Measuring workplace bullying

Workplace bullying is increasingly being recognized as a serious problem in society today; it is also a problem that can be difficult to define and evaluate accurately. Research in this area has been hampered by lack of appropriate measurement techniques. Social scientists can play a key part in tackling the phenomenon of workplace bullying by developing and applying a range of research methods to capture its nature and incidence in a range of contexts. We review current methods of research into the phenomenon of bullying in the workplace. We examine definitional issues, including the type, frequency, and duration of bullying acts, and consider the role of values and norms of the workplace culture in influencing perception and measurement of bullying behavior. We distinguish methods that focus on: (a) inside perspectives on the experience of bullying (including questionnaires and surveys, self-report through diary-keeping, personal accounts through interviews, focus groups and critical incident technique, and projective techniques such as bubble dialogue); (b) outside perspectives (including observational methods and peer nominations); (c) multi-method approaches that integrate both inside and outside perspectives (including case studies). We suggest that multi-method approaches may offer a useful way forward for researchers and for practitioners anxious to assess and tackle the problem of bullying in their organizations.     

中小学生欺负问题中的性别差异的研究

本研究运用修订的Olweus欺负/受欺负问卷对我国城乡4726名中小学生进行调查,考察了欺负与受欺负的性别差异问题,结果表明1.小学生和初中生受欺负的发生率不存在显著的性别差异,而男孩中欺负他人的比率却极显著地高于女孩;2.中小学生对欺负问题的态度存在显著的性别差异,初中生对欺负的态度受性别和年级的交互作用的影响;3.中小学生不同欺负方式的发生率存在显著的性别差异,男生直接的身体欺负和间接欺负显著地高于女生,而言语欺负的性别差异并不显著.     

Reciprocal relations between workplace bullying,anxiety, and vigor: a two-wave longitudinal study

Background and Objectives: Workplace bullying has been classified as an extreme social stressor in work contexts and has been repeatedly linked to several negative consequences. However, little research has examined reversed or reciprocal relations of bullying and outcomes. Design: We conducted a two-wave longitudinal study with a time lag of six months. Methods: The study sample consisted of 348 employees of the Spanish workforce. The present study examined longitudinal relationships between workplace bullying, psychological health, and well-being. On the basis of conservation of resources theory, we hypothesized that we would find reciprocal relations among study variables over time. Results: Results of cross-lagged structural equation modeling analyses supported our hypotheses. Specifically, it was found that Time 1 (T1) workplace bullying was negatively related to Time 2 (T2) vigor and positively related to T2 anxiety. Additionally, T1 anxiety and vigor had an effect on T2 workplace bullying. Conclusions: Overall, these findings support the validity of the theoretical models postulating a reciprocal bullying–outcome relationship, rather than simple one-way causal pathways approaches.     

“Bullying” among prisoners: A review of research

This article reviews research on bullying amongst prisoners. It discusses the definitional problems surrounding the concept of “bullying” applied to a prison environment, and the concepts of dominance and inmate subculture in relation to their contributions to understanding bullying among prisoners. It also addresses the nature and the extent of bullying, the characteristics of bullies and their victims, and the reactions of victims to the bullying. The review concludes with a discussion of the methodological limitations of the present research and directions for future research.     

中小学生欺负/受欺负的普遍性与基本特点

利用修订的Olweus欺负问卷对 92 0 5名城乡儿童进行了测查 ,考察初中和小学阶段儿童欺负 /受欺负问题的普遍性及基本特点。结果发现 :中小学生中存在着较严重的欺负问题 ,近 1/ 5被调查的儿童卷入欺负 /受欺负问题 ;总体上小学和初中阶段学生欺负 /受欺负问题的发生率随年级的升高而下降 ,但欺负他人在初中阶段具有稳定性 ;直接言语欺负是最为普遍的欺负方式 ;在欺负 /受欺负的比率、对待欺负态度和欺负类型上均存在性别差异。     

