scholarly journals Workplace bullying, the development of job insecurity and the role of laissez-faire leadership: A two-wave moderated mediation study

Work & Stress ◽  
2018 ◽  
Vol 32 (3) ◽  
pp. 297-312 ◽  
Author(s):  
Mats Glambek ◽  
Anders Skogstad ◽  
Ståle Einarsen
Keyword(s):  
Workplace Bullying ◽  
Job Insecurity ◽  
Moderated Mediation ◽  
Laissez Faire

scholarly journals Exposure to Workplace Bullying: The Role of Coping Strategies in Dealing with Work Stressors

2017 ◽  
Vol 2017 ◽  
pp. 1-12 ◽  
Author(s):  
Whitney Van den Brande ◽  
Elfi Baillien ◽  
Tinne Vander Elst ◽  
Hans De Witte ◽  
Anja Van den Broeck ◽  
...  
Keyword(s):  
Social Support ◽  
Coping Strategies ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Workplace Bullying ◽  
Job Insecurity ◽  
Work Stressors ◽  
Heterogeneous Sample ◽  
Work Related

Studies investigating both work- and individual-related antecedents of workplace bullying are scarce. In reply, this study investigated the interaction between workload, job insecurity, role conflict, and role ambiguity (i.e., work-related antecedents), and problem- and emotion-focused coping strategies (i.e., individual-related antecedents) in association with exposure to workplace bullying. Problem-focused coping strategies were hypothesised to decrease (i.e., buffer) the associations between workload, job insecurity, role conflict, and role ambiguity and exposure to bullying, while emotion-focused coping strategies were hypothesised to increase (i.e., amplify) these associations. Results for a heterogeneous sample (N= 3,105) did not provide evidence for problem-focused coping strategies as moderators. As expected, some emotion-focused coping strategies amplified the associations between work-related antecedents and bullying: employees using “focus on and venting of emotions” or “behavioural disengagement” in dealing with job insecurity, role conflict, or role ambiguity were more likely to be exposed to bullying. Similarly, “seeking social support for emotional reasons” and “mental disengagement” amplified the associations of role ambiguity and the associations of both role conflict and role ambiguity, respectively. To prevent bullying, organisations may train employees in tempering emotion-focused coping strategies, especially when experiencing job insecurity, role conflict, or role ambiguity.

scholarly journals Presenteeism, Overcommitment, Workplace Bullying, and Job Satisfaction: A Moderated Mediation Relationship

2020 ◽  
Vol 17 (22) ◽  
pp. 8616
Author(s):  
Francisco Rodríguez-Cifuentes ◽  
Samuel Fernández-Salinero ◽  
Juan Antonio Moriano ◽  
Gabriela Topa
Keyword(s):  
Job Satisfaction ◽  
Workplace Bullying ◽  
Moderated Mediation ◽  
Future Research ◽  
Work Related ◽  
Organizational Consequences ◽  
The Relationship

Presenteeism is a hazardous behaviour that may have personal and organizational consequences. The main objective of this research was to investigate the relationship between presenteeism and job satisfaction and evaluate the role of overcommitment as a mediator and the role of work-related and personal bullying as moderators in these relationships. Results from 377 subjects showed that presenteeism and overcommitment are positively related to job satisfaction, with overcommitment being a mediator in the relationships. These relationships are moderated by work-related bullying but not by personal bullying. The findings are discussed, and implications, future research pathways, and limitations are noted.

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