Findings Results show that high level of workload is related to workplace bullying; job insecurity is not directly related to workplace bullying; the interaction between high workload and job insecurity enhanced the risk for workplace bullying. In particular, when the level of job insecurity is high there is a stronger relationship between workload and bullying, compared to when the level of job insecurity is low. Research limitations/implications The cross-sectional design applied does not allow inference on the causal relationships between the predictors and outcomes. Practical implications In order to decrease the occurrence of bullying, managers should avoid that employees experience high workload after organizational change by carefully designing the reengineering process. Additionally, they should try to reduce, as far as possible, employee perceptions of job insecurity. Originality/value The focus of the study is on the “survivors” after organizational change and on particular interaction of workplace bullying’s causes that could extremely enhance the risk of the phenomena.

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Shaw, Sue. "Workplace Bullying in the NHS Workplace Bullying in the NHS." Nursing Standard 20, no. 50 (August 23, 2006): 30. http://dx.doi.org/10.7748/ns2006.08.20.50.30.b510.

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Saunders, Paula, Amy Huynh, and Jane Goodman-Delahunty. "Defining workplace bullying behaviour professional lay definitions of workplace bullying." International Journal of Law and Psychiatry 30, no. 4-5 (July 2007): 340–54. http://dx.doi.org/10.1016/j.ijlp.2007.06.007.

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Sarkar, Anita. "Step-by-step to stopping the cyber-bully." Human Resource Management International Digest 23, no. 7 (October 12, 2015): 31–33. http://dx.doi.org/10.1108/hrmid-07-2015-0129.

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Purpose – Describes the role of HR in addressing traditional bullying and cyber-bullying at the workplace. Design/methodology/approach – Explains how organizations can design policy guidelines to tackle the issue of bullying and, thereby, help every employee to contribute to his or her best ability. Findings – Argues that the proliferation of electronic communication has made cyber-bullying rampant in workplaces and has devastating effects on some employees. Practical implications – Advances the view that creating a zero-tolerance policy against bullying, using technological help, conducting structured interviews, providing an employee-sensitization program, crafting effective job design and, from time to time, taking employees’ opinion can go a long way in ensuring a safe workplace for all. Social implications – Shows that bullying in any form is a social menace both for employees and the organization, and it needs to be nipped in the bud. Originality/value – Provides insights into how organizations can effectively address the issue of bullying at the workplace.

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D’Cruz, Premilla, and Ernesto Noronha. "Target experiences of workplace bullying on online labour markets." Employee Relations 40, no. 1 (January 2, 2018): 139–54. http://dx.doi.org/10.1108/er-09-2016-0171.

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Purpose The purpose of this paper is to report a study of bullying on online labour markets (OLMs), highlighting how abuse unfolds in digital workplaces and depicting the trajectory of target resilience. Design/methodology/approach Adopting van Manen’s hermeneutic phenomenology, targets’ lived experiences of bullying on OLMs was explored. Data gathered from Indian freelancers located on Upwork via conversational telephonic interviews were subjected to sententious and selective thematic analyses. Findings The core theme of “pursuing long-term and holistic well-being” showed how targets tapped into yet augmented their resilience while navigating the features of OLMs as they coped with their experiences of bullying. The interface between targets’ internal and external resources, including platform support, vis-à-vis the concreteness and permanence of the site as targets asserted agency, sought control and realized positive outcomes while preserving their reputation, relationality, success and continuity was captured. It may be noted that bullying in digital workplaces is exclusively virtual in form. Research limitations/implications Alongside theoretical generalizability, statistical generalizability of the findings should be established. Practical implications Recommendations for action for platforms and targets are forwarded. In particular, the critical role of formal workplace support in influencing employee resilience is emphasized. Originality/value The paper makes several pioneering contributions. First, it reports the first empirical inquiry examining bullying in digital workplaces. Moreover, OLM research on abuse and harassment has not been undertaken so far. Second, it furthers theorization of resilience, especially with regard to workplace antecedents. Apart from identifying the new organizational antecedent of formal workplace support, it uncovers the complexities of resilience. Third, it extends knowledge on workplace cyberbullying, positive outcomes of workplace bullying and OLMs in India.

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MUNIR, MUHAMMAD, MAJID ALI, and SYED KARIM HAIDER. "Investigating Personality Traits as the Antecedents of Workplace Bullying." International Review of Management and Business Research 10, no. 1 (March 8, 2021): 135–49. http://dx.doi.org/10.30543/10-1(2021)-11.

