Workplace bullying

2018 ◽  
Vol 40 (2) ◽  
pp. 264-280 ◽  
Author(s):  
Darcy McCormack ◽  
Nikola Djurkovic ◽  
Apollo Nsubuga-Kyobe ◽  
Gian Casimir
Keyword(s):  
Policy Development ◽  
Workplace Bullying ◽  
Self Report ◽  
Interactive Effects ◽  
Cross Sectional ◽  
Content Type ◽  
Work Related ◽  
Gender Dyads ◽  
Report Data ◽  
Self Report Data

Purpose The purpose of this paper is to examine if the gender of the perpetrator and the gender of the target have interactive effects on the frequency of downward workplace bullying to which targets are subjected. Design/methodology/approach A cross-sectional design was used on a sample of 125 schoolteachers in Uganda. Self-report data on downward workplace bullying were obtained using the Negative Acts Questionnaire. Findings The perpetrator’s gender and the target’s gender have interactive effects on the level of downward bullying to which targets are subjected. Although targets in within-gender dyads reported higher levels of overall downward workplace bullying than did targets in between-gender dyads, a significant gender-gender interaction was found for personal harassment and work-related harassment but not for intimidation nor organisational harassment. Research limitations/implications The generalisability of the findings is limited due to the sample consisting entirely of schoolteachers in Uganda. Self-report data are a limitation as they are subjective and thus susceptible to various perceptual biases (e.g. social desirability, personality of the respondent). Examining the interactive effects of gender on workplace bullying helps to provide a better understanding of the potential influence of gender in bullying scenarios. The findings from research that considers only the main effects of gender whilst ignoring interactive effects can misinform any theory or policy development. Practical implications Organisations need to resocialise their members so that they learn new attitudes and norms regarding aggressive behaviour in the workplace. Originality/value This paper contributes to the literature on workplace bullying by examining the interactive effects of gender on the frequency of downward workplace bullying.

Dangers of workplace bullying: evidence from the Caribbean

2017 ◽  
Vol 9 (1) ◽  
pp. 69-80 ◽  
Author(s):  
Dwayne Devonish
Keyword(s):  
Workplace Bullying ◽  
Longitudinal Research ◽  
Self Report ◽  
Caribbean Region ◽  
Three Dimensional Model ◽  
Cross Sectional ◽  
Content Type ◽  
Work Related ◽  
The Caribbean ◽  
Job Strains

Purpose The purpose of this paper is to examine whether person-related bullying, work-related bullying, and physically intimidating bullying predict three forms of job strain: physical exhaustion, work-related depression, and interpersonal counterproductive work behaviour (CWB-P). Design/methodology/approach The study surveyed a wide cross-section of employees across a number of private sector organisations in a small developing country in the Caribbean region. Findings The prevalence rate of workplace bullying in the current Caribbean sample was 54 per cent. The regression results revealed that person-related bullying and work-related were positively related to work-related depression, whereas physically intimidating bullying and work-related bullying were positively related to CWB-P. None of the three forms of bullying predicted physical exhaustion. When the overall workplace bullying composite was used, all three job strains were significantly predicted. Research limitations/implications The study utilised a cross-sectional self-report survey research design which does not permit causal inferences to be made. Common method variance is a possible limitation due to the use of self-report measure but this was ruled out by a Harman’s single factor test. Longitudinal research using a mixture of subjective and objective measures is needed to further investigate these relationships reported here. Practical implications First, social and interpersonal skills and emotional intelligence training and development opportunities should be provided to both managers and employees as a means of developing individuals who are socially aware, interpersonally competent, and emotionally intelligent in their interactions with each other at work. Second, a zero-tolerance approach should be communicated throughout the organisation evidenced by clear and explicit organisational policies against these acts. Third, it would be of good practical value to establish health and safety committees to identify, assess and tackle various psychosocial and other hazards at work (e.g. workplace bullying). Originality/value The study utilised a three-dimensional model of bullying at work (as well as a composite form of bullying) for predicting three forms of job strains among employees in various Caribbean workplaces.

