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Workplace Bullying: New Evidence and Perspectives on Antecedents and Individual and Organizational Outcomes

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A special issue of International Journal of Environmental Research and Public Health (ISSN 1660-4601). This special issue belongs to the section "Occupational Safety and Health".

Deadline for manuscript submissions: closed (31 December 2022) | Viewed by 26504

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Special Issue Editors

Dr. Paul Maurice Conway

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Guest Editor

Department of Psychology, University of Copenhagen, 1353 Copenhagen, Denmark
Interests: workplace bullying; work-related stress; sickness presenteeism; ageing at work; mental health at work; work motivation

Dr. Cristian Balducci

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Assistant Guest Editor

Department of Psychology, University of Bologna, 40127 Bologna, Italy
Interests: workplace bullying; mobbing; workaholism; work addiction; work engagement; work-related stress; psychosocial factors at work; counterproductive work behavior
Special Issues, Collections and Topics in MDPI journals

Dr. Hermann Burr

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Assistant Guest Editor

Division 3 Work and Health, Federal Institute of Occupational Safety and Health (BAuA), 10317 Berlin, Germany
Interests: physical, psychosocial and organisational working conditions; working conditions and employees' health; workability; work participation; mental health

Dr. Sara Zaniboni

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Assistant Guest Editor

Department of Psychology, University of Bologna, 47521 Cesena, Italy
Interests: diversity management; age at work; retirement process; work integration of people with mental disabilities; job characteristics; job design; occupational health
Special Issues, Collections and Topics in MDPI journals

Special Issue Information

Dear Colleagues,

Workplace bullying (also known as mobbing at work) is an extreme social stressor leading to negative consequences for both the targeted individuals and their organizations [1−3]. Previous research in the field has established a clear link between exposure to bullying behavior, even of minor intensity, and anxiety-related reactions, psychosomatic complaints, and depression, as well as absenteeism, turnover and lost productivity. In extreme circumstances, exposure to bullying has been linked to suicidal ideation and behavior, indicating its potentially traumatic valence [4]. Research on the antecedents of the phenomenon has shed light on the role of psychosocial working conditions in instigating bullying escalation. Factors such as high job demands, role stressors, organizational change and job insecurity have been shown to play a role in the development of bullying via increased job stress. Indeed, distressed and frustrated workers are more easily involved in conflicts at work, which may at times escalate into bullying.

Importantly, many of these stressors have seen an exacerbation in the recent global work situation—not necessarily post COVID-19-, which is increasingly characterized by high competition, elevated job pressure and intensification, marked difficulty in balancing work and family demands, and a widespread job insecurity. Thus, the current world of work offers a unique possibility for advancing our understanding of the organizational processes potentially implicated in the incidence of bullying, as well as its consequences, including intervening mechanisms and relevant boundary conditions. Advancing such understanding is the main objective of the present special issue on workplace bullying.

We particularly welcome studies on workplace bullying implementing robust research designs, including intervention studies, longitudinal studies, multilevel investigations focusing on individuals within teams/groups or organizations, diary studies adopting an intra-individual perspective, person-centered studies and research employing multisource data. Cross-sectional studies may also be considered, especially if they offer original perspectives or insights on underinvestigated topics in the field (e.g., cyberbullying, cross-over of bullying effects, etc.).

It is suggested that a short description of the study is sent in advance to the Special Issue’s main editors (C.B. and P.M.C.): [email protected] and [email protected]

References

Einarsen, S.; Hoel, H.; Zapf, D.; Cooper, C. Bullying and Harassment in the Workplace. CRC Press: Boca Raton, FL, USA, 2020.
Conway, P.M.; Hogh, A.; Balducci, C.; Ebbesen, D.K. Workplace Bullying and Mental Health. In Pathways of Job-related Negative Behaviour. Handbooks of Workplace Bullying, Emotional Abuse and Harassment; D’Cruz, P., Noronha, E., Baillien, E., Catley, B., Harlos, K., Hogh, A., Mikkelsen, E.G., Eds.; Springer: Singapore, 2018; Volume 2, pp. 1−27.
Hogh, A.; Clausen, T.; Bickmann, L.; Hansen, Å.M.; Conway, P.M.; Baernholdt, M. Consequences of Workplace Bullying for Individuals, Organizations and Society. In Pathways of Job-related Negative Behaviour. Handbooks of Workplace Bullying, Emotional Abuse and Harassment; D’Cruz, P., Noronha, E., Baillien, E., Catley, B., Harlos, K., Hogh, A., Mikkelsen, E.G., Eds.; Springer: Singapore, 2019; Volume 2, pp. 1−24.
Leach, L.S.; Poyser, C.; Butterworth, P. Workplace bullying and the association with suicidal ideation/thoughts and behaviour: A systematic review. Environ. Med. 2017, 74, 72−79.

