Workplace Bullying Research Articles

The importance of supervisor support for the work outcomes and psychological well-being of Malaysian low-income working mothers

Low-income working mothers are susceptible to well-being issues. However, research on the interplay between supervisor support and the work outcomes and psychological well-being of Malaysian low-income working mothers is scarce. Therefore, this study identifies the relationship between work outcomes (work stress, work-life balance, workplace bullying) and the moderating role of supervisor support in the psychological well-being of working mothers. Using purposive sampling, data were obtained from a survey of 269 respondents (M-age = 38.15, SD-age = 8.14) employing offline and online methods. The participants completed the demographic section, Psychological Well-being Scale, Work Stress Scale, Work-life Balance Checklist, Malaysian Workplace Bullying Index, and Supervisor Support Scale. Structural equation modelling analysis showed that work stress was the main contributor to psychological well-being (β = -0.41, t = -2.87, p = .004), followed by supervisor support (β = 0.29, t = 3.34, p .001), and workplace bullying (β = -0.23, p = .048). In addition, supervisor support significantly weakened the impact of work stress on psychological well-being (β = -0.14, t = -2.00, p = .045). The study concludes that supervisor support enhances psychological well-being and reduces the negative burden of work stress on the psychological well-being of Malaysian low-income working mothers. Identifying the most significant contributors to psychological well-being can help working mothers to become more aware of the negative side effects of work, and encourage them to find effective solutions to maintain their psychological well-being. Finally, the study emphasizes for supervisors and human resource personnel the importance of supervisory roles in improving the work environment and providing strengthened support for psychological well-being.

Interpreting Workplace Bullying in Higher Education Institutions in India: Through the Lens of Gender

This article attempts to explore the prevalence, forms and responses to workplace bullying through a gendered lens using the theory of gendered organisation and gender role socialisation theory. The study is conducted among faculty in higher education institutions in India, and the article also discusses the context of new managerialism prevalent in higher education institutions. Adopting, interpretive phenomenological analysis, data are collected from 13 respondents using semi-structured in-depth interviews. The data reveal that workplace bullying in higher education institutions is gendered. The five major themes identified are the prevalence of bullying, gender differences in types of bullying, gender and leadership position, gender and responses to bullying and gender roles and reasons for bullying. The article contributes at micro level, the influence of gender in academics on the level of bullying, the types of bullying techniques preferred by them, and the variation in their behavioural reactions. This study broadens the perspective of workplace bullying in higher education institutions through the concepts of gender, culture and new managerialism.

Managing workplace bullying and harassment in the Canadian work context: same old, same old

Purpose Canadian organizations started addressing workplace bullying and harassment in the 1990s. Proactive organizations have written policies, trained managers and employees, created a complaint process and conducted surveys. The objective of this study is to examine how effective these efforts by Canadian organizations have been.Design/methodology/approach Data for this research were collected through a survey administered to employees in Canadian workplaces (n = 1,000), including managers (n = 461). A stratified sample was used to facilitate a good representation of region, age, gender, sector and occupational level of working Canadians.Findings The survey indicated that some Canadian organizations continue to be negligent in addressing workplace bullying and harassment and that the problem is particular to large organizations, young employees and the private sector.Research limitations/implications The survey identifies that some Canadian organizations are still negligent in addressing workplace bullying and harassment. The problem is particular to large organizations, young employees and the public sector.Practical implications Senior and middle-level managers need to be aware that workplace bullying and harassment continue to occur in their work environment. Further, given that managers at times defer excessively to authority, the human resource (HR) department has a vital role in addressing workplace bullying and harassment. HR needs to establish a reputation among employees that their complaints will be taken seriously, and corrective actions will be taken.Originality/value This study examined the nature of workplace bullying and harassment in the Canadian context. The study found that organizations are still neglecting issues of workplace bullying and harassment and that there is a disconnect between what employees are experiencing and what senior management is professing is the situation. This disconnect is a continued liability for organizations.

Care Workers' Turnover Intentions Associated With Workplace Abuse: The Role of Work-Related Stress and Job Satisfaction.

