Mental Health Problems as a Risk Factor for Workplace Bullying: The Protective Effect of a Well-Functioning Organization

Rosander, Michael

doi:10.1093/annweh/wxab040

Cited by 12 publications

(10 citation statements)

References 35 publications

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“…18 Sickness presenteeism is known to be associated with poor mental health among workers. 19 Workers who engage in frequent sickness presenteeism are reported to have a higher risk of developing depression in the future. 20 The reasons are thought to include worsening relationship with superiors and colleagues due to decreased work efficiency and poor sleep.…”

Section: Discussionmentioning

confidence: 99%

Effect of workplace infection control practices on workers’ psychological distress: a large-scale cohort study during the COVID-19 second state of emergency in Japan

Kodama

Ishimaru

Tateishi

et al. 2021

Preprint

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Background: The COVID-19 pandemic has dramatically transformed the work environment and work practices worldwide. Long-term infection control practices may increase the psychological stress on workers, and conversely, inadequate infection control practices at the working place may increase the fear of infection. This study aimed to determine the relationship between infection control practices at the workplace and employee mental health during the COVID-19 pandemic in Japan. Methods: This study was conducted in December 2020 and February 2021. The participants had undergone a preliminary survey, which revealed that they were in good mental health. Their psychological distress was investigated via a second survey, and the factors associated with distress were studied using a logistic model. Results: The results of the second survey indicated that 15.1% of participants demonstrated psychological distress. This was associated with leave-of-absence instructions, instructions for shortening business hours, and requests to avoid the workplace in case of any symptoms. Conclusion: The study found that while some infection control practices reduce workers' distress, others worsen it. Employers need to consider infection control practices as well as the worsening mental health of employees following a decrease in income caused by such measures. Follow-up studies may be necessary to clarify the long-term effects on workers' mental health.

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Section: Discussionmentioning

confidence: 99%

Effect of workplace infection control practices on workers’ psychological distress: a large-scale cohort study during the COVID-19 second state of emergency in Japan

Kodama

Ishimaru

Tateishi

et al. 2021

Preprint

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“…RIM is based on six items focussing on: The RIM was used as a control variable in the study. Its psychometric properties have been explored (Rosander & Blomberg, 2018), and associations to other relevant measures have been established (Rosander, 2021;Rosander & Blomberg, 2019).…”

Section: Unclear Roles In the Organizationmentioning

confidence: 99%

Witnessing bullying at work: Inactivity and the risk of becoming the next target.

Rosander¹,

Nielsen²

2023

Psychology of Violence

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ObjectiveBullying is a form of psychological violence defined as a prolonged, systematic mistreatment at work where the victim has difficulties defending themself. While the antecedents and consequences for those exposed to workplace bullying are well known, little is known about the consequences for bystanders who intervene when witnessing bullying of others. To fill this knowledge gap, this study examines the risk of bystanders becoming the next target of workplace bullying if they intervene or remain inactive. MethodThe study is based on a longitudinal probability sample of the Swedish workforce (n = 788). To assess new victims of bullying, respondents bullied at baseline were excluded from the analyses. The analyses were adjusted for sex, age, place of birth, education, employment period at the current place of work, managerial position, mental health problems and unclear roles in the organization. ResultsThe results showed no increased risk of becoming a new victim of bullying for respondents who had actively intervened when witnessing bullying of others. In contrast, respondents who remained inactive had a threefold risk of becoming a victim of bullying at follow-up. ConclusionsThe findings point to the importance of intervening when witnessing bullying, both for the victim and for oneself, and that this may help the organization become a safer workplace.

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“…One could argue that the association between individual causes and bullying may depend on the work environment in such a way that individual characteristics may only be associated with subsequent bullying in organization lacking in role clarity or leadership. For example, in a recent study, Rosander (2021) showed that the association between mental health problems, a known individual risk factor for bullying, and subsequent bullying, only was present if there were also organizational deficits present. Regardless of cause, workplace bullying is a long‐lasting phenomenon.…”

Section: Bullying Job Change and Consequencesmentioning

confidence: 99%

The last resort: Workplace bullying and the consequences of changing jobs

Rosander

Salin

Blomberg

2022

Scandinavian J Psychology

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This study investigated the consequences of changing jobs for employees subjected to workplace bullying. First, we hypothesized that bullied employees would be more likely to change jobs than non‐bullied employees. Moreover, we hypothesized that changing jobs would result in a reduction of exposure to bullying behaviors and an alleviation of mental health problems for those bullied at baseline. The study was based on a longitudinal probability sample of the whole Swedish workforce (n = 1,095). The time lag was 18 months. The results supported all hypotheses except one. Those employees who were bullied at baseline were more likely to have changed jobs at follow‐up. Also, for the changers there was a reduction in exposure to subsequent bullying. The actual drop in exposure to bullying behaviors was significant and substantial. This gives further support for the work environment hypothesis, suggesting the work context may be a more important cause than individual characteristics. As for mental health problems, the association between bullying and subsequent anxiety was not significant for those changing jobs, suggesting that leaving a toxic workplace may reduce anxiety relatively quickly. However, depression symptoms were not affected by the change of jobs, and the association between bullying and subsequent depression was the same 18 months later. The conclusion is that changing jobs can be a useful, last resort on an individual level, improving the situation for the victim of bullying. However, it is important to note that it does not solve any underlying organizational problems and risk factors.

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Mental Health Problems as a Risk Factor for Workplace Bullying: The Protective Effect of a Well-Functioning Organization

Cited by 12 publications

References 35 publications

Effect of workplace infection control practices on workers’ psychological distress: a large-scale cohort study during the COVID-19 second state of emergency in Japan

Effect of workplace infection control practices on workers’ psychological distress: a large-scale cohort study during the COVID-19 second state of emergency in Japan

Witnessing bullying at work: Inactivity and the risk of becoming the next target.

The last resort: Workplace bullying and the consequences of changing jobs

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