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Sample records for workplace bullying sickness

  1. [Workplace bullying and sickness absenteeism].

    Science.gov (United States)

    Campanini, Paolo; Conway, Paul Maurice; Neri, Luca; Punzi, Silvia; Camerino, Donatella; Costa, Giovanni

    2013-01-01

    To assess the relationship between workplace bullying and sickness absenteeism in a large sample of Italian workers. A cross-sectional study conducted by means of questionnaires. In all, 8,992 subjects filled in a questionnaire to detect workplace bullying, the presence of work stress factors and days of sickness absence in the last year. Workplace bullying and psychosocial stressor were measured by the means of the CDL 2.0 questionnaire. Days of sickness absence reported by the subjects. On average, days of sickness absence were 7.4, and 7.2% of the respondents were defined as bullied. Results from logistic regression analyses showed that a workplace bullying was associated with more days of sickness absence after controlling for gender, age, professional qualification, company sector and juridical nature and other psychosocial factors (men: OR =1.62; women: OR =2.15). The present study confirms that workers exposed to a workplace bullying reported higher sickness absenteeism as compared with non-exposed subjects, also when a potentially highly stressful work environment is considered. The results of the present study support that workplace bullying may be viewed as an extreme stressful condition. Interventions to avoid workplace bullying not only favoure workers' health, but also avoid the company costs associated with workers' sickness absenteeism.

  2. Workplace bullying and sickness presenteeism

    DEFF Research Database (Denmark)

    Conway, Paul Maurice; Clausen, Thomas; Hansen, Åse Marie

    2016-01-01

    Purpose: The aim of this study is to investigate exposure to workplace bullying as a potential risk factor for sickness presenteeism (SP), i.e., working while ill. Methods: This study is based on data collected through self-reported questionnaires in a 2-year prospective study on employees...... with missing values, the final samples were composed of 2,865 and 1,331participants in the cross-sectional and prospective analyses, respectively. Results: Modified poisson regression analyses showed that frequent (i.e., daily or weekly) exposure to workplace bullying was associated with reporting 8 or more...... indications of a significant relationship between exposure to frequent workplace bullying and SP, although causal connections could not be established. Methodological and theoretical considerations about study findings are provided, which could be of benefit to future studies examining the impact of being...

  3. Does Workplace Bullying Affect Long-Term Sickness Absence Among Co-Workers?

    DEFF Research Database (Denmark)

    Hansen, Åse Marie; Grynderup, Matias Brødsgaard; Bonde, Jens Peter

    2018-01-01

    AIM: To examine if non-bullied employees at work units (WUs) with workplace bullying have more long-term sickness absence (LTSA) than employees in non-bullying WUs. METHODS: We included 7229 public health employees from 302 WUs and 3158 responders to a questionnaire on working conditions and health...... in 2007. WUs were classified into three categories of WUs; 1) no bullying (0% bullied); 2) moderate prevalence of bullying (bullied); and 3) high prevalence of bullying (≥10% bullied). LTSA (≥30 consecutive days of sickness absence) during the following two years was obtained by linkage to the Danish...... register of sickness absence compensation benefits and social transfer payments. RESULTS: Non-bullied co-workers in WUs, where bullying was reported had 15 to 22% more LTSA compared with non-bullying WUs. CONCLUSION: Workplace bullying may be associated with LTSA in the entire WU....

  4. The associations between workplace bullying, salivary cortisol, and long-term sickness absence

    DEFF Research Database (Denmark)

    Grynderup, Matias Brødsgaard; Nabe-Nielsen, Kirsten; Lange, Theis

    2017-01-01

    two Danish cohort studies, the "Psychosocial RIsk factors for Stress and MEntal disease" (PRISME) cohort and the "Workplace Bullying and Harassment" (WBH) cohort (n = 5418). Information about exposure to workplace bullying and morning and evening salivary cortisol was collected at three time points......BACKGROUND: Workplace stressors, such as bullying, are strongly related to subsequent long-term sickness absence, but little is known of the possible physiological mechanisms linking workplace stressors and sickness absence. The primary aim of this study was to investigate to what extent cortisol...... levels were associated with subsequent sickness absence and if cortisol mediated the association between workplace bullying and sickness absence. We additionally investigated possible bidirectional associations between bullying, cortisol, and long-term sickness absence. METHODS: Participants came from...