Dr. Paul Maurice Conway
Dr. Cristian Balducci
Dr. Hermann Burr
Dr. Sara Zaniboni
Guest Editors

Manuscript Submission Information

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Keywords

workplace bullying
workplace cyber-bullying
mobbing
conflict at work
work-related trauma
work-related stress
social stressors at work
interpersonal stressors

Published Papers (10 papers)

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Research

18 pages, 822 KiB

Open AccessFeature PaperArticle

When the Going Gets Tough and the Environment Is Rough: The Role of Departmental Level Hostile Work Climate in the Relationships between Job Stressors and Workplace Bullying

by Lena Zahlquist, Jørn Hetland, Guy Notelaers, Michael Rosander and Ståle Valvatne Einarsen

Int. J. Environ. Res. Public Health 2023, 20(5), 4464; https://0-doi-org.brum.beds.ac.uk/10.3390/ijerph20054464 - 02 Mar 2023

Cited by 5 | Viewed by 2745

Abstract

In line with the work environment hypothesis, the present study investigates whether department-level perceptions of hostile work climate moderate the relationship between psychosocial predictors of workplace bullying (i.e., role conflicts and workload) and exposure to bullying behaviours in the workplace. The data were collected among all employees in a Belgian university and constitutes of 1354 employees across 134 departments. As hypothesized, analyses showed positive main effects of role conflict and workload on exposure to bullying behaviours. In addition, the hypothesized strengthening effect of department-level hostile work climate on the relationship between individual-level job demands and individual exposure to bullying behaviours was significant for role conflict. Specifically, the positive relationship between role conflict and exposure to bullying behaviours was stronger among employees working in departments characterized by a pronounced hostile work climate. In contrast to our predictions, a positive relationship existed between workload and exposure to bullying behaviours, yet only among individuals in departments with low hostile work climate. These findings contribute to the bullying research field by showing that hostile work climate may strengthen the impact of role stress on bullying behaviours, most likely by posing as an additional distal stressor, which may fuel a bullying process. These findings have important theoretical as well as applied implications. Full article

(This article belongs to the Special Issue Workplace Bullying: New Evidence and Perspectives on Antecedents and Individual and Organizational Outcomes)

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27 pages, 1770 KiB

Open AccessArticle

Changing the Underlying Conditions Relevant to Workplace Bullying through Organisational Redesign

by Yiqiong Li, Michelle R. Tuckey, Annabelle M. Neall, Alice Rose and Lauren Wilson

Int. J. Environ. Res. Public Health 2023, 20(5), 4373; https://0-doi-org.brum.beds.ac.uk/10.3390/ijerph20054373 - 28 Feb 2023

Viewed by 2686

Abstract

In view of the discrepancy between anti-bullying strategies used in organisations and knowledge of bullying that is grounded in the international scholarly literature, the aim of this study is to implement and evaluate an intervention program specifically targeting the root causes of workplace bullying by identifying, assessing, and changing the contexts of people management in which bullying arises. The present research describes the development, procedures, and co-design principles underpinning a primary intervention that is focused on improving organisational risk conditions linked to workplace bullying. Our study evaluates the effectiveness of this intervention using deductive and abductive approaches and multi-source data. Specifically, our quantitative analysis examines changes in job demands and resources as a central mechanism underlying how the intervention takes effect and provides support for job demands as a mediator. Our qualitative analysis expands the inquiry by identifying additional mechanisms that form the foundations of effective change and those that drive change execution. The results of the intervention study highlight the opportunity to prevent workplace bullying through organisational-level interventions and reveal success factors, underlying mechanisms, and key principles. Full article

(This article belongs to the Special Issue Workplace Bullying: New Evidence and Perspectives on Antecedents and Individual and Organizational Outcomes)

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16 pages, 1338 KiB

Open AccessArticle

Organizational Change and Workplace Incivility: Mediated by Stress, Moderated by Emotional Exhaustion

by Muhammad Ali Raza, Muhammad Imran, Joanna Rosak-Szyrocka, László Vasa and Noor Ul Hadi

