Workplace Bullying
Author: Akshaya Kardak
1) Workplace Bullying and Psychological Wellbeing on Portuguese employees
CERDEIRA, J. P. et al. (2023) states that the article delves into the repercussions of workplace bullying on the psychological wellbeing of Portuguese employees, emphasizing the significant harm caused by such behavior. It highlights the importance of addressing workplace bullying through counseling, prevention, and intervention strategies to safeguard employees’ mental health. The study underscores the need for further research to explore the interplay between individual traits and bullying dynamics, as well as to investigate potential psycho-physiological changes in individuals enduring prolonged bullying. Additionally, the article suggests the exploration of preventive measures and the examination of suicidal tendencies among bullying victims to understand the long-term consequences of such mistreatment.
2) Employee Responses to Workplace Bullying
RAYCHA, B. P.; ALMOULA, T. S. (2023) states that the article “Sustaining Organizational Culture Amid Workplace Bullying: A Review of Employee Responses Using EVLN Model” delves into the significant role of culture in workplace bullying and its negative impact on both human resources and organizational well-being. By examining the EVLN model, the study highlights the various responses of employees to workplace bullying, such as exit, voice, loyalty, and neglect. It emphasizes the importance of considering national culture in sustaining organizational culture and addresses the psychological effects of workplace bullying, particularly emotional exhaustion. The research underscores the need for further studies, especially in the Indian context, to understand and mitigate the detrimental effects of workplace bullying on employees and organizations.
3) Ethics in Sales: Impact on Bullying & Satisfaction
VALENTINE, S. et al. (2015) The article investigates the relationship between corporate ethics, workplace bullying, and job satisfaction in selling organizations, emphasizing the importance of ethical values in shaping employee behavior and attitudes. By exploring how organizational ethics can curtail workplace bullying among sales professionals, the study highlights the potential role of ethical practices in creating a positive work environment that discourages misconduct and enhances job satisfaction. The findings underscore the need for effective communication of ethics codes and the monitoring of ethical values to foster a culture of integrity and respect within sales teams, ultimately contributing to a more ethical and satisfying work environment for employees.
4) Workplace bullying of immigrants working in Sweden
ROSANDER, M.; BLOMBERG, S. (2022) states that this article discusses a study that aimed to investigate the risks of workplace bullying based on country of birth, specifically comparing foreign-born individuals to natives in Sweden. The study used a representative sample of the Swedish workforce and found that foreign-born individuals had a more than doubled risk of being bullied, with those from culturally dissimilar countries having an even higher risk. The increased risk was primarily for person-related bullying, indicating exclusion from the social work environment. The study also discusses the theoretical frameworks of social identity theory and self-categorization theory in relation to workplace bullying.
5)Woman-to-Woman Workplace Bullying in the Audit Field
TRIBOU, K.; KIDD, M. A. (2022) states that the article “Woman-to-Woman Workplace Bullying in the Audit Field” discusses the prevalence of social aggression and workplace bullying experienced by women in the auditing profession. Through semi-structured interviews with women currently and formerly employed in accounting firms, the authors provide insights into the aggressive behaviors exhibited by female supervisors and peers. The article also delves into the theoretical explanations for woman-to-woman social aggression, including gender role socialization theory and organizational assimilation. Additionally, the authors present recommendations for reducing woman-to-woman bullying in the accounting profession, emphasizing the importance of communication and interpersonal skills, formal and informal mentoring, and peer networking. The study sheds light on the challenges faced by women in the auditing field and offers valuable insights for addressing these issues in both academic and professional settings.
6)A cross-cultural and methodological perspective.
AHMAD, S. et al (2021) states that the article investigates workplace bullying in Australia and Pakistan, comparing the relative exposure and tolerance to such behavior in individualistic and hierarchical societies. The study reveals that employees in a hierarchical society, such as Pakistan, are at a higher risk of exposure to workplace bullying compared to those in an individualistic society like Australia. The research also highlights the importance of understanding cultural differences and power dynamics in managing workplace bullying in international organizations. The study’s methodological contribution lies in validating a shortened measure of workplace bullying and demonstrating its usefulness in assessing and benchmarking the prevalence of bullying in organizations. The findings have significant implications for organizational management, emphasizing the need for culturally appropriate strategies to address workplace bullying in a global context.