  5. Does Perceived Stress Mediate the Association Between Workplace Bullying and Long-Term Sickness Absence?

    DEFF Research Database (Denmark)

    Grynderup, Matias Brdsgaard; Nabe-Nielsen, Kirsten; Lange, Theis

    2016-01-01

    OBJECTIVE: To examine if perceived stress mediated the association between workplace bullying and subsequent long-term sickness absence. METHODS: The PRISME cohort was established in 2007 and re-examined in 2009. Questionnaire data about workplace bullying and perceived stress were obtained from...... 4114 individuals. Participants were followed in registers on long-term sickness absence (≥30 consecutive days of sickness absence). RESULTS: Workplace bullying was associated with subsequent sickness absence (odds ratio [OR] = 2.05; 95% confidence interval [CI]: 1.57 to 2.65) and concurrent high...... perceived stress levels (OR = 2.34; 95% CI: 1.86 to 2.96). A high perceived stress level was also associated with subsequent sickness absence (OR = 1.33; 95% CI: 1.13 to 1.56). Perceived stress explained 13% (95% CI: 6 to 23%) of the total association between bullying and sickness absence. CONCLUSIONS...

  6. Workplace bullying and sickness absence: a systematic review and meta-analysis of the research literature.

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    Nielsen, Morten Birkeland; Indregard, Anne-Marthe Rustad; Øverland, Simon

    2016-09-01

    The association between workplace bullying and sickness absence remains unclear. This paper presents a systematic review and meta-analysis of research on the association. We conducted a systematic review and meta-analysis of published primary studies on workplace bullying and sickness absence. Studies based on prospective design or registry data on sickness absence were included. Cross-sectional studies with self-reported sickness absence were excluded. Seventeen primary studies were included in the review, sixteen originated from the Nordic countries and fifteen included registry data on sickness absence. All but one study found that exposure to workplace bullying was associated with increased risk of sickness absence. A meta-analysis of ten independent studies showed that exposure to bullying increased the risk of sickness absence (odds ratio 1.58, 95% CI 1.39-1.79). Five studies included variables that moderated the association between bullying and absenteeism. None of the studies included mediating variables. No studies examined sickness absence as a risk factor for later exposure to bullying. Following the GRADE guidelines, the evidence for an association between bullying and sickness absence is moderate. Workplace bullying is a risk factor for sickness absence, but the mechanisms to explain this relationship are not sufficiently described. It is unclear whether sickness absence predicts later exposure to bullying. While, the methodological quality of the reviewed studies was high, the knowledge base is small. There is a need for more research on how and when bullying is related to sickness absence and the possible bidirectional relationships involved.

  7. The associations between workplace bullying, salivary cortisol, and long-term sickness absence: a longitudinal study

    Directory of Open Access Journals (Sweden)

    Matias Brødsgaard Grynderup

    2017-09-01

    Full Text Available Abstract Background Workplace stressors, such as bullying, are strongly related to subsequent long-term sickness absence, but little is known of the possible physiological mechanisms linking workplace stressors and sickness absence. The primary aim of this study was to investigate to what extent cortisol levels were associated with subsequent sickness absence and if cortisol mediated the association between workplace bullying and sickness absence. We additionally investigated possible bidirectional associations between bullying, cortisol, and long-term sickness absence. Methods Participants came from two Danish cohort studies, the “Psychosocial RIsk factors for Stress and MEntal disease” (PRISME cohort and the “Workplace Bullying and Harassment” (WBH cohort (n = 5418. Information about exposure to workplace bullying and morning and evening salivary cortisol was collected at three time points with approximately two years in between. After each data collection, all participants were followed for two years in registers, and cases with long-term sickness absence lasting 30 or more consecutive days were identified. The association between cortisol levels and subsequent sickness absence was assessed by logistic regression, while the extent to which the association between bullying and sickness absence was mediated by cortisol was quantified through natural direct and indirect effects. Results High evening cortisol was associated with a decreased risk of sickness absence (OR = 0.82, 95% CI = 0.68–0.99, but we did not find that high morning cortisol levels (OR = 0.98, 95% CI = 0.81–1.18 or high morning-to-evening slope (OR = 0.99, 95% CI = 0.82–1.18 were associated with subsequent sickness absence. We also tested for reverse causation and found that long-term sickness absence, but not salivary cortisol, was a strong risk factor for subsequent workplace bullying. There was no indication that cortisol mediated the association

