Acceptance of Workplace Bullying Behaviors and Job Satisfaction: Moderated Mediation Analysis With Coping Self-Efficacy and Exposure to Bullying

Vukelić, Milica; Čizmić, Svetlana; Petrović, Ivana

doi:10.1177/0033294118793985

Cited by 12 publications

(22 citation statements)

References 57 publications

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“…Interestingly, a significant indirect effect of experience of workplace incivility via acceptability on OCB-O was observed, which is the opposite of our expectation. However, this finding could be also possible given the positive correlation between experience of workplace bullying and acceptance of workplace bullying that can negatively impact on organizational outcomes such as job satisfaction (Vukelic et al , 2019). That is, if employees understand that their organizational culture is such that workplace incivility is common, accepted and tolerated, it may be true that their OCB toward the organization would be less likely in daily work-life.…”

Section: Discussionmentioning

confidence: 99%

“…Moreover, Moon and S anchez-Rodríguez (2021) compared acceptability of uncivil workplace behaviors among South Korean and Spanish employees and concluded that the former reported higher social and personal acceptability. Similarly, Vukelic et al (2019) examined the role of acceptability of bullying behaviors (e.g. ignoring, gossiping) in the workplace.…”

Section: Consequencesmentioning

confidence: 99%

“…Similarly,Vukelic et al (2019) examined the role of acceptability of bullying behaviors (e.g. ignoring, gossiping) in the workplace.…”

Section: The Research Modelmentioning

confidence: 99%

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Understanding the consequences of workplace incivility: the roles of emotional exhaustion, acceptability and political skill

Moon

Morais

2022

IJCMA

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Purpose Workplace incivility is a common deviant behavior happening in organizational contexts, and it can have serious negative consequences such as decreasing employees’ organizational citizenship behavior (OCB) and increasing their turnover intentions. This study aims to test the argument that emotional exhaustion and acceptability of workplace incivility can act as mediators in this relationship between incivility and OCB and turnover intentions. Moreover, the assumption that employees’ political skill can act as a buffer on job strain caused by incivility displayed by both coworkers and supervisors was tested. Design/methodology/approach In total, 703 South Korean employees recruited online completed a self-assessment on their political skill first and then they were randomly assigned to one of the two conditions: either recalled a co-worker or a supervisor who had previously displayed uncivil behaviors toward them. Findings The stronger the employees’ experience of incivility, the lower their OCB-O and the higher their turnover intentions. These relationships were mediated by acceptability of incivility and emotional exhaustions. Interestingly, results also supported the moderating role of political skill on the relationship between incivility and turnover intentions mediated by acceptability, with higher politically skilled employees being more likely to accept incivility when compared to lower politically skilled employees. Originality/value Using a between-subjects design, the findings expand the current knowledge regarding the negative impacts of workplace incivility. Specifically, they showed that acceptability is an important mechanism to understand the impact of workplace incivility on OCB and turnover intention.

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Section: Discussionmentioning

confidence: 99%

Section: Consequencesmentioning

confidence: 99%

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Understanding the consequences of workplace incivility: the roles of emotional exhaustion, acceptability and political skill

Moon

Morais

2022

IJCMA

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“…Workplace bullying is a common negative event like workplace exclusion (Stagg et al , 2011) and has a significantly negative impact on the sleep quality as well as mental health of employees (Magee et al , 2015). Therefore, many scholars call for attention to workplace bullying, especially how should individuals deal with workplace bullying (Escartin et al , 2011; Vukelic et al , 2019). Following the research of Zhao et al (2016), we speculate that workplace bullying, as a negative event, will also have an impact on employees’ knowledge hiding behaviors.…”

Section: Introductionmentioning

confidence: 99%

Offense is the best defense: the impact of workplace bullying on knowledge hiding

