Individual‐ and group‐level effects of social identification on workplace bullying

A study of 494 employees nested in workgroups from 19 different organizations revealed group identification to be an important factor influencing work-related bullying at both the individual and the group level. Results show that the more employees identified with their group, the less likely they were victims of bullying, which is in line with previous social identity-based analyses of work stress. More importantly, the higher the average level of group identification in the organization, the lower the odds of being a victim versus not being a victim. The latter effect constituted a genuine context effect. These findings redress a neglect of the social bases of workplace bullying and suggest that bullying needs to be understood within a broader perspective of workgroup identities.     

When victims become culprits: The role of subordinates’ neuroticism in the relationship between abusive supervision and workplace deviance

Drawing upon the General Aggression Model, we examined the role of subordinates’ neuroticism in strengthening the relationship between abusive supervision and workplace deviance. Results revealed that Time 1 abusive supervision was positively related to Time 2 personnel records of workplace deviance measured 18 months later. Further, subordinates’ neuroticism moderated this relationship. Specifically, there was a stronger positive relationship between abusive supervision and workplace deviance for employees with high as opposed to low levels of neuroticism. These findings highlight the need to account for the role of individual differences in influencing subordinates’ responses to supervisor hostility. Theoretical and practical implications are discussed.     

Competition,autonomy, and prestige: Mechanisms through which the Dark Triad predict job satisfaction

Organizational researchers increasingly recognize the need to consider the Dark Triad traits (i.e., psychopathy, Machiavellianism, and narcissism) when explaining undesirable work outcomes (e.g., counterproductive behaviors). However, little research has focused on the motivations of those who actually hold the traits. In this study (N = 361) we examined how the Dark Triad traits predispose individuals to perceive situations as competitive, prestigious, and comprised of restrictions (i.e., autonomy) which differentially predict job satisfaction. Individuals high on psychopathy and Machiavellianism perceived their workplaces as competitive, whereas individuals high on narcissism perceived their workplaces as prestigious and with fewer restrictions. Sex differences in perceptions were fully mediated by psychopathy and Machiavellianism. We discuss our results from an Evolutionary Industrial/Organization Psychology framework.     

Comprendre l'attachement au travail pour agir sur le confort au travail

Workplace attachment is defined as the emotional bond resulting from the dynamic interaction between a person and his environment (Rioux, 2006), Adult Attachment in the workplace (AAW) (Neustadt Chamorro-Premuzic, & Furnham, 2006) allows analyzing the quality of employee’ relations in the workplace using the Attachment Theory perspective (Bowlby, 1969). Both are considered an important aspect of comfort at work. We wish to test the effects of these two variables on the attachment dimension of affective commitment (Allen & Meyer, 1990). 240 subjects participated in the study. With the technique of multiple linear regressions, we estimated the impact of these two variables on affective commitment. The results show significant indications for Human Resource Management best practices.     

Between friends: Making emotions intersubjectively

Analysing qualitative interview material from a project on friendship and spatiality, this article examines the relationship between friendship, emotions and context. In the project's data the workplace emerged as a key site in which people meet new friends and practice friendships. Using the workplace as a case study, the article analyses how context can shape friendships, how emotions are woven throughout the very constitution of friendships, and how friendships can impact upon people's emotional experience of workplaces. Further, I analyse how emotions are actively generated between friends. In this understanding, emotions are not pre-existing states that are located in individuals; rather, emotions are created intersubjectively between friends and in specific contexts.     

Whistleblowing of bullying in professional football: To report or not to report?

Only recently has research begun to focus on workplace bullying within organizations outside of traditional white-collar industries, such as professional football. While this is an important development, there remains a lack of understanding around the reporting of bullying in professional sport. In this paper, the authors explore how the professional football workplace shapes perceptions of whistleblowing and unearths individual perceptions around reporting bullying behavior. We used a phenomenological approach to gain rich experiential data from eighteen male professional football players in the UK. Interview data were analyzed in accordance with the principles of Interpretative Phenomenological Analysis. Two superordinate themes were identified from the analysis, (a) professional football’s influence on whistleblowing, and (b) the challenges of reporting bullying. These themes highlighted that the unique, institutionalized nature of professional football interacts with participants’ ability to report bullying behavior. The participants’ accounts revealed divergent perceptions around how professional football shapes the degree to which players feel they can report bullying behavior. It was apparent that the authoritarian, often abusive and intimidatory nature of professional football significantly impacts whistleblowing. Our findings demonstrate the importance of workplace context when exploring the reporting of bullying behavior. They also demonstrate the need to address organizational culture and differentiate bullying education programs to alternative workplaces.     

L’impact de la reconnaissance organisationnelle sur la santé psychologique au travail des répartiteurs d’urgence

The purpose of this research is to measure the relationships between organizational recognition and workplace psychological health for emergency dispatchers by a predictif correlational design. Data collected from a secure online questionnaire sent to dispatchers via four emergency call centers (n = 155) measured psychological health at work (Gilbert et al., 2011) and organizational recognition (Brun and Dugas, 2005). The results of multiple linear regression analyses partially confirmed the hypothesized links between the two variables: they attested that organizational and co-worker recognition partially explained psychological well-being at work (R² = .25, p < .001) and psychological distress at work (R² = .30, p < .001) among emergency dispatchers.     

Interdisciplinary Linkage of Community Psychology and Cross-Cultural Psychology: History, Values, and an Illustrative Research and Action Project on Intimate Partner Violence

An analysis of the respective organizational histories, missions, and scholarly activity of the International Association for Cross-Cultural Psychology and the Society for Community Research and Action was conducted in order to inform the development of interdisciplinary linkages between members of the two organizations. The analysis revealed many points of shared values and actions, as well as some important differences. Both scholarly organizations developed out of a similar historical and cultural zeitgeist in the late 1960s and early 1970s. The missions emphasize the role of culture/diversity in psychological phenomena, adopting an interdisciplinary orientation, the value of collaboration, the importance of research method and ethics, and the value of action research. However, community psychology generally lacks an adequate treatment of cultural phenomena while cross-cultural psychology often fails to draw on community and participatory methods useful for understanding culture in context. These common roots and differences are examined. Finally, we describe a community based, participatory research and intervention project to address intimate partner violence among Latinos and European-Americans living in Oregon. Analysis of the research process and on some of our initial findings illustrates challenges and potential benefits of an interdisciplinary, cultural community psychology.     

Can mindfulness overcome the effects of workplace ostracism on job performance?

ABSTRACT

With a basis in the transactional theory of stress and coping, this study investigates the relationship between employees’ exposure to workplace ostracism and their job performance, while also considering the mediating role of acquiescence silence and the moderating role of mindfulness. Multisource, three-wave data from employees and their peers in Pakistani organizations reveal that ostracism in the workplace hinders job performance because employees passively withhold relevant ideas about their work due to feelings of acquiescence. The mediating role of acquiescence silence is mitigated if employees can draw from their mindfulness trait. This study accordingly identifies a key mechanism – the passive withholding of pertinent ideas, based on submission – by which workplace ostracism hampers job performance, and it reveals how this process might be contained by encouraging employees’ receptive attention and awareness focused on present experiences.