Organizational Bullying Research Articles

ORGANIZATIONAL PSYCHOLOGICAL BULLYING: THE PLIGHT OF THE YOUTH AND THE PHYSICALLY IMPAIRED

This research critically examined organizational psychological bullying directed towards vulnerable individuals, namely the youth and the physically impaired, who face difficulties accessing employment opportunities globally. Unlike prior studies that focused on internal organizational bullying, this research investigated external factors beyond organizational structures. By conducting desktop research, the study aimed to provide insights that support a more inclusive work culture. The study developed the 60/30 model, proposing retirement at the age of 60 or after 30 years of service to promote inclusivity in the labor market, especially for historically marginalized individuals. It recommended that governments amend labor laws, review employment policies, and collaborate with stakeholders to create customized employment initiatives. Moreover, it suggested further research using quantitative or mixed methods approaches to validate these findings. The study further advocates positive transformations within the industrial and organizational psychology by advancing workplace diversity and inclusivity.
 Keywords: Marginalized Individuals, Organizational Bullying, Physically Impaired, Psychology, Victims, Youth.

Effect of Workplace Bullying on Job Satisfaction and Job Performance at School Level

This study sought to determine the workplace bullying, job satisfaction, job performance and their effects on teachers. This quantitative study aims to highlight the issue of bullying which badly affects teachers. The sample was comprised of all schools in Lahore. A stratified random sampling strategy was used. Four hundred teachers were selected from all schools in Lahore. The questionnaire consisted of 115 items. It was designed at a Likert. Data was analyzed through SPSS. The findings show a strong relationship between workplace bullying and job satisfaction and job performance. The findings highlight that demographic variables vary among teachers. The finding of this study that workplace bullying is increasing speedily, that suggests that organizational bullying might make teachers feel uncomfortable in their jobs, causing stress. These findings may be utilized to design successful solutions for not just preventing and managing bullying; but also for making schools safer for teachers.

Features of the status-role structure of the risk of school bullying among adolescents

Introduction. The problem of bullying, according to UNESCO, has an international status: every third student around the world has experienced various forms of bullying from his classmates; “Victims” of bullying were three times more likely than their peers to feel like “outsiders,” twice as likely to miss school and have suicidal thoughts. Bullying as a socio-psychological phenomenon has become widespread in the last ten years in educational organizations of the Russian Federation. More often the victims of bullying are children with special physical and mental development. A bibliometric review of publications on the problem of the risk of school bullying among children with disabilities indicated their appearance in 2011 in the absence of studies characterizing the status-role structure of this phenomenon. In this regard, the aim of the study was to study the characteristics of the status-role structure of the risk of school bullying among adolescents. Materials and methods. Adolescents (N=163 students of conditionally healthy and N=86 students with disabilities) aged 14 to 16 from educational institutions of Kursk and the Voronezh region took part in the study voluntarily. We used standardized methods for diagnosing the risk of bullying, socio-situational anxiety, self-esteem and personal qualities, as well as mathematical and statistical methods of data processing: descriptive statistics and factor analysis. Results and discussion. There is a risk of school bullying in organizations. In collectives, there is low stability of boundaries, compliance with the rules of behavior by adolescents and mutual respect as a group norm, low ability to accept differences, role uncertainty and status conflicts. The majority of students are combined into such sociometric groups as "high-status" (conditionally healthy adolescents: 27%, N=44; adolescents with disabilities: 21%, N=18), "average" (conditionally healthy adolescents: 26%, N =43; adolescents with disabilities: 35%, N=30) and "neglected". The average level of maladjustment and mental stability, sensitivity, low self-esteem, increased anxiety level of adolescents provide the status of a victim. Based on the results of an empirical study, a scheme was developed for the distribution and transformation of the status-role positions of adolescents in a situation of risk of school bullying, determined by their individual personality characteristics and acting as targets for corrective and preventive work.

