Measuring bullying at work with the short-negative acts questionnaire: identification of targets and criterion validity

Notelaers, Guy; Heijden, Beatrice van der; Hoel, Helge; Einarsen, Ståle

doi:10.1080/02678373.2018.1457736

Cited by 143 publications

(185 citation statements)

References 40 publications

Supporting

Mentioning

177

Contrasting

Unclassified

Order By: Relevance

“…Although not presented earlier it is interesting to compare the result involving the onset of the different negative acts occurring at least weekly to the selection of items used in the short version of NAQ-R called SNAQ (Notelaers, van der Heijden, Hoel, & Einarsen, 2018). Of the nine items of SNAQ, six have an onset at severe bullying according to the suggested levels of workplace bullying.…”

Section: Discussionmentioning

confidence: 99%

Levels of workplace bullying and escalation – a new conceptual model based on cut-off scores, frequency and self-labelled victimization

Rosander

Blomberg

2019

European Journal of Work and Organizational Psychology

View full text Add to dashboard Cite

The aim of this study was to identity levels of workplace bullying based on cut-off scores, frequency and self-labelled victimization, and to use these levels to identify the escalation of workplace bullying in terms of onset of different negative acts. Data were collected from a representative sample of the Swedish workforce (n = 1856). Bullying was measured using the Negative Acts Questionnaire-Revised together with self-labelled victimization based on a definition. Other variables included aspects of work experience, perception of the organization, and health and well-being. The results showed differences between the suggested levels of workplace bullying (Risk for bullying and Incipient bullying; Ongoing bullying; and Severe and Extreme bullying) for these variables, and also that different areas were pronounced at different levels of workplace bullying. Further, the onset of different negative acts depended on the level of workplace bullying, at early stages only work-related negative acts, but at higher levels more person-related negative acts. The study contributes to the understanding of workplace bullying and the escalation process. The suggested new levels of bullying also have practical and pedagogical value making it easier to grasp and to convey to, e.g. HR personnel, and organizational psychologists. ARTICLE HISTORY

show abstract

Section: Discussionmentioning

confidence: 99%

Levels of workplace bullying and escalation – a new conceptual model based on cut-off scores, frequency and self-labelled victimization

Rosander

Blomberg

2019

European Journal of Work and Organizational Psychology

View full text Add to dashboard Cite

show abstract

“…Workplace bullying was measured with the Short-Negative Acts Questionnaire (NAQ), comprising nine items (Notelaers, Van der Heijden, Hoel, & Einarsen, 2018) at T2. The NAQ/Short-NAQ is the most widely employed bullying research instrument and has been used in over 50% of the published bullying research (Nielsen & Einarsen, 2018).…”

Section: Methodsmentioning

confidence: 99%

Friend or foe? The impact of high‐performance work practices on workplace bullying

Salin

Notelaers

2020

Human Res Mgmt Journal

Self Cite

View full text Add to dashboard Cite

The aim of this paper is to examine the relationship between high‐performance work practices (HPWPs) and workplace bullying and identify possible mediators. The study presents hypotheses based on two competing perspectives: a mutual gains perspective, arguing that HPWPs lead to higher perceptions of justice and less role conflict, thereby reducing the risk of bullying; and, a critical perspective, arguing that HPWPs lead to work intensification and competition among colleagues, and thereby to more bullying. A two‐wave survey (n = 209) was conducted among business professionals in Finland. The results show that HPWPs are associated with less bullying, and justice and role conflict mediated the relationship. Thus, the results provide support for the mutual gains perspective on HPWPs, challenging prevailing assumptions in the bullying literature that suggest performance‐enhancing HR practices are a risk factor. Instead, the results point to the significance of HPWPs as an important tool to prevent bullying.

show abstract

“…Various tools for evaluating bullying have been developed. The Negative Acts Questionnaire‐Revised (NAQ‐R), developed by Einarsen, Hoel, and Notelaers (2009), has been widely used for research on workplace harassment in foreign countries (Nielsen, Matthiesen, & Einarsen, 2010; Notelaers, Heijden, Hoel, & Einarsen, 2019; Olender, 2017). Originally, this scale had 23 items (Einarsen et al, 2009), but the newer, English version, called The Negative Acts Questionnaire‐Revised (NAQ‐R), contains 22 items.…”

Section: Introductionmentioning

confidence: 99%

Bullying in nursing evaluated by the Negative Acts Questionnaire‐Revised: A systematic review and meta‐analysis

Serafin

Sak‐Dankosky

Czarkowska–Pączek

2020

Journal of Advanced Nursing

View full text Add to dashboard Cite

Aims:To report a synthesis of the empirical studies that used the Negative Acts Questionnaire-Revised (NAQ-R) to assess bullying among nurses based on evaluation of the psychometric properties and use and usability of the instrument and identification of the variables associated with bullying.Design: Systematic review and meta-analysis. Data sources: Four databases were used in the literature search: PubMed, CINAHL, PsycINFO and Scopus. The search was limited to original publications describing results of empirical studies written in English or Polish and published in peer-reviewed journals between 2002 and 2018.Review methods: Two reviewers independently assessed eligibility, extracted data and conducted quality assessment. Based on the extracted data, three separate meta-analyses were conducted.Results: Thirty-one articles were included in the review, 13 of which were selected for meta-analysis. In studies where participants reported bullying (N = 19), its prevalence ranged from 17-94%. Variables most often associated with bullying were age, educational level and years of professional experience. Usability of this instrument in different countries was supported by a high reliability in each study. In two metaanalyses, which included 12 studies with mean NAQ-R and item scores, the heterogeneity of data was calculated as high and moderate respectively. Conclusion:The good quality of the NAQ-R in determining variables related to bullying is endorsed. Variables related to bullying identified in this review could be used to map out a model of a potential bullying victim for preventative measures. Impact:The NAQ-R is a useful and reliable tool for measuring bullying among nurses; however, there remains a strong need to assure that a verified, standardized and updated bullying taxonomy is used in future studies to ensure reliable and comparable data. A model of a potential bullying victim may help nursing directors foster a healthier workplace environment, thereby improving patient outcomes in the long-term. K E Y W O R D Sbullying, management, meta-analysis, nursing practice, systematic review

show abstract

Measuring bullying at work with the short-negative acts questionnaire: identification of targets and criterion validity

Cited by 143 publications

References 40 publications

Levels of workplace bullying and escalation – a new conceptual model based on cut-off scores, frequency and self-labelled victimization

Levels of workplace bullying and escalation – a new conceptual model based on cut-off scores, frequency and self-labelled victimization

Friend or foe? The impact of high‐performance work practices on workplace bullying

Bullying in nursing evaluated by the Negative Acts Questionnaire‐Revised: A systematic review and meta‐analysis

Contact Info

Product

Resources

About