Insights into workplace bullying: psychosocial drivers and effective interventions

Abstract

Research on effectiveness of workplace bullying interventions has lagged behind descriptive studies on this topic. The literature on bullying intervention research has only recently expanded to a point that allows for synthesis of findings across empirical studies. This study addresses the question of whether workplace bullying can be reduced in prevalence and consequences, if so to what extent and by which strategies and interventions. It opens with a brief overview of the nature of bullying at work and discussion of some precursors and existing interventions. However, its principal focus is on the findings obtained from selected (quasi-) experimental longitudinal studies on antibullying interventions, drawing together the results of studies conducted in Europe, USA, and Australia, including several economic sectors, and concerned about primary, secondary, and tertiary prevention programs and strategies. Additional emphasis is considered from the psychosocial drivers highlighted both from prescriptive and cross-sectional studies and factual empirical studies. One randomized control study and seven quasiexperimental longitudinal studies were identified by searching electronic databases and bibliographies and via contact with experts. The majority of outcomes evidenced some level of change, mostly positive, suggesting that workplace bullying interventions are more likely to affect knowledge, attitudes, and self-perceptions, but actual bullying behaviors showed much more mixed results. In general, growing effectiveness was stated as the level of intervention increased from primary to tertiary prevention. However, methodological problems relating to the evaluation designs in most studies do not allow direct attribution of these findings to the interventions. Overall, the evaluation of antibullying interventions must flourish and be improved, requiring close cooperation between practitioners and academics to design, implement, and evaluate effective interventions based on grounded theoretical and methodological approaches. Finally, this systematic review highlights future directions for enhancing the adoption, high-quality implementation, and dissemination of evidence-based workplace bullying prevention and intervention programs.

Psychosocial safety climate (PSC) and enacted PSC for workplace bullying and psychological health problem reduction

“…Evidence that could inform future practice regarding what measures or interventions to implement to reduce bullying potentially derives from evaluated intervention studieshowever there is a dearth of such studies (Escartín, 2016;Hodgins et al, 2014;Vartia & Leka, 2011). Against this knowledge gap, our study provides important insights to understand what a bullying free organization would look like.…”

“…Given the gravity of workplace bullying in society, for employers and employees alike, a striking paradox is that there is virtually no empirical evidence regarding the effectiveness of interventions to avert or reduce workplace bullying (see Escartín, 2016;Hodgins, MacCurtain, & Mannix-McNamara, 2014). Consequently, organizations largely focus on reducing workplace bullying through individual and interpersonal strategies, such as coaching and educational programs, to increase respectful behaviour and reduce conflict (Salin, 2008).…”

Adopting an Evidence-Based Approach to Prevent and Intervene against Workplace Bullying Situations

“…They also had some clear differences, especially the study from Hoel and Giga [26], which probably was the most accurate intervention study stressed out by the recent review from Escartín [14]. This study added value to all the previous ones for several reasons:…”

“…Previous scientific research has noticed that there is still a lack of empirical intervention studies and that unfortunately, most of the interventions developed in companies are not significantly successful. Nevertheless, a recent review found eight empirical intervention studies that accomplished good quality standards (i.e., studies had to be longitudinal (repeated measures) and had to actually apply an intervention strategy) that allowed several learning lessons [14].…”

Managing bullying in Swedish workplace settings: A concealed and only partially acknowledged problem

“…Some of the implemented interventions affected the bullying situation by bringing about a positive change in individual behaviour, attitudes, and self‐perception, along with improved knowledge (Escartín, ; Strandmark & Rahm, ). Notwithstanding, in other cases, bullying continued in spite of implemented interventions (Norton et al, ).…”