Int. J. Environ. Res. Public Health 2023, 20(3), 2008; https://0-doi-org.brum.beds.ac.uk/10.3390/ijerph20032008 - 21 Jan 2023

Cited by 7 | Viewed by 3431

Abstract

Modern organizations continuously undergo change processes. The focus of the organizations remains on the macro level, but the micro level (i.e., employee’s perspective) is neglected. Using the conservation of resource theory (COR), this study examines the association between organizational change and workplace incivility. This study also proposes mediating and moderating mechanisms of stress and emotional exhaustion. The data were collected from 262 respondents working in public sector organizations in Pakistan using a time-lagged technique. The results proved that change significantly impacts workplace incivility. Moreover, stress mediates their relationship and emotional exhaustion moderates it. Furthermore, emotional exhaustion also moderates the stress–incivility relationship. Public sector organizations must focus on well-planned, inclusive, and adequately managed change processes to achieve the desired outcome; otherwise, adverse behaviors, including incivility, manifest. To the best of the authors’ knowledge, the organizational change and incivility relationship has not been explored in the past. Additionally, their relationship with stress and emotional exhaustion also requires empirical investigation. This study also adds to the literature on the conservation of resource theory. Full article

(This article belongs to the Special Issue Workplace Bullying: New Evidence and Perspectives on Antecedents and Individual and Organizational Outcomes)

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18 pages, 3615 KiB

Open AccessArticle

Targets’ Coping Responses to Workplace Bullying with Moderating Role of Perceived Organizational Tolerance: A Two-Phased Study of Faculty in Higher Education Institutions

by Levia Levia and Gurvinder Kaur

Int. J. Environ. Res. Public Health 2023, 20(2), 1083; https://0-doi-org.brum.beds.ac.uk/10.3390/ijerph20021083 - 07 Jan 2023

Cited by 1 | Viewed by 1680

Abstract

This study aims to examine the relationship between workplace bullying and Exit-Voice-Loyalty-Neglect (EVLN) coping responses with Perceived Organizational Tolerance (POT) of bullying as moderator using the integrated model of reactance and learned helplessness theory. The data has been collected from junior faculty in higher education institutes of Punjab. The study has been conducted in two phases, with phase 1 including identifying targets of workplace bullying using cut-off scores and phase 2 studying the perceived organizational tolerance. The results show that junior faculty chooses neglect as a coping response and that the level of perceived organizational tolerance moderates the relationship between workplace bullying and exit-voice-neglect. This study contributes to existing literature by employing integration of theories and using multi-level research design. It also is an addition to the literature on the coping response of targets to workplace bullying in higher education and is a rare attempt at operationalizing perceived organizational tolerance and its relation with workplace bullying. Full article

(This article belongs to the Special Issue Workplace Bullying: New Evidence and Perspectives on Antecedents and Individual and Organizational Outcomes)

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11 pages, 633 KiB

Open AccessArticle

Coping with Workplace Incivility in Hospital Teams: How Does Team Mindfulness Influence Prevention- and Promotion-Focused Emotional Coping?

by Samuel Farley, David Wei Wu, Lynda Jiwen Song, Rebecca Pieniazek and Kerrie Unsworth

Int. J. Environ. Res. Public Health 2022, 19(23), 16209; https://0-doi-org.brum.beds.ac.uk/10.3390/ijerph192316209 - 03 Dec 2022

Viewed by 1884

Abstract

Incivility is a growing concern for researchers and practitioners alike, yet we know little about how the team context is related to the way that employees respond to it. In this study, we examined the role of team mindfulness and its direct and buffering effects on individual-level promotion- and prevention-focused emotional coping. We also examined how these forms of coping were related to individual work engagement. In a temporally lagged study of 73 hospital teams (involving 440 team members), multi-level analyses showed that team mindfulness was directly negatively associated with individual-level prevention-focused emotional coping (behavioral disengagement, denial, and venting); however, it was not positively related to individual-level promotion-focused forms of coping (positive reframing and acceptance). In addition, a cross-level interaction effect was identified whereby team mindfulness reduced the positive relationship between incivility and venting, meaning there was less individual-level venting following incivility in the context of higher team mindfulness. These findings may have implications for work engagement, which was shown to be negatively related to venting and behavioral disengagement. Our findings are useful for managers of teams that regularly experience customer incivility as it uncovers how they can develop a team context that discourages ineffective coping responses. Full article

