Workplace cyberbullying and creativity: examining the roles of psychological distress and psychological capital

Kalyar, Masood Nawaz; Saeed, Munazza; Usta, Aydin; Shafique, Imran

doi:10.1108/mrr-03-2020-0130

Cited by 35 publications

(42 citation statements)

References 85 publications

(67 reference statements)

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“…In total, 60 articles were examined to investigate the impacts of speaking with a non-native English accent, which were categorized into three aspects: (i) affective impact [ 16 , 17 , 18 , 19 , 20 ]; (ii) behavioral impact [ 21 , 22 , 23 , 24 , 25 , 26 , 27 , 28 , 29 , 30 , 31 , 32 , 33 , 34 , 35 , 36 , 37 , 38 , 39 , 40 , 41 , 42 ]; and (iii) cognitive impact [ 43 , 44 , 45 , 46 , 47 , 48 , 49 , 50 , 51 , 52 , 53 , 54 , 55 , 56 , 57 , 58 , 59 , 60 , 61 , 62 , 63 , 64 , 65 , 66 , 67 , 68 , 69 , 70 , 71…”

Section: Resultsmentioning

confidence: 99%

“…Attitudes may impact the perception of the comprehensibility of the speakers. The different variations of English are cherished as ESL/EFL called for a more active recognition and encouraging measures to increase awareness of the global expansion of English throughout the world, which has conceived many localized versions of the language [ 36 ].…”

Section: Discussionmentioning

confidence: 99%

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Speak like a Native English Speaker or Be Judged: A Scoping Review

Tan

Jospa

Said

et al. 2021

IJERPH

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This review aims to examine the discrimination and prejudices toward the accent of non-native English speakers and cyberbullying as the ripple effect of these negative consequences. Following Arksey and O’Malley’s framework of conducting a scoping review, 60 studies from 2012 to 2021 were retrieved from the ERIC and Google Scholar databases. The studies were reviewed from two aspects: (1) psychological impact on speakers with a non-native English accent, (2) attitudes toward non-native English accents from the victim’s and perpetrator’s perspectives. The findings suggested that speaking with a non-native English accent drew negative cognitive, affective, and behavioral experiences. Biases toward non-native English accents were due to the general derogatory perception of an accent and the comprehensibility of speakers’ accent and pronunciation. “Accent acceptability” can be inculcated at all levels of education, not only through multicultural education but also through the concerted effort of policy makers and practitioners to seriously address this social issue. Accent awareness can dispel unwarranted and undesirable judgements of non-native English accent speakers. Future studies should be conducted on the effects of social and mental health experiences, particularly of non-native ESL and EFL teachers, given that this may be the only profession required to teach “live” during the pandemic and thus be subjected to public praise or ridicule.

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Section: Resultsmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Speak like a Native English Speaker or Be Judged: A Scoping Review

Tan

Jospa

Said

et al. 2021

IJERPH

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“…The hazards of harassment via ICT and social media, in particular, could take numerous forms, including drawings, words, photos, animations, and videos, with the material intended to humiliate or hurt the recipient directly or indirectly (Kowalski and Robbins, 2021). Similarly, Kalyar et al (2020) contends that cyberbullying hazards can manifest themselves in a variety of formats, including text, drawing, photos, animations, and videos, in which the information undermines, humiliates, or injures the individual directly or indirectly. According to Zhang (2021), the risk of workplace bullying is four times greater than the risk of workplace discrimination.…”

Section: The Risks Of Cyber Bullying In the Workplacementioning

confidence: 99%

“…Because companies have a legal obligation to provide a safe working environment for their employees (Farley, 2021), they risk being held vicariously liable for any bullying that occurs in the workplace, particularly bullying committed by an employee against another employee (Kalyar et al, 2020). Hsieh et al (2019) rightly propose that businesses implement anti-bullying and anti-discrimination policies that enable effective complaint and grievance channels of communication and processes especially when the majority of workers are online.…”

Section: Managing the Risks Of Cyber Bullying At Workmentioning

confidence: 99%

Governing the Risks of Cyber Bullying in the Workplace During the Era of Covid-19

Rosli

Ya'cob

Bakar

et al. 2021

MJSSH

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With the advancement of ICT, cyberbullying has become more common than ever before, particularly in modern workplaces. With the requirement of working from home during the pandemic, cyberbullying within the workplace has skyrocketed within the past year. Cyberbullying can be classified as a traditional crime that has transcended to cyberspace as a result of technological advancements and the proliferation of numerous social media platforms. Despite widespread public concern about such crime in Malaysia, the legislative response to this crime is still somewhat slow due to the gaps in the current legislation governing cyberbullying. The legal landscape governing cyberbullying is still insufficient, due to the current legal framework being too general, making investigation and prosecution of the crime difficult. Cyberbullying can result in Post-Traumatic Stress Disorder, psychological problems, major physical and mental health problems, and even suicide. The purpose of this article is to investigate the notions of cyber bullying harassment, the risks associated with such crimes, and the legal and management mechanisms for dealing with such crimes. This research makes use of a doctrinal content analysis as well as secondary data from the law, academic journals, books, and online sources. According to the authors, unequal power relations in the workplace, anonymity, and cross-border connectedness are some of the rationales for cyberbullying, which can be expressed in a variety of ways with negative consequences for employers and employees alike. The inadequacy of the present traditional and computer-specific legislation in dealing with such crime necessitates the management of such crime.

