Perceived Workplace Bullying Research Articles

Analysis of the correlation between perceived bullying at work among male nurses and the leadership of head nurses in Class III Hospitals

Objective To investigate the status of bullying at work and head nurses leadership among male nurses in Class 3 hospitals, and explore the relationship between the two. Methods In December 2017, the male nurses from 8 teaching hospitals of Wenzhou Medical University in Zhejiang Province were selected as the research subjects by convenience sampling method, and surveyed by Employees' Workplace Bullying Questionnaire and Questionnaire Survey on Head Nurse Leadership. A total of 350 questionnaires were distributed and 329 valid questionnaires were recovered, with an effective recovery rate of 94.0%. Results The scores of perceived workplace bullying and the leadership of head nurses of the 329 male nurses were (32.70±5.02) and (186.15±29.50) . Pearson correlation analysis showed that bullying of male nurses was negatively correlated with head nurses' leadership (r=-0.293, P<0.05) . Conclusions Male nurses' perception of workplace bullying and head nurses' leadership level are at the middle level, and there is a negative correlation between them. It is suggested that head nurses should adjust their behavior to fulfill their organizational tasks, actively provide opportunities for male nurses to develop, meet the bottom needs of male nurses, stimulate their pursuit of high-level needs, further improve head nurses' leadership, and reduce male nurses' perception of bullying in the workplace. Key words: Nurses, male; Bullying at work; Leadership of head nurses; Correlation

Relationship between the Perception of Organizational Culture and Ethical Climate and the Perception of Workplace Bullying

Workplace bullying takes place in many organizations and it has serious consequences on individuals, organizations and economy. The main aim of this study is to contribute to the field of workplace bullying by empirically testing the theoretically defined relation between socio-organizational variables (organizational culture and ethical climate) and bullying, using two theoretical models well-grounded in organizational studies. The findings, from a sample of 984 Portuguese workers, suggest that there is a strong relation between organizational culture/ethical climate and bullying: the "benevolent" and "principled" climates are negatively related (or even an obstacle) to bullying, as well as the cultural orientation of "support". The opposite is the result of the climate "self-interest" and the cultural orientations of "rules" and "goals". As organizational culture and ethical climate explain 20% of the variance of the negative behaviours perceived by the members of the organization, what shows that managers can achieve changes to a significant organizational, individual and societal problem just by manipulating those two variables.

The relationship between perceived competence and perceived workplace bullying among registered nurses: A cross sectional survey

BackgroundWorkplace bullying is one of the most prevalent work-related psychological and physical issues in health care facilities. Workplace bullying has detrimental effects not only on the bullied person/persons but also on health care facilities and care quality and patient safety. AimsTo examine the prevalence of workplace bullying and the relationship between workplace bullying and perceived competence among Jordanian registered nurses working in private hospitals DesignA cross-sectional survey study. SettingData were collected from registered nurses working in seven private hospitals in the Capital of Amman. ParticipantsParticipants were 269 registered nurses who had a minimum of a bachelor degree, passed the hospital's competency nursing examinations, able to read and understand English, and were able and willing to complete the survey. MethodsThe Negative Act Questionnaire-Revised, and Nurse Professional Competence scale were used for data collection. Multiple linear regression analysis was conducted to assess predictors of greater reporting of perceived workplace bullying. FindingsAlmost 43% of the participants perceived themselves to be victims of severe workplace bullying while more than 31% perceived themselves to be victims of occasional workplace bullying. Person-related bullying was the most frequently reported type of workplace bullying followed by work-related bullying. Age, gender, and sum score on Nurse Professional Competence scale explained significant amount of variance in perceived workplace bullying. ConclusionThe majority of Jordanian nurses working in private hospitals perceive themselves as victims of either occasional or severe workplace bullying. Amongst all related variables, perceived competence is the most significant predictor of perceived workplace bullying.

Moral distress and burnout in Iranian nurses: The mediating effect of workplace bullying.