This study examines the association between workplace abuse experienced by care workers at the hands of care recipients and their turnover intentions, as well as the mediating effects of work-related stress and job satisfaction. Compared to care recipients' experiences of abuse, care workers' experiences have been relatively underexplored. Using data from the Korean National Long-Term Care Survey in 2019, the path from workplace abuse to care workers' turnover intentions was examined. Results showed significant mediating effects of work-related stress and job satisfaction in the relationship between workplace abuse and turnover intentions. Findings have policy implications for improving long-term care workers' social awareness and working conditions.

Leveraging Artificial Intelligence to Address Cross-Cultural Workplace Bullying Among International Students in Australia

Workplace bullying is a pervasive issue with significant psychological, emotional, and professional repercussions for individuals, particularly in culturally diverse environments. This study explores the potential of artificial intelligence (AI) to address cross-cultural workplace bullying experienced by international students in Australia. By leveraging AI technologies such as natural language processing (NLP), sentiment analysis, and machine learning, organizations can enhance the identification, prevention, and intervention of bullying behaviors. The literature review provides a comprehensive overview of workplace bullying, emphasizing the additional complexities introduced by cultural diversity. Case studies and empirical analyses demonstrate the practical application and efficacy of AI-driven strategies, highlighting significant reductions in bullying incidents, improvements in employee well-being, and enhanced cultural awareness. The study underscores the importance of ethical considerations, algorithm transparency, and continuous training in successfully implementing AI systems. The findings offer valuable insights for employers, policymakers, and educators, contributing to the broader discourse on workplace inclusivity and safety.

Analyzing the factors influencing the creation of a toxic workplace in the electronics industry:a fuzzy cognitive map approach

Purpose This study aims to identify the factors influencing the creation of a toxic workplace and to examine how to improve a toxic workplace in the electronics industry. Design/methodology/approach First, the factors that influence the creation of a toxic work environment were identified by reviewing the research literature. Then, the current status of each identified factor in Iran’s electronics industry was evaluated by developing a questionnaire. Based on the survey data, a relationship map between the factors influencing the toxic workplace was created using the fuzzy cognitive mapping technique. Finally, scenarios were designed to improve the toxic workplace. Findings The results show that the “workplace bullying” factor is the factor with the highest centrality in relation to other factors. The results of the scenario design indicate the effectiveness of the “unrealistic expectations at work” factor as a scenario trigger. Originality/value This study helps reduce the toxic workplace in the organization, which plays an important role in improving the employees’ work performance and the organization’s development.

Workplace Bullying and Depression, Mediating Role of Insomnia Among Employees

Background: Workplace bullying is characterized by unpleasant and unethical behavior, which can manifest directly or indirectly, affecting individuals' mental health. Insomnia is also a known consequence of workplace bullying, which can lead to depression. Objective: To explore the association between workplace bullying, insomnia, and depression among employees in Lahore, and to determine the mediating role of insomnia in the relationship between workplace bullying and depression. Methods: This study employed a correlational research design with a purposive sample of 200 employees, both male and female, from Lahore, Pakistan. Data were collected using a demographic form, a 21-item Workplace Bullying Scale, the Insomnia Severity Index (ISI), and the Depression, Anxiety, and Stress Scale-21 (DASS-21). The study followed the principles outlined in the Declaration of Helsinki, and statistical analysis was conducted using SPSS version 25, including descriptive statistics, correlation analysis, and regression analysis. Results: The mean score for workplace bullying was 42.54 (SD = 15.8), for insomnia was 9.88 (SD = 6.26), and for depression was 18.97 (SD = 13.69). There were significant positive correlations between workplace bullying, insomnia, and depression, with correlation coefficients of 0.53, 0.62, and 0.61, respectively (all p < 0.01). Both workplace bullying (B = 0.36, p < 0.001) and insomnia (B = 0.84, p < 0.001) were significant predictors of depression. Insomnia also mediated the relationship between workplace bullying and depression, with an indirect effect of 0.1714 (95% CI: 0.1105, 0.2393). Conclusion: Workplace bullying contributes to higher levels of depression among employees, with insomnia serving as a mediator. Both workplace bullying and insomnia are significant predictors of depression. These findings highlight the importance of addressing workplace bullying to improve employee mental health.

