Workplace bullying and burnout among healthcare employees: The moderating effect of control‐related resources

Abstract

Workplace bullying is a widespread and challenging problem in healthcare organizations, bearing negative consequences for individuals and organizations. Drawing on the job demands-resources theory, in this study, we examined the relationship between workplace bullying and burnout among healthcare employees, as well as the moderating role of job autonomy and occupational self-efficacy in this relationship. Using a cross-sectional design with anonymous questionnaires, data were collected from two samples of 309 healthcare employees in a mental health facility, and 105 nurses studying for their bachelor degree in health systems administration. The findings indicated that workplace bullying was positively related to burnout dimensions, and that this relationship was moderated by job autonomy and occupational self-efficacy resources. Job autonomy interacted with workplace bullying in predicting emotional exhaustion and depersonalization; the interaction of bullying with occupational self-efficacy significantly predicted depersonalization. These results underscore the importance of control-related resources in mitigating the harmful effects of workplace bullying on employees. Implications for research and managerial practices are discussed.

Effect of the Exposure to Workplace Bullying on Turnover Intention and The Mediating Role of Job Satisfaction, Work Engagement, and Burnout

“…In addition to its direct effect, we propose that burnout serves as the pathway through which exposure to workplace bullying affects organizational outcomes such as turnover intention. We anticipate that exposure to workplace bullying would result in high levels of burnout due to results from previous research (e.g., Livne & Goussinsky, 2017;Varhama & Björkqvist, 2004). There is literature suggesting that unusually high or chronic stressors may predispose individuals to a downward spiral whereby burnout ensues due to continuous resource loss (e.g., Demerouti, Bakker, & Bulters, 2004;Hobfoll, 1989).…”

Relations Between Workplace Bullying, Conscientiousness and Counterproductive Work Behaviours: A Study at Logistics Company

“…Researches showed that problems such as sleep disorders (Lallukka, Rahkonen & Lahelma, 2011), high levels of anxiety (Rodríguez-Muñoz, Moreno-Jiménez & Sanz-Vergel, 2015), difficulty in concentration (Einarsen & Mikkelsen, 2003), lower self-esteem and selfefficiency (Chang, Su, & Mizanur, 2018;Hsieh, Wang, & Ma, 2019), burn out (Livne & Goussinsky, 2018;Purpora et al, 2019), post-trauma stress disorder (Matthiesen & Einarsen, 2004), depression (Chang, Su, & Mizanur, 2018;Miller et al, 2019), psychosomatic health problems (Björkqvist et al, 1994), physical problems (Ciby & Raya, 2018;Lever et al, 2019) are observed as consequences of workplace bullying related employees' reactions. Furthermore, O'Moore and colleagues (1998) pointed out that workplace bullying not only influences physical and mental health of employees but also damages the careers of victims.…”

Occupational Well-Being in Sexual Assault Victims and Survivors

“…While the impact of workplace bullying after sexual assault was a new finding in this study, the impact of workplace bullying on health and occupational well-being is not new. There is strong evidence that workplace bullying predicts poor mental health and performance for victims (Hewett, Liefooghe, Visockaite, & Roongrerngsuke, 2018; Livne & Goussinsky, 2018). In addition, workplace bullying is associated with a poor climate overall, as evidenced by higher turnover rates, lower job satisfaction, and increased absences (Coetzee & vanDyk, 2018; Livne & Goussinsky, 2018; McLaughlin, Uggen, & Blackstone, 2017).…”

“…There is strong evidence that workplace bullying predicts poor mental health and performance for victims (Hewett, Liefooghe, Visockaite, & Roongrerngsuke, 2018; Livne & Goussinsky, 2018). In addition, workplace bullying is associated with a poor climate overall, as evidenced by higher turnover rates, lower job satisfaction, and increased absences (Coetzee & vanDyk, 2018; Livne & Goussinsky, 2018; McLaughlin, Uggen, & Blackstone, 2017). Examining the culture of the workplace is critical to determining the types and severity of workplace bullying, as workplace culture “may motivate, facilitate, perpetuate, enable, and precipitate workplace bullying” (Pheko, Monteiro, & Segopolo, 2017, p. 571).…”