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There is an ample body of knowledge showing significant association between five factor model (FFM) of personality traits and workplace bullying, yet exploring cause-and-effect relationship between them is still under addressed. To address this issue, current study has analyzed personality traits of Five-Factor Model as a potential antecedent of workplace bullying and its three sub-facets (verbal bullying, social bullying and physical bullying). Study analyzed responses of 266 respondents to draw inferences. Simple random sampling technique was used to collect data from the respondents. Correlation analysis showed a positive association of extraversion with physical bullying; negative association of agreeableness with workplace bullying, verbal bullying, social bullying and physical bullying; negative association of conscientiousness with workplace bullying, verbal bullying, social bullying and physical bullying; and negative association of emotional stability with physical bullying. Results of regression analysis showed significant effect of agreeableness, conscientiousness and openness to experiences on workplace bullying, verbal bullying, social bullying and physical bullying. Current study has identified personality as an important predictor of workplace bullying through which organizations may control incidence of bullying at their workplace environments. Current study also has highlighted important insights for future research directions. Keywords: Five Factor Model (FFM), Personality Traits, Workplace Bullying, Physical Bullying, Verbal Bullying, Social Bullying.

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Fitriyani, Nur Farah, and Liany Luzvinda. "Turnover Intention Ditinjau dari Workplace Bullying, Workplace Spirituality, dan Self-Esteem." TAZKIYA JOURNAL OF PSYCHOLOGY 7, no. 2 (November 27, 2019): 187–99. http://dx.doi.org/10.15408/tazkiya.v7i2.13478.

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AbstractThe purpose of this study is to find out what variables affect employees who tend to turn out or stay in the company. In this study predicted workplace bullying, workplace spirituality and self esteem, affect employee turnover. Subjects in the study were 206 stewardesses who were obtained by accidental sampling technique. Test the validity of measuring instruments using confirmatory factor analysis (CFA) techniques. Data analysis uses multiple regression analysis techniques. The results showed that there was a significant effect of workplace bullying, workplace spirituality and self-esteem on turnover intention. Minor hypothesis test results show that inner life and meaning and purpose in work significantly affect turnover intention. In contrast, work-related bullying, person-related bullying, physical bullying, and self-esteem are not significant in influencing turnover intentionAbstrakTujuan penelitian ini adalah untuk mengetahui variabel apa saja yang mempengaruhi karyawan cenderung memilih keluar (turnover) atau bertahan dalam perusahaan. Dalam penelitian ini diprediksi workplace bullying, spiritualitas ditempat kerja dan self-esteem, berpengaruh terhadap turnover karyawan. Subyek pada penelitian berjumlah 206 Pramugari yang diperoleh dengan tehnik accidental sampling. Uji validitas alat ukur menggunakan teknik confirmatory factor analysis (CFA). Analisis data menggunakan teknik analisis regresi berganda. Hasil penelitian menunjukan bahwa ada pengaruh yang signifikan workplace bullying, workplace spirituality dan self-esteem terhadap turnover intention. Hasil uji hipotesis minor menunjukkan bahwa inner life dan meaning and purpose in work secara signifikan mempengaruhi turnover intention. Sebaliknya, work-related bullying, person-related bullying, physical bullying, dan self-esteem tidak signifikan dalam mempengaruhi turnover intention

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Ahmad, Saima, Rukhsana Kalim, and Ahmad Kaleem. "Academics’ perceptions of bullying at work: insights from Pakistan." International Journal of Educational Management 31, no. 2 (March 13, 2017): 204–20. http://dx.doi.org/10.1108/ijem-10-2015-0141.

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Purpose Despite an extensive history of research into workplace bullying and the psychosomatic harm associated with it in western contexts, research into the occurrence and manifestation of bullying behavior in the academic workplaces of non-western countries is sparse. In response to this gap, the purpose of this paper is to start a research conversation by reporting an empirical enquiry into the occurrence, forms and perceptions of workplace bullying among academics in Pakistan. Design/methodology/approach This study was conducted with a representative sample of academics in a large Pakistani province through a cross-sectional survey. Findings This study reveals that workplace bullying is prevalent among academics in the Pakistani context, with up to half of them regularly exposed to practices such as excessive work monitoring, undermining of professional competence, lack of recognition of work contributions and obstruction of important work-related matters. Research limitations/implications The findings underscore the need for developing broader institutional actions, clear policies and grievance procedures to discourage bullying at work in Pakistan. Higher educational managers will find the results useful for development of anti-bullying policies and codes of conduct. Originality/value This is the first study to examine the perceptions, occurrence and demographic risk factors associated with workplace bullying among academics in the Pakistani context.

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Escartín, Jordi, Denise Salin, and Álvaro Rodríguez-Carballeira. "Conceptualizations of Workplace Bullying." Journal of Personnel Psychology 10, no. 4 (January 2011): 157–65. http://dx.doi.org/10.1027/1866-5888/a000048.