  8. The associations between workplace bullying, salivary cortisol, and long-term sickness absence: a longitudinal study.

    Science.gov (United States)

    Grynderup, Matias Brødsgaard; Nabe-Nielsen, Kirsten; Lange, Theis; Conway, Paul Maurice; Bonde, Jens Peter; Garde, Anne Helene; Gullander, Maria; Kaerlev, Linda; Persson, Roger; Rugulies, Reiner; Vammen, Marianne Agergaard; Høgh, Annie; Hansen, Åse Marie

    2017-09-16

    Workplace stressors, such as bullying, are strongly related to subsequent long-term sickness absence, but little is known of the possible physiological mechanisms linking workplace stressors and sickness absence. The primary aim of this study was to investigate to what extent cortisol levels were associated with subsequent sickness absence and if cortisol mediated the association between workplace bullying and sickness absence. We additionally investigated possible bidirectional associations between bullying, cortisol, and long-term sickness absence. Participants came from two Danish cohort studies, the "Psychosocial RIsk factors for Stress and MEntal disease" (PRISME) cohort and the "Workplace Bullying and Harassment" (WBH) cohort (n = 5418). Information about exposure to workplace bullying and morning and evening salivary cortisol was collected at three time points with approximately two years in between. After each data collection, all participants were followed for two years in registers, and cases with long-term sickness absence lasting 30 or more consecutive days were identified. The association between cortisol levels and subsequent sickness absence was assessed by logistic regression, while the extent to which the association between bullying and sickness absence was mediated by cortisol was quantified through natural direct and indirect effects. High evening cortisol was associated with a decreased risk of sickness absence (OR = 0.82, 95% CI = 0.68-0.99), but we did not find that high morning cortisol levels (OR = 0.98, 95% CI = 0.81-1.18) or high morning-to-evening slope (OR = 0.99, 95% CI = 0.82-1.18) were associated with subsequent sickness absence. We also tested for reverse causation and found that long-term sickness absence, but not salivary cortisol, was a strong risk factor for subsequent workplace bullying. There was no indication that cortisol mediated the association between workplace bullying and sickness absence. We found no

  9. Does Perceived Stress Mediate the Association Between Workplace Bullying and Long-Term Sickness Absence?

    Science.gov (United States)

    Grynderup, Matias Brdsgaard; Nabe-Nielsen, Kirsten; Lange, Theis; Conway, Paul Maurice; Bonde, Jens Peter; Francioli, Laura; Garde, Anne Helene; Kaerlev, Linda; Rugulies, Reiner; Vammen, Marianne Agergaard; Hgh, Annie; Hansen, Åse Marie

    2016-06-01

    To examine if perceived stress mediated the association between workplace bullying and subsequent long-term sickness absence. The PRISME cohort was established in 2007 and re-examined in 2009. Questionnaire data about workplace bullying and perceived stress were obtained from 4114 individuals. Participants were followed in registers on long-term sickness absence (≥30 consecutive days of sickness absence). Workplace bullying was associated with subsequent sickness absence (odds ratio [OR] = 2.05; 95% confidence interval [CI]: 1.57 to 2.65) and concurrent high perceived stress levels (OR = 2.34; 95% CI: 1.86 to 2.96). A high perceived stress level was also associated with subsequent sickness absence (OR = 1.33; 95% CI: 1.13 to 1.56). Perceived stress explained 13% (95% CI: 6 to 23%) of the total association between bullying and sickness absence. The association between workplace bullying and subsequent long-term sickness absence may be partially mediated by perceived stress.

  10. A theoretical understanding of sickness absence among women who have experienced workplace bullying.

    Science.gov (United States)

    O'Donnell, Sue; MacIntosh, Judith; Wuest, Judith

    2010-04-01

    Historically, we have assumed that workplaces, where employed individuals spend approximately one third of their days, provide safe and supportive environments and opportunities to enhance women's capacities. Unfortunately, workplace bullying and consequent sickness absence are prevalent and costly realities that significantly influence women's health. In this study, sickness absence among 18 Canadian women who were targets of workplace bullying was explored using a grounded theory secondary analysis. Findings show that although sickness absence is critical in attenuating the health consequences of being bullied, it is a partial solution because rehabilitation and successful return to work is challenged when working conditions remain unchanged. This problem is addressed using is a three-stage process of discerning a path that involves gaining space, making sense, and moving forward. Organizational support is critical to all stages of the process; it can reduce the risk of declines in health and sickness absence, and is essential for successful return to work.