Presenting a Model of Organizational Bullying in the Staff of the Police Headquarters

Presenting a Model of Organizational Bullying in the Staff of the Police Headquarters

The influence of organizational culture and leadership on workplace bullying in organizations in Serbia

This paper presents the results of research into the influence and predictive effects of organizational culture and leadership (transformational, transactional and ethical leadership) on workplace bullying and mistreatment in organizations in Serbia. The moderating effect of company success on the observed relationships was also examined. The data were obtained through a survey of 536 respondents (employed by organizations in Serbia). Ethical and transformational leadership, as well as organizational culture with pronounced human orientation and in-group collectivism have all been shown to reduce workplace bullying. The strong power of ethical leadership in these processes is particularly emphasized. In contrast, transactional leadership, high power distance, and unrealistic insistence on achieving superior results increase the chances of workplace bullying. In doing so, high performance expectations have a greater effect on work-related bullying, and power distance on person-related bullying. The dimensions related to high performances and rewards have a complex, sometimes contradictory impact on workplace bullying. Organizational culture and leadership have a much stronger impact on workplace bullying in high success companies than in low success companies.

The effect of Authentic Leadership and organizational bullying on job alienation with the mediating role of organizational culture

The effect of Authentic Leadership and organizational bullying on job alienation with the mediating role of organizational culture

رابطۀ حسادت و قلدری سازمانی با بدبینیسازمانی معلمان تربیت بدنی؛ نقش میانجی سکونزدگی شغلی

هدف از پژوهش حاضر بررسی رابطۀ حسادت سازمانی و قلدری سازمانی بر بدبینی‌سازمانی معلمان تربیت بدنی با نقش میانجی سکون‌زدگی شغلی بود. این پژوهش از نظر راهبرد اصلی، کمی، از نظر راهکار اجرایی، پیمایشی و از نظر تکنیک تحلیلی، توصیفی- همبستگی بود. جامعۀ آماری، معلمان تربیت بدنی جنوب استان آذربایجان غربی (420 نفر) بود که 201 نفر از آنها به‌صورت نمونه‌گیری تصادفی (در دسترس) انتخاب شدند. ابزار تحقیق پرسشنامه‌های حسادت سازمانی ولی‌زاده، آذربایجانی (1389)، بدبینی‌سازمانی دین و همکاران (1998)، قلدری سازمانی اینارسن و همکاران (2009)، سکون‌زدگی شغلی آلن (2004)، است. داده‌ها با روش‌های آمار توصیفی و استنباطی، به کمک دو نرم‌افزار SPSS vs. 20 و lisrel. 8.50 تجزیه‌وتحلیل شد. یافته‌ها نشان داد که اثر مستقیم متغیر حسادت سازمانیبرمتغیر سکون‌زدگی شغلی؛ متغیر حسادت سازمانی بر بدبینی‌سازمانی؛ متغیر قلدری سازمانی بر سکون‌زدگی شغلی؛ متغیر قلدری سازمانی بر بدبینی‌سازمانی و متغیر سکون‌زدگی شغلی بر بدبینی‌سازمانی، معنا‌دار و مثبت است. ضریب مسیر غیرمستقیم متغیر حسادت سازمانی از طریق سکون‌زدگی شغلی بر بدبینی‌سازمانی و متغیر قلدری سازمانی از طریق سکون‌زدگی شغلی بر بدبینی ‌سازمانی نیز مثبت و معنادار بود. بنابراین می‌توان پذیرفت که گسترش قلدری سازمانی و حسادت سازمانی، سکون‌زدگی شغلی را در پی دارد که پیامد آن نیز بروز بدبینی‌سازمانی است. ازاین‌رو پیشنهاد می‌شود به‌منظور کاهش بدبینی معلمان، مدیران و سیاست‌گذاران هنجارها و رفتارهای کاهش حسادت، قلدری سازمانی را در تعامل با معلمان رعایت کنند.

Uma análise teórica sobre o fator cultural e o assédio moral nas organizações perante o mercado de trabalho do público LGBT/ A theoretical analysis of the cultural factor and bullying in organizations in the face of the labor market of the LGBT public

