Workplace Bullying Research Articles

Don't be nasty: A phenomenological study of newly licensed nurses and workplace bullying

BackgroundBullying behaviors whether verbal, emotional, or physical impact nurses in several ways. AimThe purpose of this study was to describe how newly licensed nurses managed the bullying behaviors they experienced. MethodsA qualitative descriptive design was used with 24 newly licensed nurses. Interviews followed an open-ended, semi-structured interview guide. Colaizzi's procedural steps for phenomenological analysis were used to analyze the transcript data. ResultsSix themes emerged from the qualitative data: The Bullying, The Perception of the Event, How Bullying Affected Them, How They Dealt with Bullying, How They Wished Bullying Had Been Managed, and What the School Should Do. ConclusionsOrganizational support, in the form of policies and procedures, could reduce bullying behaviors and improve nurse efficiency. Additionally, nursing schools can incorporate education about bullying into their curricula to both better prepare new nurses and break the cycle of bullying among nurses.

IMPORTANT ISSUES OF PROTECTING WOMEN FROM HARASSMENT AND VIOLENCE IN THE WORKPLACE

This article addresses current challenges related to protecting women from workplace abuse and harassment. The article also includes recommendations and comments on the ratification of the International Labour Organization Convention No. 190 "On the Elimination of Violence and Harassment in the World of Work" (ILO Convention No.190), as well as the legal status of gender equality and legal issues associated with ensuring gender equality.

Comparing the relationship of workplace bullying and PTSD in bisexual versus monosexual workers.

Comparing the relationship of workplace bullying and PTSD in bisexual versus monosexual workers.

Why employees slip into silence: Role of workplace conflict and bullying

ABSTRACT The purpose of this study is to investigate how workplace bullying mediates between workplace conflict and employee silence (acquiescent, quiescent, and pro-social silence). Data was collected from 430 employees of service-sector companies (IT and ITES). Structural equation modeling using bootstrap technique was applied for data analysis. The findings of this study confirm that workplace bullying partially mediates the relationship between workplace conflict and the three types of employee silence. The implications of this research work are beneficial for organizations in order to fathom the silence behavior of employees that arises due to conflict and bullying at workplace. Management should discourage any signs of conflict, curb bullying, and at the same time encourage the employees to raise their voices against their problems in a formal way.

NURSE-ON-NURSE VIOLENCE: EXPLORING COLLEAGUE BULLYING IN NURSING

Colleague violence in nursing, identified as bullying, represents a significant issue. This cross-sectional and descriptive study aims to investigate the prevalence of workplace bullying among nurses and how these perceptions of bullying vary according to their individual-professional characteristics, frequency of support from managers and colleagues, and the bullying situations encountered. The study was conducted on 323 nurses, with data collected through an online survey using a descriptive information form and the Negative Act Questionnaire-Revised (NAQ-R). Descriptive statistics, Mann Whitney U, and Kruskal Wallis H tests were utilized for the analysis in SPSS. The findings indicate that the mean score of nurses on the NAQ-R is 35.61±12.34. Significant differences were found in the scale mean scores based on age, type of institution, unit worked, shift type, frequency of support from managers and colleagues, and the bullying situations encountered (p

Construction and Validation of Workplace Harassment Strains Scale

This study was conducted to develop a psychometrically sound tool to measure strains of workplace harassment. For this purpose, the present study was completed in four phases. Phase I was composed of the development of items. Exploratory factor analysis on a sample of 200 teachers with an age range twenty four to sixty (M=32.83, SD=7.04) was completed in Phase II. Findings showed 5 well-defined factors. Phase III was comprised of CFA. The sample for confirmatory analysis was taken from seven universities. The purposive sampling was used to gather a sample. Results confirmed a good fit model. In Phase IV, validity analysis (both convergent and discriminant) of the newly developed workplace bullying strains scale was conducted. The value of the alpha coefficient of the workplace bullying strains scale is .94. Furthermore, discriminant validity - .61, and convergent validity .76 confirmed that the workplace bullying strains scale is a valid and reliable measure with p<.01. Future research may be conducted to quantify the measurement scale developed by the authors><.01. Future research may be conducted to quantify the measurement scale developed by the authors.