Unmasking the influence of employees’ coping strategies on workplace bullying

ABSTRACT Bullying is known to impair employees’ emotional state; however, the employees’ coping strategies used to manage stress may contribute to employees’ emotional state and their exposure to workplace bullying. Hence, drawing from the Cognitive Theory of Stress and Coping and the Three-Way Model of Workplace Bullying, our study hypothesized a link between coping strategies and exposure to workplace bullying. We proposed that active coping (problem-oriented and seeking support) is negatively related to workplace bullying exposure, while passive coping (avoidance-oriented) is positively associated with bullying exposure. Emotional exhaustion was posited to mediate this association by decreasing the effect of the active and increasing the passive strategy. Results from employing PLS-SEM on data from 440 participants indicated that avoidance-oriented coping influences bullying exposure and emotional exhaustion positively. Problem-oriented coping mitigates emotional exhaustion with no impact on bullying exposure. While problem-oriented coping negatively affects emotional exhaustion, it demonstrates no effect on bullying exposure. The discussion delves into theoretical insights, practical implications, and paths for future research.

Abusive supervision in commercial kitchens: Insights from the restaurant industry

This mixed-method study investigates how abusive supervision and bullying impact job satisfaction and turnover intentions among employees in an environment plagued by ingrained incivility: commercial kitchens. Underpinned by social learning theory, we draw from 832 survey responses and 20 in-depth interviews to explore the extent to which supervisory abuse and workplace bullying negatively impact employee perceptions of their working environment while also investigating positive alternatives therein (e.g., authentic leadership and encouragement of creativity). Results suggest that, despite day-to-day challenges posed by abusive leadership, a strong sense of camaraderie and passion for kitchen work stimulated a commitment to the job. Accordingly, the study concludes that the inherently creative nature of commercial kitchen work and the personalities of fellow staff played a significant role in retaining employees. It thus highlights the complexity of food service employee retention and suggests that a holistic understanding of both leadership dynamics and intrinsic motives is essential.

Surgical Residency Training in Nigeria: An Audit Through the Lenses of the Trainee and Trainer

IntroductionResident doctors constitute an important workforce of the Nigerian healthcare system wherein they undergo structured training to become competent specialists in different fields of medicine. The aim of this survey was to audit the surgical residency training process, incorporating both the trainer's and the trainee's perspectives, with a view to improving both residency training and overall patient care. MethodsThis was a multicenter descriptive cross-sectional study involving consultant surgeons and surgical trainees in selected tertiary healthcare institutions in Nigeria. A link to an online semi-structured and pretested questionnaire was sent to study participants whose agreement to fill out the questionnaire was taken as implied consent for the study. The perception of respondents on key areas of surgical residency training like the quality of training, skill acquisition, mentorship, supervision, operative exposures, research, funding, didactic sessions, and work schedule was assessed using a Likert scale. Their perceived challenges to training and measures to improve the quality of training were recorded. Data were analysed using version 23 of the SPSS. ResultsA total of 127 participants (25 trainers and 102 trainees) were recruited with a mean age of 34.8 ± 3.5 y for the trainees and 47.5 ± 6.9 y for the trainers. The majority of both the trainers and trainees (72%, n = 18 and 93%, n = 96, respectively) were dissatisfied with the quality of surgical residency training in Nigeria with the trainers (88%, n = 22) and trainees (97.1%, n = 99) mostly agreeing that surgical training should be standardized across training centres in Nigeria. The trainees and trainers rated mentorship, research, funding, and overall quality of surgical residency training as inadequate, while most of the trainees and trainers rated supervision of trainees as adequate. The trainees predominantly identified poor training facilities as the most important challenge to surgical residency, followed by high clinical workload, while the majority of the trainers identified workplace bullying and high clinical workload as being the predominant factors. The nine-pronged recommendations by both the trainers and trainees to improve surgical training in Nigeria include mentorship program for trainees, funding of surgical residency training, provision of facilities and equipment for training, adequate supervision of trainees by trainers, job description and defined work schedule for trainees, health insurance of patients, overseas training of trainees during the residency program, improved remuneration of trainees, and adequate motivation of trainers. ConclusionsThe quality of surgical residency training in Nigeria is perceived as suboptimal by trainees and trainers. Perceived common challenges to surgical residency training include poor training facilities, workplace bullying, and high clinical workload. Adequate funding of surgical residency program, standardized mentorship, and training of trainees with improved remuneration of trainees and motivation of their trainers would enhance the overall quality of surgical residency training in Nigeria.

