Workplace bullying: a systematic review of risk factors and outcomes

Moayed, Farman A.; Daraiseh, Nancy M.; Shell, Richard; Salem, Sam

doi:10.1080/14639220500090604

Cited by 126 publications

(117 citation statements)

References 17 publications

Supporting

Mentioning

104

Contrasting

Unclassified

Order By: Relevance

“…These authors also defined bullying or mobbing as ''an escalating process in the course of which the person confronted ends up in an inferior position and becomes the target of systematic negative social acts''. As in this case, most definitions of workplace bullying used by researchers include the essential criterion of power imbalance (i.e., Moayed et al, 2006). Hodson, Roscigno, and Lopez (2006) conceptualized power imbalances in relationships in the workplace as potentially occurring in a bidirectional manner between superiors and subordinates, and among peers.…”

Section: International Workplace Bullying Conceptualizationsmentioning

confidence: 99%

Workers' perception of workplace bullying: A cross-cultural study

Escartín

Zapf

Arrieta

et al. 2011

European Journal of Work and Organizational Psychology

103

View full text Add to dashboard Cite

This study is one of the first studies to approach workplace bullying crossculturally. It sought to compare employees' understanding of workplace bullying in two different world regions: Central America and Southern Europe, regarding three aspects of workplace bullying: psychological vs. physical harassment, hierarchical vs. horizontal bullying, and direct vs. indirect aggression. A convenience sample of 246 workers provided their own definition of workplace bullying through a single, open-ended question. The results showed that employees from Central America emphasized the physical component of workplace bullying more than the Southern European employees. However, similarities in the conceptualization of workplace bullying across both cultures were found as well. Both Southern European and Central American employees defined workplace bullying mainly as a hierarchical phenomenon, where the aggression took the form of direct strategies. Such differences and similarities bring to the field some positive inputs for the development and implementation of different strategies for dealing effectively with this phenomenon.

show abstract

Section: International Workplace Bullying Conceptualizationsmentioning

confidence: 99%

Workers' perception of workplace bullying: A cross-cultural study

Escartín

Zapf

Arrieta

et al. 2011

European Journal of Work and Organizational Psychology

103

View full text Add to dashboard Cite

show abstract

“…Another vital strength of the present study is the fact that we controlled for a wide range of potential confounders. The majority of earlier studies on workplace bullying and health outcomes have not considered such potential confounders, moderators and control variables [56]. The current study was designed to test a comprehensive model of work environment and everyday life stressors including job demands, job control, social support at work, workplace bullying, and personality factors, examination of both traditional stressors and buffering resources and the inclusion of post-traumatic stress symptoms as a possible consequence of victimization.…”

Section: Strengths and Limitations Of The Present Studymentioning

confidence: 99%

Workplace bullying and post-traumatic stress symptoms among family physicians in Lithuania: An occupation and region specific approach

Malinauskienė¹,

Einarsen²

2014

IJOMEH

View full text Add to dashboard Cite

Objectives:The study investigated associations between workplace bullying and post-traumatic stress symptoms as compared to and controlled for associations between the latter and other psychosocial stress factors at work and in everyday life. The study employed a representative sample of Lithuanian family physicians, hence investigated a particularly resourceful occupational group in a geographical region earlier found to have a high risk context for exposure to bullying at work. Material and Methods: With a response rate of 89.2%, a total of 323 family physicians filled in an anonymous questionnaire on workplace bullying, post-traumatic symptomatology (IES-R), other psychosocial stressors at work and in everyday life, personal health resources (sense of coherence), behavioral characteristics and demographic variables. The statistical software SPSS 14.0, Windows was used in the analysis. Associations were tested using a multivariate logistic regression analysis. Results: A high prevalence of bullying was found among family physicians in Lithuania, with 13% of them experiencing severe workplace bullying and 17.3% experiencing more occasional incidents of bullying. The prevalence of post-traumatic stress symptoms was also high with 15.8% scoring above the standardized cut-off thresholds for post-traumatic stress disorder. The odds ratio (OR) of severe bullying for post-traumatic stress after adjustment for age and gender was 8.05 (95% confidence intervals (CI): 3.80-17.04). In the fully adjusted model it increased to 13.88 (95% CI: 4.68-41.13) indicating cumulative effects of all the investigated stressors. Conclusions: Workplace bullying is particularly prevalent among Lithuanian family physicians, as are the symptoms of post-traumatic distress. Strong associations between post-traumatic stress and exposure to severe bullying indicate that bullying is a significant source of mental health.

show abstract

“…It is argued that individual effects of exposure to bullying "may manifest itself organizationally, as reduced motivation and creativity, as well as a rise in errors and accidents (Hoel, Sheehan, Cooper, & Einarsen, 2011, p. 130). Prior research provided evidence of the linkage between workplace bullying and an increase in employees withdrawal behavior (absenteeism rate, intention to leave and turnover) (Kivimaki, Elovainio, & Vahtera, 2000;Moayed, Daraiseh, Shell, & Salem, 2006). Other studies showed that bullying is negatively associated with productivity, satisfaction, and commitment, (Namie, 2007;Vartia, 2001;Fisher-Blando, 2008).…”

Section: Workplace Bullyingmentioning

confidence: 99%

Workplace Bullying and Unethical Behaviors: A Mediating Model

Aleassa¹,

Megdadi²

2014

IJBM

View full text Add to dashboard Cite

Workplace bullying and unethical behaviors are increasingly being recognized as serious problems that warrant attention. However, there is no previous research has investigated the possible effect of workplace bullying on employees unethical behaviors. So, this study is an attempt to fill this void. Moreover, we investigated whether this effect is mediated by psychological ownership. The model of this study was tested using survey data collected from a sample of 295 commercial bank employees. Results provided support for the proposed model, as workplace bullying predicted employees unethical behaviors and psychological ownership partially mediated the workplace bullying-unethical behaviors relationship. Recommendations and directions for future research are provided.

show abstract

Workplace bullying: a systematic review of risk factors and outcomes

Cited by 126 publications

References 17 publications

Workers' perception of workplace bullying: A cross-cultural study

Workers' perception of workplace bullying: A cross-cultural study

Workplace bullying and post-traumatic stress symptoms among family physicians in Lithuania: An occupation and region specific approach

Workplace Bullying and Unethical Behaviors: A Mediating Model

Contact Info

Product

Resources

About