Consequences and coping strategies of nurses and registered nurses perceiving to work in an environment characterized by workplace bullying

AimThe aim of this study was to analyze the well-being and coping strategies of nurses working in an organizational setting perceived as characterized by workplace bullying. The innovative aspect of this study is that we considered only those who perceive to work in an organizational environment characterized by workplace bullying, and not those who see themselves as victims and those who perceive they work in an organizational environment not characterized by workplace bullying. MethodA questionnaire with the NAQ-R, PGWBI, Val.Mob. and Brief COPE scales was administered to nurses. To better understand this phenomenon, a comparison was made between 331 nurses and 166 workers in other professions who also work in an organizational environment perceived to be characterized by workplace bullying. ResultsIn both groups (nurses and workers), the results were approximately the same in terms of personal bullying and workplace bullying episodes and the number of physical and emotive symptoms. The PGWBI score was lower for nurses than for workers in other fields. Among the individual symptoms, nurses and registered nurses were more likely to report gastritis, insomnia and heartburn than workers in other contexts. Workers in other contexts were more likely than nurses to report symptoms of anxiety, fear, feelings of insecurity, inferiority and guilt. In terms of coping strategies, nurses were more likely than other workers to report distraction, substance use, emotional support, disengagement, venting, positive reframing, humor, and religion. Workers in other professional context were more likely than nurses to report active coping, denial, instrumental support, planning, acceptance, and self-blame. ConclusionResults suggest that the consequences of working in a perceived organizational environment characterized by workplace bullying are similar for both groups of workers, with nonstatistical differences in perceived workplace bullying episodes and sum of physical and emotive symptoms. ImplicationOverall, findings suggest that workplace bullying prevention is a fundamental element in training workers in all types of workplaces and should be an integral part of curriculum activities.

Addressing Workplace Bullying: Protecting Human Rights in The Modern Workplace

Purpose: This paper aims to highlight how crucial it is to address workplace bullying as a violation of human rights and to provide ideas for both prevention and intervention. It seeks to draw attention to the negative consequences of workplace bullying on people and organizations while also providing advice on creating a secure and welcoming workplace that supports the rights and dignity of every employee. Methodology: The research and literature on workplace bullying, human rights concepts, and successful preventative and intervention measures are all thoroughly reviewed in this study. The data was acquired from a variety of sources, including academic research, international human rights norms, legislative frameworks, and case studies from the actual world. This data is combined to give a comprehensive picture of workplace bullying, its effects, and effective ways to deal with it. Results: According to the study, bullying at work hurts people's physical, emotional, and psychological health as well as an organization's production, morale, and reputation. The study discusses several kinds of workplace bullying, typical bullying conduct, and its effects on people and organizations. It also emphasizes the significance of workplace human rights norms, such as the right to dignity, a secure work environment, and freedom from harassment and discrimination. Conclusion: As a breach of human rights, workplace bullying is a major problem that has to be addressed. By implementing thorough anti-bullying policies, fostering an inclusive culture, providing accessible reporting mechanisms, providing training and education, and ensuring efficient investigation and resolution procedures, organizations can prevent and address workplace bullying.

Validation of the Italian version of the Dark Tetrad at Work scale.

This study presents and validates the Italian adaptation of the Dark Tetrad at Work (DTW) scale, an instrument for assessing four socially aversive personality traits (narcissism, Machiavellianism, psychopathy and sadism) in the context of the workplace. A total of 300 Italian-speaking participants (50% female, M age = 32 years ± 9.2) and 253 English-speaking participants (38% female, M age = 39 years ± 12.1) were recruited via an online survey platform. The Italian-speaking sample was used to test the factorial structure, reliability and criterion-related validity of the Italian version of the DTW, whereas the English-speaking sample was used to test cross-language measurement invariance. Results from confirmatory factor analysis showed that the original four-factor model provided the best fit to the data. The Italian DTW scale demonstrated acceptable internal consistency, with reliability coefficients of ω = .77 for narcissism, ω = .80 for Machiavellianism, and ω = .81 for both psychopathy and sadism. Concurrent associations between the DTW scales and negative and positive workplace outcomes supported the criterion validity of the scale. Machiavellianism, psychopathy, and sadism positively correlated with counterproductive work behaviors and workplace bullying, and negatively with organizational citizenship behaviors and affective organizational commitment. In contrast, narcissism exhibited a unique pattern: It correlated positively with positive workplace behaviors and negatively with counterproductive behaviors toward the organization, but it was also found to be a significant predictor of workplace bullying. This finding may reflect multidimensional nature of narcissism, but a note of caution is warranted in interpreting this result, as all measurements relied on self-report instruments, introducing the possibility of socially desirable associations influencing the outcomes. Finally, the comparison with the English sample established configural, full metric and partial scale invariance, allowing for valid cross-language comparisons between Italian and English-speaking populations in the future. Preliminary Italian normative data were provided to offer a benchmark for the interpretation of DTW values. This study provides a reliable and valid instrument tailored to the Italian workforce, enhancing our understanding of dark personality traits within organizational contexts and providing organizations with an effective means to address and manage dark personality traits for a healthier workplace culture.