  11. Workplace Bullying

    Directory of Open Access Journals (Sweden)

    Devi Akella

    2016-02-01

    Full Text Available Previous research on workplace bullying has narrowed its subjective boundaries by drawing heavily from psychological and social-psychological perspectives. However, workplace bullying can also be understood as an endemic feature of capitalist employment relationship. Labor process theory with its core characteristics of power, control, and exploitation of labor can effectively open and allow further exploration of workplace bullying issues. This article aims to make a contribution by examining workplace bullying from the historical and political contexts of society to conceptualize it as a control tool to sustain the capitalist exploitative regime with empirical support from an ethnographic case study within the health care sector.

  12. Workplace bullying and sickness presenteeism: cross-sectional and prospective associations in a 2-year follow-up study.

    Science.gov (United States)

    Conway, Paul Maurice; Clausen, Thomas; Hansen, Åse Marie; Hogh, Annie

    2016-01-01

    The aim of this study was to investigate exposure to workplace bullying as a potential risk factor for sickness presenteeism (SP), i.e. working while ill. This study is based on data collected through self-reported questionnaires in a 2-year prospective study on employees in Denmark. At baseline, 3363 employees (45.7 % response rate) answered to a questionnaire on their psychosocial work environment and health status. After 2 years, 1664 of the respondents also completed a follow-up questionnaire (49.5 % of the total baseline respondents). After excluding participants with missing values, the final samples were composed of 2865 and 1331 participants in the cross-sectional and prospective analyses, respectively. Modified poisson regression analyses showed that frequent (i.e. daily or weekly) exposure to workplace bullying was associated with reporting 8 or more days of SP in the preceding year in both the cross-sectional and the prospective analysis, also when controlling for several confounders including health-related variables. However, the prospective relationship became non-significant after adjustment for baseline SP. This study provides indications of a significant relationship between exposure to frequent workplace bullying and SP, although causal connections could not be established. Methodological and theoretical considerations about study findings are provided, which could be of benefit to future studies examining the impact of being a target of workplace bullying on SP.

  13. Health correlates of workplace bullying

    DEFF Research Database (Denmark)

    Bonde, Jens Peter; Gullander, Maria; Hansen, Åse Marie

    2016-01-01

    -labelled bullying at baseline using logistic regression. RESULTS: Reports of bullying were persistent across four years in 22.2% (57/257) of employees who initially reported bullying. Baseline associations between self-labelled bullying and sick-listing, poor self-rated health, poor sleep, and depressive symptoms...... were significant with adjusted odds ratios (OR) ranging from 1.8 [95% confidence interval (95% CI) 1.5-2.4] for poor sleep quality among those bullied "now and then" to 6.9 (95% CI 3.9-12.3) for depression among those reporting being bullied on a daily to monthly basis. In longitudinal analyses...... adjusting for bullying during follow-up, all health correlates except poor sleep quality persisted up to four years. CONCLUSION: Self-reported health correlates of workplace bullying including sick-listing, poor self-rated health, depressive symptoms, and a diagnosis of depression tend to persist...

  14. Health correlates of workplace bullying

    DEFF Research Database (Denmark)

    Bonde, Jens Peter; Gullander, Maria; Hansen, Åse Marie

    2016-01-01

    OBJECTIVE: This study aimed to examine the course of workplace bullying and health correlates among Danish employees across a four-year period. METHODS: In total, 7502 public service and private sector employees participated in a 3-wave study from 2006 through 2011. Workplace bullying over the past......-labelled bullying at baseline using logistic regression. RESULTS: Reports of bullying were persistent across four years in 22.2% (57/257) of employees who initially reported bullying. Baseline associations between self-labelled bullying and sick-listing, poor self-rated health, poor sleep, and depressive symptoms...... were significant with adjusted odds ratios (OR) ranging from 1.8 [95% confidence interval (95% CI) 1.5-2.4] for poor sleep quality among those bullied "now and then" to 6.9 (95% CI 3.9-12.3) for depression among those reporting being bullied on a daily to monthly basis. In longitudinal analyses...

