The relationship between leadership and follower in-role performance and satisfaction with the leader: the mediating effects of empowerment and trust in the leader

Purpose: The purpose of this paper is to provide an examination of the mediating effects of empowerment and trust in the leader on the relationship between transformational leadership and two outcomes (i.e. the in-role performance of followers as rated by the leader and satisfaction with the leader). Design/methodology/approach: In total, 150 customer service operators in an Australian call-centre were invited to participate in a leadership questionnaire and informed that their performance would be rated by their immediate supervisors (i.e. their line manager) as part of the study. A sample of 109 responses were used in the analysis. Findings: Partial least squares analysis revealed that the effects of transformational leadership on the in-role performance of followers were mediated by empowerment and trust in the leader, whereas the effects of transformational leadership on satisfaction were partially mediated by trust in the leader. Research limitations/implications: The implications of the findings for leadership theorists is that a more fine-grained approach is required to understand the leadership “black box” in that different mediators have been shown to affect different outcomes. Practical implications: In a call-center context, which has high levels of control, standardization and formalization, transformational leadership can improve the performance of followers by empowering them and by developing trust in the leader. Originality/value: This paper contributes to the literature by providing a concurrent analysis of the mediating effects of empowerment and trust in the leader on the relationship between transformational leadership and in-role performance and job satisfaction

The behavioral reactions of victims to different types of workplace bullying

The relationships between different types of workplace bullying and the reactions of victims were examined using six categories of bullying (threat to professional status, destabilization, isolation, overwork, verbal taunts, and violence) and three categories of reactions (assertiveness, avoidance, and seeking formal help). Participants were 127 employed undergraduates. Descriptive statistics and correlations were used to analyse the data. The findings revealed that avoidance reactions were the most common, followed by assertiveness and seeking formal help. As hypothesized, different types of bullying were associated with different types of reactions. Several practical implications derived from the findings were discussed suggesting that prevention is better than intervention

The workplace experiences of apprentices and trainees: an interview study

The workplace bullying behaviors experienced by apprentices and trainees in personal service occupations (e.g., fitness, hairdressing and beauty) formed the focus of this study. The key aim was to lean from the apprentices and trainees about the forms of any negative behaviors to which they had been subjected, and about the effects on them of any such behaviors. A semi-structured interview approach was used in this study. The results reveal that the apprentices and trainees had been subjected to several behaviors that meet the definitions of bullying. The behaviors were found to have serious adverse effects on the apprentices/trainees

European journal of plant pathology

This paper examines the workplace bullying experiences of building and construction apprentices. The aims of the paper are to learn about the types of behaviours to which building and construction apprentices are subjected and to examine the reasons why a significant proportion of them neither confront the perpetrator of the behaviour nor report the behaviour, either within the organisation or externally. Individual semi‐structured interviews were used. The results indicate that the apprentices were subjected to a wide range of negative behaviours. There were several reasons for them neither confronting the perpetrator nor reporting the bullying, including fear of job loss and financial impact

Neuroticism and the psychosomatic model of workplace bullying

Purpose: To examine the role of neuroticism in the psychosomatic model of workplace bullying. Design/methodology/approach: A survey approach was used in this research. Partial Least Squares analyses on data from 127 participants were used to determine whether the effects of bullying on negative affect are independent of, or are moderated by, neuroticism. Findings: Revealed that neuroticism does not moderate the relationship between bullying and negative affect. Bullying and neuroticism were found to act independently on negative affect. The results supported the psychosomatic model of bullying. Research limitations/implications: Limitations are the nature of the sample, the use of self-report and cross-sectional data. Future research could use a larger sample, include multi-rater data, and a longitudinal research design. Practical implications: Dealing effectively with bullying is a concern for individuals and organizations. The findings highlight the need for anti-bullying policies. Management need to be trained in the prevention of bullying and in how to deal effectively with bullying. Victims should not be held accountable for the psychosomatic effects of bullying, the onus remains on managers and employers to prevent bullying from occurring. Originality/value: This paper extends the psychosomatic model of workplace bullying by examining the role of neuroticism. The findings have both theoretical implications for researchers in increasing understanding of the psychosomatic model of bullying, and practical implications for managers in organizations in terms of developing strategies for countering workplace bullying and its effects

The physical and psychological effects of workplace bullying and their relationship to intention to leave: A test of the psychosomatic and disability hypotheses

This paper examined the physical and psychological effects of workplace bullying and their relationship to intention to leave. Participants were 150 undergraduate students who had been employed during the last 12 months. Workplace bullying correlated positively with physical symptoms, negative affect, and with intention to leave the job. Partial Least Squares analyses were used to test two competing models for the relationship between bullying, physical and psychological effects, and intention to leave. The results supported the psychosomatic model (i.e., bullying leads to negative affect which leads to physical health problems, which in turn increase intention to leave) but not the disability hypothesis (i.e., bullying leads to physical health problems which lead to negative affect, which in turn increases intention to leave)

Symposium on Workplace Bullying: introduction

Abstract not available

Perceived organizational support as a moderator of the effects of workplace bullying on intention to leave

Abstract not available