Target experiences of workplace bullying on online labour markets

2018 ◽  
Vol 40 (1) ◽  
pp. 139-154 ◽  
Author(s):  
Premilla D’Cruz ◽  
Ernesto Noronha
Keyword(s):  
Workplace Bullying ◽  
Critical Role ◽  
Well Being ◽  
Labour Markets ◽  
Positive Outcomes ◽  
Content Type ◽  
External Resources ◽  
Workplace Support ◽  
Empirical Inquiry ◽  
Recommendations For Action

Purpose The purpose of this paper is to report a study of bullying on online labour markets (OLMs), highlighting how abuse unfolds in digital workplaces and depicting the trajectory of target resilience. Design/methodology/approach Adopting van Manen’s hermeneutic phenomenology, targets’ lived experiences of bullying on OLMs was explored. Data gathered from Indian freelancers located on Upwork via conversational telephonic interviews were subjected to sententious and selective thematic analyses. Findings The core theme of “pursuing long-term and holistic well-being” showed how targets tapped into yet augmented their resilience while navigating the features of OLMs as they coped with their experiences of bullying. The interface between targets’ internal and external resources, including platform support, vis-à-vis the concreteness and permanence of the site as targets asserted agency, sought control and realized positive outcomes while preserving their reputation, relationality, success and continuity was captured. It may be noted that bullying in digital workplaces is exclusively virtual in form. Research limitations/implications Alongside theoretical generalizability, statistical generalizability of the findings should be established. Practical implications Recommendations for action for platforms and targets are forwarded. In particular, the critical role of formal workplace support in influencing employee resilience is emphasized. Originality/value The paper makes several pioneering contributions. First, it reports the first empirical inquiry examining bullying in digital workplaces. Moreover, OLM research on abuse and harassment has not been undertaken so far. Second, it furthers theorization of resilience, especially with regard to workplace antecedents. Apart from identifying the new organizational antecedent of formal workplace support, it uncovers the complexities of resilience. Third, it extends knowledge on workplace cyberbullying, positive outcomes of workplace bullying and OLMs in India.

Accessing resources for service innovation – the critical role of network relationships

2014 ◽  
Vol 25 (1) ◽  
pp. 2-29 ◽  
Author(s):  
Helena Rusanen ◽  
Aino Halinen ◽  
Elina Jaakkola
Keyword(s):  
Critical Role ◽  
Service Innovation ◽  
Innovation Process ◽  
Research Strategy ◽  
Future Research ◽  
Theoretical Understanding ◽  
Resource Access ◽  
Content Type ◽  
External Resources ◽  
Different Types

Purpose – This paper aims to explore how companies access resources through network relationships when developing service innovations. The paper identifies the types of resource that companies seek from other actors and examines the nature of relationships and resource access strategies that can be applied to access each type of resource. Design/methodology/approach – A longitudinal, multi-case study is conducted in the field of technical business-to-business (b-to-b) services. An abductive research strategy is applied to create a new theoretical understanding of resource access. Findings – Companies seek a range of resources through different types of network relationships for service innovation. Four types of resource access strategies were identified: absorption, acquisition, sharing, and co-creation. The findings show how easily transferable resources can be accessed through weak relationships and low-intensity collaboration. Access to resources that are difficult to transfer, instead, necessitates strong relationships and high-intensity collaboration. Research limitations/implications – The findings are valid for technical b-to-b services, but should also be tested for other kinds of innovations. Future research should also study how actors integrate the resources gained through networks in the innovation process. Practical implications – Managers should note that key resources for service innovation may be accessible through a variety of actors and relationships ranging from formal arrangements to miscellaneous social contacts. To make use of tacit resources such as knowledge, firms need to engage in intensive collaboration. Originality/value – Despite attention paid to network relationships, innovation collaboration, and external resources, previous research has neither linked these issues nor studied their mutual contingencies. This paper provides a theoretical model that characterizes the service innovation resources accessible through different types of relationships and access strategies.

