Bullying at work: Epidemiological findings in public and private organizations

Abstract

The aim of the study was to investigate the prevalence of bullying and harassment at work, to identify risk groups and risk organizations, and to investigate who the victims report to be their tormentors. Bullying and harassment are defined as situations where a worker or a supervisor is systematically mistreated and victimized by fellow workers or supervisors through repeated negative acts. However, to be a victim of such bullying one must also feel inferiority in defending oneself in the actual situation. Data from 14 different Norwegian surveys (N = 7986) are presented, encompassing a broad array of organizations and professions. The results show that bullying and harassment at work are widespread problems in Norwegian working life. As many as 8.6% of the respondents had been bullied at work during the previous six months. Organizations with many employees, male-dominated organizations, and industrial organizations had the highest prevalence of victimization. Older workers had a higher risk of victimization than younger workers. Even if men and women do not differ in prevalence of bullying, significantly more men were reported as bullies. Victims reported superiors as bullies as often as they reported colleagues as their tormentor(s).     

Bullying and harassment at work and their relationships to work environment quality: An exploratory study

Team-based working has become a popular model of work organization. One of the expected yields of working in teams is collective learning. As team members work closely together they are likely to exchange information, which can enhance learning. One of the processes that may facilitate team learning is team conflict. In this study, 471 respondents, working in 84 teams in 38 organizations, indicated their perceptions of task conflict, relationship conflict, team learning, and their rating of the performance of the team. Task conflict was not related to team learning but was negatively related to the team members' rating of team performance. As was hypothesized, relationship conflict negatively affected team learning. Importantly, team learning was a strong predictor of the perceived team performance and partially mediated the relation between relationship conflict and performance.     

Bullying at work: the impact of shame among university and college lecturers

This paper explores the concept of shame within the context of workplace bullying. Despite a decade or more of international research into bullying at work, there is little or no evidence for explicit exploration of shame amongst those who have experienced bullying. Based on content analysis from the narratives of 15 college and university lecturers who were self-selecting victims of bullying we find clear evidence for feelings of shame which appear to last long after the bullying episodes have ended.     

Bullying in work groups: The impact of leadership

The aim of this study is to examine whether and how laissez‐faire, transformational, and authentic leadership styles are related to the occurrence of bullying in work groups. It is hypothesized that the investigated leadership styles have direct associations, as well as indirect associations through group cohesion and safety perceptions, with indicators of bullying among subordinates. Using a cross‐sectional survey design, the variables were assessed in a randomly selected sample comprising 594 seafarers from two Norwegian shipping companies. Laissez‐faire leadership was associated with an increased risk of exposure to bullying behavior, self‐labeled victimization from bullying, and perpetrated bullying. Transformational leadership and authentic leadership were related to decreased risk of exposure to bullying behavior. Authentic leadership contributed to the variance in bullying beyond laissez‐faire and transformational leadership. Analyses of indirect effects showed that the association between transformational leadership and bullying was fully mediated through safety perceptions, whereas a partial indirect association through safety perceptions was found for authentic leadership. This study makes a significant contribution to the literature by providing evidence for how leadership styles predict workplace bullying. The findings highlight the importance of recruiting, developing, and training leaders who promote both positive psychological capacities and positive perceptions among their subordinates.     

Bullying at work: a discussion of definitions and prevalence, based on an empirical study

The past 15 years have witnessed a growing interest in studies of bullying in the area of work and organizational psychology, but the results of research on this topic seem to indicate very wide variations in the prevalence of bullying. The range of differences may be primarily due to the utilization of different categories and operationalizations of the concept. The aim of this study is to discuss definitions and delimitations of the phenomenon known as bullying, and to demonstrate empirically how the prevalence of bullying can be determined by the way in which it is defined and delimited. On the background of a discussion of some current definitions of bullying and a survey of some central research results on its rate of occurrence, this study presents the results of a study of 3,024 public-sector employees. The results showed that 1.0% of the sample reported that they had been bullied weekly during the previous six months, while 4.7% reported themselves as having been exposed to acts of bullying with the same frequency and for the same period of time. If we change the criteria from "weekly" to "2-3 times a month" the prevalences rise to 3.7% and 26.9%. Based on observations of bullying the prevalence is 3.3%. The results are discussed with reference to other studies that are comparable in terms of delimitations and rates of occurrence and it is concluded that the prevalence is at the same level as these.     

工作场所中欺负问题的研究现状

工作场所中欺负问题的研究有助于促进组织健康发展,逐渐成为工作和健康心理学研究的热点。近5年来,关于欺负负性行为不良后果的研究不断深入;同时,探讨欺负和组织情景关系的新研究动向开始出现。围绕着这两个方面,文章首先介绍了“工作场所中欺负”的概念;接着回顾了工作中欺负的研究方法、发生率、发生过程、应对方式,以及与身心健康关系、与组织情景关系等方面最新研究进展。最后,对已有研究进行了总结,展望了未来可能开展的研究     

Bullying at Work: A Psychoanalytic Perspective

The paper traces aspects of the history and development of work in this area. It places workplace bullying on a continuum which straddles workplace homicide, violence at work, sexual harassment and the harnessing of the aggressive instincts into effective work. Thought is given to the question of which behaviours should be considered to constitute workplace bullying. A recent example of bullying in restaurant kitchens is examined in more detail. The paper concludes by looking at issues around the responsibility of individuals and organizations to understand and manage bullying at work. © 1997 John Wiley & Sons, Ltd.     