Hoje em dia, há cada vez mais discussões sobre os conceitos de gênero, sexo e diversidade, e isso é necessário. Ainda hoje, algumas pessoas ainda não aceitam o ponto de vista deste tema, e acreditam que qualquer comportamento que se desvie do modelo de gênero concebido pelo comportamento social definido fora do "modelo tradicional" é considerado um comportamento impróprio, ou mesmo um comportamento anormal. Tendo em vista a Constituição Federal Brasileira, em seu artigo 5º, todos são iguais perante a lei, sem distinção de natureza, e gozam da vida, da liberdade, da igualdade, da segurança e dos direitos de propriedade. Além de entrar no mercado, a população LGBT já está na frente da sociedade. Porém, para essas pessoas, inclusive os profissionais, o preconceito ainda é uma realidade. Os esforços e ações internas da empresa contra certas minorias sociais são relativamente comuns, mas vale a pena investigar se a diversidade de gênero é considerada da mesma forma, com uma revisão bibliográfica de tópicos como a dimensão humana da comunicação organizacional, diversidade e orientação sexual. O direito adotado pela sociedade é diferente do direito prescrito pela lei, pois a situação real é bastante diferente da situação estipulada pela teoria e pela legislação, sendo que, na maioria das vezes, esses direitos descritos na constituição estão nas mãos de pessoas que violam as barreiras do senso comum impostas pela sociedade. Envolve discussões sobre gênero, sexo e diversidade, e a mídia deve ser uma instituição importante na luta contra essa intolerância.

RELATIONS BETWEEN WORKPLACE BULLYING, CONSCIENTIOUSNESS AND COUNTERPRODUCTIVE WORK BEHAVIOURS: A STUDY AT LOGISTICS COMPANY

Employee behaviors gets popular in today’s academic and business environment because of its impact on organizational outcomes. Especially, increase of the dark attitudes of managers and colleagues towards the individuals, affects the formation of employees’ deviance behaviors. In this context, workplace bullying is considered as one of the types of destructive approaches in organizations that excluding someone in social environment or influencing co-workers job sustainability with the harassment and offending emotions. Rising of workplace bullying in organizations leads employees to demonstrate negative behaviors which are defined as counterproductive work behaviors. On the other side, personality traits of an employee may have a major role in transformation of perception of negative attitudes towards to the work outcomes. For this reason, it was aimed to find out the role of conscientiousness, one of the personality traits of Five Factor Model, in the interaction between workplace bullying and counterproductive work behaviors. Statistical analyzes were made with the participation of 204 employees of a logistics company. According to findings it was revealed out that conscientiousness has a moderation role in the interaction between workplace bullying and counterproductive work behaviors.

Uticaj finansijskih performansi na mobing i maltretiranje na radnom mestu u organizacijama u Srbiji

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.

Efekti različitih kontrolnih varijabli na nasilje na radnom mestu u organizacijama u Srbiji

This paper presents the results of the research of the six control variables impact on workplace bullying dimension and harassment items. Gender of respondents, Age of respondents, Education of respondents, National origin of the company, Ownership structure of the company, and Size of the company (number of employees) were used as control variables. The research was conducted through a survey with respondents, and respondents are employees in Serbian organizations, at different hierarchical levels. The sample included 536 questionnaires. T-test was applied to average ratings of the workplace bullying dimensions and and self-labelling (mistreatment) item and in compliance with the aforementioned control variables. It was indicated that workplace bullying is not present in organizations in Serbia to a large extent, but it is still higher than in some highly developed countries. The size of the company (number of employees) has been identified as the only, hence a very important factor in the emergence of workplace bullying in organizations in Serbia. Workplace bullying is more emphasized in large companies than in small ones. This phenomenon is discussed in the paper.

Exploring bullying among Indian managers: a grounded theory approach

Purpose This paper aims to explore the phenomenon of workplace bullying – its nature, antecedents, direct and indirect effects – from victim’s perspective. Design/methodology/approach The study adopted grounded theory approach and centered on the participants experiences and interpretations of bullying. A total of 23 self-reported victims formed the sample of our study. Data from interviews were analyzed using the coding procedure of grounded theory methodology. To enhance validity of results, in addition to interviews, creative drawings were used for triangulation. Findings The study reveals some similarities and culturally relevant variation in the sources and outcomes of bullying. The role of culture on bullying is visible. The study also adds to the limited literature on underlying and intervening factors in bullying–outcome relationship. Research limitations/implications The study examined bullying from the victim’s perspective. Perpetrator and bystander’s perspectives would have added interesting insights into the findings. Practical implications Effective identification of, prevention of and intervention in workplace bullying are imperative for individuals and organizations. Rich descriptions from victims on enablers of bullying and how these events have affected their everyday experiences may also boost practitioners’ and policymakers’ willingness to rectify the potential issues leading to bullying in organizations. Originality/value The present study contributes to the workplace bullying research in general and Indian context in particular by examining contextually relevant antecedents, consequences as well as underlying and intervening factors.