The impact of workplace bullying on hotel employees’ well-being

2019 ◽  
Vol 31 (4) ◽  
pp. 1702-1719 ◽  
Author(s):  
Fu-Sung Hsu ◽  
Yuan-an Liu ◽  
Sheng-Hshiung Tsaur
Keyword(s):  
Organizational Justice ◽  
Workplace Bullying ◽  
Well Being ◽  
Content Type ◽  
Workplace Friendship ◽  
Positive Effects ◽  
Hotel Employees ◽  
Research Fields ◽  
The Impact ◽  
The Relationship

PurposeThe purpose of this study was to investigate the moderating effects of organizational justice and workplace friendship on the relationship between workplace bullying and hotel employees’ well-being.Design/methodology/approachThe research sample included 310 entry-level employees of international tourism hotels in Taiwan. This study adopted hierarchical regression for data analysis.FindingsThe study found that workplace bullying negatively impacted on hotel employees’ well-being. Organizational justice and workplace friendship had significantly positive effects on hotel employees’ well-being. Compared with workplace friendship, organizational justice had a significant moderating effect on the relationship between workplace bullying and hotel employees’ well-being.Originality/valueIn the research fields of hospitality, past studies failed to use organizational justice and workplace friendship to moderate the relationship between workplace bullying and hotel employees’ well-being. This study confirmed that organizational justice could effectively buffer the negative effect of workplace bullying on hotel employees’ well-being.

An exploration of gender and workplace bullying in New Zealand

2020 ◽  
Vol 41 (8) ◽  
pp. 1385-1395
Author(s):  
Dianne Gardner ◽  
Maree Roche ◽  
Tim Bentley ◽  
Helena Cooper-Thomas ◽  
Bevan Catley ◽  
...  
Keyword(s):  
New Zealand ◽  
Role Models ◽  
Workplace Bullying ◽  
Well Being ◽  
Power Dynamics ◽  
Power Imbalance ◽  
Men And Women ◽  
Content Type ◽  
Male Clients ◽  
Gender And Power

PurposeWorkplace bullying involves a power imbalance, and despite laws in New Zealand which prohibit discrimination on the grounds of gender, women remain under-represented in top-level roles. The aim of the study was to examine whether gender and role (managerial/non-managerial) were related to the bullying experienced by women and men.Design/methodology/approachAn online survey collected data from 991 (41%) men and 1,421 (59%) women. The survey provided a definition of bullying and asked participants whether they had been bullied at work. If they replied yes, then follow-up questions asked for the gender and role of the perpetrator.FindingsWomen were more likely than men to self-identify as having been bullied. Male employers, senior managers, middle managers, supervisor and peers bullied men and women about equally, whereas women bullied women far more than they bullied men. The largest group of bullies of women were female peers, who rarely bullied male peers, while male peers bullied both genders about equally. Female clients bullied female staff but almost never male staff; male clients bullied both men and women but the numbers were small.Research limitations/implicationsThese data relied on self-report, and people may be reluctant to identify themselves as targets or may not recognize that the negative behaviours they have been facing amount to bullying. Qualitative data can help explore these issues from societal, organizational and policy perspectives.Practical implicationsWhile men and women may differ in how often they recognize or admit to having been bullied, the gendered nature of power in the workplace is well established and reinforced in the findings here. It is clear that organizational leaders, both male and female, need to understand gender and power imbalance and act as role models. Currently, the authors’ findings show that the behaviour of at least some of those at the top of New Zealand organizations needs to improve.Social implicationsThe problem of bullying at work will not be easy to solve. The solutions lie, not with “fixing” individuals via training, stress management and well-being programmes but with effective systems, procedures, policies and leadership that recognize the power dynamics at work.Originality/valueLittle is known at present about the relationships between gender and bullying behaviour. The paper focusses on who bullies whom in the workplace and finds that men tend to bully both men and women while women tend to bully women. Importantly, the authors’ works suggest that instead of structural and organizational measures to manage bullying, greater initiatives to manage bullying need to consider how gender and power dynamics interact at work.

