Mobbing: its relationships with organizational culture and personal outcomes

A study dealing with the effects of both organizational culture and mobbing on personal and organizational outcomes of a sample of Spanish emergency workers, is reported here. It was found that there is a strong impact of organizational culture dimensions on mobbing, and that mobbing affects job satisfaction, organizational commitment and organizational citizenship behaviour. Results concerning organizational commitment show that this variable is not a mere effect of mobbing in general, but rather that it is also a direct impact of culture on this outcome.     

Perceived sexual harassment at work: meta-analysis and structural model of antecedents and consequences

Although sexual harassment has been extensively studied, empirical research has not led to firm conclusions about its antecedents and consequences, both at the personal and organizational level. An extensive literature search yielded 42 empirical studies with 60 samples. The matrix correlation obtained through meta-analytic techniques was used to test a structural equation model. Results supported the hypotheses regarding organizational environmental factors as main predictors of harassment.     

On the relationship between mobbing factors,and job content,social work environment,and health outcomes

Abstract

This article analyses the relationship between mobbing, job characteristics, social environment variables, and psychological ill-health. The Leymann Inventory of Psychological Terrorization (LIFT) was factor analysed and led to seven factors in two samples of mobbing victims (N = 50 and N = 99): Mobbing by organizational measures, social isolation, attacking the victim's private life, attacking the victim's attitudes, physical violence, verbal aggression, and rumours. Mobbing was correlated with bad job content, a bad social environment, and psychological ill-health. The findings suggest that the more social support supervisors gave, the less the victims reported being shouted at, being constantly criticized, and receiving verbal threats. In contrast, the more social support the victims received from their colleagues the less they reported being socially isolated or being ridiculed with regard to their private life. Moreover, having private life attacked showed the strongest correlation with psychological ill-health. The data suggest that organizational factors are potential causes of mobbing at work.     

Individual ambidexterity: the duality of exploration and exploitation and its relationship with innovative performance

Organizational ambidexterity has been established as an important antecedent of organizational innovation and performance. Recently, researchers have started to argue that ambidexterity is not only essential at the organizational, but also at the individual level. Thus, to be innovative, individuals need to engage in both explorative and exploitative behaviours. However, questions remain regarding the optimal balance of explorative and exploitative behaviours and how ambidexterity can be operationalized. At the organizational level, most empirical research utilized either the difference between, or the product of, exploration and exploitation. In this article, we criticize these approaches on conceptual and methodological grounds and argue for an alternative operationalization of ambidexterity: polynomial regression and response surface methodology. In two diary studies with daily and weekly data, we demonstrate the advantages of this approach. We discuss implications for ambidexterity research and innovation practice.     

Placing perceptions of politics in the context of the feedback environment, employee attitudes, and job performance

The authors proposed a model suggesting that organizational environments supporting high levels of informal supervisor and coworker feedback are associated with lower employee perceptions of organizational politics. Furthermore, these lowered perceptions of politics were proposed to result in higher employee morale (as reflected in job satisfaction and affective commitment) and, through morale, to higher levels of task performance and organizational citizenship. The proposed mediational model was supported with empirical results from 150 subordinate-supervisor dyads sampled across a variety of organizations. Higher quality feedback environments were associated with lower perceptions of organizational politics, and morale mediated the relationships between organizational politics and various aspects of work performance. These findings suggest that when employees have greater access to information regarding behaviors that are acceptable and desired at work, perceptions of politics are reduced and work outcomes are enhanced.     

Investigation of the association between mobbing and musculoskeletal discomfort in academicians

This study aimed to identify the association between exposure to mobbing and musculoskeletal discomfort in academicians. One hundred academicians working at a university were included in the study. Permission was granted by the Rector prior to the study and questionnaires were delivered to the academicians. The Turkish version of the Leymann Inventory of Psychological Terror (LIPT) was used to evaluate mobbing and the Turkish version of the Cornell Musculoskeletal Discomfort Questionnaire (CMDQ) was used to assess musculoskeletal discomfort. When the data were analyzed, a moderate association was found between mobbing perceived by the academic staff and musculoskeletal discomfort. In conclusion, this study showed that mobbing is a risk factor for musculoskeletal discomfort.     

Workplace Mobbing: Family Dynamics and Therapeutic Considerations

Workplace mobbing is an underreported and understudied public health problem with significant health consequences on victims, intimate relationships, and families. Family and systemic dynamics influence the victim's response and recovery from in mobbing. Effective therapy with victims of mobbing, their significant others, and families requires familiarity with family and systemic dynamics. Various therapeutic considerations and interventions are described and illustrated in a case example.     

