The Malaysian Workplace Bullying Index (MWBI): A new measure of workplace bullying in Eastern countries

Workplace bullying is a significant cause of stress at work. Existing studies, primarily based on Western-oriented frameworks and instruments, have largely overlooked the role of culture. This oversight questions whether understandings generated from those studies can be generalised to employees working in Eastern countries, which differ on important cultural dimensions. To date, there is no Eastern-based instrument for measuring workplace bullying. In two studies, we developed and validated such a measure: the Malaysian Workplace Bullying Index (MWBI). Study 1 entailed a content validation of bullying behaviours via written records (diaries) completed by Malaysian bullying victims. The 19 validated behaviours formed the basis of Study 2, with additions from the wider literature. Study 2 used survey data collected at three time-points from Malaysian employees exposed to bullying at work. The final result was an 18-item scale with two nine-item factors: work-related bullying and person-related bullying. Overall, the MWBI is a psychometrically sound measure of workplace bullying in Eastern workplaces

Negative workplace behaviour: temporal associations with cardiovascular outcomes and psychological health problems in Australian police

Negative workplace behaviour, such as workplace bullying, is emerging as an important work-related psychosocial hazard with the potential to contribute to employee ill health. We examined the risk of two major health issues (poor mental and cardiovascular health) associated with current and past exposure to negative behaviour in the workplace. Data from 251 police officers, who completed an anonymous mail survey at two time-points spaced 12 months apart, support the potential role of exposure to negative workplace behaviour in the development of physical disease and psychological illness. Specifically, we saw significant effects associated with past exposure to such behaviour on indicators of poor cardiovascular health, and a significant effect of current exposure on the indicator of mental health problems. Our findings reinforce the need to continue to study links between employee health and both negative workplace behaviour and more severe cases of bullying, particularly the mechanisms involved to strengthen theory in this area, and to protect against employee ill health (specifically cardiovascular outcomes and psychological problems) by preventing negative behaviour at work. Copyright (C) 2010 John Wiley & Sons, Ltd

A Swiss army knife?:How science challenges our understanding of mindfulness in the workplace

While mindfulness has demonstrated many advantages in the workplace, this paper addresses important issues around the future of mindfulness at work. We begin by clarifying our understanding of mindfulness in the workplace. This is followed by a discussion on the problematic nature of mindfulness-based interventions in workplaces and potential guidance is provided for those who intend to undertake interventions. Finally, we examine how workplaces are naturalistic settings that differ in how they can nurture mindfulness in employees. Ultimately this paper provides organizations and practitioners insight into potential issues in navigating mindfulness at work, while also providing cautionary optimism around the future of mindfulness in the workplace

Genetic mechanisms of critical illness in COVID-19.

Host-mediated lung inflammation is present1, and drives mortality2, in the critical illness caused by coronavirus disease 2019 (COVID-19). Host genetic variants associated with critical illness may identify mechanistic targets for therapeutic development3. Here we report the results of the GenOMICC (Genetics Of Mortality In Critical Care) genome-wide association study in 2,244 critically ill patients with COVID-19 from 208 UK intensive care units. We have identified and replicated the following new genome-wide significant associations: on chromosome 12q24.13 (rs10735079, P = 1.65 × 10-8) in a gene cluster that encodes antiviral restriction enzyme activators (OAS1, OAS2 and OAS3); on chromosome 19p13.2 (rs74956615, P = 2.3 × 10-8) near the gene that encodes tyrosine kinase 2 (TYK2); on chromosome 19p13.3 (rs2109069, P = 3.98 ×  10-12) within the gene that encodes dipeptidyl peptidase 9 (DPP9); and on chromosome 21q22.1 (rs2236757, P = 4.99 × 10-8) in the interferon receptor gene IFNAR2. We identified potential targets for repurposing of licensed medications: using Mendelian randomization, we found evidence that low expression of IFNAR2, or high expression of TYK2, are associated with life-threatening disease; and transcriptome-wide association in lung tissue revealed that high expression of the monocyte-macrophage chemotactic receptor CCR2 is associated with severe COVID-19. Our results identify robust genetic signals relating to key host antiviral defence mechanisms and mediators of inflammatory organ damage in COVID-19. Both mechanisms may be amenable to targeted treatment with existing drugs. However, large-scale randomized clinical trials will be essential before any change to clinical practice

Emotional boundary management : a new adaptive approach to emotion regulation at work

It is well recognized that emotions support adaptation to environmental demands by guiding cognitions and behavior in line with one’s implicit and explicit goals. This is true in the work context, as in other areas of life. Traditionally, however, research into emotion regulation within the work context has been centered on the problematic aspects of feeling and displaying emotion at work. In order to meet organizational goals, felt emotions need to be subdued or modified, and inauthentic emotions displayed. In this way, conceptualizations of work-related emotion regulation have disconnected emotion from its most basic and adaptive signal function. This disconnection has led to a dilemma regarding the real- and the fake-self and been associated with a range of negative consequences for employee health and well-being. Understanding how emotions can be regulated to help employees meet personal goals for growth and development has also been overlooked. In this chapter, we challenge this existing paradigm, and instead argue that examining emotion regulation in terms of its adaptive functions will help to unify disparate findings from within the emotion regulation literature and progress research in the field of emotion and emotion regulation at work.

The influence of schemas, stimulus ambiguity, and interview schedule on eyewitness memory over time

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Workplace bullying erodes job and personal resources: between- and within-person perspectives

Workplace bullying is a serious psychosocial occupational hazard. Despite a wealth of empirical study, research has rarely examined the mechanisms through which bullying has its negative effects. Accordingly, using both between- and within-person approaches, we investigated the erosion of job (Study 1) and personal (Study 2) resources following workplace bullying, mediated by the depletion of emotional energy. In Study 1, self-report survey data were collected from 221 retail workers at 2 time-points spaced 6 months apart. Structural equation modeling revealed that over time bullying depletes coworker support, partially mediated by emotional exhaustion. In Study 2, a 6-week diary was completed by a separate sample of 45 workers employed in various occupations. Within-person weekly variability in bullying exposure was 34%. Hierarchical linear modeling showed that weekly emotional exhaustion partially mediated the negative effects of weekly workplace bullying on both optimism and self-efficacy. The consistent pattern across both studies supports the idea of a resource loss process whereby exposure to bullying at work erodes job and personal resources by depleting energy. Future research should clarify the role of exhaustion in utilizing resources to respond to bullying, focus on predictors of within-person variability in bullying exposure, and more explicitly model the resource loss spiral following workplace bullying

Are state mindfulness and state work engagement related during the workday?

Given the growing interest in mindfulness in the workplace and the established importance of work engagement for work-related health and well-being, we explore the relationships between these 2 positive psychological states as they vary naturalistically over the workday. Utilising data from 3 measurement occasions per day (before work, mid-workday, and end-workday), we track natural variations in state mindfulness and state work engagement to create a fine-grained picture about their reciprocal relationships within the workday. A sample of 94 university employees completed multiple diary entries per day, for 10 working days. Data were analysed using multilevel structural equation modelling in MPlus, testing within-person pathways between mindfulness and work engagement across the day. Although state work engagement was a predictor of subsequent state mindfulness, state mindfulness did not predict subsequent state work engagement when controlling for earlier within-day work engagement. Overall, the within-day associations between mindfulness and work engagement were weak. We note the high within-day stabilities of state mindfulness and state work engagement, and discuss whether job and personal resources as well as task features might be moderators in the relationships between these constructs