Ledelse og personkonflikter

Nielsen, Morten Birkeland; Matthiesen, Stig Berge; Einarsen, Ståle

doi:10.1080/00291463.2005.10637381

Cited by 18 publications

(5 citation statements)

References 40 publications

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“…Our findings show a statistically significant positive correlation between PTSD and the results of the NAQ (ρ = 0.59) as well as the results of the subjective assessment (ρ = 0.48). Using a Slovenian sample, this connection was confirmed for the first time, although it had already been detected in previous research on foreign samples (Mikkelsen & Einarsen, 2002;Nielsen et al, 2005). The descriptive analysis of our results also suggests such a connection.…”

Section: Discussionsupporting

confidence: 89%

“…Mikkelsen and Einarsen (2002) found a positive correlation between mobbing and PTSD (r = 0.34), and 76% of the studied 118 mobbing victims displayed severe symptoms of PTSD. Moreover, Nielsen, Matthiesen, and Einarsen (2005) determined that 84% of victims of mobbing had PTSD. The same authors made no observations about gender differences in the prevalence of PTSD among victims of mobbing.…”

Section: Introductionmentioning

confidence: 99%

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Mobbing in Slovenia: Prevalence, Mobbing Victim Characteristics, and the Connection with Post-Traumatic Stress Disorder

Mumel

Jan²,

Treven

et al. 2015

Naše Gospodarstvo/Our Economy

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An increasing number of organizations face the problem of mobbing, which represents a serious, widespread problem with numerous consequences for victims, organizations, and society. We also recognize the connection this phenomenon has with the emergence of post-traumatic stress disorder (PTSD). PTSD poses one of the most critical consequences for victims of mobbing, who mostly consist of employees at lower organizational levels. Our research focuses on the prevalence of mobbing in Slovenia, its correlation to PTSD, and some differences in the subjective and objective assessments of being exposed to mobbing. We found that the prevalence of mobbing in Slovenia can be compared to some previous assessments as well as data from other countries. Among the study's participants, 24% could be classified as regular victims of mobbing. For the first time, we link mobbing with PTSD using a Slovenian sample. We also recorded some interesting differences between subjective and objective assessments of mobbing, thereby indicating the importance of subjective conceptualizations of mobbing acts, which should be investigated in greater detail in future research.

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Section: Discussionsupporting

confidence: 89%

Section: Introductionmentioning

confidence: 99%

Mobbing in Slovenia: Prevalence, Mobbing Victim Characteristics, and the Connection with Post-Traumatic Stress Disorder

Mumel

Jan²,

Treven

et al. 2015

Naše Gospodarstvo/Our Economy

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“…The most popular tools for the measurement of workplace bullying are the Leymann Inventory of Psychological Terror (LIPT-60) [21] and the Negative Acts Questionnaire (NAQ) [2]. Despite the strengths of these bullying measurement methods and related scales, there is, however, considerable room for improvement [22,23]. Existing bullying questionnaires are very lengthy (e.g., LIPT-60) and, since they were developed in Europe, they are culturally specific and may have limited application in Pakistan.…”

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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“…To our knowledge, health consequences among subordinates of a laissez-faire leadership style are sparsely documented. However, a study by Nielsen, Matthiesen, and Einarsen (2005) showed that laissez-faire leadership is associated with symptoms of posttraumatic stress disorder (PTSD) among victims of bullying. Furthermore, the fact that superiors' constructive and destructive behaviors influence subordinates' health is well documented.…”

mentioning

confidence: 99%

The destructiveness of laissez-faire leadership behavior.

Skogstad¹,

Einarsen²,

Torsheim³

et al. 2007

Journal of Occupational Health Psychology

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627

534

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The aim of the study is to test the assumption that laissez-faire leadership behavior is not a type of zero-leadership, but a type of destructive leadership behavior that shows systematic relationships with workplace stressors, bullying at work, and psychological distress. A survey of 2,273 Norwegian employees was conducted and analyzed. Laissez-faire leadership was positively correlated with role conflict, role ambiguity, and conflicts with coworkers. Path modeling showed that these stressors mediated the effects of laissez-faire leadership on bullying at work and that the effects of laissez-faire leadership on distress were mediated through the workplace stressors, especially through exposure to bullying. The results support the assumption that laissez-faire leadership behavior is a destructive leadership behavior.

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Ledelse og personkonflikter

Cited by 18 publications

References 40 publications

Mobbing in Slovenia: Prevalence, Mobbing Victim Characteristics, and the Connection with Post-Traumatic Stress Disorder

Mobbing in Slovenia: Prevalence, Mobbing Victim Characteristics, and the Connection with Post-Traumatic Stress Disorder

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

The destructiveness of laissez-faire leadership behavior.

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