Bullying in Danish work-life: Prevalence and health correlates

Given the pioneering role of Scandinavian research in the field of bullying at work, it is surprising that Danish researchers have largely ignored this problem. Presumably, this has led to a situation where many Danish company managers and unions ignore the high individual and organizational costs of workplace bullying. An additional effect of this lack of research is that it has been difficult to estimate the extent to which the prevalence of bullying varies in different sectors of Danish work-life. Furthermore, the scarcity of research has impeded us from determining whether a low prevalence of bullying is a general characteristic of Scandinavian work-life as indicated by previous Swedish and Norwegian studies. Yet again, making such between-nations comparisons in the prevalence of workplace bullying is difficult given the tendency amongst researchers to employ different ways of measuring bullying. The aims of the present study were: (1) to assess the prevalence of bullying in Danish work-life; (2) to investigate if exposure to bullying behaviours at work is related to self-reported psychological and psychosomatic stress symptoms; (3) to examine potential differences in the prevalence of bullying in various work sectors; (4) to explore the hypothesis that, generally, Scandinavian work-life is characterized by low levels of bullying; and (5) to investigate the extent to which using different criteria for assessing bullying results in disparate prevalence estimates. Results showed that 2-4% of the respondents reported being victims of bullying, in most cases only occasionally. Compared to self-reported bullying, prevalence levels based on an operational definition of bullying (i.e., weekly exposure to one act for at least 6 months) were higher in all the samples, between 8% and 25%. When using a more strict criterion of two acts a week, these figures were significantly reduced. Exposure to bullying was found to be associated with increased self-reported strain reactions.     

South Korean culture and history: The implications for workplace bullying

This paper began by suggesting that culture might influence how people construe workplace bullying. Referring back to the studies of cultural differences in cognition, it was suggested that people of the Far East might construe workplace bullying differently from the people of Western countries. Taking South Korean culture as an example, this paper explained how historical background and culture shaped Korean's psyche in relation to workplace bullying. Currently available evidence was discussed including the way Koreans construed workplace bullying and how close social bonding might act as a buffer against a conflict escalating into bullying.     

Combined effects of workplace bullying and perceived organizational support on employee behaviors: does resource availability help?

Background and Objective: This research examines the detrimental effects of workplace bullying as a social stressor on employees’ job performance, organizational retaliatory behaviors, and organizational citizenship behaviors and how the availability of support can reduce the negative impact of bullying. Using social exchange theory and the conservation of resources theory as theoretical frameworks, we propose that workplace bullying drains personal resources, leading to reduced job performance, low citizenship behaviors, and increased organizational retaliatory behaviors. We also propose that perceived organizational support acts as moderator, such that it reduces the detrimental effects of bullying on employee behaviors.

Research Design and Methods: We tested our hypotheses in two field studies (N?=?478 and N?=?395) conducted in Pakistan.

Results: The results of both studies supported the assertion that workplace bullying exacerbates employees’ job performance, reduces organizational citizenship behaviors and intensifies organizational retaliatory behaviors. The idea that perceived organizational support would moderate the bullying-work behavior relationships found mixed support. While perceptions of organizational support reinforced the bullying-job performance and bullying-retaliatory behaviors relationships, it did not moderate the bullying-citizenship behaviors relationship in the suggested direction.

Conclusion: The findings show that workplace bullying leads to more organizational citizenship behaviors when employee’s perceptions of organizational support is high.     

Bullying and cyberbullying in adulthood and the workplace

Two studies generated profiles of cyberbullying/cyberincivility and traditional bullying/incivility in adults, particularly within the workplace. In Study 1, 20% of 3,699 participants had the majority of cyberbullying victimization and 7.5% had the majority of traditional bullying victimization occur in adulthood, with 30% saying they were bullied at work. Relationships between bullying and negative outcomes were found. Because of the clear evidence of bullying and cyberbullying in the workplace in Study 1, Study 2 addressed the relationship of these constructs to workplace incivility. Workplace face-to-face incivility and bullying were related among 321 participants, as were workplace cyberbullying and cyberincivility. Face-to-face incivility was more common than online incivility, face-to-face bullying, or online bullying, yet all four behaviors were associated with negative outcomes. Differences in intentionality, acceptability, and severity were observed, with workplace face-to-face bullying perceived as the most severe and having the greatest intentionality to harm. These results emphasize the importance of studying bullying among adults, and highlight the conceptual independence of bullying and incivility. Correlates of workplace aggression are discussed using job demands-resources theory.     

The impact of methodological moderators on prevalence rates of workplace bullying. A meta‐analysis

The aim of this study was to investigate how different measurement methods and sampling techniques contribute to the observed variation in prevalence rates of workplace bullying. A total of 102 prevalence estimates of bullying from 86 independent samples (N=130,973) were accumulated and compared by means of meta‐analysis. At an average, the statistically independents samples provided an estimate of 14.6%. Yet, the findings show that methodological moderators influence the estimated rates. As for measurement method, a rate of 11.3% was found for studies investigating self‐labelled victimization from bullying based on a given definition of the concept, whereas a rate of 14.8% was found for behavioural measure studies, and 18.1% for self‐labelling studies without a given definition. A difference of 8.7% points was found between randomly sampled and non‐randomly sampled studies. When controlling for geographical differences, the findings show that geographical factors also influence findings on bullying. Hence, findings from different studies on workplace bullying cannot be compared without taking moderator variables into account.     

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.     

