409 research outputs found
Measuring exposure to bullying at work:The validity and advantages of the latent class cluster approach
This paper addresses the construct and predictive validity of two methods for classifying respondents as victims of workplace bullying. Although bullying is conceived as a complex phenomenon, the dominant method used in bullying surveys, the operational classification method, only distinguishes two groups: victims versus non-victims. Hence, the complex nature of workplace bullying may not be accounted for. Therefore a latent class cluster approach is suggested to model the data, which was obtained by using the Negative Acts Questionnaire (NAQ) administered to employees in Belgium (n=6,175). Latent class modelling is a method of analysis that does not appear to have been used in occupational health psychology before. In this study, six latent classes emerged: ânot bullied,â âlimited work criticism,â âlimited negative encounters,â âsometimes bullied,â âwork related bullied,â and âvictims.â The results show that compared to the traditional operational classification method, the latent class cluster approach shows higher construct and higher predictive validity with respect to self-assessments and indicators of strain and well-being at work. The consequences of these results for theory, future research, and practice are discussed
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Leadership and approaches to the management of workplace bullying
Leadership behaviour has been identified as an important antecedent of workplace bullying, since managers may prevent, permit or engage in the mistreatment of others. However, the issue of how managers respond when bullying occurs has received limited attention. With this in mind, the aim of this study was to explore how managers behave when bullying occurs in their work group, and to elucidate the contextual issues that underlie this behaviour. This was achieved through analysis of in-depth interviews with individuals involved in cases of bullying. The findings revealed a typology of four types of management behaviour in cases of bullying, each underpinned by contextual factors at the individual, group and organizational level. The study shows that the role of leadership in workplace bullying is more complex than previously thought, and suggests several ways in which managers and organizations could deal with bullying behaviour
Reciprocal relations between workplace bullying, anxiety and vigor: A two-wave longitudinal study
Background and Objectives: Workplace bullying has been classified as an extreme social stressor in work contexts and has been repeatedly linked to several negative consequences. However, little research has examined reversed or reciprocal relations of bullying and outcomes. Design: We conducted a two-wave longitudinal study with a time lag of six months. Methods: The study sample consisted of 348 employees of the Spanish workforce. The present study examined longitudinal relationships between workplace bullying, psychological health, and well-being. On the basis of conservation of resources theory, we hypothesized that we would find reciprocal relations among study variables over time. Results: Results of cross-lagged structural equation modeling analyses supported our hypotheses. Specifically, it was found that Time 1 (T1) workplace bullying was negatively related to Time 2 (T2) vigor and positively related to T2 anxiety. Additionally, T1 anxiety and vigor had an effect on T2 workplace bullying. Conclusions: Overall, these findings support the validity of the theoretical models postulating a reciprocal bullyingâoutcome relationship, rather than simple one-way causal pathways approaches
Job demands as risk factors of exposure to bullying at work: The moderating role of team-level conflict management climate
Conflict management climate is an important organizational resource that is theorized
to prevent interpersonal frustration from escalating into harsh interpersonal conflicts
and even workplace bullying. The present study investigates whether team-level
perceptions of conflict management climate moderate the relationship between
previously investigated psychosocial predictors of workplace bullying (i.e., role conflicts,
workload, cognitive demands) and perceived exposure to bullying behaviors in the
workplace. We collected data from crews on ferries operating on the Norwegian
coastline consisting of 462 employees across 147 teams. As hypothesized, multilevel
analyses showed positive main effects of role conflict and cognitive demands (but not
workload) on exposure to bullying behaviors. Also, the hypothesized moderation effect
of team-level conflict management climate on the relationship between individual-level
job demands and exposure to bullying behaviors was significant for role conflict and
cognitive demands, but not for workload. Specifically, the positive relationships between
the two job demands and exposure to bullying behaviors were stronger for employees
working in teams with a weak (vs. a strong) conflict management climate. These findings
contribute to the bullying research field by showing that conflict management climate
may buffer the impact of stressors on bullying behaviors, most likely by preventing
interpersonal frustration from escalating into bullying situations
Debate: Bullying and harassment of lesbians, gay men and bisexual employees: findings from a representative British national study
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Suggestions for reducing crop damage by wildlife
Published April 1943. Facts and recommendations in this publication may no longer be valid. Please look for up-to-date information in the OSU Extension Catalog: http://extension.oregonstate.edu/catalo
Discrimination in the University in India
Despite changes to the status of women in India, the strong patriarchal traditions continue to shape the way that women take their place in Indian society. There are more opportunities for women in India today, inclusive of political, financial and working opportunities, but it is difficult not to notice that India is still a male dominated society
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Suggestions on management of small game in Oregon
Published January 1941. Facts and recommendations in this publication may no longer be valid. Please look for up-to-date information in the OSU Extension Catalog: http://extension.oregonstate.edu/catalo
Produtividade, pressão e humilhação no trabalho: os trabalhadores e as novas fåbricas de calçados no Cearå
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