Workplace Bullying and Employee Performance Among Bank Personnel in Pakistan

Hussain, Hafsa; Aslam, Q

doi:10.35536/ljb.2015.v3.i2.a4

Cited by 5 publications

(10 citation statements)

References 4 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Hence, a hypothesis, 'ostracism has a relationship with workplace deviance' is derived. Hussain and Aslam (2015), conducted study on banking sector of Pakistan to know employees' performance and workplace bullying. Additionally, this study narrated the different concepts of work performance, bullying related to work and the person.…”

Section: Literature Reviewmentioning

confidence: 99%

As Study on Workplace Ostracism on Work Productive Behavior of Employees With Mediating Effect of Emotional Intelligence

Zahid

Rehman

Rafiq

et al. 2021

RAMSS

View full text Add to dashboard Cite

Ostracism in the workplace has emerged as the burning issue for organizations, that grabbed the attention of researchers, practitioners and academicians to help corporate world. Thus, every organization is wandering the result-oriented solution to this issue to get employees satisfied and motivated. The research used ostracism as an independent, emotionally intelligence is mediator and counterproductive work behavior, aggressive behavior and workplace deviance as dependent variables. The research is significant for organizations, practitioners, and theory and policy makers. Quantitative research approach is used in this research. A Likert scale close ended questionnaire is used to collect respondents, response. Data is collected from the banking sector. The study has incorporated 300 respondents to collect data. The simple random sampling technique is used for research purpose. Results show that a statistically significant impact exists in the magnitude of counterproductive work behaviors (CWBs) and ostracism, aggressive behavior and ostracism and ostracism and workplace deviance.

show abstract

Section: Literature Reviewmentioning

confidence: 99%

As Study on Workplace Ostracism on Work Productive Behavior of Employees With Mediating Effect of Emotional Intelligence

Zahid

Rehman

Rafiq

et al. 2021

RAMSS

View full text Add to dashboard Cite

show abstract

“…Previous studies have identified socio-employment challenges female bankers face in Nigeria to be sexual harassment (Pina & Gannon, 2010), work stressors predisposing to work-family conflict (Fawole & Isiaq, 2017), fear of possible workplace bullying by management or co-workers (Hussain & Aslam, 2015), job insecurity (Kunle et al, 2013), gender discrimination (Iyiola, 2011), and responsibility of pursuing unattainable financial target within a stipulated time frame (Ogechukwu, 2013). Consequently, these socio-employment challenges have the potential of engendering psychological distress like tension and frustration among female bankers, nonetheless the moderating influence of perceived-organizational justice.…”

Section: Statement Of the Problemmentioning

confidence: 99%

“…Interestingly, Mukah (2020) noted that treating bankers decently and fairly enhances performance. In Nigeria, banking has been observed to be fraught with myriad of challenges for female bankers, such as sexual harassment (Pina & Gannon, 2010), work-family conflict (Fawole & Isiaq, 2017), fear of workplace bullying by management or co-workers (Hussain & Aslam, 2015), job insecurity (Kunle, Shittu, & Kolawole, 2013), and gender discrimination (Iyiola, 2011). Psychological distress can be caused by people's perceptions of unfairness and their tendencies to think, feel, and act in radicalizing way (van den Bos, 2020).…”

Section: Introductionmentioning

confidence: 99%

Psychological Distress of Aguata Suburban Female Bankers, Anambra State, Nigeria: Interplay of Perceived Organizational Justice, Job-Related Tension, and Organizational Frustration

2020

GJHRM

View full text Add to dashboard Cite

This study examined psychological distress of Aguata suburban female bankers, Anambra State, Nigeria, with the objectives of understanding the interplay of job-related tension, perceived organizational justice and organizational frustration, using 89 participants, age-ranged 26-56 years, mean age 39.19, and standard deviation 7.35, sampled through cluster sampling technique. Reliable/valid instruments used were Job-related Tension Scale, Perceived-Organizational Justice Scale, and Organizational Frustration Scale. Multiple regression statistic tested the hypotheses postulated. The findings were job-related tension had significant positive correlation and significantly predicted 50% with organizational frustration; as well as have negative correlation with perceived-organizational justice of the participants. Perceivedorganizational justice did not significantly predict organizational frustration (21% only) of female bankers. Recommendations were: Psychological intervention mechanisms should be provided for bankers. Organizational justice policies need to be complimented with proaction facilitators to reduce psychological distress of female bankers.

show abstract

“…Mobbing is defined as a phenomenon characterized by hostile behaviors, actions and practices directed at one or more employees, both consciously or not, and which can damage the individual's physical or psychic integrity, besides interfering in their performance and in their work environment, and which results in losses for the individual or for the company (EINARSEN et al, 2005;BANO;MALIK, 2013;TARIQ;ALI, 2012;HUSSAIN;ASLAM, 2015;YAHAYA et al, 2012;BASHIR;HANIF, 2011;FERRAZ, 2014;COYNE, CRAIG;CHONG, 2004;CONTRERAS;LÓPEZ, 2007;LEYMANN, 1990;SILVA et al, 2017;SILVA et al 2019a;SILVA et al 2019b).…”

Section: Introductionmentioning

confidence: 99%

Novas perspectivas sobre o assédio moral em instituições bancárias

et al. 2020

View full text Add to dashboard Cite

The objective of this research was to diagnose bullying based on the perception of the occurrence of the phenomenon by employees of public and private banking institutions in the city of João Pessoa, state of Paraíba, Brazil. It is a descriptive research and a case study with a quantitative approach applied to a simple random sample of 156 bank clerks, through a sociodemographic questionnaire and a perception scale of mobbing at work, validated by Martins and Ferraz (2014). Data were analyzed by using the SPSS software and compared by Chi-square tests and variance analysis. There was an equal participation concerning gender, most of them from white ethnicity, married, graduates, and mean age of 39 years. It was found that the phenomenon was perceived infrequently, at least once a month. 34% of bank clerks reported professional harassment and 19.9% reported personal harassment. Such results prompted reflection on whether the phenomenon was overcome, reduced or trivialized among the professional category studied. The results also showed that, although perceived infrequently, harassment behavior is more observed with employees in private banks than in public ones.

show abstract

Workplace Bullying and Employee Performance Among Bank Personnel in Pakistan

Cited by 5 publications

References 4 publications

As Study on Workplace Ostracism on Work Productive Behavior of Employees With Mediating Effect of Emotional Intelligence

As Study on Workplace Ostracism on Work Productive Behavior of Employees With Mediating Effect of Emotional Intelligence

Psychological Distress of Aguata Suburban Female Bankers, Anambra State, Nigeria: Interplay of Perceived Organizational Justice, Job-Related Tension, and Organizational Frustration

Novas perspectivas sobre o assédio moral em instituições bancárias

Contact Info

Product

Resources

About