How workplace bullying affects nurses’ well-being? The roles of burnout and passive avoidant leadership

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Talat Islam ◽  
Muhammad Ali ◽  
Saqib Jamil ◽  
Hafiz Fawad Ali
Keyword(s):  
Structural Equation ◽  
Workplace Bullying ◽  
Positive Association ◽  
Well Being ◽  
Equation Modeling ◽  
Negative Consequences ◽  
Cross Sectional ◽  
Content Type ◽  
Passive Avoidant

Purpose This study aims to investigate individual-related consequences of workplace bullying among the health-care section. Specifically, this study examined the mediating role of burnout between workplace bullying and nurses’ well-being. Moreover, passive avoidant leadership is examined as a conditional variable between workplace bullying and burnout. Design/methodology/approach This study collected data from 314 nurses working in various hospitals through a questionnaire-based survey using Google Form in two waves. Findings Structural equation modeling confirmed the negative effect of workplace bullying on nurses’ well-being, whereas burnout mediates this relationship. In addition, passive avoidant leadership was identified as a conditional variable that strengthens the positive association between workplace bullying and burnout. Research limitations/implications Although data for the study were collected in two waves, still cross-sectional design limits causality. Practical implications This study suggests management to focus on developing and implementing counter-bullying rules to avoid the adverse consequences of workplace bullying (e.g. capital loss, recruitment costs, burnout, well-being, etc.). In addition, leaders/supervisors must be trained to fulfill their responsibilities to reduce negative consequences. Originality/value Studies on workplace bullying in high-power distance cultures are scant. Therefore, drawing upon conservation of resource theory, to the best of the authors’ knowledge, this is the first study that has investigated the moderating role of passive avoidant leadership on the association between workplace bullying and burnout.

Supportive organizational climate: a moderated mediation model of workplace bullying and employee well-being

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aamir Hayat ◽  
Leila Afshari
Keyword(s):  
Organizational Support ◽  
Workplace Bullying ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Content Type ◽  
Moderating Role

PurposeDrawing from conservation of resources theory, this study explores how perceived organizational support mitigates the adverse consequences of workplace bullying on employee well-being mediated through burnout.Design/methodology/approachThe data (N = 360) were collected from the hotel sector in Pakistan. Structural equation modeling (SEM) was employed to analyze the data.FindingsThe findings demonstrated that workplace bullying not only has a direct negative impact on employee well-being but it also indirectly leads to diminished employee well-being by increasing employee burnout. In addition, the findings confirmed the moderating role of perceived organizational support, revealing that perceived organizational support plays a mitigating role in linking workplace bullying to employee well-being and burnout. Employees who experience workplace bullying may compensate for the depletion of their cognitive resources if they feel supported by their organization.Practical implicationsThis study highlights the utility of managing workplace bullying to improve employee well-being and encourages human resource practitioners to develop policies that prevent workplace bullying.Originality/valueThe current research contributes to the validation of theory by examining the impact of workplace bullying on employee well-being in a cultural context with high power distance and subsequently, higher tolerance for workplace bullying. To the best of the authors' knowledge, this research is the first to investigate the moderating role of perceived organizational support on the meditated relationship between workplace bullying and employee well-being in Pakistan. Furthermore, the current study employs the conservation of resources theory to explore how employees obtain external resources such as organizational support to enhance their resource repository in handling workplace bullying.

scholarly journals Extending the research agenda on (ethical) coaching and mentoring in education: embracing mutuality and prioritising well-being

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Andrew J. Hobson ◽  
Christian J. van Nieuwerburgh
Keyword(s):  
Design Methodology ◽  
Relevant Literature ◽  
Well Being ◽  
Evidence Base ◽  
Position Paper ◽  
Future Research ◽  
Positive Outcomes ◽  
Content Type ◽  
Future Studies ◽  
Mentoring In Education

