Impact of Workplace Bullying on Job Performance and Job Stress

Robert, F

doi:10.31580/jmi.v5i3.123

Cited by 34 publications

(37 citation statements)

References 13 publications

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“…Stressful events in organizations have been proven to prevent employees from performing well in organizations (De Clercq et al, 2019), due to excessive cognitive, emotional and sometimes, physical demands exerted on individuals (Balk et al, 2020). However, only few study considered the organizational mistreatment factors on employee performance, such as workplace ostracism and bullying at workplace (Baranik et al, 2017;Robert, 2018;De Clercq et al, 2019;Shen et al, 2019). Hence, this study considered the impact of organizational stressors (e.g.…”

Section: Introductionmentioning

confidence: 99%

Impact of organizational mistreatment on employee performance in the hotel industry

Sarwar

Muhammad

2020

IJCHM

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Purpose The purpose of this paper is to investigate the factors that can hinder employee performance. Thereof, this study also investigates the mediating role of perceived incivility and the moderating role of psychological capital (PsyCap) to address “why” and “when” employee performance is undermined. Design/methodology/approach Data from 485 employees of hotel industry were gathered in two-time intervals (T1 and T2) by conducting a survey. The time interval gap between Time 1 and Time 2 was 15 days. The data of the respondents were analyzed by using Smart PLS3. Findings The results revealed that injustice perceptions led to perceived incivility, while organizational dehumanization and perceived incivility decreased employee performance. Perceived incivility mediated the relationship between interactional injustice and employee performance. Moreover, PsyCap played the moderating role in curbing the effect of stressor. Practical implications This study offers hotel managers a valuable insight to formulate effective strategies that can enhance performance and PsyCap amongst their employees, aside from minimizing stressors within the context of hotel industry. Originality/value This research contributes to literature by focusing on factors that can undermine employee performance. The study outcomes have essential implications for students, researchers and practitioners. The valuable insights facilitate researchers to focus on factors that lead to deterioration of employee performance, instead of investigating the often-sought employee performance increment factors. This study aids fresh research endeavor by establishing a new avenue for investigation. Hotel managers may find this study insightful to minimize adverse stressors that could deteriorate employee performance.

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Section: Introductionmentioning

confidence: 99%

Impact of organizational mistreatment on employee performance in the hotel industry

Sarwar

Muhammad

2020

IJCHM

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“…Research [14][15][16][17] suggests that victims of bullying may endure not only physical consequences (e.g., heart diseases, sleep problems, headaches), psychological problems (e.g., depression, anxiety) but also behavioral strains (e.g., aggressive behavior, crying). Workplace bullying may lead to a decrease in job satisfaction, loss in productivity and increased intention to leave [18,19]. There is, therefore, an urgent need to be increase the general awareness of bullying, to improve our capacity to measure and assess the scale and scope of bullying, and finally to address bullying and its implications.…”

Section: Introductionmentioning

confidence: 99%

Measuring the Scale and Scope of Workplace Bullying: An Alternative Workplace Bullying Scale

et al. 2019

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The toll of workplace bullying is immense, yet, similarly as with an iceberg, its scope, scale and implications tend to remain underestimated. Several ways of assessing the prevalence of workplace bullying have been proposed in the literature. The most frequently discussed are the ‘subjective method’ assessing individuals’ perceptions of being a victim and the questionnaire, i.e., criterion-based, methods, including Negative Acts Questionnaire (NAQ) and Leymann Inventory of Psychological Terror (LIPT). Since in both cases culture plays a profound role as a mediating factor in the process of identifying, collecting, and processing data, the applicability of these methods across cultures and countries has several limitations. At this stage, it is impossible to determine the impact of the implicit cultural-bias that these methods entail on the research outcomes. This would be possible if an alternative workplace bullying scale (WBS) was at hand and, consequently, a comparative analysis was conducted. This paper, drawing from a study conducted at higher education institutions (HEI) across Pakistan, addresses this issue by devising an alternative WBS. The value added of this paper is three-fold, i.e., it elaborates on the study and the specific methods employed to prove the validity and relevance of the alternative WBS. Moreover, by so doing, it addresses some of the limitations that other methods measuring the prevalence of workplace bullying display. As a result, it adds to the researchers’ and administrators’ toolkit as regards research and policies aimed at mitigating the scope and scale of bullying at HEIs across cultures and countries.