  15. The role of poor sleep in the relation between workplace bullying/unwanted sexual attention and long-term sickness absence

    DEFF Research Database (Denmark)

    Nabe-Nielsen, Kirsten; Grynderup, Matias Brødsgaard; Lange, Theis

    2016-01-01

    Purpose: While exposure to bullying and unwanted sexual attention was previously found to increase the risk of sickness absence, the underlying mechanisms are largely unknown. Poor sleep can be a consequence of stressful exposures and a cause of poor health, and poor sleep is also a determinant...... of insufficient recovery. Therefore, the present study investigated whether poor sleep mediates and/or moderates the association between bullying and unwanted sexual attention, on the one hand, and long-term sickness absence (LTSA), on the other hand. Methods: We used questionnaire data from 7650 individuals...... contributing with 15,040 2-year observation periods. Workplace bullying, unwanted sexual attention, disturbed sleep, and difficulties awakening were measured at three time points, and participants were followed in registers to measure the occurrence of LTSA, defined as ≥30 consecutive days of sickness absence...

  16. The role of poor sleep in the relation between workplace bullying/unwanted sexual attention and long-term sickness absence.

    Science.gov (United States)

    Nabe-Nielsen, Kirsten; Grynderup, Matias Brødsgaard; Lange, Theis; Andersen, Johan Hviid; Bonde, Jens Peter; Conway, Paul Maurice; Garde, Anne Helene; Høgh, Annie; Kaerlev, Linda; Rugulies, Reiner; Hansen, Åse Marie

    2016-08-01

    While exposure to bullying and unwanted sexual attention was previously found to increase the risk of sickness absence, the underlying mechanisms are largely unknown. Poor sleep can be a consequence of stressful exposures and a cause of poor health, and poor sleep is also a determinant of insufficient recovery. Therefore, the present study investigated whether poor sleep mediates and/or moderates the association between bullying and unwanted sexual attention, on the one hand, and long-term sickness absence (LTSA), on the other hand. We used questionnaire data from 7650 individuals contributing with 15,040 2-year observation periods. Workplace bullying, unwanted sexual attention, disturbed sleep, and difficulties awakening were measured at three time points, and participants were followed in registers to measure the occurrence of LTSA, defined as ≥30 consecutive days of sickness absence during the subsequent 2 years. The odds of LTSA were significantly increased by workplace bullying (OR 1.77; 95 % CI 1.50-2.12) and unwanted sexual attention (OR 1.55; 95 % CI 1.06-2.29). Together, disturbed sleep and difficulties awakening mediated 12.8 % (95 % CI 8.1-19.8) of the association between bullying and long-term sickness absence, and 8.5 % (95 % CI -0.45 to 37.1) of the association between unwanted sexual attention and long-term sickness absence in the fully adjusted model. Neither disturbed sleep nor difficulties awakening moderated these associations. As expected, bullying and unwanted sexual attention were prospectively associated with long-term sickness absence. Only a small part of this association was mediated by poor sleep.

  17. Workplace Bullying in Surgery.

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    Ling, Mary; Young, Christopher J; Shepherd, Heather L; Mak, Cindy; Saw, Robyn P M

    2016-11-01

    The aim of this study was to determine the extent and nature of workplace bullying among General Surgery trainees and consultants in Australia. An online questionnaire survey of General Surgery trainees and consultant surgeons in Australia was conducted between March and May 2012. Prevalence of bullying was measured using both a definition of workplace bullying and the revised Negative Acts Questionnaire (NAQ-R). Sources of bullying were also examined, as well as the barriers and outcomes of formal reporting of bullying. The response rate was 34 % (370/1084) with 41 % (n = 152) of respondents being trainees. Overall, 47 % (n = 173) of respondents reported having been bullied to some degree and 68 % (n = 250) reported having witnessed bullying of surgical colleagues in the last 12 months. The prevalence of bullying was significantly higher in trainees and females, with 64 % of trainees and 57 % of females experiencing some degree of bullying. The majority of respondents (83 %) had experienced at least one negative behavior in the last 12 months, but 38 % experienced at least one negative behavior on a weekly or daily basis. The persistent negative behaviors that represent work-related bullying most commonly experienced were 'having opinions ignored' and 'being exposed to an unmanageable workload.' Consultant surgeons were the most common source of bullying for both trainees and consultants, with administration the next common source. Of those who reported being bullied, only 18 % (n = 32) made a formal complaint. Despite increased awareness and interventions, workplace bullying remains a significant problem within General Surgery in Australia. The findings in this study serve as a baseline for future questionnaires to monitor the effectiveness of implemented anti-bullying interventions.