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Two studies were conducted to examine the significance of gender for how employees define workplace bullying and how severe they rate different forms of bullying to be. The first study showed that female employees emphasized emotional abuse and professional discredit more than male employees in their definitions of bullying, while men emphasized abusive working conditions more than women. The second study showed that female employees rated the severity of many types of negative acts as somewhat more severe than men did. These studies question the prevailing assumption that bullying is a gender-neutral phenomenon and instead provide converging support for the notion that perceptions of bullying are gendered. The discussion addresses implications for interventions and HR practice.

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Al Muharraq, Essa H., Omar G. Baker, and Sultan M. Alallah. "The Prevalence and The Relationship of Workplace Bullying and Nurses Turnover Intentions: A Cross Sectional Study." SAGE Open Nursing 8 (January 2022): 237796082210746. http://dx.doi.org/10.1177/23779608221074655.

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Introduction: Sustaining a healthy work environment is a major challenge for health care organizations worldwide. Nursing professionals are often exposed to workplace bullying, which imposes serious challenges to nursing retention. Objectives: To determine the prevalence of workplace bullying and turnover intention among nurses, and to investigate the relationship between workplace bullying and nurse turnover. Methods: A cross-sectional correlational design. Convenience sampling was applied, whereby 347 nurses working in a tertiary medical city in Riyadh, Saudi Arabia, were recruited. Data were collected using the Negative Acts Questionnaire and the Anticipated Turnover Scale. Results: The rate of workplace bullying was high, bullying occurred at a cumulative rate of 33.4% ( n = 116). Work related bullying behaviors formed the most common bullying acts with (34.5%) followed by personal bullying with (31.1%) meanwhile physical intimidating accounted by (25.6%). Among the participants, 31.7% exhibited a high turnover intention. The demographic variable age was revealing an inverse correlation with workplace bullying. There was a positive significant correlation between workplace bullying and turnover intentions ( r = .24, p < 0.01). Conclusion: The alarming prevalence of both bullying and turnover intention among participants confirms that when nurses are exposed to workplace bullying, they are more likely to demonstrate an increased intention for turnover. Managers are urged to use proper enforcement of anti-bullying policies along with education and training to create a healthy environment and mitigate workplace bullying.

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Yoo, Sun Yee, and Hye Young Ahn. "Nurses’ Workplace Bullying Experiences, Responses, and Ways of Coping." International Journal of Environmental Research and Public Health 17, no. 19 (September 26, 2020): 7052. http://dx.doi.org/10.3390/ijerph17197052.

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Workplace bullying is a serious problem that hinders the provision of quality care services by seriously affecting their physical, psychological, and social health status. Workplace bullying experiences refer to verbal and nonverbal harassment, work-related harassment, and external threats. Workplace bullying responses are negative reactions that occur in individuals who have experienced workplace bullying, while coping is the process by which an individual copes with stress. This study aims to analyze the relationship between nurses’ workplace bullying experiences, responses, and ways of coping. We studied 113 nurses working in hospitals, analyzed the data using SPSS 25.0. We found that the more positive use of the positive viewpoint, the lower the bullying reaction in the workplace (r = −0.268, p = 0.004). Workplace bullying responses were lower as more positive ways of coping were used (r = −0. 268, p = 0.004). In conclusion, nurses who experience bullying in the workplace should be supported by the hospital organization and within the nursing organization, and a receptive nursing culture should be established. There is also a need for an intervention plan that allows nurses to use positive ways of coping with workplace bullying experiences.

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Pradhan, Ajay, and Jalsha Joshi. "Impact of Workplace Bullying on Employee Performance." International Research Journal of Management Science 4 (December 1, 2019): 1–13. http://dx.doi.org/10.3126/irjms.v4i0.27882.

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Background of the study: The past decade bullying has received growing attention in organization research where analysts have announced disturbing discoveries about the negative results related with harassing, both for the people and the associations concerned. It is a behavior that occurs over a period of time and is meant to harm someone who feels powerless to respond. Verbal bullying includes teasing and threatening to cause harm whereas social bullying is occurred in the workplace that might happen by leaving someone out of a meeting on purpose of publicly reproaching someone. Objectives: The main objective of this study is to examine whether there is existence of any bullying practices in the Nepalese workplaces. It also aims to examine the association between workplace bullying and employee’s performance. Methods: The study was employed descriptive and causal comparative research design. Primary data for each variable was collected from 80 employees of different hospitals working in Kathmandu and Lalitpur. To observe the employee bullying and employee’s performance, structured questionnaire was used to collect responses. Results: Results of study reveals that workplace bullying, working environment and individual job characteristics have significant positive association with employee performance and negative relationship between organizational responses and employee performance. Conclusions: The study concludes that the most persuasive factor that influences the employee performance is working environment followed by individual job characteristics, workplace bullying and the least one being organizational responses. Implications: To meet organizational goal, respondents mentioned that hospital should create conducive working environment. The firm should imply “The Sexual Harassment at Workplace Prevention Act, 2015” as mentioned by Nepal Government. Everyone should be equally treated in an organization provided that every individuals’ rights being protected at the same time.

