Organisational Effects of Workplace Bullying

Hoel, Helge; Sheehan, Michael; Cooper, Cary L.; Einarsen, Ståle

doi:10.1201/ebk1439804896-8

Cited by 90 publications

(95 citation statements)

References 37 publications

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“…A range of detrimental outcomes has been shown to arise in the aftermath of bullying, for the individual target as well as at the organisational and societal level (Hoel, Sheehan, Cooper, & Einarsen, 2011;Hogh, Mikkelsen, & Hansen, 2011). These consequences include impaired mental health (Brousse et al, 2008;Hauge, Skogstad, & Einarsen, 2010), impaired somatic health (Kivimäki et al, 2003;Saastamoinen, Laaksonen, Leino-Arjas, & Lahelma, 2009), decreased job dedication and job satisfaction (Rodríguez-Muñoz, Baillien, De Witte, Moreno-Jiménez, & Pastor, 2009), and increased absenteeism (Kivimäki, Elovainio, & Vahtera, 2000) and intention to leave (Quine, 1999).…”

Section: Introductionmentioning

confidence: 99%

Workplace bullying, the development of job insecurity and the role of laissez-faire leadership: A two-wave moderated mediation study

2018

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Workplace bullying is increasingly recognised as a risk factor for job loss and exclusion from working life. Consequently, bullying may represent an antecedent of job insecurity, but this notion has not been sufficiently tested using prospective, representative data. In the present study, the association between workplace bullying and job insecurity was therefore investigated using a two-year time lag and a representative sample of Norwegian employees (N = 1775). Employing regression analysis, support for a cross-lagged effect of bullying on stability adjusted job insecurity was found. With respect to explanatory mechanisms, a moderated mediation analysis also revealed that this relationship is mediated by continued exposure to bullying behaviours at T2, and, that the relationship between baseline bullying and continued victimisation at T2 is moderated by laissez-faire leadership (i.e. the enactment of passive-avoidant and non-responsive leadership behaviour). Thus, laissez-faire leadership appears to represent a condition under which the bullying process can endure and progress, and the bullying behaviours associated with such sustained and escalated scenarios seem to be particularly relevant antecedents of job insecurity. These results represent novel contributions to our understanding of workplace bullying and job insecurity, holding important implications for prevention of workplace bullying and alleviation of its negative consequences. ARTICLE HISTORY

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Section: Introductionmentioning

confidence: 99%

Workplace bullying, the development of job insecurity and the role of laissez-faire leadership: A two-wave moderated mediation study

2018

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“…Bullying also causing employees are less able to cope with daily duties cooperate with others (Einarsen, 2000), tend to withdraw, reluctant to communicate because they fear criticism and loss of morale (Field, 1996). Studies on the prevalence of workplace bullying have shown extensive consequences on Several levels on the individual level Several studies revealed dramatic consequences on victims, ranging from musculoskeletal complains to anxiety, insomnia and depression (Hogh, Mikkelsen & Hasen, 2011); on the organizational level there are Several costs like absenteeism, turnover and replacement, loss of motivation and productivity, amongst others (Hoel, Sheehan, Cooper & Einarsen, 2011). These arguments yielded the following hypothesis: (H1) workplace bullying negatively correlates with organizational citizenship behavior.…”

Section: Introductionmentioning

confidence: 99%

The Consequences of Workplace Bullying Toward Employee Organizational Citizenship Behavior

Zulkarnain¹,

Ginting²,

Novliadi³

et al. 2017

Proceedings of the 1st International Conference on Social and Political Development (ICOSOP 2016)

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Abstract-Pleasant or unpleasant experiences in the workplace appear to have an immense impact on organizational citizenship behavior. This study comes up with two research objectives. First is to find out the consequences of workplace bullying toward employee organizational citizenship behavior. Second is to find out the determinants of organizational citizenship behavior based on typical of workplace bullying such as work related bullying, personal bullying and physical intimidation. There were 150 public service employees involved in this study. The results showed that workplace bullying negatively impacted toward organizational citizenship behavior. Based on stepwise analysis, it showed that work related bullying; personal bullying and physical intimidation were contributed to decreasing of organizational citizenship behavior. Implication of this study are expected to provide an understanding of how workplace bullying impacted to employee organizational citizenship behavior and it could be the guidelines for the policy makers for implementation of better human resource policy.

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“…Furthermore, some studies have also shown that bullying witnesses reported higher stress and less job satisfaction than non-observers (e.g., 4) ). In addition, workplace bullying has also severe negative effects on the organization since it reduces productivity and increases counterproductive behaviors of the employees such as absenteeism, intent to leave the organization, turnover, earlier retirements and work-related accidents (e.g., [5][6][7] ).…”

Section: Introductionmentioning

confidence: 99%

An Operative Measure of Workplace Bullying: The Negative Acts Questionnaire Across Italian Companies

2011

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Workplace bullying has been a topic of increasing interest since the 90s. Several studies have contributed to a better understanding of the antecedents and consequences of being exposed to negative acts at work during a prolonged period of time. However, there is a lack of validated instruments in Italian to map workplace bullying. Consequently, the goal of the present study is twofold. . Furthermore, significant correlations between bullying dimensions and organizational climate were found, which provided additional support for using the NAQ-Italian reduced version. Implications to prevent bullying and improve employees' well-being using this method are discussed.

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Organisational Effects of Workplace Bullying

Cited by 90 publications

References 37 publications

Workplace bullying, the development of job insecurity and the role of laissez-faire leadership: A two-wave moderated mediation study

Workplace bullying, the development of job insecurity and the role of laissez-faire leadership: A two-wave moderated mediation study

The Consequences of Workplace Bullying Toward Employee Organizational Citizenship Behavior

An Operative Measure of Workplace Bullying: The Negative Acts Questionnaire Across Italian Companies

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