Psychosocial risk factors at work as predictors of mobbing

This work analyses the way in which various psychosocial risk indicators may predict mobbing. A sample of 638 workers, 168 men and 470 women, from the fruit-and-vegetable sector was evaluated. An anonymous questionnaire was administered to all employees who were present on the evaluation days in the companies comprising the study. After analysing the data obtained with the mobbing questionnaire NAQ-RE (Sáez, García-Izquierdo, and Llor, 2003) and with the psychosocial risk factors evaluation method of the INSHT (Martín and Pérez, 1997), using canonical regression, we found that several psychosocial factors such as role definition, mental workload, interest in the workers, and supervision / participation predict two types of mobbing: personal mobbing and work-performance-related mobbing.     

Dissecting Organizational Commitment and Its Relationship with Employee Behavior

In theory, organizational commitment should have a moderately strong relationship with employee performance, but empirical studies have generally found only a weak relationship. We present a new model of the organizational commitment process in which different components of organizational commitment have different relationships with employee behaviors. We argue that the empirical relationship between organizational commitment and performance is weak for two reasons: First, one component of organizational commitment, the desire to remain a member of the organization, often has a weak, uncertain relationship with performance. Second, organizational commitment does not include perceived rewards for high performance, a variable that is a significant determinant of performance. The results, based on a sample of 246 men and women from diverse industries and occupations, were consistent with these explanations.     

JOB STRESS,EMPLOYEE HEALTH,AND ORGANIZATIONAL EFFECTIVENESS: A FACET ANALYSIS,MODEL, AND LITERATURE REVIEW1

Job stress (and more generally, employee health) has been a relatively neglected area of research among industrial/organizational psychologists. The empirical research that has been done is reviewed within the context of six facets (i.e., environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress–employee health research domain. (The seventh facet, adaptive responses, is reviewed in the forthcoming second article of this series.) A general and a sequential model are proposed for tying the facets together. It is concluded that some of the major problems of the research in this area are: confusion in the use of terminology regarding the elements of job stress, relatively weak methodology within specific studies, the lack of systematic approaches in the research, the lack of interdisciplinary approaches, and the lack of attention to many elements of the specific facets.     

Psychosocial sources of stress and burnout in the construction sector: a structural equation model

This study develops and tests a structural equation model of social stress factors in the construction industry. Leadership behaviours, role conflict and mobbing behaviours are considered exogenous sources of stress; the experience of tension and burnout are considered mediator variables; and psychological well-being, propensity to quit and perceived quality are the final dependent variables. A sample of Spanish construction workers participated voluntarily and anonymously in the study. After considering the indices of modification, leadership showed direct effects on the propensity to quit and perceived quality. The overall fit of the model is adequate (chi2 (13)= 10.69, p = .637, GFI= .975, AGFI= .93, RMR= .230, NFI= .969, TLI= 1.016, CFI= 1.000, RMSEA= .329). Construction has been considered a sector characterized more by high physical risks than socially-related risks. In this context, these findings about the effects of social sources of stress in construction raise new questions about the organizational characteristics of the sector and their psychosocial risks.     

Predictors of Antisocial and Prosocial Behaviour of Bystanders in Workplace Mobbing

When will bystanders of workplace mobbing show antisocial or prosocial behaviour toward the victim? Results of a 2 × 2 vignette study (N = 177) suggest that high perceived responsibility of the victim for the onset of the mobbing evokes anger and consequently antisocial bystander behaviour, whereas low perceived responsibility generates sympathy and consequently prosocial bystander behaviour. The results further indicate that bystanders will show more antisocial behaviour and less prosocial behaviour toward the victim when they anticipate stigma by association. The implications of these results for interventions seeking to influence bystanders' behaviour in the context of workplace mobbing and for further research on this bystander behaviour are discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

Embedding leader characteristics: an examination of homogeneity of personality and values in organizations

The authors (a) investigated trait homogeneity in organizations by examining within-organization similarity among members' personality traits and personal values and (b) tested the relationship between the top leaders' personal characteristics and organizational profiles of personality and values. Results replicate and extend B. Schneider, D. B. Smith, S. Taylor, and J. Fleenor's (1998) hypothesis of the homogeneity of personality in organizations. Using data from CEOs and 467 employee participants from 32 organizations, the authors found evidence of within-organization homogeneity of both personality and values. Results also suggest initial empirical support for assumptions presented by E. Schein (1992) and B. Schneider (1987) about leader-follower congruence. Some implications regarding leadership and organizational behavior are discussed.     