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Hodgins, Margaret, and Patricia Mannix McNamara. "An Enlightened Environment? Workplace Bullying and Incivility in Irish Higher Education." SAGE Open 9, no. 4 (July 2019): 215824401989427. http://dx.doi.org/10.1177/2158244019894278.

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This study explores the experiences of workplace ill-treatment of academic staff in the Irish Higher Education sector, with a focus on organizational response to experienced or witnessed workplace bullying and/or incivility. Workplace bullying is a significant problem, affecting approximately 15% of the workforce, with considerable variation by sector. Educational workplaces typically display prevalence rates that exceed average workplace bullying rates. The negative impacts on health and well-being are well documented and evidence is also emerging to show that organizational responses are less than optimal. The data collected comprise 11 qualitative in-depth interviews with academic staff in three of Ireland’s seven Universities. Applying a phenomenological analysis approach, data revealed that participants’ experiences were overwhelmingly negative in respect of organizational response, despite the fact that each University had an anti-bullying policy. This is explored and discussed in the context of failure to address the complex power relations, which are particularly relevant in professional organizations, intensified by current changes in the higher educational sector. Study limitations include the small number of Universities and small sample size, thus limiting generalizability.

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Rhodes, Carl, Alison Pullen, Margaret H. Vickers, Stewart R. Clegg, and Alexandra Pitsis. "Violence and Workplace Bullying." Administrative Theory & Praxis 32, no. 1 (March 2010): 96–115. http://dx.doi.org/10.2753/atp1084-1806320105.

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Field, Tim. "Campaign against workplace bullying." Nursing Standard 10, no. 29 (April 10, 1996): 10. http://dx.doi.org/10.7748/ns.10.29.10.s24.

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Ovayolu, Özlem, Nimet Ovayolu, and Gülendam Karadag. "Workplace Bullying in Nursing." Workplace Health & Safety 62, no. 9 (August 2014): 370–74. http://dx.doi.org/10.3928/21650799-20140804-04.

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O’Donnell, Sue M., and Judith A. MacIntosh. "Gender and Workplace Bullying." Qualitative Health Research 26, no. 3 (January 7, 2015): 351–66. http://dx.doi.org/10.1177/1049732314566321.

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Dickson, Diana. "Bullying in the workplace." Anaesthesia 60, no. 12 (December 2005): 1159–61. http://dx.doi.org/10.1111/j.1365-2044.2005.04465.x.

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Munro, Clara E., and Alexander W. Phillips. "Bullying in the workplace." Surgery (Oxford) 38, no. 10 (October 2020): 653–58. http://dx.doi.org/10.1016/j.mpsur.2020.07.012.

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Dzurec, Laura Cox, and Gail E. Bromley. "Speaking of Workplace Bullying." Journal of Professional Nursing 28, no. 4 (July 2012): 247–54. http://dx.doi.org/10.1016/j.profnurs.2012.01.004.

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Quine, Lyn. "Workplace Bullying in Nurses." Journal of Health Psychology 6, no. 1 (January 2001): 73–84. http://dx.doi.org/10.1177/135910530100600106.

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Numann, Patricia J. "Workplace Bullying in Surgery." World Journal of Surgery 40, no. 11 (June 22, 2016): 2569–70. http://dx.doi.org/10.1007/s00268-016-3610-2.

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Ling, Mary, Christopher J. Young, Heather L. Shepherd, Cindy Mak, and Robyn P. M. Saw. "Workplace Bullying in Surgery." World Journal of Surgery 40, no. 11 (September 13, 2016): 2560–66. http://dx.doi.org/10.1007/s00268-016-3642-7.

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Kingsley, Joan, and Sue Paterson. "Bullying in the workplace." Dental Nursing 12, no. 4 (April 2, 2016): 226–27. http://dx.doi.org/10.12968/denn.2016.12.4.226.

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Jacobson, Kathryn JL, Jacqueline N. Hood, and Harry J. Van Buren. "Workplace bullying across cultures." International Journal of Cross Cultural Management 14, no. 1 (August 14, 2013): 47–65. http://dx.doi.org/10.1177/1470595813494192.

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