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

Whitney Van Den Brande,Hans De Witte,Tinne Vander Elst,Elfi Baillien,Anja Van Den Broeck,Lode Godderis

doi:10.1155/2017/1019529

Abstract

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.

Highlights

Workplace bullying is defined as the perceived situation in which an employee is systematically and repeatedly the target of work-related and/or personal negative acts at work [1]
While the Root Mean Square Error of Approximation (RMSEA) and Standardized Root Mean Residual (SRMR) values pointed at an excellent model fit [45], the Comparative Fit Index (CFI) and Tucker-Lewis Index (TLI) values did not meet the strict standards for an excellent model fit
We found no evidence for the moderating role of emotion-focused coping strategies in the association between workload and exposure to workplace bullying, some emotion-focused coping strategies moderated the association of job insecurity, role conflict, and role ambiguity with exposure to bullying

Summary

Introduction

Workplace bullying is defined as the perceived situation in which an employee is systematically and repeatedly the target of work-related and/or personal negative acts at work [1]. As being exposed to workplace bullying is associated with health impairment—such as burnout [4], symptoms of posttraumatic stress disorder [5], and depression [6]—studies have investigated antecedents that may prevent bullying [2, 7]. To date, these studies have mainly focused on workrelated antecedents that trigger exposure to bullying [7], scholars have identified some individualrelated antecedents such as low self-esteem and poor social skills [8]. These studies focusing on work- or individual-related antecedents have been developed independently of each other, scholars underlined that the interaction between both workand individual-related antecedents should be investigated to fully grasp the origin of exposure to workplace bullying

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Discussion

Conclusion