Musculoskeletal pain among medical residents: role of workplace safety climate and sexual harassment

BackgroundWorkplace factors are important predictors of occurrence of musculoskeletal pain among different occupational populations. In healthcare, a psychologically unsafe work environment can negatively affect the emotional, physical and psychological well-being of physicians. This study aimed to examine the relationship between workplace violence, sexual harassment and musculoskeletal pain among Egyptian physicians in their years of residency.MethodsWe distributed an online self-administered questionnaire to 101 residents working in various healthcare sectors in Egypt. It included sections on demographic data, working conditions, widespread pain index (WPI), pain interference short-form, workplace violence and harassment questionnaire, psychosocial safety climate questionnaire (PSC) and sexual harassment climate questionnaire.ResultsAll residents had at least one painful site on the WPI (range 1–11). The mean WPI was 3.5 ± 2.4, and 39.6% satisfied the criteria of having widespread pain by having at least 4 pain sites. Widespread pain index showed a weak statistically significant negative correlation with workplace PSC score (rho = − 0.272, p = 0.006), and a statistically significant weak positive correlation with the calculated total abuse index (rho = 0.305, p = 0.002). Workplace violence and abuse, as measured by a calculated abuse index was the only significant predictors of widespread pain among residents.ConclusionWPV was found to be a predictor of musculoskeletal pain among medical residents. Healthcare organizations need to address WPV by employing preventive strategies to minimize its hazardous effects and ensure a safe working environment for physicians.

Association of nurse managers' paternalistic leadership and nurses' perceived workplace bullying: The mediating effect of organizational climate.

To explore the association between nurse managers' paternalistic leadership and nurses' perceived workplace bullying (WPB), as well as to examine the mediating role of organizational climate in this association. There is a lack of empirical evidence regarding the relationship between nurse managers' paternalistic leadership, organizational climate and nurses' perceived WPB. Clarifying this relationship is crucial to understand how paternalistic leadership influences WPB and for nursing managers to seek organizational-level solutions to prevent it. A cross-sectional survey was performed from 4 January to 10 February 2022, in six tertiary hospitals in mainland China. Demographic information, Paternalistic Leadership Scale, Organizational Climate Scale and Negative Acts Questionnaire-Revised were used in the survey. Descriptive statistics, Spearman correlation analyses and a structural equation model were used for data analysis. A total of 5093 valid questionnaires were collected. Moral leadership and authoritarian leadership have both direct and indirect effects on WPB through the mediating effect of organizational climate. The former is negatively related to WPB and the latter is positively related to WPB. Benevolent leadership was only negatively associated with WPB via the mediating effect of organizational climate. The three components of paternalistic leadership have different effects on WPB through the mediating effect of organizational climate. Nurse managers are recommended to strengthen moral leadership, balance benevolent leadership, reduce authoritarian leadership and strive to create a positive organizational climate in their efforts to mitigate WPB among nurses. This study enhanced our comprehension of the relationship between different leadership styles and WPB. Greater emphasis should be placed on moral leadership in the promotion of nursing managers and nursing leadership training programs. Additionally, nursing managers should focus on establishing a positive organizational climate that helps to reduce WPB. No patient or public contribution. This study did not involve patients, service users, caregivers or members of the public.

The dark side of law enforcement: A dispositional-situational analysis of workplace bullying

This study explores the complex interplay of dispositional and situational factors in the context of workplace bullying among police officers in South Africa, with relevance to the broader understanding of bullying behavior. Both dispositional and situational factors have been recognized as significant contributors to workplace stress and demands, particularly evident during challenging times such as the COVID-19 pandemic. Even professions known for their demanding work environments, such as law enforcement, have not been immune to these pressures. The research conducted a quantitative analysis, surveying 208 employees of the South African Police Services. The study incorporated self-administered questionnaires, employing statistical methods like correlation, ANOVA, and multiple regression analysis. This multifaceted approach assessed the relationships between workplace bullying, situational factors, dispositional factors, and demographics (including gender, age, qualifications, and years of service). The study’s findings highlighted a substantial and positive link between dispositional characteristics and workplace bullying, similarly, noting a favorable association between situational conditions and bullying. Consequently, the research underscores the importance of considering both dispositional and situational factors in comprehending workplace bullying among police officers. This South African study offers valuable insights by bridging a significant knowledge gap on workplace bullying among law enforcement personnel. It emphasizes the relevance of examining the interplay between dispositional and situational factors in understanding and addressing workplace bullying in diverse contexts.