Recognition of workplace bullying: a qualitative study of women targets in the public sector

Workplace bullying is increasingly acknowledged as a major workplace stressor in the UK and Europe. However, identification and recognition of workplace bullying remain problematic, among targets and within organisations. This paper reports a qualitative study which explored experiences of bullying among ten British women targets, all public sector professionals. Data were collected using in‐depth interviews and analysed using grounded theory methods. Findings showed how these targets struggled to identify and cope with bullying. Major themes or processes identified from targets' accounts included: minimising interpersonal difficulties; preserving self; maintaining commitments to professional and organisational values and cultures; sickness explanations; and naming the problem. This research has implications for the development of coping strategies by targets and organisations, and raises questions about the type of support needed to facilitate recognition of workplace bullying. Copyright © 2006 John Wiley & Sons, Ltd.     

Witnessing stories: Definitional Ceremonies in Narrative Therapy with adults who stutter

BackgroundNarrative therapy (White & Epston, 1990) was developed as an approach to counselling, as a response to the power relations that influence people's lives. Its use with people who stutter has been documented. A basic tenet of narrative therapy is that the dominant problem-saturated narrative is challenged by externalizing the problem, in due course facilitating development of an alternative narrative. Within this process, the definitional ceremony involving outsider witnesses is a key procedure used to influence change.AimsThis paper describes definitional ceremonies, and their application within a narrative approach to therapy for stuttering. The analysis of a specific definitional ceremony is presented, leading to an exploration of identity as a public and social achievement.MethodsA definitional ceremony involving a woman who stutters and family members was recorded and analysed using two methods: interpretative phenomenological analysis and Heideggerian hermeneutic phenomenological analysis. Details of the clinical application of definitional ceremonies with this client are described.Results and conclusionsResults from both methods of analysis were found to be similar. Notable results include the fact that the stuttering per se was not presented as the problem; rather, the impact of stuttering, especially the experience of bullying, was a dominant theme. This paper shows how definitional ceremonies can open opportunities for clients to present themselves in a preferred way, forming the basis for a new story and revised identity. Emerging themes can be identified for reflection and discussion with the client for therapeutic benefit.Educational objectives: (1) to describe and explain to readers the process of narrative therapy, with special attention to the use of definitional ceremonies; (2) to provide detail regarding the clinical processes involved with a specific definitional ceremony with one client; (3) to have the reader appreciate the specific importance of involving outsider witnesses in the therapy process; (4) to discuss the outcomes of the use of this particular definitional ceremony.     

The relative impact of workplace bullying as a social stressor at work

Hauge, L. J., Skogstad, A. & Einarsen, S. (2010). The relative impact of workplace bullying as a social stressor at work. Scandinavian Journal of Psychology, 51, 426–433. Exposure to workplace bullying has been argued to be a severe social stressor and a more crippling and devastating problem for affected individuals than the effects of all other work‐related stressors put together. However, few studies have explicitly investigated this assumption. In a representative sample of the Norwegian working population, the present study investigated the relative contribution of workplace bullying as a predictor of individual and organizational related outcomes after controlling for the well‐documented job stressors of job demands, decision authority, role ambiguity and role conflict. Bullying was found to be a significant predictor of all the outcomes included, showing a substantial relative contribution in relation to anxiety and depression, while for job satisfaction, turnover intention and absenteeism, more modest relative contributions were identified. Workplace bullying is indeed a potent social stressor with consequences similar to, or even more severe than, the effects of other stressors frequently encountered within organizations. Thus, the finding that bullying has a considerable effect on exposed individuals also when controlling for the effects of other job stressors demonstrates bullying as a serious problem at workplaces that needs to be actively prevented and managed in its own right.     

工作场所欺负的内容结构与测量

采用实证研究的方法对中国文化背景下工作场所欺负（workplace bullying）的内容结构及其测量进行了研究。通过自行研制的工作场所欺负内容问卷,对全国7个城市750名企业员工进行问卷调查,获得了436份有效问卷。探索性因素分析（N=229）表明,我国工作场所欺负内容由人身攻击、工作压制和社会排斥三个维度构成。三因素模型在验证性因素分析（N=207）中得到了较好地验证。内部一致性分析和回归分析的结果也表明,基于我国文化背景下编制的工作场所欺负问卷具有较好的信度和效度,其对员工情感承诺和离职意向等具有一定的预测作用。     

