The overlap between workplace bullying and organizational dissent in New Zealand

Abstract

Purpose This study aims to examine the extent to which organizational dissent predicts perception of workplace bullying. As previous studies have reported inconsistent and sometimes contradictory results regarding the interaction between the reporting of bullying and demographic variables, these variables are examined in the New Zealand context. Organizational communication research provides considerable insight into the ways individuals make sense of and resist workplace bullying through juxtaposition with the concepts of dissent and intragroup conflict. Design/methodology/approach A nationally representative sample of managers in New Zealand (n = 239) was conducted. Surveys included demographic questions and the following measures: Organizational Dissent Scale and Negative Acts Questionnaire Revised Scale. Findings Key results and indications for further research are highlighted by the third model in this study. First, workers who reported they engaged in either articulated dissent or latent dissent were more likely to perceive workplace bullying. Second, workers who are more likely to express contrary opinions in the workplace are more likely to recognize, acknowledge and tolerate less positive interactions in the workplace such as bullying. Originality/value To the best of the authors’ knowledge, this study is the first to analyze dissent and bullying in the New Zealand context. Second, this research raises the question of whether there is a conflation of work-related bullying behaviors and bad leadership styles that may not be targeted (e.g. authoritative leadership and micromanaging). Finally, communication research provides a distinctive contribution by exploring the narrative form of worker responses to perceived bullying. In this manuscript, the authors examine potential predictors on the perception of workplace bullying in the context of New Zealand, particularly focus on the relationship between dissent and the perception of workplace bullying.

Exploring Factors to enhance Organizational Dissent: What is Moderating Effect of Psychological Safety?

“…Imparting questions is of remarkable importance and results. Scholars communicated, "The statement of dissent in an association can be conceptualized as an ethical constraint, a political right, an illuminated administration practice, a minor bother, or a culpable infringement of steadfastness" (Tootell, Croucher, Cullinane, Kelly, & Ashwell, 2023). All the studies that have been conducted on organizational dissent, the worker dissent model created has gotten especially extraordinary consideration from researchers (Riaza, Junejo, & Shar, 2020).…”