The Relationship between Spouse abuse and Subjective Job-related Variables in a Sample of Employed Women

1993 ◽  
Vol 23 (3) ◽  
pp. 145-148 ◽  
Author(s):  
Karen Ortlepp ◽  
Nokuphila Doreen Nkosi
Keyword(s):  
Spouse Abuse ◽  
Self Report ◽  
Cross Sectional ◽  
Work Related ◽  
Correlational Design ◽  
Employed Women ◽  
Report Data ◽  
Self Report Data ◽  
The Relationship ◽  
Practical Implications

The aim of the present study was to investigate the relationship between spouse abuse, both physical and nonphysical, and the subjective work-related variables of job satisfaction and job involvement in employed women. Given the exploratory nature of the study, a cross-sectional, correlational design was adopted. Self-report data was collected from 65 African nurses working in a private nursing consultancy in the Johannesburg area. Pearson product-moment correlations were computed. The results indicated that there is a significant inverse relationship between spouse abuse and the subjective job-related variables focused on in this study. Theoretical and practical implications are discussed in terms of these findings.

Perceived investment in employee development and taking charge

2016 ◽  
Vol 31 (1) ◽  
pp. 50-60 ◽  
Author(s):  
Anders Dysvik ◽  
Bård Kuvaas ◽  
Robert Buch
Keyword(s):  
Employee Development ◽  
Work Conditions ◽  
Self Report ◽  
Job Autonomy ◽  
Causal Inferences ◽  
Cross Sectional ◽  
Content Type ◽  
Taking Charge ◽  
Report Data ◽  
Self Report Data

Purpose – The purpose of this paper is to investigate whether the relationship between perceived investment in employee development (PIED) and taking charge is moderated by perceived job autonomy. Design/methodology/approach – Self-report data were obtained from 737 employees. In addition, manager ratings of taking charge were obtained for 154 employees from their respective managers. Hierarchical moderated regression analyses were used to test the hypotheses. Findings – The results revealed a positive relationship between PIED and both self-reported and manager-rated taking charge only for employees who perceived high levels of job autonomy. Research limitations/implications – Given the cross-sectional nature of the data, no causal inferences can be drawn. Practical implications – Managers and organizations may benefit from providing work conditions that facilitate a felt obligation to reciprocate, but at the same time provide sufficient levels of perceived job autonomy to actually do so with respect to increasing the levels of employees’ voluntary and constructive efforts to improve work situations. Social implications – Greater levels of employee taking charge behaviors may offset the decline of businesses and thus aid in reducing long-term unemployment in the society at large. Originality/value – This study contributes to a more complete understanding of how job characteristics may facilitate or inhibit the influence of antecedents for taking charge.

scholarly journals Employee involvement and job satisfaction: a tale of the millennial generation

2019 ◽  
Vol 41 (3) ◽  
pp. 374-388 ◽  
Author(s):  
Gustavo A. García ◽  
Diego René Gonzales-Miranda ◽  
Oscar Gallo ◽  
Juan Pablo Roman-Calderon
Keyword(s):  
Job Satisfaction ◽  
Employee Involvement ◽  
Positive Impact ◽  
Self Report ◽  
Cross Sectional ◽  
Content Type ◽  
Report Data ◽  
Self Report Data ◽  
Ordered Probit Models ◽  
General Aspects

Purpose The purpose of this paper is to empirically study the effect of employee involvement in the workplace on job satisfaction for millennial workers in Colombia. Design/methodology/approach Data were obtained from a sample of 2103 millennial employees working in 11 companies of different sectors located in the five main cities of Colombia. Ordered probit models were estimated to study the effect of employee involvement on job satisfaction, in general, and how different forms of participative decision making in the workplace produce different impacts on individual satisfaction with objective and intrinsic aspects of the job, in particular. Findings The empirical results show that, for millennial workers, there is a positive link between employee involvement and job satisfaction. Moreover, there is a higher positive impact on job satisfaction when millennial workers participate in decisions on general aspects of the company than when they participate in specific decisions such as those concerning teamwork or main tasks at work. Another interesting result is that millennial workers attach high importance to intrinsic aspects of their jobs (such as the possibility to use their knowledge in the work), which may improve their satisfaction in a higher participative environment. Research limitations/implications The results can present bias due to the use of self-report data from millennial workers. Another potential limitation is the cross-sectional nature of the data, which does not control for unobserved individual effects. The study may be extended to other developing countries to help identify results more precisely for different contexts. Originality/value The value lies in exploring the relationship between employee involvement and job satisfaction for millennial workers in the context of a developing country. The paper simultaneously considers different types of employee involvement and estimates their effects on different facets of job satisfaction.

Job demands, health, and absenteeism: does bullying make things worse?