Social mobbing calls in common marmosets (Callithrix jacchus): effects of experience and associated cortisol levels

We compared the mobbing response to model snakes of two groups of captive-born common marmosets (Callithrix jacchus) differing in genetic relatedness, age and past experience. Mobbing vocalisations (tsik calls), other mobbing behaviour and attention to the stimulus were recorded for 2 min. intervals pre-exposure, during exposure to various stimuli and post-exposure. Marmosets in one group were vocally reactive to all stimuli, although more so to one particular stimulus resembling rearing snakes and modified images of it, whereas the marmosets in a younger and genetically unrelated group attended to the stimuli but made very few mobbing calls. The parent stock of the first group had suffered stress in early life and had developed a phobic response to a specific stimulus, which they had transmitted to their offspring. A third group, matching the older group in age range but genetically unrelated, was also found to be unresponsive to the stimulus that elicited the strongest response in the first group. Cortisol levels in samples of hair were assayed and a significant negative correlation was found between the number of tsik calls made during presentation of the stimuli and the cortisol level, showing that mobbing behaviour/behavioural reactivity is associated with low levels of physiological stress.     

Mobbing–prevention and management in organizations

Abstract

So far, only a few companies have dealt with the issue of “mobbing”. This article describes some of the variables required for a successful implementation of an anti-mobbing programme, as well as measures of prevention and intervention. A successful anti-mobbing programme depends on the pressure the problem exerts on the company, the competition with other company programmes, the negative image of mobbing, and the slow diffusion of social issues in companies. Various prevention measures are outlined and suggested in connection with the causes of mobbing: changes in work design, changes in leadership behaviour, the protection of the individual social position, and the moral standard of employees. Depending on the stage of conflict escalation, different intervention measures apply. The concepts of appointing contact people for mobbing victims and the setting up of neutral clearing posts are discussed.     

Work‐place bullying: A group processes framework

Work‐place bullying is primarily conceptualized in the literature from an individual or interpersonal perspective with a focus on the victim. The impact of the broader organizational context on bullying has also been considered to a lesser extent. Only a small amount of research exists, however, regarding the group‐level processes that impact on the incidence and maintenance of bullying behaviour. We adopt a group level perspective to theoretically discuss and explain the processes involved in the occurrence and maintenance of work‐place bullying behaviours. Using Social Identity Theory ( Tajfel & Turner, 1986 ) and Social Rules Theory ( Argyle, Henderson, & Furnham, 1985 ), two conceptual frameworks are presented that consider work‐place bullying at the intra‐group and inter‐group levels. Several propositions are put forward regarding the likelihood of bullying in work groups. Suggested directions for empirical research are addressed and practical implications are also discussed.     

Interpersonal relations as a source of risk of mobbing in the local police

Social relations in the workplace are one of the main sources of risk for the onset of mobbing. In this work, we analyzed, through the perceived social climate, the influence of interpersonal relations on the characterization of the processes of mobbing, in a sample of local police (N = 235). In particular, the policemen and women's opinions of the quality of the personal relations among the group members and the treatment they receive from the command posts were assessed. The results of the study show that the development of guidelines of social interaction based on discrimination and abuse of authority are predicting variables of mobbing in this group.     

Risk sectors for undesirable behaviour and mobbing

The aim of this short note was to get an impression of risk sectors for the prevalence of undesirable behaviour and mobbing in The Netherlands. Data were collected from 1995 to 1999 with the Questionnaire on The Assessment and Experience of Work (Vragenlijst Beleving en Beoordeling van de Arbeid; VBBA; van Veldhoven & Meijman, 1994). The sample consisted of 66,764 employees representing 11 sectors in The Netherlands. Four questions were indicative of the occurrence of undesirable behaviour and mobbing. The main conclusion of this study is that there are large differences in the occurrence of undesirable behaviour between sectors.     

组织氛围研究：概念测量、理论基础及评价展望

组织氛围是员工对组织环境的主观知觉。文章在回顾组织氛围研究起源、总结归纳组织氛围定义的基础上, 给出了组织氛围的新定义。组织氛围有个体、团队和组织三个分析水平, 分别对应着不同的测量方法。组织氛围与组织文化既存在区别又密不可分。组织氛围的形成机制及可能的影响因素常用社会信息加工、社会交互作用、吸引选择磨合、涌现和意义建构等理论来解释。未来研究应进一步加强对组织氛围概念、研究方法、影响因素等方面的深入探讨, 拓展组织氛围的跨文化及其差异研究。     

Correcting Personality Tests for Faking: A Review of Popular Personality Tests and an Initial Survey of Researchers

We reviewed a number of personality tests that are commonly used for personnel selection and found that some of the more popular tests provide a “correction” for faking. Additionally, a survey of researchers' preferences regarding correcting personality test scores for faking was conducted. The respondents, who were experienced in using personality tests for industrial‐organizational purposes, generally favored the use of faking corrections (69% were in favor). The apparently common practice of correcting personality scores for faking was contrasted with relevant conceptual, empirical, and statistical concerns as to the advisability of applying the correction for faking.