Moral distress and workplace bullying are important issues in the nursing workplace that appear to affect nurse's burnout. To investigate the relationship between moral distress and burnout in Iranian nurses, as mediated by their perceptions of workplace bullying. The research was approved by the committee of ethics in research of the Urmia University of Medical Sciences. This is a correlation study using a cross-sectional design with anonymous questionnaires as study instruments (i.e. Moral Distress Scale-Revised, Maslach Burnout Inventory and The Negative Acts Questionnaire-Revised). Data were collected from 278 nurses from five teaching hospitals in Urmia, the capital of Western Azerbaijan, northwest of Iran. Structural equation modeling and bootstrapping procedures were employed to recognize the mediating role of their perceptions of workplace bullying. The mean score of moral distress, burnout, and the Negative Acts Questionnaire-Revised Scale among the participants were 91.02 ± 35.26, 79.9 ± 18.27, and 45.4 ± 15.39, respectively. The results confirmed our hypothesized model. All the latent variables of study were significantly correlated in the predicted directions. The moral distress and bullying were significant predictors of burnout. Perception of bullying partially mediated the relationship between moral distress and burnout. The mediating role of the bullying suggests that moral distress increases burnout, directly and indirectly. Nursing administrators should be conscious of the role of moral distress and bullying in the nursing workplace in increasing burnout.

Exploring Perceptions of Workplace Bullying in Nursing

Introduction: Bullying is experienced by all levels of nurses and in all practice settings. The impact of bullying in the workplace environment can have significant negative effects on morale and may lead to increased turnover. As a result of a referral to the Nursing Quality Council for bullying, the Nursing Quality and Caring Council set forth to explore bullying in the workplace. The purpose of this study was to identify registered nurse/clinical partner perceptions of the frequency and prevalence of bullying in the workplace and to assess registered nurses’ (RNs) experiences of bullying by physicians, coworkers, patients and direct supervisors. Methods: Using a descriptive cross sectional survey design, RNs were offered two surveys; the Nursing Incivility Scale (NIS) and the Negative Acts Questionnaire (NAQ). Clinical Partners were offered the NAQ only. Results: Participants included 386 RNs and 98 clinical partners (CPs). Nurses reported patient and families take their frustrations out on the nurse as the highest score on the Nursing Incivility Scale. Both RNs and CPs reported being exposed to an unmanageable workload as the number one source of bullying in the Negative Acts Questionnaire. Overall, the results revealed 31% of participants reported experiencing bullying on some level within the last 6 months. Discussion: The results of this study support the literature suggesting bullying continues to be present in the workplace. These findings support the need for an organizational action plan designed to eliminate bullying in the workplace.

A study on perception of workplace bullying in the dental hygienists

A study on perception of workplace bullying in the dental hygienists

Tackling workplace bullying

PurposeThe purpose of this paper is to raise awareness of the benefits of wellness programs for contemporary organizations and aids in tackling workplace bullying.Design/methodology/approachThis study used a qualitative design and employs a new empirical approach to tackle workplace bullying. With over a hundred working professionals engaged in focus groups and facilitation methodologies for a total of five workshops and 60 hours, this study suggests a new framework for intervening in workplace bullying that considers workplace wellness as a system.FindingsThe findings revealed that these professionals perceived workplace wellness as a formidable component of the health and success of employees, organizations, and community, and perceived workplace bullying as a serious threat to physical and mental wellness. Employee participation and involvement in the design of workplace wellness programs was viewed as essential to the success of these programs in organizations.Research limitations/implicationsThis research has implications as it expands understanding and discovery into what aids employees to reduce their stress, fatigue, anxiety, and other conditions that lead to conflict or bullying in workplaces. It gives attention to a system of wellness that is vital to people and their organizations.Practical implicationsStudy participants consistently asserted their desire to be active participants in establishing workplace wellness programs that effectively address workplace bullying, systems that enhance safety, and health.Social implicationsThis study highlights the role organizations play in shaping individual and community physical and mental well-being, health, and safety through effective workplace wellness programs.Originality/valueThis study should be helpful to organizations and researchers looking to address workplace wellness, safety, and bullying in a context broader than just liability and the cost savings of employee physical health, and may further add to the discussions of workplace wellness policy and regulation.

Workplace bullying in emergency nursing: Development of a grounded theory using situational analysis

BackgroundThe Institute of Medicine recognizes that the workplace environment is a crucial factor in the ability of nurses to provide safe and effective care, and thus interactions that affect the quality and safety of the work environment require exploration. ObjectivesThe purpose of this study was to use situational analysis to develop a grounded theory of workplace bullying as it manifests specifically in the emergency care setting. MethodsThis study used a grounded theory methodology called situational analysis. 44 emergency RNs were recruited to participate in one of 4 focus group sessions, which were transcribed in their entirety, and, along with field notes, served as the dataset. ResultsThis grounded theory describes the characteristics of human actors and their reactions to conditions in the practice environment that lead to greater or lesser levels of bullying, and the responses to bullying as it occurs in U.S. emergency departments. DiscussionWorkplace bullying is a significant factor in the dynamics of patient care, nursing work culture, and nursing retention. The impact on patient care cannot be overestimated, both in terms of errors, substandard care, and the negative effects of high turnover of experienced RNs who leave, compounded by the inexperience of newly hired RNs. An assessment of hospital work environments should include nurse perceptions of workplace bullying, and interventions should focus on effective managerial processes for handling workplace bullying. Future research should include testing of the theoretical coherence of the model, and the testing of bullying interventions to determine the effect on workplace environment, nursing intent to leave/retention, and patient outcomes.