Relational attributions for one's own resilience predict compassion for others.

Existing work on attribution theory distinguishes between external and internal attributions (i.e., "I overcame adversity due to luck" vs. "my own effort"). We introduce the construct of relational resilience attributions (i.e., "due to help from other people") as a critical, but overlooked form of external attribution that predicts compassion toward others. We first document the presence of internal, relational (social external), and situational (nonsocial external) resilience attributions among people who have overcome unemployment, showing the predominance of internal attributions (Study 1). Next, we show that relational attributions uniquely predict compassion toward people struggling to overcome a range of challenges, including losing a loved one (Study 2), quitting smoking (Study 3a), workplace bullying (Study 3b), divorce (Study 4a), and pandemic survival (Study 4b). To examine causality and the malleability of relational attributions, we experimentally induce relational attributions among ex-smokers (Study 5), advanced degree holders (Study 6), and those who completed a fatiguing task (Study 7). We further find that gratitude is one critical link between one's own relational attributions and compassion toward others. Despite the prevailing tendency for people to make internal attributions for their resilience, forming relational attributions is positively associated with greater compassion for others struggling to endure adversity. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

The prevalence and impact of workplace bullying among anaesthetists

The prevalence and impact of workplace bullying among anaesthetists

The Determinants Of Counterproductive Work Behaviour: A Concept Paper

For the past few years, counterproductive work behaviour (CWB) cases among workforces have been on the rise. Although CWB easily goes unnoticeable in many organizations, absenteeism, sexual harassment, workplace bullying, sabotage and theft signified CWB at workplaces. Regardless of forms, CWB are harmful to the organization or fellow employees and undermine the goals and interests of a business. As present workplaces see spikes in CWB occurrences, many employers are fearful that their employees are much more likely to engage in any CWB which is why understanding the determinants of CWB is gaining importance. The Job Demands-Resources (JD-R) model has been repeatedly used in explaining the well-being and performance of employees in occupational settings. The objective of this paper is to provide an overview of the JD-R model, which incorporates job demand and job resources as the determinants along with CWB as the behavioural stress reaction. This study adds value to the existing knowledge by developing a conceptual understanding that determinants of CWB at workplace is context-specific from the manufacturing industry lens. To the fact employees are an important asset in today's increasingly competitive business environment, a review of counterproductive behaviour at the workplace is deemed appropriate.

Effect of workplace bullying and incivility on employee performance: Mediating role of psychological well being

Workplace bullying (WB) and workplace incivility (WI) appear to be the most alarming events with a potentially threat to the entire workforce and organization. Considering their implications, this research study is examining the effect of WB and WI on employee performance (EP) in the presence of psychological well-being (PW) among both relationships. Sample of the female employees (Nurses) working in the health care units and hospitals of the Azad Jammu and Kashmir (AJ&K), Pakistan was taken to collect the data. Data were collected from female nurses and their supervisors working in the public sector hospitals of AJ&K, Pakistan. The current study uses AMOS 21.0 for empirical analysis to estimate the “Structural Equation Model (SEM)”. The results of SEM show that WB and WI negatively influence nurses’ performance in Azad Jammu and Kashmir’s health sectors. Moreover, PW mediates the association between WB and EP. Similarly, the effects of WI decrease in the presence of PW. The current study provides theoretical and practical implications for Pakistan’s health sector regulators and other stakeholders. It also sheds highlight on the importance of a stress-free environment for health sector employees and postulates that employee productivity may be enhanced after eliminating bullying and incivility at the workplace. Further, the study guides managers to create stress-free environments and policies to enhance employee’s productivity.

Exposure to workplace bullying: the incremental effect of gelotophobia beyond the big five.