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“…Diğer bir çalışmada iş yeri nezaketsizliğinin çalışanlarda iş stresini artırdığı, mental sağlıklarını ve iş yeri mutluluklarını da olumsuz etkilediği ifade edilmiştir (Lim vd., 2008). Ayrıca iş yeri nezaketsizliği, iş stresi oluşturarak iş performansını da olumsuz etkileyebilmekte (Robert, 2018;Rahim ve Cosby, 2016) ve aynı zamanda iş tatminini de azaltmaktadır (Welbourne, Gangadharan ve Sariol, 2015;Sharma ve Sing, 2016).…”

Section: İş Yeri Nezaketsizliğiunclassified

“…Bir başka ifadeyle, bu faktörlerin varlığından ziyade ne kadar sıklıkla ve ne şiddette oluştuğu daha önemlidir. Ayrıca iş yeri nezaketsizliğinin iş stresini artırdığı, işten ayrılma niyeti oluşturduğu, örgütsel bağlılığı, iş performansını ve iş tatminini de olumsuz etkilediği bilinmektedir (Spence Laschinger vd., 2009;Simmons, 2008;Anjum vd., 2017;Huang ve Lin, 2019;Guerrettaz, 2012;Lim vd., 2008;Robert, 2018;Rahim ve Cosby, 2016;Welbourne vd. 2015;Sharma ve Sing, 2016).…”

Section: İş Yeri Nezaketsizliğiunclassified

İş yeri nezaketsizliği, tükenmişlik ve örgütsel sinizm arasındaki ilişki: Akademisyenlere yönelik bir araştırma

Çini

2022

bmij

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Rekabetin hızla arttığı ve başarı odaklı çalışmanın öneminin sürekli hatırlatıldığı günümüz örgüt yapılarında yönetici ve çalışanlar üzerindeki stres ve baskının artması olası bir durumdur. Günümüzde yaşanan teknolojik gelişmeler her ne kadar çalışma koşullarını geçmişe göre iyileştirse de, oluşan bu baskı karşısında çaresiz kalmaktadır. Oluşan bu baskı nedeniyle çoğu zaman örgütlerde iş yeri nezaketsizliği, tükenmişlik ve örgütsel sinizm gibi istenmeyen durumlar meydana gelmektedir. Bu çalışmanın amacı akademisyenler açısından hangi değişkenlerin iş yeri nezaketsizliği ve tükenmişlik oluşturduğunun belirlenmesi ve bu değişkenlerin örgütsel sinizmle ilişkili olup olmadığının tespit edilmesidir. Çalışmanın örneklemi yükseköğretim kurumlarında görev yapan akademisyenler olarak belirlenmiştir. Analiz yöntemi olarak nitel araştırma yöntemleri tercih edilmiş, veriler mülakatlar aracılığıyla elde edilmiş ve analizler için MAXQDA 20 programı kullanılmıştır. Çalışma sonucunda iş yeri nezaketsizliği açısından; duygusal istismar, çalışma şartlarının kontrolü ve manipülasyonu, mesleki devalüasyon, tükenmişlik açısından; duygusal tükenmişlik ve kişisel başarının azalma eğilimi örgütsel sinizmle en fazla etkileşime giren değişkenler olmuştur.

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Impact of Workplace Bullying on Job Performance and Job Stress

Cited by 34 publications

References 13 publications

Impact of organizational mistreatment on employee performance in the hotel industry

Impact of organizational mistreatment on employee performance in the hotel industry

Measuring the Scale and Scope of Workplace Bullying: An Alternative Workplace Bullying Scale

İş yeri nezaketsizliği, tükenmişlik ve örgütsel sinizm arasındaki ilişki: Akademisyenlere yönelik bir araştırma

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