Explicit- and Implicit Bullying Attitudes in Relation to Bullying Behavior

The main aim of this study was to examine whether an assessment of implicit bullying attitudes could add to the prediction of bullying behavior after controlling for explicit bullying attitudes. Primary school children (112 boys and 125 girls, M age = 11 years, 5 months) completed two newly developed measures of implicit bullying attitudes (a general Implicit Association Test on bullying and a movie-primed specific IAT on bullying), an explicit bullying attitude measure, and self reported, peer reported, and teacher rated bullying behavior. While explicit bullying attitudes predicted bullying behavior, implicit attitudes did not. However, a significant interaction between implicit and explicit bullying attitudes indicated that in children with relatively positive explicit attitudes, implicit bullying attitudes were important predictors of bullying behavior. Theoretical and practical implications are discussed.     

Cyber Bullying Among Teenagers in Israel: An Examination of Cyber Bullying,Traditional Bullying,and Socioemotional Functioning

In this study, the relationships between cyber bullying and involvement in traditional bullying, with reference to social support and gender differences, was examined. Social support plays an important role in empowering victims of cyber bullying and has a significant influence on children and teenagers’ well-being. A sample made up of 458 Israeli junior high students (242 female, 216 male) in the age range of 11 to 13 completed 4 questionnaires. Results indicated that there is an overlap between involvement in cyber bullying and involvement in traditional bullying. The findings indicate that girls were more likely to be cyber victims than boys and that boys were more likely to be cyber bullies than girls. Examination of the relationships between gender and social support variables such as friends, family, and others, shows that girls who were cyber victims reported having more support in all 3 types than cyber bullied boys. These findings can serve as a basis for prevention and intervention programs to cope with cyber bullying.     

Measuring gratitude at work

ABSTRACT

The role of gratitude in the workplace is understudied, despite its potential for promoting well-being and achievement in organizational contexts. We developed and evaluated a measure of workplace-specific gratitude called the Gratitude at Work Scale (GAWS). In Study 1 (N = 207), we used exploratory and confirmatory factor analyses to identify a two-factor structure. The two subscales (Gratitude for Supportive Work Environment, Gratitude for Meaningful Work) had good estimated internal consistency and incrementally predicted burnout after controlling for trait gratitude and workplace satisfaction. In Study 2 (N = 269), we replicated the GAWS two-factor structure, found further evidence for construct validity, and uncovered strong two-week temporal stability. In Study 3 (N = 161), the GAWS was sensitive to manipulations of workplace attitudes following a writing task. The GAWS has initial psychometric support and may be useful when studying workplace functioning and well-being.

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Medicolegal stress at work

Connections between work, stress, and emotional distress have become the object of extensive litigation in the workers' compensation system and other legal forums. This article examines some of this activity from the perspective of medicolegal sociology. It explores five forums in which discussion of these connections takes place-every day life, science, within organizations, adjudicatory inquiries, public policy-and the moral stress discourse that helps bind these discussions together. Particular attention is paid to stress litigation stemming from investigations into violations of the law, principdy police work. Workers' compensation stress claims are viewed as part of an extensive societal medicolegal inquiry into the emotional underlife of work organizations.     

Bullying Is Power

ABSTRACT

The present investigation examines subtypes of bullies, distinguished on the basis of social power, some of whom fit the traditional characterization of bullies as poorly accepted, psychologically troubled, marginal members of the peer group and others who exhibit a much more positive set of social characteristics and who are afforded high status within the peer group. In a sample of 555 grade 6 to 10 Canadian students, the associations between bullying, power, and social status were examined, as well as variability in bullies across behavioral and non-behavioral characteristics, self-perceptions, and mental health functioning. Peer nominations were used to assess bullying, social status, aggressive behavior, competencies and assets, and self-reports were used to assess social self-perceptions and internalizing difficulties. Results indicated that, although generally viewed by peers as disliked and aggressive, a substantial number of bullies were also seen as both popular and powerful with leadership qualities, competencies and assets. In terms of their own social self-perceptions, bullies reported feeling good about themselves and their peer interactions. When subgroups of bullies were distinguished in terms of varying levels of perceived social power, powerful bullies were perceived by peers to be more popular, better liked and more physically and relationally aggressive than low power bullies. Additionally, powerful bullies were viewed as exhibiting more competencies and assets such as being physically attractive, wearing stylish clothing, and being good athletes. Findings are discussed in terms of the perpetuation of bullying behavior and the implications of the present findings for anti-bullying interventions.