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“…As Oshio, Inoue, & Tsutsumi (2017) stated, work-family conflicts happen when individuals simultaneously face the demands of work and have to undergo various roles and obligations related to family life Psychological distress refers to the emotional suffering experienced by individuals due to difficulties coping with stressors and demands in daily life (Islam, 2019). Research showed psychological distress had been linked to increased mortality due to various health problems such as cardiovascular problems, chronic obstructive pulmonary problems, and cancer (McLachlan & Gale, 2018;Russ et al, 2012) and can reduce employee creativity (Kalyar, Saeed, Usta, & Shafique, 2021). Psychological distress is caused by conflicts that arise between the role of work and family and affects spousal Work from home is one of the policies chosen by the government due to the COVID -19 pandemic; however, work-home interactions (WHIs) can place a burden on one domain.…”

Section: Introductionmentioning

confidence: 99%

Work-home interaction and psychological distress during the COVID-19 pandemic: The mediation effect of cyberloafing

Novianti

Sjabadhyni

2021

HUMANITAS

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Novianti and Sjabadhyni (Work-home interaction and psychological distress during covid-19 pandemic…)undermining, and a more significant effect on men than women (Eddleston & Mulki, 2015). The condition causes negative feelings and thoughts, including fear, anxiety, and depression (Kyron, Rikkers, LaMontagne, Bartlett, & Lawrence, 2019). Psychological distress results from general life situations experienced by individuals consist of two main affective components: depression and anxiety (Kessler et al., 2002). This research only focused on psychological distress in the workplace setting.Conflicts arising from work-home interactions (WHIs) (Oshio et al., 2017) as the burden on work affects the obstruction of things that individuals have to do at home cause psychological distress, affecting both physical and psychological health (Davis, Gere, & Sliwinski, 2017). Working from home causes interactions between an individual's work and home life (Bilodeau, Marchand, & Demers, 2019;Darouei & Pluut, 2021;van der Lippe & Lippényi, 2020). An imbalance can place a burden on one of these domains, which in turn can affect another domain such that an individual may fail to meet their obligations at work and home (Oshio et al., 2017). This condition triggers work-family conflicts for employees; thus, they must manage conflicting work and home demands (Geurts et al., 2005;van der Lippe & Lippényi, 2020).WHIs, occur when the behavior function of a worker in one domain is influenced by reactions (either positive or negative) in other domains (e.g., the home is affected by positive or negative reactions from the office) (Geurts et al., 2005;van der Lippe & Lippényi, 2020). Balanced work and home domains can effectively help individuals save energy, develop optimal abilities in both, and assume more responsibility for their situations (Rothmann & Baumann, 2014). The dimensions of WHIs include negative work-home interactions (NWHIs), negative home-work interactions (NHWIs), positive work-home interactions (PWHIs), and positive home-work interactions (PHWIs) (Geurts et al., 2005). An NWHI is an unfavorable reaction that develops in the workplace that can inhibit function at home. An NHWI is a reaction to a negative burden developed at home that can inhibit function at work. An NWHIs are related to workers' mental health (Klumb, Voelkle, & Siegler, 2017) even previous study has indicated that NWHIs and NHWIs affect depression and anxiety (Davis et al., 2017). A PWHI is a reaction to positive loads obtained at work that can help function at home. Finally, a PHWI is a reaction to positive loads obtained at home that can help workplace functions. Abubakar (2018) revealed that PHWIs and PWHIs had more significant effects on depression than NHWIs and NWHIs. High PHWIs and PHWIs have a more significant effect in reducing depression than NHWIs and NWHIs have in increasing depression.Working from home (WFH) needs to be independent due to lack of communication with colleagues and lack of supervisor support resulting in stress that impacts both t...

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Workplace cyberbullying and creativity: examining the roles of psychological distress and psychological capital

Cited by 35 publications

References 85 publications

Speak like a Native English Speaker or Be Judged: A Scoping Review

Speak like a Native English Speaker or Be Judged: A Scoping Review

Governing the Risks of Cyber Bullying in the Workplace During the Era of Covid-19

Work-home interaction and psychological distress during the COVID-19 pandemic: The mediation effect of cyberloafing

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