A hostile work climate and workplace bullying: reciprocal effects and gender differences

Rosander, Michael; Salin, Denise

doi:10.1108/er-03-2022-0127

Cited by 6 publications

(5 citation statements)

References 59 publications

(122 reference statements)

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“…It could also occur through a culture of stronger social relations, less competitive culture, more honesty, less confrontational and less assertive behavior, along ER 46,9 with more constructive and help-seeking behavior, when coping with conflicts and bullying situations. Women are more likely to bring these to the workplace, as indicated by prior studies (Johannsdottir and Olafsson, 2004;Davis et al, 2010;Muehlheusser et al, 2015;Lackner, 2021;Rosander and Salin, 2023). Hence, employers of male-dominated workplaces could improve productivity in the workplace by improving the gender balance or perhaps by adopting a less assertive and confrontational and more constructive work culture.…”

Section: Discussionmentioning

confidence: 90%

“…, 2010; Muehlheusser et al. , 2015; Lackner, 2021; Rosander and Salin, 2023). Hence, employers of male-dominated workplaces could improve productivity in the workplace by improving the gender balance or perhaps by adopting a less assertive and confrontational and more constructive work culture.…”

Section: Discussionmentioning

confidence: 99%

“…A study in Sweden also indicated a faster escalation of confrontational conflicts into bullying for men than women in hostile work climates. This may be explained by men being more confrontational in their reactions to conflicts, creating reciprocal effects on work climates (Rosander and Salin, 2023). A study in banks in Iceland also indicated that men seek less help and use more assertive coping strategies than women in cases of workplace bullying, confirming gender stereotypes regarding appropriate behavior (Johannsdottir and Olafsson, 2004).…”

Section: Gender Segregation and Gender Composition In The Workplacementioning

confidence: 99%

“…Teamwork, work councils and various forms of employee participation are used to an ever-wider degree in increasingly complex organizational settings requiring team efforts. For instance, empirical research indicates less willingness on behalf of women to compete and that they tend to shy away from competitive situations (Lackner, 2021) while they deal with conflicts and bullying in the workplace in a less confrontational manner than men (Johannsdottir and Olafsson, 2004;Davis et al, 2010;Rosander and Salin, 2023).…”

Section: Key Employee Attitudes and The Gender Gap Paradoxmentioning

confidence: 99%

“…For instance, empirical research indicates less willingness on behalf of women to compete and that they tend to shy away from competitive situations (Lackner, 2021) while they deal with conflicts and bullying in the workplace in a less confrontational manner than men (Johannsdottir and Olafsson, 2004; Davis et al. , 2010; Rosander and Salin, 2023).…”

Section: Gender Segregation and Gender Composition In The Workplacementioning

confidence: 99%

See 4 more Smart Citations

Working together: effects of gender composition on job satisfaction and commitment

Olafsdottir,

Einarsdottir

2024

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PurposeThe purpose of this study is to estimate the effects of gender composition in the workplace on employee job satisfaction and commitment.Design/methodology/approachThe data were collected on both the organizational and employee levels at three different points in time in organizations with more than 70 employees. Multi-level mixed-effects ordered logistics regressions were used to account for the multi-level nature of the data and the ordered nature of the dependent variables.FindingsEmployees in gender-balanced workplaces show higher levels of job satisfaction and commitment than those in female-dominated or male-dominated workplaces. The relationship is also based on the gender of the individual, as men show a significantly lower level of both job satisfaction and commitment when working in male-dominated workplaces than others, while for women, the effect is only significant for commitment.Practical implicationsAiming for a balance in the gender composition of the workplace may improve employee attitudes, especially for men. The results also indicate that further research is warranted into why job satisfaction and commitment are significantly lower among men in male-dominated workplaces.Originality/valueThe relationship between gender and job satisfaction and commitment is well established, but less is known about the effects of gender composition on job satisfaction and commitment. Previous papers have focused on job satisfaction. This paper extends prior studies by estimating the effects of gender composition on both job satisfaction and commitment using multi-level regressions on a rich dataset.

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Section: Discussionmentioning

confidence: 90%

Section: Discussionmentioning

confidence: 99%

Section: Gender Segregation and Gender Composition In The Workplacementioning

confidence: 99%

Section: Key Employee Attitudes and The Gender Gap Paradoxmentioning

confidence: 99%

Section: Gender Segregation and Gender Composition In The Workplacementioning

confidence: 99%

See 3 more Smart Citations

Working together: effects of gender composition on job satisfaction and commitment

Olafsdottir,

Einarsdottir

2024

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Is there a blast radius of workplace bullying? Ripple effects on witnesses and non-witnesses

Rosander,

Nielsen

2023

Curr Psychol

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Substantial evidence points to detrimental effects of workplace bullying on the health, well-being and job attitudes among those exposed. What is less known is how bullying affects their non-exposed colleagues. In this study, we introduce the concept “blast radius of bullying” and use social information processing theory to investigate how bullying impacts targets, witnesses, and non-witnesses. We suggest three mechanisms to understand the impact bullying may have on non-targets: the working environment mechanism, secondary victimization, and emotional contagion. We hypothesized that non-exposed colleagues in groups where bullying exists would feel some impact of bullying, but that it would be smaller for those further away from the point of impact. We also investigated the association between the severity of mistreatment and outcomes for the above-mentioned categories. We used data (n = 2215) from 195 work groups. The results provided evidence for a blast radius of bullying, however, not as far-reaching as hypothesized as only direct observation of mistreatment was associated with negative outcomes. The severity of mistreatment was not associated with the outcomes, whereas the frequency of observation had some impact for witnesses. The study showed that also witnesses may be regarded as “co-victims”.

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Role ambiguity as an antecedent to workplace bullying: Hostile work climate and supportive leadership as intermediate factors

Blomberg,

Rosander,

Einarsen

2024

Scandinavian Journal of Management

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A hostile work climate and workplace bullying: reciprocal effects and gender differences

Cited by 6 publications

References 59 publications

Working together: effects of gender composition on job satisfaction and commitment

Working together: effects of gender composition on job satisfaction and commitment

Is there a blast radius of workplace bullying? Ripple effects on witnesses and non-witnesses

Role ambiguity as an antecedent to workplace bullying: Hostile work climate and supportive leadership as intermediate factors

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