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

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.

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

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

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

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

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

Nurse Managers, Work Environment Factors and Workplace Bullying

The purpose of this dissertation is to explore relationships between authentic leadership style, global social power, job demand, job control, and workplace bullying of nurse managers in acute care settings across the United States. Over 30 years of workplace bullying research exists. Consequences are linked to intent to leave, turnover, and harmful emotional and physical effects. Published studies identifying nurse managers as targets of workplace bullying and work environment factors that contribute to nurse managers being recipients of workplace bullying either, downward from their leaders, horizontally from their nurse manager peers, and upwards from their clinical nurses were not identified. A descriptive, cross-sectional design using an online survey was utilized. Descriptive, inferential, and multivariate analyses were used to identify relationships and the likelihood of workplace bullying occurring. Thirty-five percent (n = 80) of nurse managers reported being a target of workplace bullying. Managers sustained occasional (56%, n = 45) and severe (44%, n = 35) levels of workplace bullying, 65% (n = 43) identified their executive nurse leader as the predominate perpetrator. Authentic leadership, job demand, job control correlated significantly (p = \u3c .01) with workplace bullying and job demand demonstrated the strongest likelihood (OR = 3.9) for predicting workplace bullying. Nurse Managers are four times more likely to be a recipient of workplace bullying when their job responsibilities are classified as demanding. This study expanded the science and demonstrated that nurse managers, the backbone of organizations, are recipients of workplace bullying emanating predominately from executive nurse leaders, but also from clinical nurses and their nurse manager peers. Given the harmful consequences of workplace bullying, as \u27guardians\u27 of and \u27advocates\u27 for their teams, executive nursing leaders, have an ethical and operational responsibility to ensure nurse managers are able to practice in a safe environment

The Effect of Target Demographics and Emotional Intelligence on Workplace Bullying

Workplace bullying has escalated among U.S. workers, and aside from its mental and physical toll, it can affect productivity, absenteeism, and turnover. Researchers have identified the primary causes of workplace bullying as envy, leadership disregard, a permissive climate, organizational culture, and personality traits. This non experimental, quantitative study investigated the predictors of workplace bullying at the target level, and specifically examined if target EI, age, gender, and/or race/ethnicity predicts experienced workplace bullying. Participants (N = 151) 18 years or older with one year of work experience were recruited from the WBI database, a newspaper column, public presentations, and a blog. Participants completed the Negative Acts Questionnaire to assess experienced workplace bullying, the Trait Emotional Intelligence Questionnaire (Short Form) to assess EI, and a demographic questionnaire. A Pearson\u27s correlation and multiple regression analyses were used to test the hypotheses. Global trait EI and the 4 trait EI factors of well-being, self-control, emotionality, and sociability were not statistically significantly related to workplace bullying. Further, EI, age, gender, and race/ethnicity were also not related to workplace bullying. Further research is suggested, to include examining organizational effects on workplace bullying. The implications for social change it that resources currently allocated for target can be more appropriately directed toward supervisors and the organization\u27s culture

The Perceived Effects of Organizational Culture on Workplace Bullying in Higher Education

Current research indicates that workplace bullying exists among a variety of industries in the United States. Further, the reported frequency of workplace bullying appears to be above average in some industries including higher education. Workplace bullying can cause long term harmful effects for the bullied target. Additionally, workplace bullying can create a negative work environment leading to decreased productivity and employee turnover. The purpose of this study was to learn from higher education faculty, administrators, and human resource personnel about their experiences with workplace bullying. This study examined the problem of workplace bullying through different roles and perspectives to better understand how and why it occurs. This study used organizational culture theory as a guide to investigate the role of the institutional processes in interpersonal behavior. This study employed qualitative phenomenological methodology using interviews to gather data. It found that workplace bullying was experienced as both verbal and emotional abuse. The bullying behavior was often conducted by a superior or someone who held power over the target. Due to the power imbalance, most bullied targets felt there was little recourse to combat the behavior. All participants suggested that training on workplace bullying behavior, creating policy with consequences and ultimately legislation against the behavior would help mitigate the problem

Correlates of Workplace Bullying, Depression, Anxiety, Narcissism, and Self-esteem

The following study examined the prevalence and impact of workplace bullying. To achieve this goal, a survey was administered through Amazon.com's Mechanical Turk (N = 122). To measure workplace bullying, the study used the Negative Acts Questionnaire (NAQ). Other aspects of emotional health including self-esteem, depression, and general health were assessed with corresponding scales in order to determine the impact workplace bullying has on its victims. Bivariate correlation analyses were conducted. The study found positive correlations among workplace bullying intensity, workplace incivility, and paranoia. Negative correlations were discovered between workplace bullying intensity and self-esteem. Further research on this topic should be undertaken in order to confirm these findings and examine the variables in greater detail.B.A. (Bachelor of Arts

Research into the current state of workplace bullying and the intervention: The story of Manufacturing industry

Workplace bullying causes employees psychological and physical sufferings and the enterprises loss of productivity. The magnitude of the workplace bullying issues has long been recognised and researched in the Scandinavian and Western European countries, which resulted in the large body of literature and anti workplace bullying legislations in these countries. In South Korea, Workplace bullying is receiving significant recognition from the mass media and yet, only a little of the interest has been shared by the policy makers and researchers. Although a number of studies have been conducted within South Korean context, most of them were conducted at a small scale and were unable to show the picture workplace bullying in South Korea. Where the body of literature is already small, research within the manufacturing sector has been even more scarce despite that manufacturing takes up a large part of South Korean industry and employment. Facing these issues, this study attempted to explore into the workplace bullying in manufacturing industry. Firstly, literature review was conducted examining the research conducted within and outside of South Korea. The anti-workplace bullying legislation of Norway, Belgium, and Canada were also discussed. The review of the literature and legal legislation highlighted the lack of the research into workplace bullying and of the policy support for bullying intervention. ..