7)Employee outcomes: a moderated mediated model.
SHEEHAN, M. et al (2020) states that the article investigates the relationship between workplace bullying and employee outcomes in a healthcare setting, focusing on the mediating role of the perceived effectiveness of anti-bullying practices and the moderating effect of targeted line manager training. The study finds that the relationship between workplace bullying and employee outcomes is partially mediated by employees’ perceived effective implementation of anti-bullying practices, and this mediation is moderated by targeted line manager training. The findings highlight the importance of effectively implemented anti-bullying HR practices and the specific contribution of targeted line manager training in reducing workplace bullying and its associated negative employee outcomes. The study contributes to resource-based view and HR process theories, providing valuable insights for future research and practice in addressing workplace bullying in healthcare organizations.
8) Climate for Conflict Management, Workplace Bullying, and Work Engagement: A Moderated Mediation Analysis”
EINARSEN, S. et al.(2018) states that the article discusses the relationship between the climate for conflict management (CCM) in organizations, exposure to workplace bullying, and work engagement. It emphasizes the importance of understanding factors that protect organizations against bullying and reduce its negative outcomes. The study, conducted in Norway, found that a strong CCM is associated with lower reports of bullying and higher levels of work engagement among employees. Additionally, the study revealed that CCM acts as a buffer in the relationship between exposure to bullying and reduced work engagement, particularly when CCM is weak. The findings suggest that CCM plays a crucial role in preventing workplace bullying and maintaining high levels of work engagement among employees. The study also highlights the need for further research on the mechanisms through which CCM may prevent bullying and its negative outcomes.
9) Gender Bias in Workplace Bullying Policies
HUTCHINSON, J.; EVELINE, J. (2010) states that the article examines workplace bullying policy in the Australian Public Sector, focusing on the gender-neutral frameworks of occupational health and safety and workplace discrimination. It shows how policies tend to individualize the problem of workplace bullying and fail to acknowledge the nuances and dimensions of power relations, particularly related to gender. The study found that policy actors tend to defend workplace bullying as a gender-neutral problem, despite significant evidence indicating otherwise. The article calls for a more comprehensive and gender-inclusive approach to address the issues of workplace bullying within the Australian Public Sector.
10) Workplace Bullying and Ethnicity: A Study in the Public Sector
LEWIS, D.; GUNN, R. (2007) states that the article explores the prevalence and nature of workplace bullying in the public sector, specifically focusing on the experiences of White and Ethnic minority workers in South Wales. The study found that 20% of respondents reported experiencing bullying at work, with rates higher for women compared to men. The findings highlight significant differences in the type and frequency of bullying behaviors experienced by the two groups, with Ethnic minority respondents more likely to label themselves as suffering from bullying behaviors. The article also discusses how ethnic people continue to be disadvantaged in public sector workplaces, with negative behaviors they experience constituting bullying at work. The study suggests that strategies of intervention in dealing with workplace bullying need to be tailored to address the specific tactics used by different types of bullying that are dependent upon their position in the hierarchy and the ethnic background of the victim.
11) Conclusion
The summaries provided offer a comprehensive overview of various studies exploring workplace bullying from diverse perspectives, encompassing psychological, cultural, organizational, and gender dimensions. These studies underscore the pervasive nature of workplace bullying across different sectors and countries, with detrimental effects on employees’ psychological wellbeing, organizational culture, and job satisfaction. They highlight the need for proactive measures to address workplace bullying, including counseling, prevention strategies, and effective conflict management climates. Moreover, the studies emphasize the significance of considering cultural differences, power dynamics, and gender biases in understanding and mitigating workplace bullying. Recommendations include the implementation of culturally appropriate interventions, gender-inclusive policies, and targeted training programs for line managers. Overall, the synthesis of these findings underscores the urgency of fostering respectful and inclusive work environments to combat workplace bullying and promote positive employee outcomes across various contexts.