  18. The Toll of Workplace Bullying

    Science.gov (United States)

    Killoren, Robert

    2014-01-01

    Bullying may be more common than most people think. According to a study commissioned by the Workplace Bullying Institute, one in three employees experience bullying in the workplace either as a victim or as a witness suffering collateral damage. Bullying is a serious problem. Directors, managers, and staff members need to ensure that it does not…

  19. Workplace bullying: a tale of adverse consequences.

    Science.gov (United States)

    Sansone, Randy A; Sansone, Lori A

    2015-01-01

    Workplace bullying is defined as the repetitive and systematic engagement of interpersonally abusive behaviors that negatively affect both the targeted individual and the work organization. According to the findings of 12 studies, being bullied in the workplace affects approximately 11 percent of workers. Victims are frequently blue-collar and unskilled workers. However, there also appear to be gender and milieu/management factors. Emotional/psychological consequences of workplace bullying may include increased mental distress, sleep disturbances, fatigue in women and lack of vigor in men, depression and anxiety, adjustment disorders, and even work-related suicide. Medical consequences of workplace bullying may include an increase in health complaints such as neck pain, musculoskeletal complaints, acute pain, fibromyalgia, and cardiovascular symptoms. Finally, socioeconomic consequences of workplace bullying may include absenteeism due to sick days and unemployment. Clinicians in both mental health and primary care settings need to be alert to the associations between bullying in the workplace and these potential negative consequences, as patients may not disclose workplace maltreatment due to embarrassment or fears of retribution.

  20. Workplace Bullying: A Tale of Adverse Consequences

    Science.gov (United States)

    Sansone, Lori A.

    2015-01-01

    Workplace bullying is defined as the repetitive and systematic engagement of interpersonally abusive behaviors that negatively affect both the targeted individual and the work organization. According to the findings of 12 studies, being bullied in the workplace affects approximately 11 percent of workers. Victims are frequently blue-collar and unskilled workers. However, there also appear to be gender and milieu/management factors. Emotional/psychological consequences of workplace bullying may include increased mental distress, sleep disturbances, fatigue in women and lack of vigor in men, depression and anxiety, adjustment disorders, and even work-related suicide. Medical consequences of workplace bullying may include an increase in health complaints such as neck pain, musculoskeletal complaints, acute pain, fibromyalgia, and cardiovascular symptoms. Finally, socioeconomic consequences of workplace bullying may include absenteeism due to sick days and unemployment. Clinicians in both mental health and primary care settings need to be alert to the associations between bullying in the workplace and these potential negative consequences, as patients may not disclose workplace maltreatment due to embarrassment or fears of retribution. PMID:25852978

  1. [Concept analysis of workplace bullying].

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    Ma, Shu-Ching; Wang, Hsiu-Hung; Chen, Jih-Yuan

    2011-08-01

    Workplace bullying is a complicated and imprecise concept. Research findings have highlighted it as an important issue in the nursing environment worldwide. Workplace bullying arises due to malfunctions in workplace organizational and cultural related antecedents and manifests in various forms. Many studies have reported that nurses experiencing workplace bullying face increased levels of physical, psychological and social distress, may adopt suicidal thoughts and negativity towards the nursing profession, and may even abandon the nursing profession completely. Although a large number of papers have discussed the antecedents, forms and interventions related to workplace bullying, there has yet been no systematic concept analysis of workplace bullying. This paper applied Walker and Avant's concept analysis process to verify concept definitions, identify defining attributes, antecedents, and consequences, and provide examples of model, borderline, and contrary cases. Findings can help nursing administrators understand and clarify the meaning of workplace bullying in order to take appropriate measures to improve the working environment for nursing professionals.