The role of Big Five personality traits in exposure to workplace bullying has been a focus of numerous studies. Yet less is known about the incremental validity of narrower personality constructs. The aim of the present study was to investigate the incremental effect of gelotophobia (the fear of being laughed at) in predicting exposure to workplace bullying beyond the Big Five personality domains. The sample comprised 328 employees (77% females) from different regions of the Czech Republic. Correlational analysis showed that negative emotionality and gelotophobia were related to workplace bullying in theoretically expected ways. Results from a multiple regression indicated that gelotophobia had an incremental effect in predicting exposure to workplace bullying over and above the personality domains. Overall, this study provides new insights and extends previous investigations concerning the role of gelotophobia in workplace bullying. We also discuss the limitations of our study and provide suggestions for future research.

Prevalence and nature of workplace bullying and harassment and associations with mental health conditions in England: a cross-sectional probability sample survey

BackgroundEvidence on workplace bullying and harassment (WBH) in the UK has not used probability-sample surveys with robust mental health assessments. This study aimed to profile the prevalence and nature of WBH in England, identify inequalities in exposure, and quantify adjusted associations with mental health.MethodsData were from the 2014 Adult Psychiatric Morbidity Survey, a cross-sectional probability-sample survey of the household population in England. Criteria for inclusion in the secondary analysis were being aged 16–70 years and in paid work in the past month (n = 3838). Common mental disorders (CMDs) were assessed using the Clinical Interview Schedule-Revised and mental wellbeing using the Warwick-Edinburgh Mental Wellbeing Scale. Analyses were weighted. We examined associations between past-year WBH and current CMD using multivariable regression modelling, adjusting for sociodemographic factors. Interaction terms tested for gender differences in associations. The study received ethical approval (ETH21220–299).ResultsOne in ten employees (10.6%, n = 444/3838) reported past-year experience of WBH, with rates higher in women (12.2%, n = 284/2189), those of mixed, multiple, and other ethnicity (21.0%, n = 15/92), and people in debt (15.2%, n = 50/281) or living in cold homes (14.6%, n = 42/234). Most commonly identified perpetrators of WBH were line managers (53.6%, n = 244/444) or colleagues (42.8%, n = 194/444). Excessive criticism (49.3%, n = 212/444), verbal abuse (42.6%, n = 187/444), and humiliation (31.4%, n = 142/444) were the most common types. WBH was associated with all indicators of poor mental health, including CMD (adjusted odds ratio [aOR] 2.65, 95% CI 2.02–3.49), and 11 of 14 mental wellbeing indicators, including lower levels of confidence (aOR 0.57, 0.46–0.72) and closeness to others (aOR 0.57, 0.46–0.72). Patterns of association between WBH and mental health were similar in men and women.ConclusionsThese findings reinforce a need for more cohesive UK legislation against WBH; guidance on recognition of bullying behaviours for employees, managers, and human resources, focusing on prevention and early intervention, and increased awareness of the impact of WBH on mental health among health service practitioners. Limitations include reliance on cross-sectional data collected before pandemic-related and other changes in workplace practices. Longitudinal data are needed to improve evidence on causality and the longevity of mental health impacts.

The workplace culture, mental health and wellbeing of early- and mid-career health academics: a cross-sectional analysis

There are reports of poor working conditions for early and mid-career academics (EMCAs) in universities, however, empirical data using validated tools are scarce. We conducted an online, cross-sectional survey using validated tools to assess workplace satisfaction, exposure to workplace abuse, and mental health. Participants included employees of medical and health faculties of two of the largest Australian universities, surveyed between October 2020 and January 2021.Overall, 284 participants responded. Many reported job insecurity: half (50.7%) working on contracts with less than one remaining year. Workloads were considerable, with 89.5% of participants working overtime and 54.8% reporting burnout. Workplace abuse in the forms of bullying (46.6%), sexual harassment (25.3%), sexism (49.8%) and racism (22.5%) were commonly reported. Clinically significant symptoms of depression (28.0%), anxiety (21.7%) and suicidal ideation or self-harm (13.6%) were reported; with a higher prevalence among those working more overtime, and those exposed to workplace abuse. Priorities include providing a stable and safe workplace, increasing accountability and transparency in addressing workplace abuse, and supporting professional development.In summary, EMCAs in our study were commonly exposed to precarious employment conditions and workplace abuse. Our findings provide empirical evidence on where universities and funding bodies should direct resources and change organisational risk factors, to improve workplace culture.

