Workplace harassment: Deterring role of transformational leadership and core job characteristics

Astrauskaitė, Milda; Notelaers, Guy; Medišauskaitė, Asta; Kern, Roy M.

doi:10.1016/j.scaman.2014.06.001

Cited by 40 publications

(37 citation statements)

References 56 publications

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“…In recent years, a growing number of empirical investigations, conducted in many countries, have highlighted the negative consequences of work-related stress for workers' health, companies and the society [1][2][3]. As a result, the issue of work-related stress assessment is nowadays considered in the legislation of many European countries [4,5].…”

Section: Introductionmentioning

confidence: 99%

Work-related stress in the Italian banking population and its association with recovery experience

Giorgi¹,

Arcangeli²,

Ariza-Montes³

et al. 2019

Int J Occup Med Environ Health

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Objectives: Over the past decade, there has been a markedly growing interest in issues involving work-related stress in Europe. In Italy, according to Eurofound, research has demonstrated high levels of stress in the banking sector. With this in mind, a study was conducted to evaluate the peculiarities of hindrance and challenge stressors, and their links with recovery in the Italian banking population. Material and Methods: The health and safety managers of a major Italian banking group were contacted and invited to participate in a stress assessment procedure, not only for research purposes but also to help them fulfill their obligations with regard to work-related stress. In total, 6588 bank workers took part in the study (57.5% males and 42.5% females) in 2012-2018. Work-related stress was measured with the Stress Questionnaire (SQ) that assesses several psychosocial working variables. Recovery was measured using a scale based on the SQ. The analysis and tabulation of the study results were performed using the Statistical Package for Social Sciences (SPSS). Results: The results have demonstrated that female respondents lack more job control and colleagues' support as compared to male respondents. Employees aged > 50 lack their supervisors' support while employees with the shortest job seniority experience the greatest role ambiguity, as well as the lack of job control and colleagues' support. The results of hierarchical regression analysis have demonstrated that the lack of colleagues and supervisors' support, as well as job demands and job control, contribute to explaining the recovery experience. The greatest contribution to the explained variance could be attributed to job demands and the lack of colleagues' support. Conclusions: This study has demonstrated an important contribution of the so-called traditional stressors to predicting recovery for the banking population in Italy. These findings suggest that banks should adopt corporate policies containing activities for the prevention of and protection against stress, with a more general objective of improving the mental health of their workers.

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Section: Introductionmentioning

confidence: 99%

Work-related stress in the Italian banking population and its association with recovery experience

Giorgi¹,

Arcangeli²,

Ariza-Montes³

et al. 2019

Int J Occup Med Environ Health

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“…In terms of the characteristics of the individual manager, constructive management involved managers who were proactive and who sometimes took risks in order overcome potential barriers to dealing with bullying. Previous research has found that constructive (Hauge, Skogstad, and Einarsen, 2007), transactional and transformational (Astrauskaite, Notelaers, Medisauskaite and Kern, 2015;Ertureten, Cemalcilar and Aycan, 2013) forms of leadership are associated with reduced bullying behaviour. This study extends upon these findings, since bullying was resolved by leadership behaviour that focused specifically on resolving bullying.…”

Section: Discussionmentioning

confidence: 95%

“…For example, Astrauskaite, Notelaers, Medisauskaite and Kern (2015) found that transformational leadership is related to decreased levels of harassment, because it provides greater autonomy, independence and power in followers. Likewise, Ertureten, Cemalcilar and Aycan, (2013) found that transactional leadership, where leaders are engaged with their work group and focus on performance and stability, is also related to decreased reported bullying behaviour.…”

Section: The Role Of Local Managers In Workplace Bullyingmentioning

confidence: 99%

Leadership and approaches to the management of workplace bullying

Woodrow

Guest

2016

European Journal of Work and Organizational Psychology

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Leadership behaviour has been identified as an important antecedent of workplace bullying, since managers may prevent, permit or engage in the mistreatment of others. However, the issue of how managers respond when bullying occurs has received limited attention. With this in mind, the aim of this study was to explore how managers behave when bullying occurs in their work group, and to elucidate the contextual issues that underlie this behaviour. This was achieved through analysis of in-depth interviews with individuals involved in cases of bullying. The findings revealed a typology of four types of management behaviour in cases of bullying, each underpinned by contextual factors at the individual, group and organizational level. The study shows that the role of leadership in workplace bullying is more complex than previously thought, and suggests several ways in which managers and organizations could deal with bullying behaviour.3

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“…Motivational job characteristics were typically found to be positively associated with positive outcomes such as job satisfaction (e.g. Judge et al 2000) or flow at work (Demerouti 2006), whereas they would negatively relate to negative outcomes including indicators of psychological health such as job anxiety or burnout (Humphrey et al 2007) and behavioural consequences such as workplace harassment (Astrauskaite et al 2015) and absenteeism (V€ a€ an€ anen et al 2003). In an effort to extend the scope of psychological health consequences traditionally associated with job characteristics and to be consistent with nurses' work realities, we investigated need for recovery and negative affect.…”

Section: Job Characteristics Need For Recovery and Negative Affectmentioning

confidence: 99%

“…) and behavioural consequences such as workplace harassment (Astrauskaite et al . ) and absenteeism (Väänänen et al . ).…”

Section: Introductionmentioning

confidence: 99%

Curvilinear effects of job characteristics on ill‐being in the nursing profession: a cross‐sectional study

Huyghebaert

Gillet

Lahiani³

et al. 2016

Journal of Advanced Nursing

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Workplace harassment: Deterring role of transformational leadership and core job characteristics

Cited by 40 publications

References 56 publications

Work-related stress in the Italian banking population and its association with recovery experience

Work-related stress in the Italian banking population and its association with recovery experience

Leadership and approaches to the management of workplace bullying

Curvilinear effects of job characteristics on ill‐being in the nursing profession: a cross‐sectional study

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