  2. Educators' Understanding of Workplace Bullying

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    de Wet, Corene

    2014-01-01

    This article looks at educators' understanding of workplace bullying through the lens of a two- dimensional model of bullying. Educators, who were furthering their studies at the University of the Free State, were invited to take part in a study on different types of bullying. Deductive, directed content analysis was used to analyse 59…

  3. Workplace bullying and sleep difficulties

    DEFF Research Database (Denmark)

    Hansen, Åse Marie; Hogh, Annie; Garde, Anne Helene

    2014-01-01

    PURPOSE: The aims of the present study were to investigate whether being subjected to bullying and witnessing bullying at the workplace was associated with concurrent sleep difficulties, whether frequently bullied/witnesses have more sleep difficulties than occasionally bullied....../witnesses, and whether there were associations between being subjected to bullying or witnessing bullying at the workplace and subsequent sleep difficulties. METHODS: A total of 3,382 respondents (67 % women and 33 % men) completed a baseline questionnaire about their psychosocial work environment and health....... The overall response rate was 46 %. At follow-up 2 years later, 1671 of those responded to a second questionnaire (49 % of the 3,382 respondents at baseline). Sleep difficulties were measured in terms of disturbed sleep, awakening problems, and poor quality of sleep. RESULTS: Bullied persons and witnesses...

  4. Workplace Bullying in Healthcare: Part 3.

    Science.gov (United States)

    Lamberth, By Becky

    2015-01-01

    As many as 53.5 million American workers have experienced workplace bullying, which can cost organizations an estimated $200 billion annually in lost productivity, increased sick d ays, increased med ical claims, legal costs, and staff turnover. Bullying can occur in any profession, but for many reasons it is most prevalent in healthcare. Bullying behavior in healthcare has been reported and documented in literature for over 35 years. Although physicians are often considered to be the primary culprit of bullying, healthcare bullies can be one any one of the professionals who work in the organization including nurses, radiology technologists, pharmacists, ancillary staff personnel, administrators, or other non-physician staff members. The first installment of the series focused on defining bullying and its impact on the organization. Part 2 discussed three legal protections for the bully to include at-will laws, unions, and bylaws related to physician privileging. The final installment in this series will evaluate specific bully types and implementing processes to address inappropriate behavior.

  5. Educators' understanding of workplace bullying

    Directory of Open Access Journals (Sweden)

    Corene de Wet

    2014-01-01

    Full Text Available This article looks at educators' understanding of workplace bullying through the lens o a two-dimensional model of bullying. Educators, who were furthering their studies at the University of the Free State, were invited to take part in a study on different types of bullying. Deductive, directed content analysis was used to analyse 59 participants' descriptions of workplace bullying. The study found that the theoretical model provided a valuable framework for studying bullying in this context. The analysis of the educators' descriptions provided the following insights about the relational and organisational foundations of workplace bullying: (1 The relational powerless victims are subjected to public humiliation, disregard, isolation and discrimination. The bullying of educators results in escalating apathy and disempowerment, to the detriment of their professional and private wellbeing. (2 Bullying is likely to occur in schools where organisational chaos reigns. Such schools are characterised by incompetent, unprincipled, abusive leadership, lack of accountability, fairness and transparency. (3 There is interplay between relational powerlessness and organisational chaos, i.e. the absence of principled leadership, accountability and transparency gives rise to workplace bullying.

  6. Blackboard Bullies: Workplace Bullying in Primary Schools

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    Fahie, Declan

    2014-01-01

    This paper offers a comprehensive examination of the "lived experience" of workplace bullying in primary schools in Ireland. Underpinned by the qualitative analysis of in-depth interviews with a class teacher, a chairperson of a Board of Management and a school principal--all of whom who believe themselves to have been targets of…

  7. Social capital and workplace bullying.

    Science.gov (United States)