The Spiraling and Spillover of Misconduct: Perceived Workplace Bullying, Subclinical Psychopathy, and Businesspersons’ Recognition of an Ethical Issue

Workplace bullying can potentially spiral into numerous counterproductive behaviors and negative organizational outcomes. Therefore, the purpose of this study was to determine the degree to which increased perceptions of workplace bullying were associated with stronger expressions of (subclinical) psychopathic traits and weakened ethical decision making. Data were collected from national and regional samples of selling and business professions using a self-report questionnaire that contained relevant measures and an ethics scenario, and structural equation modeling was employed to investigate the proposed relationships. Findings indicated that perceived workplace bullying operated through psychopathy to influence the recognition of an ethical issue (or full mediation). The implications of these findings are discussed, along with the study’s limitations and suggestions for future research.

The Effect of Workplace Bullying Perception on Psychological Symptoms: A Structural Equation Approach.

BackgroundThe aims of this study were to determine the extent of workplace bullying perceptions among the employees of a Faculty of Medicine, evaluating the variables considered to be associated, and determining the effect of workplace bullying perceptions on their psychological symptoms evaluated by the Brief Symptom Inventory (BSI).MethodsThis cross-sectional study was performed involving 355 (88.75%) employees.ResultsLevels of perceived workplace bullying were found to increase with the increasing scores for BSI and BSI sub-dimensions of anxiety, depression, negative self, somatization, and hostility (all p < 0.001). One point increase in the workplace bullying perception score was associated with a 0.47 point increase in psychological symptoms evaluated by BSI. Moreover, the workplace bullying perception scores were most strongly affected by the scores of anxiety, negative self, depression, hostility, and somatization (all p < 0.05).ConclusionThe present results revealed that young individuals, divorced individuals, faculty members, and individuals with a chronic disease had the greatest workplace bullying perceptions with our study population. Additionally, the BSI, anxiety, depression, negative self, somatization, and hostility scores of the individuals with high levels of workplace bullying perceptions were also high.

Work-role psychosocial flourishing: Its mediation role on workplace bullying and employee turnover intention

The study investigated the work-role of psychosocial flourishing attributes in countering workplace bullying behaviour and turnover intention. Data on participants’ perceptions of workplace bullying behaviour, turnover intentions, and psychosocial flourishing were collected from n = 373 employees in various South African organisations. Simple mediation modelling was utilised to determine psychosocial flourishing effects on workplace bullying - turnover intention. The results showed strong perceptions of workplace bullying to be related to high turnover intention with psychosocial flourishing partially explaining lower levels of turnover intent from strong perceptions of workplace bullying. Work-role psychological flourishing might be beneficial to workplace health and psychological safety as well as for reducing unwanted turnover.

Academics’ perceptions of bullying at work: insights from Pakistan

PurposeDespite an extensive history of research into workplace bullying and the psychosomatic harm associated with it in western contexts, research into the occurrence and manifestation of bullying behavior in the academic workplaces of non-western countries is sparse. In response to this gap, the purpose of this paper is to start a research conversation by reporting an empirical enquiry into the occurrence, forms and perceptions of workplace bullying among academics in Pakistan.Design/methodology/approachThis study was conducted with a representative sample of academics in a large Pakistani province through a cross-sectional survey.FindingsThis study reveals that workplace bullying is prevalent among academics in the Pakistani context, with up to half of them regularly exposed to practices such as excessive work monitoring, undermining of professional competence, lack of recognition of work contributions and obstruction of important work-related matters.Research limitations/implicationsThe findings underscore the need for developing broader institutional actions, clear policies and grievance procedures to discourage bullying at work in Pakistan. Higher educational managers will find the results useful for development of anti-bullying policies and codes of conduct.Originality/valueThis is the first study to examine the perceptions, occurrence and demographic risk factors associated with workplace bullying among academics in the Pakistani context.

Experiences With and Perceptions of Workplace Bullying Among Athletic Trainers in the Secondary School Setting.