2013 ◽  
Vol 36 (2) ◽  
pp. 165-181 ◽  
Author(s):  
Dwayne Devonish
Keyword(s):  
Health Outcomes ◽  
Workplace Bullying ◽  
Longitudinal Research ◽  
Job Demands ◽  
Self Report ◽  
Interactive Effects ◽  
Causal Inferences ◽  
Cross Sectional ◽  
Content Type ◽  
Job Strains

Purpose – The purpose of this paper is to examine workplace bullying as a potential moderator (or exacerbator) in the relationship between job demands and physical, mental and behavioral strain. Design/methodology/approach – Survey data from a cross-section of 262 employees were collected using a range of measures and hierarchical moderated regressions were performed to examine the interactive effects of job demands and workplace bullying on physical exhaustion, depression, and medically certified and uncertified absenteeism. Findings – The results revealed that workplace bullying significantly exacerbated the effects of job demands on physical exhaustion, depression, and uncertified absenteeism. Research limitations/implications – The study utilized a cross-sectional self-report survey research design which does not permit causal inferences to be made. Longitudinal research is needed to further investigate these relationships reported here. Practical implications – Managers should seek to minimize workplace bullying as well as excessive job demands to help alleviate the risk of employees developing negative health outcomes. Originality/value – The study investigated how different categories of stressors interact with each other to predict various health outcomes or forms of job strains.

Motivational mechanisms influencing error reporting among nurses

2015 ◽  
Vol 30 (2) ◽  
pp. 118-132 ◽  
Author(s):  
Marcello Russo ◽  
Filomena Buonocore ◽  
Maria Ferrara
Keyword(s):  
Perceived Control ◽  
Equation Model ◽  
Subjective Norms ◽  
Self Report ◽  
Error Reporting ◽  
Cross Sectional ◽  
Content Type ◽  
Behavioral Reasoning Theory ◽  
Report Data ◽  
Self Report Data

Purpose – The purpose of this paper is to explore antecedents, namely reasons for/against error reporting, attitudes, subjective norms, and perceived control, of nurses’ intentions to report their errors at work. Design/methodology/approach – A structured equation model with cross-sectional data were estimated to test the hypotheses on a sample of 188 Italian nurses. Findings – Reasons for/against error reporting were associated with attitudes, subjective norms and perceived control. Further, reasons against were related to nurses’ intentions to report errors whereas reasons for error reporting were not. Lastly, perceived control was found to partially mediate the effects of reasons against error reporting on nurses’ intentions to act. Research limitations/implications – Self-report data were collected at one point in time. Practical implications – This study offers recommendations to healthcare managers on what factors may encourage nurses to report their errors. Social implications – Lack of error reporting prevents timely interventions. The study contributes to documenting motivations that can persuade or dissuade nurses in this important decision. Originality/value – This study extends prior research on error reporting that lacks a strong theoretical foundation by drawing on behavioral reasoning theory.

Does Dispositional Mindfulness Predict the Development of Grit?

2018 ◽  
Vol 39 (2) ◽  
pp. 76-87 ◽  
Author(s):  
Buaphrao Raphiphatthana ◽  
Paul Jose ◽  
Karen Salmon
Keyword(s):  
Undergraduate Students ◽  
Online Survey ◽  
Cross Sectional Study ◽  
Self Report ◽  
Dispositional Mindfulness ◽  
Cross Sectional ◽  
Report Data ◽  
Self Report Data ◽  
Acting With Awareness ◽  
Mindfulness Facets

Abstract. Grit, that is, perseverance and passion for long-term goals, is a novel construct that has gained attention in recent years ( Duckworth, Peterson, Matthews, & Kelly, 2007 ). To date, little research has been performed with the goal of identifying the antecedents of grit. Thus, in order to fill this gap in the literature, self-report data were collected to examine whether mindfulness, a mindset of being-in-the-present in a nonjudgmental way, plays a role in fostering grittiness. Three hundred and forty-three undergraduate students completed an online survey once in a cross-sectional study, and of these, 74 students completed the survey again 4.5 months later. Although the cross-sectional analyses identified a number of positive associations between mindfulness and grit, the longitudinal analysis revealed that the mindfulness facets of acting with awareness and non-judging were the most important positive predictors of grit 4.5 months later. This set of findings offers implications for future grit interventions.

