Reciprocal relations between workplace bullying, anxiety, and vigor: a two-wave longitudinal study

Rodríguez‐Muñoz, Alfredo; Moreno‐Jiménez, Bernardo; Sanz‐Vergel, Ana Isabel

doi:10.1080/10615806.2015.1016003

Cited by 63 publications

(58 citation statements)

References 57 publications

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“…It is also conceivable that targets of bullying become more anxiety-prone over time due to systematic and long-term exposure to bullying. This notion has been supported by longitudinal studies (Rodriguez-Munoz et al, 2015) albeit not consistently (Nielsen and Knardahl, 2015; Podsiadly and Gamian-Wilk, 2017). The findings are also in line with studies showing a tendency, especially among bullies, to morally justify and to attribute bulling behavior to negative traits of the victim (Thornberg and Jungert, 2014).…”

Section: Discussionmentioning

confidence: 96%

An Experimental Study on the Attribution of Personality Traits to Bullies and Targets in a Workplace Setting

et al. 2017

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Previous studies on the personality of bullies and targets have exclusively been based on self-report. Against this backdrop we conducted a between group experimental vignette study with three conditions, describing a bully, a target and a control, respectively. Students (n = 242) were recruited as participants and rated the target on the observer rating version of the NEO Five Factor Inventory-Revised reflecting the personality dimensions Neuroticism, Extroversion, Openness to experience, Agreeableness and Conscientiousness. A MANOVA showed an overall significant effect of the experimental conditions. On Neuroticism significant differences between all conditions were found with targets rated highest and the control lowest. In terms of Extroversion the target was rated as lower than the control and the bully. No main effect was found for Openness. On Agreeableness the bully was rated as lower than both the target and the control. The bully was rated lower on Conscientiousness than the control. The significant differences reflected medium to large effect sizes. By and large the results are in agreement with comparable self-report data. The results are discussed in terms of practical implications and directions for future research are outlined.

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Section: Discussionmentioning

confidence: 96%

An Experimental Study on the Attribution of Personality Traits to Bullies and Targets in a Workplace Setting

et al. 2017

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“…Many studies have shown the negative consequences of bullying on a person's health and well-being (e.g. Bonde et al, 2016;Nielsen et al, 2014;Rodríguez-Muñoz, Moreno-Jiménez, & Sanz-Vergel, 2015).…”

Section: Salutogenic Health Indicator Scale (Shis)mentioning

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

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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

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“…Workplace bullying is a long-lasting form of workplace aggression, comprised of repeated, abusive, and offensive acts against which the targets have difficulty defending themselves (Einarsen, 2000). It is a source of major distress at work, with prospective evidence showing that bullying predicts psychological health problems (Einarsen & Nielsen, 2015;Nielsen & Einarsen, 2012), depression (Kivimäki et al, 2003;Tuckey, Dollard, Saebel, & Berry, 2010), anxiety (Rodríguez-Muñoz, Moreno-Jiménez, & Sanz-Vergel, 2015), emotional exhaustion (Laschinger & Fida, 2014), and traumatic stress (Bond, Tuckey, & Dollard, 2010), as well as physical health problems, such as poor cardiovascular health (Kivimäki et al, 2003;Tuckey et al, 2010). Bullying has costly effects (McTernan, Dollard, & LaMontagne, 2013) because of increased employee sickness absence (Ortega, Christensen, Høgh, Rugulies, & Borg, 2011), higher turnover rates (Høgh, Hoel, & Carneiro, 2011), and workers' compensation claims (Bailey, Dollard, McLinton, & Richards, 2015).…”

mentioning

confidence: 99%

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

Dollard

Dormann

Tuckey

et al. 2017

European Journal of Work and Organizational Psychology

112

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Bullying at work has profound effects on both the individual and organization. We aimed to determine if organizational psychosocial safety climate (PSC; a climate specific to worker psychological health) could reduce workplace bullying and associated psychological health problems (i.e., distress, emotional exhaustion, depression) if specific procedures were implemented (PSC enactment). We theorized that the PSC enactment mechanism works via psychosocial processes such as bullying mistreatment climate (anti-bullying procedures), work design (procedures reduce stress through work redesign), and conflict resolution (procedures to resolve conflict). We used two-wave national longitudinal interview data from 1,062 Australian employees (Australian Workplace Barometer project) and structural equation modelling to explore relationships over 4 years. PSC Time 1 predicted enacted PSC and reduced bullying 4 years later. PSC Time 1 was indirectly negatively related to poor psychological health Time 2 through enacted PSC and bullying. Bullying Time 1 also gave rise to procedures which in turn reduced bullying Time 2. Our findings suggest a multi-component approach to prevent or reduce bullying. Procedures (to reduce psychosocial hazards) that emerge in a high PSC context are more comprehensive than those triggered by bullying (reactive procedures), and can therefore be more effective in reducing worker mistreatment. Building PSC and a strong climate for psychological health, and enacting PSC is fundamental to bullying prevention. ARTICLE HISTORY

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Reciprocal relations between workplace bullying, anxiety, and vigor: a two-wave longitudinal study

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Cited by 63 publications

References 57 publications

An Experimental Study on the Attribution of Personality Traits to Bullies and Targets in a Workplace Setting

An Experimental Study on the Attribution of Personality Traits to Bullies and Targets in a Workplace Setting

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

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

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