Abstract
This paper presents the results of research into the impact of organizational financial performance items (and financial performance dimension) on workplace bullying and mistreatment. The research was conducted in organizations in Serbia, and the respondents were employees in these organizations. A total of 536 questionnaires were collected, which were valid for further analysis. The results showed that most of the observed financial performance items did not have a statistically significant impact on workplace bullying in organizations. However, the item Salaries; statistically significantly, strongly and negatively affects all observed workplace bullying dimensions and self-labelling (mistreatment) items. Thus, low employee salaries provide fertile ground for the development of workplace bullying. Conversely, with an increase in employee salaries, there is a decrease in all aspects of workplace bullying. The paper gives explanations for these phenomena. It is important for leaders and managers in business organizations to know the processes and relationships researched here. Special care should be taken in conditions of unfavourable organizational financial performance, and especially low salaries of employees.
Highlights
Over two decades of international research has provided sufficient evidence of the negative effects of workplace bullying on employees and the organizations in which they work
The aim of this paper is to examine whether organizational financial performance has an impact on workplace bullying and mistreatment, and if so, what is the direction of that impact
The results showed that high-performance work practices (HPWPs) reduced the risk of workplace bullying
Summary
Over two decades of international research has provided sufficient evidence of the negative effects of workplace bullying on employees and the organizations in which they work. Brodsky (1976) reports three sources of harassment: (1) by humans, (2) work pressure, and (3) by the system He gives examples of his theory, describing a series of cases in which employees at all organizational levels claimed to have been harassed by superiors or colleagues, resulting in destructive effects on their productivity, health and well-being. This pioneering examination of harassment at Brodsky’s work did not attract significant attention at that time. His first major article on workplace bullying (Leymann, 1990a) discusses targeting the employee and subjecting the employee to psychological harassment, while one of his more important contributions was the development of one of the first questionnaires for examining workplace bullying - the Leymann Inventory of Psychological Terror (LIPT).) (Leymann, 1990b)
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