Abstract
ABSTRACT Research and theory on deviance in work groups suggest that non-prototypical members risk devaluation and mistreatment by their peers. Drawing on the self-categorisation theory, we propose and test a contextual model to explain workplace bullying from a target perspective, using non-prototypicality as a predictor and social identification and anti-bullying norms at the work group level as two- and three-way cross-level moderators. Multilevel modelling and a sample of employees from the university sector in the Low Lands (n = 572) was employed. In line with our first hypothesis, we found that risk of exposure to workplace bullying is particularly high for non-prototypical work group members. We also hypothesised that work group social identification would facilitate bullying of non-prototypical members, while anti-bullying norms would buffer it. Results showed, however, that both conditions acted as buffering moderators on the main association. Lastly, the combination of the two also entailed a cross-level three-way interaction effect, showing that non-prototypicality is associated with bullying only in work groups characterised by low levels on both moderators. These novel and partly unexpected results demonstrate the relevance and significance of group level explanations for workplace bullying, holding significant implications for scholars and practitioners.
Highlights
Workplace bullying affects employees and organisations in every corner of the world (Nielsen & Einarsen, 2018), denoting systematic negative interpersonal treatment of employees by other organisational members in a situation where the target has problems defending against the behaviour due to a real or perceived power imbalance (Einarsen, Hoel, Zapf, & Cooper, 2011)
Model 1 shows that reports of bullying were not significantly associated with working as an administrative or academic member of the university
From the direct effects assessed, we conclude that non-prototypicality increases the risk of exposure to workplace bullying, while work group anti-bullying norms and social identification represent contextual protective factors against workplace bullying
Summary
Workplace bullying affects employees and organisations in every corner of the world (Nielsen & Einarsen, 2018), denoting systematic negative interpersonal treatment of employees by other organisational members in a situation where the target has problems defending against the behaviour due to a real or perceived power imbalance (Einarsen, Hoel, Zapf, & Cooper, 2011). Problem, which in turn has spurred a need for a fuller understanding of its antecedents, and in particular, the mechanisms by which it commences and escalates (Rai & Agarwal, 2018) This especially applies for mechanisms residing at the group level (Ramsay, Troth, & Branch, 2011), even though scholars have made a strong case for the significance of the group process perspective when explaining bullying, harassment and other forms of mistreatment in the workplace (Escartín, Ullrich, Zapf, Schlüter, & van Dick, 2013; McCluney & Cortina, 2017). We expand on these contributions by assessing non-prototypicality per se, as opposed to any specific individual indicators of non-prototypicality, and doing so with respect to exposure to bullying behaviours in work groups. The aim is to establish whether specific group level conditions that are under the influence of organisations may protect non-prototypical work group members from exposure to workplace bullying behaviours
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