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

Abstract

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.

A hostile work climate and workplace bullying: reciprocal effects and gender differences

“…The spreading of mistreatment and aggression may lead to a normalization of such behaviours (Barsade, 2002), and expressions of aggression are likely to escalate (Felson, 1982). If there are no clear sanctions and no one tries to intervene or stop the mistreatment there is an increased risk for others at the workplace to become the next victim of workplace bullying (Rosander and Nielsen, 2023).…”

“…Antisocial behaviour occurring in a work group may influence other individual group members' level of antisocial behaviours, which may create norms that preserve and prolong such behaviours (Robinson and O'Leary-Kelly, 1998). The existence of bullying may thus affect workplace norms, leading to situations where distrust, suspicion and antagonism spread, especially if witnesses do not try to intervene (Rosander and Nielsen, 2023).…”

Workplace bullying in pharmacy – a study on prevalence, impacts and barriers to reporting

“…The significant positive relationship between witnessing and experiencing workplace bullying means that a high level of risk is prevalent in the pharmacy sector in NZ. Furthermore, intervening when witnessed bullying could help make the organization a safer workplace (Rosander and Nielsen, 2023).…”

Dynamic and Multi-Party Approaches to Interpersonal Workplace Mistreatment Research

“…So far, studies on bystander reactions have highlighted that bystanders often do not act when witnessing workplace mistreatment (Latané & Darley, 1970; Hershcovis & Bhatnagar 2017), despite the fact that their involvement can be beneficial both for the target (Ng, Niven, & Notelaers, 2022) and for themselves (Nielsen et al, 2021; Rosander &Nielsen 2021). Earlier models of workplace mistreatment suggest that the lack of bystander involvement can be attributed either to the lack of clarity whether their involvement is necessary (e.g., perceived ambiguity of mistreatment; Ryan & Wessel, 2012), a negative cost/benefit analysis regarding their involvement (e.g., perceived risks; Skarlicki & Kulik 2004) or the lack of sympathy for the target (e.g., victim blaming, schadenfreude or target deservingness; Mitchell et al, 2015; Li, McAllister, Ilies, & Gloor 2019).…”