49,335 research outputs found

    Evidence synthesis on the occurrence, causes, consequences, prevention and management of bullying and harassment behaviours to inform decision making in the NHS

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    Background Workplace bullying is a persistent problem in the NHS with negative implications for individuals, teams, and organisations. Bullying is a complex phenomenon and there is a lack of evidence on the best approaches to manage the problem. Aims Research questions What is known about the occurrence, causes, consequences and management of bullying and inappropriate behaviour in the workplace? Objectives Summarise the reported prevalence of workplace bullying and inappropriate behaviour. Summarise the empirical evidence on the causes and consequences of workplace bullying and inappropriate behaviour. Describe any theoretical explanations of the causes and consequences of workplace bullying and inappropriate behaviour. Synthesise evidence on the preventative and management interventions that address workplace bullying interventions and inappropriate behaviour. Methods To fulfil a realist synthesis approach the study was designed across four interrelated component parts: Part 1: A narrative review of the prevalence, causes and consequences of workplace bullying Part 2: A systematic literature search and realist review of workplace bullying interventions Part 3: Consultation with international bullying experts and practitioners Part 4: Identification of case studies and examples of good practic

    Who is... Dr Frances McGregor? The International Association on Workplace Bullying and Harassment, December 2016 Newsletter.

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    In the International Association on Workplace Bullying and Harassment newsletter there is an article called ‘Who is...?’ In this column members of IAWBH are nominated to introduce themselves in a snowballing manner. After answering some questions about themselves, their work and developments in their country, the introduced member may pick up another member from the membership list for the ‘Who is...?’ column in the next newsletter. Pat Ferris from Canada nominated Dr Frances-Louise McGregor from the UK

    Improving social corporate responsibility : the case of bullying behavior

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    This article highlights moral harassment at the workplace as a form of corruption in organizations. This form of corruption has cost organizations billions of dollars each year. A theoretical model is presented in this paper, which explains the main factors that affect bullying processes impact on organizations. Suggestions are provided in this paper, as tools to eliminate bullying within the workplace

    Puntos de corte para el acoso psicológico en el trabajo: el cuestionario breve de actos negativos (S-NAQ) en español

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    Antecedentes: el acoso psicológico en el trabajo es un estresor laboral severo de origen social. Sin embargo, en el contexto español, hay escasez de medidas que nos permitan diagnosticar de forma fiable si una persona está siendo objeto de acoso. Método: se informa de las propiedades psicométricas, la estructura factorial y los puntos de corte del Cuestionario Breve de Actos Negativos (S-NAQ) en una muestra española (N = 1.409). Resultados: el S-NAQ presenta unas buenas propiedades psicométricas. Los análisis factoriales exploratorios y confirmatorios revelan que la escala tiene una única dimensión. Los datos de las curvas ROC indican dos puntos de corte que nos permiten categorizar a las personas como “no expuestas a conductas de acoso” (puntuaciones menores de 15), “en riesgo de ser acosadas” (puntuaciones entre 15 y 22), o “víctimas de acoso” (puntuaciones mayores de 22). Conclusiones: estos puntos de corte pueden facilitar el diagnóstico de acoso y servir para diseñar intervenciones según cada categoría.Background: Workplace bullying is considered a major social stressor at work. However, in the Spanish context, there is a lack of measures that allow researchers and practitioners to distinguish between non-targets and targets of workplace bullying. Method: This study reports the psychometric properties, factor structure, and cutoff scores for the Short-Negative Acts Questionnaire (S-NAQ) in a Spanish sample (N = 1,409). Results: The S-NAQ demonstrated adequate psychometric properties. Moreover, both Exploratory and Confi rmatory Factor Analysis revealed that a unifactorial model of workplace bullying fi t the data best. Two cutoff points for the S-NAQ were formulated using receiver operating characteristic curves to categorize respondents as “not exposed to workplace bullying” (scores below 15), “at risk of being bullied” (scores between 15 and 22), and “targets of workplace bullying” (scores above 22). Conclusions: These cutoff scores may help researchers and practitioners in diagnosing workplace bullying and designing intervention strategies.Ministerio de Ciencia e Innovación PSI2017-83465-

    An exploratory study on the relationship between the personal factors of the perpetrator and workplace bullying

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    Many countries worldwide have considered workplace bullying as an important national agenda. This issue has been extensively discussed by scholars who have determined that bullying severely affects an organization. However, discussions on workplace bullying in the perspective of the perpetrators still remain inadequate. This study aims to examine the relationship between the personal factors and job insecurity of the perpetrator with workplace bullying. It intends to understand the factors that contribute to workplace bullying among Malaysian workers. This research applied the quantitative method of data collection and used SmartPLS M2 version 2.0 to analyse data. The regression analysis showed that personal factors positively affected workplace bullying. In contrast, no significant relationship was found between job insecurity and workplace bullying