PurposeThe purpose of this paper is to present a review of the evidence base on coaching and mentoring in education, to provide a commentary on literature published in the first 10 volumes of the International Journal of Mentoring and Coaching in Education (IJMCE) in particular and to offer some directions for future research in the field.Design/methodology/approachThis review and position paper draws on the authors’ knowledge of the extant literature on coaching and mentoring in education, their own research in the field and their perspectives as editors of coaching and mentoring journals.FindingsAmong the outcomes of their review and commentary, the authors observe that coaching and mentoring research conducted to date largely occupies two separate fields, and studies published in one field frequently fail to draw on relevant literature from the other or recognise the overlap between them. The authors highlight a number of additional limitations of the evidence base on coaching and mentoring in education and offer some potential means of addressing these.Originality/valueThe paper offers an original reflection on current research into coaching and mentoring in education. It is intended that the paper will inform the design and publication of future studies in this area to strengthen the evidence base and, in turn, inform improvements to coaching and mentoring practice. In particular, the authors hope to encourage the ethical deployment of coaching and mentoring which enhances, rather than inhibits, the well-being of all participants, while realising other positive outcomes.

Examining workplace bullying measurement using item response theory

2017 ◽  
Vol 32 (4) ◽  
pp. 333-350 ◽  
Author(s):  
Carlo Caponecchia ◽  
Daniel S.J. Costa
Keyword(s):  
Item Response Theory ◽  
Item Response ◽  
Latent Variable ◽  
Workplace Bullying ◽  
Well Being ◽  
Response Theory ◽  
Response Scale ◽  
Public Servants ◽  
Data Set ◽  
Content Type

Purpose The purpose of this paper is to examine aspects of how workplace bullying is identified by the Negative Acts Questionnaire-Revised (NAQ-R), with a focus on the appropriateness of its response scale using item response theory (IRT). Design/methodology/approach IRT, in which the probability of a particular item response reflects an underlying latent variable, was used to examine NAQ-R responses from a sample of 1,173 Australian public servants (Study 1), and a representative UK data set (n=3,494; Study 2). Findings Results indicated that problems with the response scale appear to be due to the inclusion of the abstract “now and then” option amongst concrete time options (“never”, “now and then”, “monthly”, “weekly” and “daily”). These results were replicated in Study 2, providing evidence of the robustness of the findings, and suggesting the observations are not sample specific. Research limitations/implications This work has implications for methods employed to identify and measure workplace bullying in research and organisational practice. Inconsistent endorsement of response scale options is a concern when total scores are calculated, or when a number of behaviours being experienced with a particular frequency on the response scale are taken as an indication of bullying having occurred. Originality/value Examining and refining the manner in which workplace bullying is indexed is important for identifying and managing workplace risks to health, safety and well-being.

Transforming the guest–host relationship: a convivial tourism approach

2020 ◽  
Vol 6 (4) ◽  
pp. 1069-1088
Author(s):  
Xinran Lehto ◽  
Dori Davari ◽  
Soona Park
Keyword(s):  
Critical Role ◽  
Well Being ◽  
Content Type ◽  
Starting Point ◽  
Economic Experience ◽  
Market Communication ◽  
Fresh Perspective ◽  
Health And Well Being ◽  
Practical Implications

Purpose This study aims to provide a fresh perspective toward understanding the forces that exist in the guest-host dynamic and thereby contribute to the guest–host relationship literature. Design/methodology/approach This study examines guest–host relationship via the philosophical lens of convivialism. Findings This study conceptualizes conviviality in the guest–host relationship. A convivial guest–host relationship is characterized by well-being mutuality and hospitality mutuality. Such a relation can be built when the guest and the host form a tri-party of coalitions, namely, economic, experience and hospitality. While an economic coalition represents the pragmatic value in a guest–host relationship, an experience coalition represents an experiential value in a guest–host relationship. A hospitality coalition then represents the spiritual alliance in such a relationship. Practical implications This paper suggests that tourism development should be guided by a conviviality vision. Health and well-being of both the visitors and the destination community should be a goal priority. This paper suggests that the starting point of experience planning is the residents, not the visitors. The critical role of hospitality in formulating market communication strategies is emphasized. Social implications This study contributes to the larger conversation of diversity and sustainability. Originality/value This study proposes a convivial tourism model – a form of tourism that is oriented toward mutuality of hospitality and well-being of both visitors and destination communities.

