The Moderating Effects of Psychological Detachment and Thoughts of Revenge in Workplace Bullying

Jiménez, Bernardo Moreno; Rodríguez‐Muñoz, Alfredo; Pastor, Juan Carlos; Sanz‐Vergel, Ana Isabel; Garrosa, Eva

doi:10.2139/ssrn.1138791

Cited by 15 publications

(16 citation statements)

References 44 publications

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“…Employees who psychologically detach from work while off the job experience improved emotional states and less fatigue associated with negative work occurrences (e.g., Sonnentag & Bayer;Sonnentag, Binnewies, & Mojza, 2010). For example, the effects of workplace bullying on psychological strain have been found to be weaker for employees who have psychologically detached from work (Moreno-Jiménez, Rodríguez-Muñoz, Pastor, Sanz-Vergel, & Garrosa, 2009).…”

Section: The Attenuating Effects Of Psychological Detachmentmentioning

confidence: 99%

The Motivational Effects of Diminished Self-Esteem for Employees Who Experience Abusive Supervision

Vogel

Mitchell²

2015

Journal of Management

119

105

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This research considers two theoretical perspectives on employees’ motivation associated with diminished self-esteem from abusive supervision. The self-defense view of diminished self-esteem suggests that abusive supervision motivates destructive behavior in an attempt to reassert personal control and protect victims’ self-image. The self-presentational view of diminished self-esteem suggests abusive supervision motivates behavior that attempts to signal fit with and value to the workgroup and organization. On the basis of these two theoretical perspectives, we examine how employees’ diminished self-esteem from abusive supervision can motivate destructive work behavior (i.e., supervisor-directed deviance, organizational deviance) and self-presentational behavior (i.e., putting on a façade, ingratiation). Additionally, employees’ turnover intentions, which are an indicator of employees’ psychological detachment from the organization, are considered a moderator of the effects of abusive supervision on diminished self-esteem and associated behavior such that high turnover intentions attenuate the effects. Results of two field studies and a daily diary study support the hypothesized model and show that abusive supervision indirectly influences employees’ workplace deviance and self-presentational behavior via diminished self-esteem. As predicted, the effects are stronger for employees with lower versus higher turnover intentions.

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Section: The Attenuating Effects Of Psychological Detachmentmentioning

confidence: 99%

The Motivational Effects of Diminished Self-Esteem for Employees Who Experience Abusive Supervision

Vogel

Mitchell²

2015

Journal of Management

119

105

View full text Add to dashboard Cite

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“…The model in Figure 1 also depicts psychological detachment as a potential buffer of the negative impact of job stressors on strain reactions. This possibility has received more attention than the mediation model (e.g., [ 7 , 12 , 13 , 14 ]). One can, however, question the model fit in these studies, since all, except one, show small contributions (≤ 2%) to explained variance when the moderation term is added.…”

Section: Introductionmentioning

confidence: 99%

“…Moreno-Jiménez, Rodríguez-Muñoz et al . [ 12 ] found that detachment moderated the relationship between bullying at work and psychological strain. Here, the moderator term explained 2% additional variance ( p < 0.05; N = 511).…”

Section: Introductionmentioning

confidence: 99%

Psychological Detachment in the Relationship between Job Stressors and Strain

Safstrom

Hartig

2013

Behavioral Sciences

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We investigated the mediating versus moderating role of psychological detachment in the relationship between job stressors and psychological strain. Our sample consisted of 173 university students invested in challenging programs of advanced professional studies, who could find it difficult to detach from work. Hierarchical regression analyses of cross-sectional survey data affirmed the role of psychological detachment as a mediator in the relationship between job demands and perceived stress. Detachment also mediated the relationship between job demands and satisfaction with life, although the association disappeared when controlling for negative affectivity. Detachment did not mediate relationships between job demands and cognitive failures. Psychological detachment did not moderate any of the investigated relationships. The study contributes to a view of psychological detachment as less subject to individual differences than to the imposition of stressors in the given context.

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“…The process was also animated by the possibility that those affected while sent away from work, and yet may think painfully but with little or no support in terms of self-kindly choices. Clearly, such detachment itself may not be enough (Moreno-Jimenez et al, 2009). For me, this incubation led to a search for what or how one could assist a person.…”

Section: Initial Engagementmentioning

confidence: 99%

The ‘tapestry’ of bricolage: Extending interdisciplinary approaches to psycho-spiritual self-care research

Devenish-Meares

2020

Methodological Innovations

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Interdisciplinary psycho-spiritual research into workplace stress and self-care is scant noting the fact that negative self-talk and harsh self-judgement stymie the search for inner meaning and self-care. To address this, this article uses an intuitive and reflection-oriented methodology to research self-care choices for the stressed and suffering worker. In particular, it breaks new ground because no workplace-based applied psycho-spiritual research uses bricolage, let alone the heuristic inquiry process which gives expression to it. Bricolage is a tapestry of ideas, themes and possibilities cobbled together to produce creative outcomes. It adapts and co-opts whatever information from whichever discipline that is necessary. This approach appears well suited to the subjective, intuitive nature of workplace stress and suffering and especially where interdisciplinary approaches to self-care are warranted. The heuristic inquiry process which is used for the first time for workplace self-care works intentionally with interior resources that may be unknown or fragmented and dialogues sensitively with inner ‘rules’ or patterns that may have become problematic. Incubation and reflective illumination produce tacit knowledge to augment healing intuition. This process is illustrated by an example. It is about a less intense focus that actively encourages tender, ‘standing apart’ from symptoms so as to allow perspectives to arise and the intuiting of transformative possibilities. From this, self-compassion, humility and meaningful detachment are re-affirmed as ways to pay self-kindly attention and address self-criticism and self-blame. The contribution of the study is threefold. First, it extends bricolage to workplace self-care by considering inner resistance and negative self-talk, both barriers to self-care. Second, it affirms the heuristic inquiry process as an intuitive method for self-care research. Third, and paradoxically, it shows that self-engagement, in a compassionate yet less intense way, can lead to self-care transformation. Finally, limitations to the study and possibilities for future research are discussed.

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The Moderating Effects of Psychological Detachment and Thoughts of Revenge in Workplace Bullying

Cited by 15 publications

References 44 publications

The Motivational Effects of Diminished Self-Esteem for Employees Who Experience Abusive Supervision

The Motivational Effects of Diminished Self-Esteem for Employees Who Experience Abusive Supervision

Psychological Detachment in the Relationship between Job Stressors and Strain

The ‘tapestry’ of bricolage: Extending interdisciplinary approaches to psycho-spiritual self-care research

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