(This article belongs to the Special Issue Workplace Bullying: New Evidence and Perspectives on Antecedents and Individual and Organizational Outcomes)

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19 pages, 1894 KiB

Open AccessArticle

The Indirect Role of Passive-Avoidant and Transformational Leadership through Job and Team Level Stressors on Workplace Cyberbullying

by Jan Philipp Czakert and Rita Berger

Int. J. Environ. Res. Public Health 2022, 19(23), 15984; https://0-doi-org.brum.beds.ac.uk/10.3390/ijerph192315984 - 30 Nov 2022

Cited by 2 | Viewed by 1694

Abstract

Research on workplace cyberbullying (WCB) is still scarce and needs verification. This study addressed the indirect influence of positive and negative leadership on WCB via perceived role stressors and negative team climate. The main goal is to test the applicability of the work environment hypothesis and job demands–resources model for WCB on a cross-sectional sample of n = 583 workers in Germany (n = 334) and Spain (n = 249). We tested multiple mediation models, and findings revealed that negative (passive-avoidant) leadership increased role and team stressors and thereby WCB exposure, whereas positive (transformational) leadership decreased the same stressors and thereby reduced WCB exposure. No cross-cultural differences were found, indicating portability of the results. This study highlights the explanatory factors for WCB at individual and team level and emphasizes the role of managers as shapers of the work environmental antecedents of WCB in the emergent digitalized working world. Theoretical implications and future research avenues are discussed. Full article

(This article belongs to the Special Issue Workplace Bullying: New Evidence and Perspectives on Antecedents and Individual and Organizational Outcomes)

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16 pages, 536 KiB

Open AccessArticle

High Performance Work Systems, Justice, and Engagement: Does Bullying Throw a Spanner in the Works?

by Elfi Baillien, Denise Salin, Caroline V. M. Bastiaensen and Guy Notelaers

Int. J. Environ. Res. Public Health 2022, 19(9), 5583; https://0-doi-org.brum.beds.ac.uk/10.3390/ijerph19095583 - 04 May 2022

Cited by 2 | Viewed by 2264

Abstract

High performance work systems (HPWS) have typically been shown to positively influence employee attitudes and well-being. Research in the realm of HPWS has, in this respect, established a clear connection between these systems and employee engagement through organizational justice. In this study, we analyzed if being bullied affects this relationship. Using reasoning from Affective Events Theory (AET), we expected that the positive association between HPWS and engagement through perceptions of organizational justice is impaired by experiences of workplace bullying. Moreover, we expected a remaining direct effect between HPWS and engagement, also attenuated by bullying. Our results in a sample of service workers in Finland (n = 434) could not support the moderating role of bullying in the indirect effect. Workplace bullying did, however, impair the remaining direct relationship indicating it disrupts the positive effect of HPWS on engagement. In all, whereas HPWS were found to be beneficial for not bullied respondents, it was associated with decreased engagement for the bullied. Our findings further underscore the importance of preventing bullying in our workplaces, as it may significantly alter the outcomes of positively intended HR practices into an undesired result. Full article

(This article belongs to the Special Issue Workplace Bullying: New Evidence and Perspectives on Antecedents and Individual and Organizational Outcomes)

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19 pages, 1586 KiB

Open AccessArticle

The Relationship between Organizational Environment and Perpetrators’ Physical and Psychological State: A Three-Wave Longitudinal Study

by Gülüm Özer, Yannick Griep and Jordi Escartín

Int. J. Environ. Res. Public Health 2022, 19(6), 3699; https://0-doi-org.brum.beds.ac.uk/10.3390/ijerph19063699 - 20 Mar 2022

Cited by 5 | Viewed by 2288

Abstract

Although job-related work environment studies found associations to workplace bullying perpetration, little work with longitudinal designs has been conducted on broader organizational measures, which may help design effective interventions for perpetration. Using a three-wave longitudinal design and drawing on Conservation of Resources Theory, we investigated whether organizational trust and justice predicted perpetration six months later. The sample consisted of 2447 employees from Spain and Turkey from various industries, such as services, manufacturing, and education. We also investigated whether physical and psychological health explained the relationship between organizational trust, justice, and perpetration. The results indicated that, in three months, organizational justice negatively predicted psychological and physical health deterioration, while unexpectedly, organizational trust positively predicted the same. Health conditions did not predict perpetration, in three months, while organizational conditions did not predict perpetration directly or indirectly in six months. Assessing and improving organizational trust and justice practices may help employee health improve over time. As organizational trust, justice, and health status are significantly related to current perpetration incidents, assessments of these subjects may be instrumental in identifying possible current perpetration phenomena. Full article