Exploring the empirical evidence of social desirability bias (SDB) in sport consumer research

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Youngho Park ◽  
Dae Hee Kwak
Keyword(s):  
Social Desirability ◽  
Sport Management ◽  
Marketing Research ◽  
Sport Marketing ◽  
Self Report ◽  
Social Desirability Bias ◽  
Content Type ◽  
Report Data ◽  
Self Report Data ◽  
And Control

PurposeThe current study aims to provide a systematic approach to detecting and identifying social desirability bias (SDB) in survey data using controversial sponsorship as a research context.Design/methodology/approachWe used an experimental approach to manipulate sponsorship situations (e.g. Beer sponsor vs Sports drink sponsor) that could potentially motivate respondents to under-report their perceptions toward the sponsor. By employing both procedural and statistical approaches, our evidence shows that responses toward the controversial sponsor were in fact contaminated by SDB.FindingsThe findings of the study provide methodological and practical implications for how sport marketing scholars and practitioners can identify, detect and control SDB in self-report data.Originality/valueWe argue that some survey research in sport marketing may be prone to SDB, but SDB has not received sufficient attention in sport marketing research. We emphasize the importance of detecting (and avoiding/controlling) SDB in sport management research.

Managers’ intentions to pursue export expansion an entrepreneurial cognition perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Carlos A. Sandoval ◽  
Olaf N. Rank
Keyword(s):  
Self Efficacy ◽  
Self Report ◽  
Equation Modeling ◽  
Medium Size ◽  
Relative Significance ◽  
Content Type ◽  
Export Activity ◽  
Export Expansion ◽  
Report Data ◽  
Self Report Data

Purpose Grounded in the Theory of Planned Behavior, the main purpose of this paper is to examine the influence of cognitive factors on the intention of a small and medium size enterprise (SME) manager to pursue the expansion of their firm’s export activities. Design/methodology/approach The authors created a research model and collected empirical data among owners and top managers of 127 Costa Rican SMEs. The data was analyzed using structural equation modeling techniques to reveal the relative significance and strength of the effects of every hypothesized relationship. Findings The results suggest that the perception of benefits and self-efficacy influence managers’ intentions to expand export activity. Managers’ intention to expand export activity, in turn, is associated with the levels of export commitment exhibited by the SMEs. None of the control variables seem to impact managers’ intentions. Research limitations/implications The findings of this study underline that the export development of a SME is to a large extent only possible if the manager’s perception of control over the export achievements is perceived to be high. SME managers need maximize their perceived level of controllability over firm’s export operations and achievements. This study relied on self-report data. Self-reports are the conventional method for assessing constructs regarding beliefs, and motivations of an individual. Its use in entrepreneurship research is proved to be reliable. However, the authors have to acknowledge that using self-report data carries the risk of common methods bias. Practical implications SMEs managers might benefit from strengthening the sense of self-efficacy regarding international business based on the results of this study. Originality/value This study provides empirical evidence suggesting that a manager’s cognitive characteristics play a crucial role in understanding export expansion of a SME. The results encourage future research to incorporate cognitive theoretical frameworks to examine factors determining international entrepreneurial intentions.

Organizational powerlessness, dehumanization, and gendered effects of procedural justice

2016 ◽  
Vol 31 (2) ◽  
pp. 570-585 ◽  
Author(s):  
Chris M Bell ◽  
Careen Khoury
Keyword(s):  
Procedural Justice ◽  
Turnover Intention ◽  
Self Report ◽  
Interpersonal Justice ◽  
Cross Sectional ◽  
Content Type ◽  
Human Needs ◽  
Mediated Effects ◽  
Moderated Mediation Model ◽  
Self Report Data

Purpose – The purpose of this paper is to test whether procedural justice effects on organizational powerlessness and dehumanization are stronger for women than men and, consequently, mediated effects on turnover intention are conditional upon gender. Design/methodology/approach – The authors recruited to a two-wave survey of workplace attitudes with flyers distributed at downtown subway exits. The authors controlled for and tested alternative models for distributive and interpersonal justice. Findings – Gender moderated procedural justice effects on both mediators. The moderated mediation model held only for organizational dehumanization, even controlling for powerlessness. Models for distributive and interpersonal justice were not significant. Research limitations/implications – The authors used cross-sectional, self-report data but separated predictor and criterion variables in two surveys to counteract common method bias. Nevertheless, causal inferences are limited. Practical implications – To retain personnel, managers, and organizations should be aware of the different needs of their employees and corresponding effects of justice. Likewise, women should be diligent in assessing justice and their response to being treated fairly. Social implications – The model is not predicated on an innate quality of gender but on endemic inequities in society. Procedural justice is associated with basic human needs, and effects that are conditional on gender may be socially constructed rather than based in supposed inherent gender differences. Originality/value – Research and lay theories have emphasized that women value procedural justice because of inherently stronger relational needs. The findings suggest gendered effects are due to broader social conditions affecting women’s instrumental and existential needs.

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