    Workplace mobbing: Expulsion, exclusion, and transformation

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    The issue of workplace bullying has received considerable attention in recent times in both the academic literature and in the print and electronic media. The stereotypical bullying scenario can be described as the “bully boss” model, where those in more senior positions tend to bully the staff they supervise. By way of contrast, this paper presents the findings of a three year exemplarian action research study into the lesser known phenomenon of workplace mobbing. Consistent with grounded theory methods, the findings are discussed in the context of emergent propositions in relation to the broader social, cultural, and organisational factors that can perpetuate workplace mobbing in the public sector

    WORKPLACE BULLYING: THE EXPERIENCE OF TEACHERS IN KUWADZANA CLUSTER, HARARE, ZIMBABWE

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    Bullying among teachers merited interest for many reasons. These included its possible detrimental effects on the students, its ability to cause low morale among teachers, a high turnover of trained staff and, poor quality of pupils’ results. This study examined the experience of workplace bullying among teachers in Kuwadzana Cluster, Harare, Zimbabwe. The experiences included verbal workplace bullying, nonverbal workplace bullying, practical workplace bullying and performance related workplace bullying. The survey research design was used for the study. The population for the study was five hundred and twenty six (526) teachers from Kuwadzana Cluster. The sample for the study comprised of one hundred and eighty (180) teachers from both primary and secondary schools. The research instrument for the study was a questionnaire of the five point Likert scale. The questionnaire was face and content validated and reliability was determined using the Cronbach’s Alpha Reliability method. A reliability coefficient of 0.951 was obtained for the instrument. The data collected was analysed using the Statistical Package for Social Sciences (SPSS). The descriptive statistics and regression analysis was used for the analysis of data. The study revealed that teachers were sometimes subjected to belittling remarks about their work or personal life with a mean of 2.5698. On the overall, teachers in Kuwadzana cluster rarely experienced verbal workplace bullying, nonverbal workplace bullying, practical workplace bullying and performance related workplace bullying. Teachers rarely experienced stress and stress related health problems and mental health problems. They, however, experienced low morale as a result of workplace bullying with a mean value of 2.8111.The more qualified the teachers; the more they experienced workplace bullying as indicated by the positive Beta value of 0.623. The experience of workplace bullying accounted for 49.7% variance and had a high effect on the effects of workplace bullying. Based on these findings, recommendations were mad

    Short-term trajectories of workplace bullying and its impact on strain: A latent class growth modeling approach

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    The aim of this weekly diary study was (a) to identify trajectories of workplace bullying over time and (b) to examine the association of each cluster with strain indicators (i.e., insomnia and anxiety/depression). A sample of 286 employees during 4 weeks of data was used (N occasions = 1,144). Results of latent class growth modeling showed that 3 trajectories could be identified: a nonbullying trajectory, which comprised 90.9% of the sample; an inverted U trajectory; and a delayed increase bullying trajectory; the latter two each had 4.2% of the participants. We found a significant interaction between time and trajectories when predicting insomnia and anxiety/depression, with each strain showing a differential pattern with each trajectory. It seems that the negative effects on insomnia are long-lasting and remain after bullying has already decreased. In the case of anxiety and depression, when bullying decreases strain indicators also decrease. In this study, by examining trajectories of bullying at work over time and their associations with strain, we provide new insights into the temporal dynamics of workplace bullying

    IMPROVING SOCIAL CORPORATE RESPONSIBILITY: THE CASE OF BULLYING BEHAVIOR

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    This article highlights moral harassment at the workplace as a form of corruption in organizations. This form of corruption has cost organizations billions of dollars each year. A theoretical model is presented in this paper, which explains the main factors that affect bullying processes impact on organizations. Suggestions are provided in this paper, as tools to eliminate bullying within the workplace.

    Hubungan antara Self Esteem dengan Workplace Bullying

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    This study aims to determine the correlation between self-esteem with workplace bullying. The populations of this study are 140 employees of PPPPTK Bahasa’s. The samples included 60 employees were obtained by simple random sampling technique. The measuring instrument in this study is workplace bullying scale with 23 aitems with reliability coefficient 0.909 which is based on dimensions of workplace bullying (personal bullying, work-related bullying, and intimidation) and self esteem scale with 35 aitems with reliability coefficient 0.937 which based on aspects of self esteem (power, significance, virtue, and competence). The analysis data technique in this study is simple regression analysis. The result found that rxy= -0,749 with p = 0,000 (p < 0,05), which means there is negative correlations between self esteem and workplace bullying. This shows that the higher self-esteem, the lower workplace bullying. Keywords: self esteem, workplace bullying, employe
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