Workplace bullying (WPB) has recently received much attention in society. Research on WPB in athletic training practice settings is limited. To determine the prevalence of WPB in the secondary school setting and explore the factors related to it. Mixed-methods study. Secondary school. A total of 567 athletic trainers (women = 322 [56.8%], men = 245 [43.2%]), aged 36.5 ± 11.1 years with 11.9 ± 9.5 years of experience took part in phase I. Ten participants (7 women and 3 men), aged 39.3 ± 10.1 years with 14.3 ± 8.3 years of experience, took part in phase II. For the online survey, we used the previously validated and reliable (Cronbach α = .84) Athletic Training Workplace Environment Survey, which included the Negative Acts Questionnaire-Revised. The prevalence of WPB was measured with descriptive statistics, and χ2 analyses were used to compare differences between groups (ie, females and males, perpetrators' titles). The interview data were examined using an inductive content analysis. Of the participants, 44 (7.8%) were empirically identified as targets of bullying, though a higher percentage (12.4%, n = 70) self-identified as bullying targets. Men and women did not differ with respect to having experienced WPB, but more perpetrators were male (71.6%, n = 48) than female (28.4%, n = 19; χ21 = 12.55, P = <.001). We also observed a difference in perpetrators' titles, with the vast majority of bullies being coaches or administrators (χ26 = 33.82, P = <.001). Lack of administrator support and discrimination were antecedents of bullying. Stress, depression, and sleep disturbances were reported consequences. Participants coped with bullying by avoidance and role refocusing. Bullying was experienced by a small percentage of athletic trainers in the secondary school setting, a contrast to the findings in the collegiate practice setting.

Rogues in the ranks of selling organizations: using corporate ethics to manage workplace bullying and job satisfaction

The literature recognizes that the sales profession is an inherently competitive and self-interested occupation that can be negatively impacted by deviant behavior and rationalizations of unethical conduct. The unique boundary-spanning nature and autonomy of such work means that there is often little management oversight of sales professionals' behavior, which may lead to misbehavior and poor work attitudes. Yet, evidence suggests that the development of corporate ethical values (CEVs) can mitigate concerns about unethical conduct, suggesting that these principles might be used to reduce workplace bullying and enhance job satisfaction. Using a self-report questionnaire, information was collected from national and regional samples of selling professionals employed in different organizations located in the USA (N = 356). While controlling for the effects of sampling and social desirability, results indicated that increased communication of an ethics code was associated with stronger perceptions of CEVs, while ethical values were negatively related to perceptions of workplace bullying and positively related to job satisfaction. Workplace bullying was also negatively related to job satisfaction. The findings suggest that an ethical work environment should be instituted in sales organizations to reduce misconduct and enhance work attitudes.

Perceptions of workplace bullying among athletic trainers in the collegiate setting.

Bullying has received a vast amount of attention in the recent past. One form of bullying, workplace bullying (WPB), has been a substantial concern explored in many health professions that can negatively influence a health care provider's role in an organization. To date, however, WPB has not been investigated in athletic training contexts. To examine the perceptions of certified athletic trainers who experienced or witnessed WPB during employment in the collegiate setting. Qualitative study. College or university. Fifteen athletic trainers (7 women, 8 men) with an average age of 42 ± 12 years. Data were collected via semistructured, in-depth phone interviews or asynchronous online interviews. Data were analyzed using an inductive content analysis. Trustworthiness was established with member checks and peer debriefing. Four themes emerged from the analysis: (1) antecedents of WPB, (2) consequences of WPB, (3) coping with WPB, and (4) lack of workplace environment training. The antecedents of WPB involved the bully's personality and perceptions of the athletic training profession as well as environmental factors including the pressure to win and a lack of administrative support. The consequences of WPB included increased stress, feelings of inadequacy, and increased distrust. Individuals coped with WPB by relying on emotional resilience and avoidance. A final theme, lack of workplace environment training, revealed that little attention was given to interpersonal issues and WPB in the workplace. Workplace bullying incidents occur when administrators tolerate bullying behaviors from controlling and manipulative individuals who lack respect for the athletic training professional. Several negative outcomes result from bullying interactions, including stress and anxiety; WPB is dealt with by learning to be more emotionally resilient and avoiding confrontations. Workplace training is needed to prepare athletic trainers for such negative experiences.