Exploring the enablers, motivators, and triggers of upwards bullying

ABSTRACT Few studies have examined the dynamics involved in situations where managers are bullied by subordinates – a phenomenon known as upwards bullying. In this study, we combine interview data from targets and subject matter experts with data from case decision records to advance knowledge of the antecedents, grounded in Salin's model of enabling, motivating, and precipitating factors [Salin, D. (2003). Ways of explaining workplace bullying: A review of enabling, motivating and precipitating structures and processes in the work environment. Human Relations, 56(10), 1213–1232. https://doi.org/10.1177/00187267035610003]. Our thematic analysis showed that enabling factors establish foundational conditions for upwards bullying by delegitimising a manager’s formal power and decreasing the costs to perpetrators; motivators reinforce upwards bullying by fostering desirable outcomes for the subordinates or undesirable outcomes for the target managers, or assisting subordinates to navigate a competitive environment; and precipitators trigger upwards bullying in response to organisational change. Combining these factors, upwards bullying can be viewed as a logical adaptation to stressful or ineffective work environments. Finally, guided by the interviews, our study extends knowledge of the personal impact of upwards bullying for targeted managers, highlighting the detrimental effects when implicit understandings of the self and the world are challenged. Overall, prevention efforts should recognise this form of bullying as a sign of deeper organisational issues, and tackle the unique and shared antecedents as a system of risk factors.

Workplace bullying, burnout and turnover intentions among Portuguese employees

Purpose This study aims to broaden the understanding of the mechanisms through which workplace bullying might affect employees’ intention to leave the organisation, as well as the mediating role of burnout in the relationship between workplace bullying and turnover intention. Design/methodology/approach The sample included 884 employees from different Portuguese organisations operating in the tertiary sector and industry. This study uses structural equation modelling to evaluate the hypothesised model. Findings The results suggest that workplace bullying causes high levels of burnout in victims and increases their turnover intentions. The results further suggest that burnout fully mediates the effect of workplace bullying on turnover intentions. Practical implications Organisations should work to reduce these problems in workplace environments, focusing on HRM models that prevent the precursors of workplace bullying, particularly those associated with low determination of HR practices and the emphasis on employee participation. Implementing workplace ethical guidelines as part of an annual action plan can contribute to cultivating organisational cultures that reject any form of devaluation of human worth within the organisation. Originality/value There is little knowledge on the mediating role of burnout in the relationship between workplace bullying and turnover intention. This study answers the call for further empirical research from those who have argued that more information is needed and contributes to the growing debate on this topic and its effects on Portuguese employees. This study seeks to fill these gaps by developing a model of workplace bullying and its consequences and exploring burnout’s potential mediating role.

Beyond external pressures: How work conditions harm employees' social and environmental responsibilities

AbstractThe political and economic sanctions, coupled with the COVID‐19 pandemic, have made work and life difficult for Iranians. In this adverse external work environment, this study aims to understand how internal adverse working conditions such as workplace bullying and a hostile work climate may affect workers' emotional exhaustion and socially responsible behaviors, both inside and outside the workplace. Data were collected longitudinally from 304 full‐time employees in Iran using four survey waves over 12 months. To deepen our understanding of the variables and context of the study, we conducted supplementary interviews with 12 participants. The results show that overall workplace bullying increases emotional exhaustion, which, in turn, decreases two types of socially responsible behaviors among workers: (a) sustainability‐oriented behaviors within the workplace and (b) societal behaviors outside of the workplace. Furthermore, we found that a hostile workplace climate increases workers' emotional exhaustion, which, in turn, reduces their sustainability‐oriented behaviors but not their societal behaviors. We have discussed the managerial implications of these results.