References
1) AHMAD, S.; SOHAL, A.; WOLFRAM COX, J. Bullying in the workplace: a cross-cultural and methodological perspective. International Studies of Management & Organization, [s. l.], v. 51, n. 1, p. 26–46, 2021. DOI 10.1080/00208825.2021.1898099. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=91b8b691-7704-3408-b988-50c03d2c8aa2. Acesso em: 20 fev. 2024.
2)CERDEIRA, J. P.; CAKIRPALOGLU, S. D.; CAKIRPALOGLU, P. Crushing the Spirit: Unmasking the Impact of Workplace Bullying on Psychological Wellbeing among Portuguese Employees. Administrative Sciences (2076-3387), [s. l.], v. 13, n. 11, p. 244, 2023. DOI 10.3390/admsci13110244. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=3e1f9ec6-839a-3500-8f20-5d357d386563. Acesso em: 19 fev. 2024.
3)EINARSEN, S. et al. Climate for conflict management, exposure to workplace bullying and work engagement: a moderated mediation analysis. International Journal of Human Resource Management, [s. l.], v. 29, n. 3, p. 549–570, 2018. DOI 10.1080/09585192.2016.1164216. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=6d7f4963-548b-30f9-aed2-4a98fa3de9c1. Acesso em: 21 fev. 2024.
4)HUTCHINSON, J.; EVELINE, J. Workplace Bullying Policy in the Australian Public Sector: Why Has Gender Been Ignored? Australian Journal of Public Administration, [s. l.], v. 69, n. 1, p. 47–60, 2010. DOI 10.1111/j.1467-8500.2010.00669.x. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=0c40b227-79f8-3f27-9353-7ef10dcbbf33. Acesso em: 21 fev. 2024.
5)LEWIS, D.; GUNN, R. Workplace Bullying in the Public Sector: Understanding the Racial Dimension. Public Administration, [s. l.], v. 85, n. 3, p. 641–665, 2007. DOI 10.1111/j.1467-9299.2007.00665.x. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=a3d326ae-1694-3181-ad14-d619281f12a3. Acesso em: 21 fev. 2024.
6)RAYCHA, B. P.; ALMOULA, T. S. Sustaining Organizational Culture Amid Workplace Bullying: A Review of Employee Responses Using EVLN Model. IUP Journal of Organizational Behavior, [s. l.], v. 22, n. 3, p. 87–109, 2023. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=a5ae0a9b-51a9-3920-84e5-9aff59b43ed5. Acesso em: 19 fev. 2024.
7)ROSANDER, M.; BLOMBERG, S. Workplace bullying of immigrants working in Sweden. International Journal of Human Resource Management, [s. l.], v. 33, n. 14, p. 2914–2938, 2022. DOI 10.1080/09585192.2021.1891113. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=f10723ba-a612-3037-8e4e-8a4bad9ec680. Acesso em: 20 fev. 2024.
8)SHEEHAN, M.; MCCABE, T. J.; GARAVAN, T. N. Workplace bullying and employee outcomes: a moderated mediated model. International Journal of Human Resource Management, [s. l.], v. 31, n. 11, p. 1379–1416, 2020. DOI 10.1080/09585192.2017.1406390. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=77b19571-cdbe-374d-ad28-347ec9206569. Acesso em: 20 fev. 2024.
9)TRIBOU, K.; KIDD, M. A. Woman-to-Woman Workplace Bullying in the Audit Field. Current Issues in Auditing, [s. l.], v. 16, n. 1, p. A27–A37, 2022. DOI 10.2308/CIIA-2020-047. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=e47d9c74-ce7f-3fca-8b30-43469ce4a73d. Acesso em: 20 fev. 2024.
10)VALENTINE, S.; FLEISCHMAN, G.; GODKIN, L. Rogues in the ranks of selling organizations: using corporate ethics to manage workplace bullying and job satisfaction. Journal of Personal Selling & Sales Management, [s. l.], v. 35, n. 2, p. 143–163, 2015. DOI 10.1080/08853134.2015.1010542. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=a0d254d7-318b-3f96-9f1c-8742859aaf37. Acesso em: 23 fev. 2024.