Employee perceptions of workplace bullying and their implications

PurposeThe purpose of this paper is to investigate whether perceptions of workplace bullying have evolved to encompass a holistic appreciation that includes both physical and psychological components of this costly phenomenon, and to assess the effectiveness of relevant training programs in a major retail organisation.Design/methodology/approachA qualitative methodology is adopted. In total, 30 semi‐structured interviews were conducted with frontline employees and management in an organisation comprising several retail outlets.FindingsThe interviews reveal that although participants experienced a variety of behaviours associated with workplace bullying and harassment, these behaviours were commonly ignored or neglected until they escalated into confrontation and threatened productivity and profitability. Employees and supervisory staff had minimal appreciation, practical skills, or training on how to deal effectively with negative workplace behaviours.Research limitations/implicationsA limitation of the study is that the data are sourced from a single organisation. The findings highlight the need to evaluate the effectiveness and relevance of occupational health and safety policies and procedures, and to expand their focus beyond the physical paradigm to incorporate also psychosocial and psychological, risk and injury.Originality/valueThe study provides a unique examination of whether management and staff incorporate both physical and psychological aspects of occupational health and safety.

Workplace Bullying: Is It A Matter Of Growth?

The issues surrounding workplace bullying have existed for quite some time, but the term itself and its definition are relatively new. To delve further into this topic, this research is intended to answer the question, “What is the perception of workplace bullying within the educated workforce?” The assertions presented will center on factors, impact to productivity, and management as they relate to bullying in the workplace. Additionally, where available, legislation that has been passed or proposed to protect businesses and individuals with regard to punitive controls and management of these behaviors has been reviewed. Last, factors will be introduced in reference to prey and predator as they correlate to responsibility in addressing workplace bullying itself.

Bullying in the Australian medical workforce: cross-sectional data from an Australian e-Cohort study

This study aimed to describe the prevalence of perceived workplace bullying in the Australian medical workforce, and investigate the relationship between workplace bullying and job satisfaction, health status, and current and planned medical workforce participation. An electronic cross-sectional survey of doctors currently in the paid workforce, conducted between April 2008 and October 2009, was nested within a longitudinal cohort study investigating factors affecting the recruitment and retention of the Australian medical workforce. To address the specific aims of this study, a subset of questions in the survey investigated the prevalence of self-reported bullying; physical and mental health; workforce participation patterns; job satisfaction; and job stressors. Seven hundred and forty-seven participants responded to the bullying question and were included in this analysis. Twenty-five percent of participants reported being bullied in the last 12 months. There were no differences in the reported rates of bullying across age groups, sex and country of medical qualification. Bullied doctors were least satisfied with their jobs (P<0.001), had taken more sick leave in the last 12 months (P<0.001), and were more likely to be planning to decrease the number of hours worked in medicine in the next 12 months (P=0.01) or ceasing direct patient care in the next 5 years (independent of their age or the number of hours currently worked in patient care) (P=0.006). Our findings suggest that Australian doctors, independent of age or sex, have experienced workplace bullying, and although no conclusions can be made about causal pathways, there were strong associations between this exposure and poorer health and wellbeing, and on remaining in the medical workforce.

Perceptions of workplace bullying in the New Zealand travel industry: Prevalence and management strategies

Workplace bullying is a major cause of stress and psychological harm for employees and a costly problem for organisations. Within the travel industry, little is known about the extent and nature of the workplace bullying problem. This paper reports on findings from a survey of 332 New Zealand travel industry staff and managers. The finding that more than one-in-ten respondents experienced bullying in the workplace indicates a significant problem for the sector. In comparison to those who had not experienced bullying, targets of bullying reported lower levels of constructive leadership, colleague support, and supervisor support, and lower self-rated performance. Targets also reported higher levels of stress, lower levels of emotional wellbeing, higher absenteeism, and a higher intention to leave the organisation. Organisational responses to bullying reported to be most effective were those that focused on improvements in communication and relationships. The paper discusses the importance of leadership in developing a bully-free culture within organisations.

Workers' perception of workplace bullying: A cross-cultural study

This study is one of the first studies to approach workplace bullying cross-culturally. It sought to compare employees' understanding of workplace bullying in two different world regions: Central America and Southern Europe, regarding three aspects of workplace bullying: psychological vs. physical harassment, hierarchical vs. horizontal bullying, and direct vs. indirect aggression. A convenience sample of 246 workers provided their own definition of workplace bullying through a single, open-ended question. The results showed that employees from Central America emphasized the physical component of workplace bullying more than the Southern European employees. However, similarities in the conceptualization of workplace bullying across both cultures were found as well. Both Southern European and Central American employees defined workplace bullying mainly as a hierarchical phenomenon, where the aggression took the form of direct strategies. Such differences and similarities bring to the field some positive inputs for the development and implementation of different strategies for dealing effectively with this phenomenon.