“I would not want to be viewed as someone that complains”: a mixed methods analysis of the factors that contribute to concealment and disclosure of workplace cyberbullying

ABSTRACT Almost half of all U.S. employees have experienced some form of workplace bullying . Stress and decreased job satisfaction are just some of the negative impacts victims or bystanders of workplace bullying can undergo . With the increased use of computer-mediated communication and social media, workplace cyberbullying is a concern in addition to face-to-face workplace bullying. The current study explored decisions to disclose workplace cyberbullying from a communication privacy management perspective. Quantitative results from 185 participants show the contextual criteria of important reason and conversational appropriateness to predict the depth of workplace cyberbullying disclosures and important reason to predict the breadth of disclosures. Qualitative results show factors that influenced concealment of workplace cyberbullying include fear of potential negative outcomes, lack of trust, and unwelcome culture, whereas factors that influenced disclosure of workplace cyberbullying included an open and safe space, impact of cyberbullying, the ‘greater good effect,’ and confidence in the situation improving. Results of this study can assist organizations and leaders in creating environments and trainings that encourage employees to disclose workplace cyberbullying.

Registered Nurses' Well-Being, Michigan, 2022.

Objectives. To examine nurses' well-being and identify individual and workplace factors associated with adverse outcomes. Methods. We administered an e-mail survey to registered nurses in Michigan in March 2022. Outcomes included the Oldenburg Burnout Inventory-Exhaustion scale, self-harm thoughts (yes/no), and overall wellness on a 0 to 10 visual analog scale. Covariates included practice environment, psychological safety, workplace abuse, staffing adequacy, stress coping strategies, and demographics. We examined associations between covariates and exhaustion, thoughts of self-harm (both via logistic regression), and overall wellness (via linear regression). Results. Among surveyed nurses, 93.63% reported significant exhaustion, 9.88% reported self-harm thoughts, and the mean (SD) overall wellness score was 6.2 (2.3). Factors associated with exhaustion included inadequate staffing, lower psychological safety, and younger age. Factors associated with self-harm thoughts included recent workplace physical abuse and younger age. Factors associated with higher wellness scores included employer support, favorable practice environments, higher job satisfaction, and positive coping strategies. Conclusions. Negative well-being outcomes were prevalent among registered nurses and were associated with correctable workplace deficits. Nurses' well-being is a national public health problem that warrants comprehensive interventions at individual, workplace, and community levels. (Am J Public Health. 2024;114(S2):S180-S188. https://doi.org/10.2105/AJPH.2023.307376).

Role of workplace bullying and workplace incivility for employee performance: Mediated-moderated mechanism.

Workplace events play a significant role in shaping the performance of employees and organizations. Negative events, in particular, require careful attention due to their severe impact on employee wellbeing and performance. Workplace bullying and incivility are two negative events that can cause significant harm to employees and contribute to poor performance. This study examines the effects of workplace bullying and incivility on employee performance in the presence of perceived psychological wellbeing (PWB), with the moderating role of perceived organizational support (POS) considered for both independent variables and employee performance (EP). The study focuses on female nurses working in the healthcare sector of Azad Jammu and Kashmir. The results of the study indicate that workplace bullying and incivility have adverse effects on employee performance and that PWB mediates these relationships. Moreover, perceived organizational support moderates the relationship between both predictors and the employee performance criterion. In conclusion, the findings of this study highlight the importance of creating a positive and supportive work environment to mitigate the negative effects of workplace bullying and incivility on employee performance.

Don’t Mess With Mama Bear: How Workplace Bullying Bystanders Find Meaning in Their Role

Workplace bullying is a widespread issue with nearly 80 million people in the U.S. affected. Bystanders (i.e., non-bullied witnesses), who can adopt constructive or destructive behaviors, become integral to the trajectory of bullying issues. This study uses a sensemaking in organizations theoretical framework to examine how workplace bullying bystanders in academia make sense of their position. Thirty-seven in-depth interviews and grounded theory data analysis were used to answer the research question: How do people make sense of their role as bystanders throughout workplace bullying processes? An additional bystander role was found, the target-bystander (those who experience both perspectives over time). Participants’ prior target experience heavily influenced their sensemaking as a protective bystander throughout two themes that arose from the data: organizational identity and backstage sensemaking. These findings add to bystander conceptualization and aid business professionals (e.g., supervisors, trainers, and human resources) in developing well-rounded intervention strategies.

Career Counselling Individuals Experiencing Workplace Bullying

Workplace bullying is a pervasive career issue that impacts not only the victim’s vocational well-being, but also the perpetrator, witnesses, and organization. Since many victims of workplace bullying leave their jobs, counselors should be aware of these issues in order to effectively support clients through their transitional difficulties. This article provides a conceptual overview of workplace bullying by exploring the causes and effects of bullying on victims, perpetrators, and the organization. Implications for counseling victims of workplace bullying are discussed using insights from social cognitive career theory and work adjustment theory.