Contemporary issues with stuttering: The Fourth Croatia Stuttering Symposium

PurposeDuring the 2019 Fourth Croatia Clinical Symposium, speech-language pathologists (SLPs), scholars, and researchers from 29 countries discussed speech-language pathology and psychological practices for the management of early and persistent stuttering. This paper documents what those at the Symposium considered to be the key contemporary clinical issues for early and persistent stuttering.MethodsThe authors prepared a written record of the discussion of Symposium topics, taking care to ensure that the content of the Symposium was faithfully reproduced in written form.ResultsSeven contemporary issues for our field emerged from the Symposium.ConclusionEffective early intervention is fundamental to proper health care for the disorder. However, as yet, there is no consensus about the timing of early intervention and how it should be managed. Currently, clinical translation is a barrier to evidence-based practice with early stuttering, and proactive strategies were suggested for junior SLPs. Apprehension emerged among some discussants that treatment of early stuttering may cause anxiety. For persistent stuttering, assessment procedures were recommended, as were strategies for dealing with childhood bullying. There was agreement that SLPs are the ideal professionals to provide basic cognitive-behavior therapy for clients with persistent stuttering. Questions were raised about our discipline standards for basic professional preparation programs for stuttering management.     

Does Bullying Affect Work-to-Private-Life Interference? Testing the Mediating Role of Resilience

Objectives. The present study, using the conservation of resources theory as a theoretical framework, aims to establish whether work-related bullying is associated with the development of two different types of work-to-private-life interference, i.e., time based and strain based. The study also aims to test whether these relationships are mediated by resilience. Method. In total, 333 nurses filled out a self-report questionnaire. Data analyses were performed by using structural equation model. Results. Results confirmed the hypothesized model: work-related bullying is associated with both strain-based and time-based work-to-private-life interferences. The bootstrap test indicated the presence of an indirect effect of bullying on both types of work-to-private-life interference via resilience. Originality/Value. The present study contributes to improve the understanding on the mechanisms linking work-related bullying and worker well-being, by providing evidence for the mediating role of resilience between bullying and both time-based and strain-based work–life interferences. Practical implications. The present study suggests that the intervention programs, in order to be effectiveness in sustaining work–life balance among nurses, should take into great account the social climate in the organizational context, e.g., the quality of the social climate with particular reference to the bullying prevention.     

Prevalence and forms of bullying among business professionals: A comparison of two different strategies for measuring bullying

The aim of this study was to analyse the prevalence and forms of workplace bullying among business professionals holding predominantly managerial or expert positions. A cross-sectional survey study was conducted among Finnish professionals with a university degree in business studies. In the study two different strategies for measuring bullying were used and compared. When provided a definition of bullying, 8.8% of the respondents reported that they had at least occasionally been bullied during the past 12 months. However, when using a slightly modified version of the Negative Acts Questionnaire (Einarsen & Hoel, 2001), containing a list of 32 predefined negative and potentially harassing acts, as many as 24.1% of the respondents reported that they had been subjected to at least one of the negative acts on a weekly basis. The respondents had experienced predominantly work-related negative acts, e.g., that their opinions and views were ignored, that they were given unreasonable deadlines, or that information was withheld. Although the prevalence rates reported with the two strategies varied considerably, there was still consistency between the two strategies in the sense that those who had classified themselves as bullied also reported higher exposure rates to almost all of the negative acts included.     

Role stressors and exposure to workplace bullying: Causes or consequences of what and why?

Stressful working environments are commonly assumed to create conditions that can lead to bullying. Although environmental factors may relate to both exposure to and perpetration of workplace bullying, empirical knowledge is still limited regarding how environmental factors and bullying is causally linked. In line with interpretations of previous cross-sectional findings, the present study investigated an individual-level target-oriented model of role stressors as antecedents of exposure to workplace bullying, applying a two-wave longitudinal sample of the Norwegian working population. Results from structural regression analyses failed to identify any significant relationships between the role stressors and subsequent exposure to workplace bullying. However, prior exposure to workplace bullying accounted for subsequent variation in role ambiguity, role conflict, and role overload alike. The findings of the present study question conclusions regarding causality made in previous cross-sectional research on work-related factors as antecedents of exposure to workplace bullying. We argue that future research may benefit from adopting multilevel and actor-oriented perspectives in order to more fully understand how causal relationships between environmental factors and workplace bullying unfold.     

广西中小学儿童受欺负现象调查研究

运用自编问卷在广西5所中小学选取792名中小学儿童进行调查,考察中小学儿童在学校和家庭中受同学、老师和家长欺负的比率及受欺负方式的特点。结果发现:1、中小学中存在普遍的受欺负现象,随着年龄的增长,儿童受欺负的比率呈下降趋势;但受教师和家长欺负到初中后反而呈上升趋势。2、儿童易受同伴的直接言语欺负;男生比女生易受同学直接身体欺负。3、儿童易受家长的直接言语欺负;小学阶段男生比女生易受家长的间接欺负;初中阶段女生比男生易受家长的直接身体欺负。4、教师对儿童较多使用间接欺负和直接身体欺负。小学阶段男生比女生易受教师的直接言语欺负;初中阶段男生比女生易受教师的直接身体欺负。