Conflicts as Triggers of Personal Growth: Post-Traumatic Growth in the Organizational Setup

Organizational bullying and harassment constitute severe adversaries inducing trauma in their targets. As their occurrences began to proliferate alarmingly in the postmodern era, they started attracting academic and practitioner interest due to their implications for individual health and organizational productivity. More recently and coinciding with the adoption of facilitative conflict mediation methodology in organizations, incivility has increasingly been explored through the growth its consequences can potentially trigger in individuals. Thus far, conflict research has abounded in studies of e.g. mediator style, mediation process phases, disputant behavior and conflict types, while the longer-term influences of conflicts and the related mediation have attracted less research attention. This empirical investigation explores the negative undercurrents in team communication through their underlying causes and impacts on individuals. Second, it presents workplace conflict mediation as an instrument restoring team harmony and disputant egos. Finally, it analyzes the positive outcomes associated with conflict mediation and the way it changes individuals’ interaction styles. The findings are based on a qualitative investigation of conflict disputant perceptions, adopting participant observation (n=58) and a qualitative survey (n=42) of disputant perceptions to analyze expectations placed on mediator style and the socio-emotive load experienced during the mediation process. The results corroborate earlier findings indicating that the nondirective mediator style is frequently associated with discomfort in the conflict solution situation and less frequently with immediate satisfaction with the mediator style. Fortunately the nondirective style entails positive and longer-enduring organizational outcomes. Generally the findings confirm the key tenet of the restorative paradigm, describing the facilitative approach as an instrument promoting individual growth and organizational learning. Thematically, such renewal materializes as motivation for self-growth and skilling in self-reflective ability and communication.

Effect of Perceived Bullying at Workplace on Emotions Related to Job Commitment

Workplace bullying is a well-documented phenomenon that has been associated with a number ofnegative consequences. However, employees face difficulty sharing their experiences of bully and many of such incidents go unreported. We have attempted to make the sharing less threatening in this research by developing some scenarios (depicting bully, extracted from the real-life situations) and asking the participants to 'imagine' themselves in similar situation of bully and feel it then complete a questionnaire for evaluating the emotional state. This way, we would not be able tostudy the direct psychological effects of bullying on employees however, this technique may enable us to see the moderation effect of (perceived) bullying on job commitment. This exercise would be neutral on people who were never bullied but it may trigger the post trauma in people who had been bullied and they may report their emotions similar to the emotions when they were bullied. We asked 290n people; working in different organizations of Karachi, Pakistan; to complete theactivity of imagination, reporting their emotional state, and their job commitment. Instruments used for this purpose included: especially developed organizational bullying scenarios, Positive and Negative Affect Schedule scale (PANAS; Watson & Clark, 1988) and Organization Commitment Scale (OCS; Cook & Wall, 1974). Findings suggested that bullying at workplace is related to both an increased negative effect and a decreased job commitment. If employees relating these perceived bullying incidents to negative emotions and lower job commitment then it may be detrimental in real situations. Keywords: workplace bullying, job commitment, positive effect, negative effect

MEASUREMENT AND ASSESSMENT OF BULLYING BEHAVIOURS IN DEPARTMENTS AND AFFILIATED COLLEGES OF UNIVERSITY OF DELHI

Workplace bullying has received tremendous attention both from the academicians and the researchers in last few years. Bullying predominantly results in unfavourable consequences both for the individual, who is a victim, and the organization which supports such deviant behaviour. The most common effects of bullying in organization have been lowered performance, decreased commitment, higher absenteeism and intention to leave the organization. The present study is envisaged to analyze the existence of bullying behaviours in the university departments and affiliates colleges of University of Delhi. It was found that most of the bullying came from the seniors and the boss in colleges with colleagues being the next major source. It was evident that excessive criticism by the seniors and bosses was the most prevalent bullying form followed by threats and constantly changing instructions. With respect to affect of bullying, depression and irritability were top on the list of symptoms followed by loss of confidence and self esteem, fear of going to work, headache and loss of sleep. Most of the bullied employees reported the matter either to their colleague or to their seniors in the college. Two-third of the respondents believed that the culture of bullying did not exist in the system while one-third believed that it was present. Research has begun to shed light on how the structure and context of academe can promote bullying and harassment behaviours, but much more needs to be done to understand how often these behaviours occur, why they occur, and the effective means to combat their prevalence on campus

