Workplace bullying and workplace deviance

Peng, Yen-Chun; Chen, Liang-Ju; Chang, Chao‐Kai; Zhuang, Wen-Long

doi:10.1108/er-01-2016-0014

Cited by 55 publications

(22 citation statements)

References 57 publications

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“…Additionally, the negative atmosphere that is caused by bullying makes working gradually more difficult, decreases productivity and increases costs either directly or indirectly (Aksoy, 2008). Absenteeism, intention and behavior of leaving, stress, exhaustion, health problems, decrease in performance, decrease in organizational commitment and a lowered job satisfaction are among the other individual and organizational negative consequences of bullying (Allen et al , 2015; Candan and Ince, 2014; Mikkelsen and Einarsen, 2001; Peng et al , 2016; Leymann, 1996; Okcu and Cetin, 2017; Yapici Akar et al , 2011; Yuksel and Tuncsiper, 2011).…”

Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

A path from bullying at work to alienation: a multi-level view

Kerse

Babadağ

2019

MRR

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Purpose The purpose of this paper is to define the outcomes of bullying at work. In that sense, the study tries to define the effect of bullying at work on work alienation and the roles of political behavior perception and organizational alienation in this effect. Design/methodology/approach The study collects data from lecturers from a university in Turkey by using questionnaires. Structural equation model is used to test hypotheses. Findings The findings of the study show that political behavior perception has a mediating role over the effect of bullying at work on work alienation, and also that organizational alienation has a mediating role over the effect of political behavior perception on work alienation. Practical implications The study confirms that perception of bullying at work is determinant on the level of work alienation; thus, it is important to minimize bullying perception. This study shows both researchers and organizations that further potential vital problems to arise as a result of bullying will diminish once bullying at work is decreased. Originality/value The research tries to define the consecutives of bullying within a multi-level point of view. Additionally, as per the authors’ knowledge, there are no other studies in the literature that handle the related variables altogether.

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Section: Theoretical Framework and Hypothesesmentioning

confidence: 99%

A path from bullying at work to alienation: a multi-level view

Kerse

Babadağ

2019

MRR

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“…high CSE), are less prone to rely on these external stressors to drive their behaviour. Therefore, employees who are high in CSE may be less likely to get affected by stressors like workplace bullying (Peng et al , 2016), and they respond less strongly to a hostile work environment than people with low CSE (Haynie et al , 2016). Based on this logic, we argue that individuals with high CSE are less likely to respond strongly to workplace bullying and propose that CSE moderates the positive relationship between workplace bullying and shame.…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

“…The experience of shame may differ depending on the individual (Brown, 2006), especially when transforming affect into behaviours and actions (da Motta Veiga et al, 2021). Employees who have high self-worthiness may be less likely to be affected by workplace bullying (Peng et al, 2016) and may be able to counteract the shame-induced feelings of being unworthy and flawed. Consistent with this line of thought and by using the behavioural plasticity theory (BPT, Brockner, 1988), we also expect that people differ in their appraisal of workplace bullying and how they respond to it.…”

Section: Introductionmentioning

confidence: 99%

Workplace bullying and diffident silence: a moderated mediation model of shame and core self-evaluation

Krishna

Soumyaja

Sowmya

2023

IJCMA

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Purpose Workplace bullying generates various emotions, including shame in the target; these emotions can induce employee silence. However, the role of shame in the relationship between workplace bullying and employee silence, and the individual differences in how victims experience shame and silence, has not yet been explored. The present study aims to fill this gap in the literature, using the effect of shame as a mediator and core self-evaluation (CSE) as a moderator. Design/methodology/approach Two thousand faculty members working in different colleges in India were invited to participate in the online survey. The participants were invited to fill in the questionnaire only if they had experienced shame by bullying during the preceding two weeks. Three hundred and twenty faculty members responded to the survey. Findings The results showed that shame mediates the relationship between workplace bullying and diffident silence. In addition, CSE moderates the relationship between shame and diffident silence but not the relationship between workplace bullying and shame. That is, diffident silence induced by shame was noted to be weaker for employees with high CSE. Importantly, the study could not find any individual difference in experiencing shame by bullying. Practical implications Improved CSE can effectively influence diffident silence through shame, helping the management to recognize workplace bullying. Originality/value It is a unique attempt to address diffident silence among Indian academicians, and study the role of targets’ shame and CSE while adopting silence on workplace bullying.

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“…Reality provides the edge for individuals to build a worldview that may shape their attitude and behaviours. Accordingly, organizational culture is a strong determinant of one's behaviour where the perception of an individual's and organizational norms specifies the individual's behaviour (Peng et al, 2016). Saussure (1959), a prominent figure of the linguistic turn, proposed that it is not the individuals who create language, instead, it's the sense that allows them to construct language.…”

Section: Social Constructivist Perspective In the Domain Of Workplace Deviancementioning

confidence: 99%

Workplace Deviance Review – A Philosophical Stance

Arshad

Malik

2021

HSSR

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Purpose of the study: The research aimed to compile extensive literature on workplace deviance typology. Methodology: The research comprises a systematic literature review. The review helps to understand the extensive work on workplace deviance (1983-2019). The articles were shortlisted based on PRISMA, preferred reporting items for systematic reviews, to provide a clear picture. Based on 75 shortlisted articles from financial times (FT) – 50. The shortlisted articles comprise four clusters, i.e., antecedents, consequences, mediators, and moderators. Main Findings: The research found the need to explore future research based on a social constructivist lens. Applications of this study: The research provides a way forward to extend research in workplace deviance. Research developed a framework to guide future research on the new relationships of workplace deviance. Hence, empirical work on these relationships can offer new insights into construct dimensionality, methodology, and philosophy. Novelty/Originality of this study: After highlighting the key contributions of the previous researchers, the research attempted to articulate the ontology of workplace deviance by suggesting the need to investigate it through a different philosophical lens. Researchers then identified various gaps to be addressed in the future.

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Workplace bullying and workplace deviance

Cited by 55 publications

References 57 publications

A path from bullying at work to alienation: a multi-level view

A path from bullying at work to alienation: a multi-level view

Workplace bullying and diffident silence: a moderated mediation model of shame and core self-evaluation

Workplace Deviance Review – A Philosophical Stance

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