Yao

Zhang

Luo

et al. 2020

JKM

122

167

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Purpose Workplace bullying is a common negative event suffered by employees in the workplace. The harm it brings to the organization has become the focus of the field of organizational behavior. The purpose of this study was to explore whether workplace bullying has an impact on employee knowledge hiding and to discover the underlying mechanism between the two. Design/methodology/approach Based on the conservation of resource theory and the cognitive-affective personality system theory, this paper surveys 327R&D employees of Chinese technological corporations at two time points and explores the relationship between workplace bullying and knowledge hiding as well as the underlying mechanism. This study used confirmatory factor analysis, bootstrapping method and structural equation model to validate the research hypothesis. Findings The results show that workplace bullying positively correlates with knowledge hiding; emotional exhaustion and organizational identification play a mediation role between workplace bullying and knowledge hiding, and both variables play a chain mediation role in that relationship; and forgiveness climate moderates the positive impact of workplace bullying on emotional exhaustion, further moderating the chain mediation role of emotional exhaustion and organizational identification. Originality/value The findings of this study can not only complement the existing researches on the influence of negative workplace events on employees’ knowledge hiding behaviors but also strengthen scholars’ attention and understanding of the internal mechanism between workplace bullying and knowledge hiding.

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“…First, the WPV-PMTP has an effect on the improvement of occupational coping self-efficacy. Indeed, studies have found support for the notion that the impact of job-related psychological distress may be associated with low coping self-efficacy [ 43 , 47 , 68 ]. Nurses’ perceived occupational coping self-efficacy may not only be a capacity, but also a specific functioning.…”

Section: Discussionmentioning

confidence: 99%

Effects of Integrated Workplace Violence Management Intervention on Occupational Coping Self-Efficacy, Goal Commitment, Attitudes, and Confidence in Emergency Department Nurses: A Cluster-Randomized Controlled Trial

Chang

Hsu

Ouyang

2022

IJERPH

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Patient and visitor violence (PVV), the most prevalent source of workplace violence, is largely ignored, underreported, and a persistent problem in emergency departments. It is associated with physical injuries, psychological distress, and occupational stress in nurses. A randomized controlled trial was conducted in Taiwan from January to December 2020. This study aimed to test the efficacy of an integrated Workplace Violence Prevention and Management Training Program on PVV in 75 emergency department (ED) nurses from a hospital. Cluster sampling was used because the policy of subdivision strategy was enforced during the COVID-19 pandemic. ED nurses received either the intervention or 1-hour in-service class. Data were collected from questionnaires. Data were analyzed mainly by the repeated measure analysis of variance and generalized estimating equations. The intervention had positive effects on developing stronger goal commitment, improving occupational coping self-efficacy, increasing confidence in ability to deal with violent situations, and modifying attitudes toward the causes and management of PVV in ED nurses (p < 0.05). The marginal R2 of the generalized estimating equation model for goal commitment, occupational coping self-efficacy, confidence, attitudes toward aggression in ED and aggressive behavior variables was high as 0.54 (p < 0.001), 0.45 (p < 0.001), 0.58 (p < 0.001), 0.29 (p < 0.05), and 0.72 (p < 0.001), respectively. These study models could effectively predict changes in the mean values. The benefit was driven by the effect of the intervention in ED nurses. Thus, the intervention, when applied in conjunction with routine in-service class, could exert synergistic improvements on outcomes measured in nurses.

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Acceptance of Workplace Bullying Behaviors and Job Satisfaction: Moderated Mediation Analysis With Coping Self-Efficacy and Exposure to Bullying

Cited by 12 publications

References 57 publications

Understanding the consequences of workplace incivility: the roles of emotional exhaustion, acceptability and political skill

Understanding the consequences of workplace incivility: the roles of emotional exhaustion, acceptability and political skill

Offense is the best defense: the impact of workplace bullying on knowledge hiding

Effects of Integrated Workplace Violence Management Intervention on Occupational Coping Self-Efficacy, Goal Commitment, Attitudes, and Confidence in Emergency Department Nurses: A Cluster-Randomized Controlled Trial

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