Constructing construction careers: the case for the building trades

2020 ◽  
Vol 62 (3) ◽  
pp. 201-213
Author(s):  
Gerard Callanan ◽  
David Perri
Keyword(s):  
Young Adults ◽  
Environmental Factors ◽  
Construction Industry ◽  
Critical Role ◽  
Well Being ◽  
Individual Characteristics ◽  
Building Trades ◽  
Content Type ◽  
Using Data ◽  
The Individual

PurposeThis paper discusses the well-publicized labor shortages in the building trades, reviews the causes for the deficiencies, and presents prescriptions for how career counselors and schools can play a critical role in encouraging young adults to consider construction occupations.Design/methodology/approachUsing data from government agencies, trade organizations, and scholarly publications, this paper describes the categories of the building trades as well as their employment trends and compensation prospects. It also reviews the personal and environmental factors that could lead to the “construction of a construction career.”FindingsThis article documents the reasons for the labor shortages in the construction industry and then offers recommendation on how younger adults could be encouraged to consider the building trades as viable career alternatives.Social implicationsLabor shortages in the construction industry have a direct and indirect deleterious effect on the economic well-being of every country. This article provides suggestions on how to inspire young adults to consider the building trades as worthwhile career pursuits.Originality/valueThere is a limited amount of scholarly attention given to career decision making related to occupations that do not require a college degree, including the building trades. This paper attempts to fill this gap in the literature by focusing on the individual characteristics and environmental factors that might prompt consideration of a career in the building trades. It also describes the educational, governmental, and corporate initiatives that work to encourage individuals, working in conjunction with their career counselors, to consider careers in the construction industry.

Universities as the engine of transformational sustainability toward delivering the sustainable development goals

2019 ◽  
Vol 20 (8) ◽  
pp. 1343-1357 ◽  
Author(s):  
Wendy Maria Purcell ◽  
Heather Henriksen ◽  
John D. Spengler
Keyword(s):  
Higher Education ◽  
Sustainable Development ◽  
Sustainable Development Goals ◽  
Critical Role ◽  
Well Being ◽  
Education Sector ◽  
Content Type ◽  
The Sustainable Development ◽  
Living Lab ◽  
Development Goals

Purpose Universities can do more to deliver against the sustainable development goals (SDGs), working with faculty, staff and students, as well as their wider stakeholder community and alumni body. They play a critical role in helping shape new ways for the world, educating global citizens and delivering knowledge and innovation into society. Universities can be engines of societal transformation. Using a multiple case study approach, this study aims to explore different ways of strategizing sustainability toward delivering the SDGs are explored in a university setting with an example from the UK, Bulgaria (Europe) and USA. Design/methodology/approach The first case is a public UK university that adopted enterprise and sustainability as its academic mission to secure differentiation in a disrupted and increasingly marketized global higher education sector; this became a source of inspiration for change in regional businesses and the local community. The second case is a business sector-led sustainability-driven transformation working with a private university in Bulgaria to catalyze economic regeneration and social innovation. Finally, a case from the office for sustainability in a major US research university is given to show how its engagement program connected faculty and students in sustainability projects within the institution and with external partners. Findings Each case is in effect a “living lab,” positioning sustainability as an intentional and aspirational strategy with sustainable development and the SDG framework a means to that end. Leadership at all levels, and by students, was key to success in acting with a shared purpose. Partnerships within and with universities can help accelerate delivery of the SDGs, enabling higher education to make a fuller contribution to sustaining the economic, environmental, cultural and intellectual well-being of our global communities. Originality/value The role of universities as the engine of transformational sustainability toward delivering the SDGs has been explored by way of three case studies that highlight different means toward that end. The collegiate nature of the higher education sector, with its shared governance models and different constituencies and performance drivers, means that sustainability at a strategic level must be led with leaders at all levels acting with purpose. The “living lab” model can become a part of transformative institutional change that draws on both top-down and bottom-up strategies in pursuit of sustainable development.

Sign in / Sign up

Export Citation Format

Share Document