Bullying and an unfavourable working environment

Abstract

Purpose The purpose of this paper is twofold: first, to reveal the relationship between perceived bullying and the features of a favourable working environment; and second, to indicate bullying factors that especially worsen the working environment and working environment factors that contribute to the bullying experiences. Design/methodology/approach In Spring 2014, 864 staff members—including teachers, researchers, administrators, project workers and service staff—from nine Estonian universities answered an e-mail questionnaire. Findings It was revealed that “professional understating”, “unreasonable work-related demands” and “work-related malpractice” are forms of bullying that negatively affect the working atmosphere. “Appreciation”, “vertical trust”, “predictability” and “quality of leadership” are working environment factors that contribute to the experiences of bullying. Experiences of “professional understating” seem to reduce feelings related to all features of a favourable working atmosphere. A lack of “appreciation” appears to be a key environment feature that also plays a role in workplace bullying. Research limitations/implications In Estonian universities, first, “professional understating” negatively affects the feelings of “appreciation”; in contrast, a lack of “appreciation” contributes to feelings of “professional understating”. Second, “unreasonable work-related demands” is a sign of a shortage of “vertical trust” and the opposite of “trust” between management and employees, which obviously decreases perceived “workload”. The present results can be applied in at least three contexts: cultural and institutional studies, leadership practices and personal work control. Originality/value The detailed examination showed that it is possible to reveal certain bullying factors that specifically affect certain environment factors and find out particular working environment features that contribute specifically to certain kinds of bullying.

Examining Factors That Could Lead to Unethical Behaviour in Institutions of Higher Learning

“…It is important to create a favorable working environment, so that the employees can carry out their duties efficiently. Leaders again can be the main factors that can contribute to the kind of environment (Meriläinen & Kõiv, 2018). Table 2 shows previous studies conducted on the relationship of ethical leadership to unethical behavior.…”

The Role of Employee Engagement Mediates the Relationship of the Work Environment, Teamwork on Employee Performance

“…The work environment includes work relationships formed between fellow employees and work relations between subordinates and superiors as well as the physical environment where employees work Mateo et al, 2013;Jayaweera, 2015;Saputro, 2016, Pawirosumarto & Gunawan, 2017Adam, & Boateng, 2017;Meriläinen & Kõiv, 2018;Bibi, & Majid, 2018). Research Jayaweera, 2015;Rohail et al, 2017;and Raziq & Maulabakhsh, 2015 has proven that a pleasant work environment is very important to encourage the most productive levels of employee performance.…”

“…According to Pawirosumarto & Gunawan, 2017;Adam, & Boateng, 2017;Meriläinen & Kõiv, 2018;Bibi, & Majid, 2018)that a good work environment, such as an attractive and clean environment, encourages employees, individuals to complete their work effectively. According toAdam et al (2017), Organizational environment plays an important role for employees.…”

سلوکیات التنمر فى العمل وانعکاساتها على اداء العاملین بقطاع التمریض فى مستشفیات وزارة الصحة السوریة

“…And based on the previous results, the study came up with a set of recommendations concerning the ministry, the hospital administration, and staff. Keywords: bullying behaviors -work-related bullying -bullying associated with the victim's personality -bullying related to physical abuse of the victim -performance of workershospitals of the Syrian Ministry of Health (Meriläinen & Kõiv, 2018;Devonish, 2017;Francis, 2015;Devonish, 2013;Khan & Khan, 2013;Mete & Sokmen, 2016;Carroll & Lauzier, 2014;Himachali, 2009;Carroll & Lauzier, 2014;…”