(This article belongs to the Special Issue Workplace Bullying: New Evidence and Perspectives on Antecedents and Individual and Organizational Outcomes)

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13 pages, 749 KiB

Open AccessArticle

Workaholism and the Enactment of Bullying Behavior at Work: A Prospective Analysis

by Cristian Balducci, Luca Menghini, Paul M. Conway, Hermann Burr and Sara Zaniboni

Int. J. Environ. Res. Public Health 2022, 19(4), 2399; https://0-doi-org.brum.beds.ac.uk/10.3390/ijerph19042399 - 19 Feb 2022

Cited by 11 | Viewed by 3056

Abstract

Despite the fact that workaholism and workplace aggressive behavior share many correlates, such as neuroticism, hostility, and negative affectivity, little is known about their relationship, with most evidence on both phenomena coming from cross-sectional studies. In the present study, we contributed to a better understanding of the antecedents of enacted workplace bullying behavior (i.e., perpetration of bullying), and the potential interpersonal implications of workaholism, by investigating their cross-lagged relationship. Data from a two-wave one-year panel study conducted with 235 employees in a national healthcare service organization showed substantial cross-sectional and cross-lagged positive relationships between workaholism and enacted workplace bullying. Whereas Time 1 workaholism was a significant predictor of Time 2 enacted workplace bullying, reversed causation was not supported. To shed light on the role of a potential mechanism explaining the link between workaholism and enactment of bullying, we examined whether job-related negative affect (e.g., anger) mediated their longitudinal relationship. However, whereas increased negative affect from T1 to T2 was positively associated with T2 enacted workplace bullying, the relationship between T1 workaholism and increased job-related negative affect was not significant, contrary to the hypothesized mediation. Taken together, our findings suggest that workaholism may be an important antecedent of enacted workplace bullying. Study limitations and future perspectives are discussed. Full article

(This article belongs to the Special Issue Workplace Bullying: New Evidence and Perspectives on Antecedents and Individual and Organizational Outcomes)

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13 pages, 687 KiB

Open AccessArticle

Antecedents of Workplace Bullying among Employees in Germany: Five-Year Lagged Effects of Job Demands and Job Resources

by Paul Maurice Conway, Hermann Burr, Uwe Rose, Thomas Clausen and Cristian Balducci

Int. J. Environ. Res. Public Health 2021, 18(20), 10805; https://0-doi-org.brum.beds.ac.uk/10.3390/ijerph182010805 - 14 Oct 2021

Cited by 12 | Viewed by 2622

Abstract

Objectives: The aim of the present study was to examine the long-term association of job demands and job resources with self-reported exposure to workplace bullying in a representative sample of employees in Germany. Methods: We analysed a nation-wide representative cohort of employees working in the same workplace with a 5-year follow-up (S-MGA; N = 1637). The study contained self-reported measures of psychosocial working conditions, including work pace, amount of work, influence at work, role clarity and quality of leadership, and workplace bullying, and of organisational factors, including organisational restructuring and layoffs. Results: After controlling for bullying and occupational level at baseline, higher baseline levels of organisational restructuring (OR 1.73; 95% CI 1.10–2.70), work pace (1.30; 95% CI 1.01–1.66), and amount of work (1.55; 95% CI 1.21–1.99), and lower baseline levels of influence at work (0.70; 95% CI 0.55–0.90) and quality of leadership (0.64; 95% CI 0.50–0.82), were associated with an elevated risk of workplace bullying at follow-up. In all, 90% of cases of self-reported workplace bullying could be attributed to these factors. Conclusions: The study suggests that employees reporting higher demands and lower resources, as well as organisational factors such as restructuring, are at a higher long-term risk of being targets of workplace bullying. Interventions aimed at preventing workplace bullying could benefit from a focus on psychosocial working conditions and organisational factors. Full article

(This article belongs to the Special Issue Workplace Bullying: New Evidence and Perspectives on Antecedents and Individual and Organizational Outcomes)

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