Antecedents of Bullying in the South African Workplace: Societal Context Matters

While there is a growing interest in the role of organizational context in workplace bullying, little is known about how societal context may influence perceptions of bullying in organizations. Context is defined as situational factors in the external environment which act as stimuli to how individuals in organizations may behave. Thus, the purpose of this study is to enrich theory on the influence of context in workplace bullying by exploring what participants perceive to be organizational antecedents of bullying in the workplace, with specific reference to South Africa. Data were collected through semi-structured interviews with targets and human resources professionals and through focus group discussions with bystanders. Salin's framework was used to structure the interview questions, the focus group agenda, and for initial data analysis. The key findings point to the importance of explicitly incorporating societal context in understanding organizational factors which make bullying possible and more likely to occur. The study makes a significant theoretical contribution by expanding Salin's framework by including societal context as a significant element in understanding the organizational antecedents of bullying in the workplace.

Workplace bullying across cultures

Workplace bullying has increasingly become of interest to scholars and practicing managers due to its creation of dysfunctional intraorganizational conflict and its negative effects on employees and the workplace. Although studies have explored bullying in different cultural contexts, little research exists that provides a comparison of bullying behaviors across cultural dimensions. This article describes a new research agenda that analyzes the impact of specific cultural dimensions—assertiveness, in-group collectivism, and power distance—on organizational bullying. An expanded categorization of bullying prevalence and form is also proposed, with implications for both future research and organizational practice provided.

Measuring workplace bullying in organisations

This paper intends to explore alternative ways to measure workplace bullying and to propose to HR professionals and academics a uniform and common way to assess the phenomenon. Based on a survey on 840 junior and middle managers from diverse sectors in Greece, we are trying to extract conclusions on the incidents and characteristics of workplace bullying, in a country where empirical evidence on bullying is very limited and where cultural dimensions differ from countries with extensive research evidence on workplace bullying and wide application of preventive measures. In Greece, workplace bullying is found to follow grossly similar patterns to those reported in relevant studies in Europe. The results vary according to the measurement methodology used. The latent class cluster analysis on the negative acts questionnaire scale, as previously proposed by other authors, is found to reflect more accurately the reality of workplace bullying occurrence, than other instruments (self-labelling or operational methodologies, which are tested here). The conclusions of this study are valuable to researchers and practitioners who wish to measure or compare the occurrence of workplace bullying in their organisations, based on specific and acceptable standards, around the globe.

SYSTEMIC VECTORS OF INDIVIDUAL AND ORGANIZATIONAL DIMENSIONS IN EMERGENCE OF MOBBING IN EMPLOYEE RELATIONS

The purpose of this research article is pursued by analysing and systematising the results of the recent research, drawing the vectors of organizational environment, the change in direction which would influence the phenomenon preventively. In this article the causes of mobbing are analysed in two ways: in individual and organizational aspects, in order to answer the question of how to reduce the risk of mobbing by managerial actions, taking into account these criteria. The role of organizational system is highlighted as a factor, determining the emergence of bullying in the work environment. The analysis of individual causes of mobbing reveals that the attacks related to bullying are more likely to occur on personalities with exceptional features. The dynamics of organizational and individual factors, which affects bullying in organization and escalation of mobbing, was determined. The systematised findings of the most recent and earlier research suggest the topics for new studies of mobbing in relations within work organizations.

Workplace Bullying: Examining Self‐Monitoring and Organizational Culture

AbstractWorkplace bullying is both prevalent and underresearched. Bullying includes such dysfunctional behavior as sexual harassment, social exclusion, name‐calling, slandering, and physical assaults. Bullying results in negative outcomes for both individual employees and organizations. Individuals experience stress and other physiological and psychological outcomes, and organizations register detrimental effects on productivity, absenteeism, and turnover. This research examined whether employees low in self‐monitoring and working in chaotic organizational cultures were more likely to be victimized by bullies. Results indicated that employees working in chaotic organizations (i.e., lacking transparency, accountability, and appropriate rewards and guidelines) experienced more bullying. Results are discussed with regard to establishing appropriate cultural cues to minimize organizational bullying.