The associations of psychosocial work exposures with suicidal ideation in the national French SUMER study

BackgroundThe literature remains scarce on the work-related risk factors for suicide and suicidal ideation. The objectives were to explore the associations of psychosocial work exposures with suicidal ideation in a nationally representative sample of the working population. MethodsThe study was based on the sample of 25,977 employees (14,682 men and 11,295 women) of the national French 2016–17 SUMER survey. The outcome was suicidal ideation assessed using the PHQ-9 instrument. Psychosocial work exposures included various factors from the job strain and effort-reward imbalance models, and other concepts. Statistical analyses were performed using weighted methods, including weighted logistic regression models. Other occupational exposures and covariates were considered. Gender differences were tested. ResultsThe prevalence of suicidal ideation was 3.5 % without any difference between genders. Psychosocial work exposures were found to be associated with suicidal ideation. The strongest association was observed between workplace bullying and suicidal ideation. Associations were also found between job strain model factors, job insecurity, low esteem, work-family conflict, ethical conflict, teleworking, and low meaning, and suicidal ideation. The associations were in general similar for men and women. LimitationsThe study had a cross-sectional design and no causal interpretation could be done. A reporting bias and a healthy worker effect may be suspected. ConclusionPsychosocial work exposures played a major role in suicidal ideation. More research may be needed to confirm our results, as suicidal ideation is an important warning signal for suicide prevention. More primary prevention towards the psychosocial work environment may be useful to reduce suicidal ideation at the workplace.

Risk factors and consequences of mental health problems in nurses: A scoping review of cohort studies.

Mental health problems in nurses are prevalent and impairing. To date, no literature has comprehensively synthesised cohort evidence on mental health among nurses. This scoping review aimed to synthesise the existing literature on the risk factors and consequences of mental health problems in nurses. A systematic search was conducted on PubMed, EMBASE, Epistemonikos database, Web of Science, CINAHL, and PsycINFO from inception to March 2023. We identified 171 cohort studies from 16 countries, mostly (95.3%) from high-income economies. This review indicated that nurses worldwide encountered significant mental health challenges, including depression, cognitive impairment, anxiety, trauma/post-traumatic stress disorder, burnout, sleep disorder, and other negative mental health problems. These problems were closely related to various modifiable risk factors such as nurses' behaviours and lifestyles, social support, workplace bullying and violence, shift work, job demands, and job resources. Moreover, nurses' mental health problems have negative effects on their physical health, behaviour and lifestyle, occupation and organisation, and intrapersonal factors. These findings provided an enhanced understanding of mental health complexities among nurses, and shed light on policy enactment to alleviate the negative impact of mental health problems on nurses. Addressing mental health among nurses should be a top priority.

The overall fractions of coronary heart diseases and depression attributable to multiple dependent psychosocial work factors in Europe.

The literature is nonexistent on the assessment of overall fractions of diseases attributable to multiple dependent psychosocial work factors. The objectives of the study were to calculate the overall fractions of coronary heart diseases (CHD) and depression attributable to multiple dependent psychosocial work factors in 35 European countries. We used already published fractions of CHD and depression attributable to each of the following psychosocial work factors: job strain, effort-reward imbalance, job insecurity, long working hours, and workplace bullying. We took all exposures and their correlations into account to calculate overall attributable fractions. Wald tests were performed to test differences in these overall attributable fractions between genders and between countries. The overall fractions of CHD and depression attributable to all studied psychosocial work factors together were found to be 8.1% [95% CI: 2.0-13.9] and 26.3% [95% CI: 16.2-35.5] respectively in the 35 European countries. There was no difference between genders and between countries. Our study showed that the overall fractions attributable to all studied psychosocial work factors were substantial especially for depression. These overall attributable fractions may be particularly useful to evaluate the burden and costs attributable to psychosocial work factors, and also to inform policies makers at European level.