    Pihl, Patricia; Albertsen, Karen; Hogh, Annie; Andersen, Lars Peter Sønderbo

    2017-01-01

    Workplace bullying is a serious stressor with devastating short- and long-term consequences. The concept of organizational social capital may provide insights into the interactional and communicative dynamics of the bullying process and opportunities for prevention. This study aimed to explore the association between organizational social capital and being a target or observer of workplace bullying. Based on self-reported cross-sectional data from a large representative sample of the Danish working population (n = 10.037), logistic regression analyses were conducted to explore at the individual level the associations between vertical and horizontal organizational social capital with being a target or observer of workplace bullying. In the fully adjusted models, low organizational social capital (vertical and horizontal) was associated with significantly increased odds ratios of both self-labelled (vertical: OR = 3.25; CI = 2.34-4.51; horizontal: OR = 3.17; CI = 2.41-4.18) and observed workplace bullying (vertical: OR = 2.09; CI = 1.70-2.56; horizontal: OR = 1.60; CI = 1.35-1.89), when compared with high organizational social capital. This study supports that characteristics of the psychosocial work environment are of importance in the development of workplace bullying, and provides focus on the importance of self-reported organizational social capital.

  8. [Gender differences in workplace bullying].

    Science.gov (United States)

    Campanini, P; Punzi, Silvia; Carissimi, Emanuela; Gilioli, R

    2006-01-01

    Despite the attention that international Agencies give to the gender issue in situations of workplace bullying, few investigations have been performed on this topic. The aim of the study is describe the gender differences in victims of workplace bullying observed in an Italian survey. A total of 243 subjects (124 males and 119 females) were examined at the Centre for Occupational Stress and Harassment of the "Clinica del Lavoro Luigi Devoto" (University of Milan and IRCCS Foundation); they were selected among patients who met the criteria for being considered victims of negative actions at work leading to workplace bullying. Data regarding the person, workplace and the workplace bullying situation were collected by means of an ad hoc questionnaire. Analysis of the data, compared with those of IS-TAT 2002, showed a higher prevalence of females subjected to negative actions at work. In women, the risk of being subjected to negative actions leading to workplace bullying was shown to increase in the 34-44 age range and to decrease in higher age ranges; in men the risk remained elevated also after 55 years of age. In general, women were victims of negative actions regarding personal values related to emotional-relational factors, while men were attacked on their work performance. Sexual harassment, may mark the onset of other types of psychological harassment or can be one of its components.

  9. International perspectives on workplace bullying among nurses: a review.

    Science.gov (United States)

    Johnson, S L

    2009-03-01

    This article examines the nursing literature on workplace bullying with the aim of reaching a better understanding of the phenomenon. Workplace bullying occurs in many occupations and workplaces, including nursing. The following databases were used for the literature review: CINAHL, PubMed, Pro Quest and EBSCO host. Only articles in English were used. Articles from outside the nursing literature were also examined to gain a broader understanding of workplace bullying. Workplace bullying is more than a simple conflict between two individuals. It is a complex phenomenon that can only be understood through an examination of social, individual and organizational factors. Workplace bullying has been shown to impact the physical and psychological health of victims, as well as their performance at work. Workplace bullying impacts the organization through decreased productivity, increased sick time and employee attrition. More nurse-specific research is needed in this area. Research needs to be conducted in a systematic and uniform manner so that generalizations across studies can be made. The ultimate goal of this research should be to generate an understanding of this phenomenon so that solutions can be found.

  10. Workplace bullying: an emergent issue.

    Science.gov (United States)

    Essen, S Donovan; Esquivel, Cynthia; Jha, Pankaj

    2014-09-01

    All companies, including dentists, rely on their staff to represent their firms in the most positive and effective manner. Today's managers face a multitude of issues, and as such, they must walk a fine line of fostering a productive, harmonious and safe working environment for their employees. Over the last several decades it is apparent that on the- job sexual harassment is no longer the leading issue of employee complaints. Rather, the organization issue which was investigated is workplace bullying, also commonly referred to as employee harassment. Risk management is no longer limited to avoiding malpractice issues but also preventing litigation created by poor organizational behavior. The primary purpose of this paper is to explore the background of workplace bullying and how it affects today's managers and their employees, customers and suppliers. In other words, the scope of this paper will feature research on past studies, results and conclusions. Since workplace bullying affects all levels of a corporation, it must be stated that the concern and focus of this paper is for today's manager to understand the background and history of workplace bullying, and what they can do to foster a safe working environment and prevent the bully from creating mental and physical harm to their employees. This paper details the history of workplace bullying and how management, employees and suppliers deal with and address the issue. Lastly, this treatise looks at risk management from a manger/dentist's perspective, the assessment/conclusion summarizes the implications for managers regarding how they must handle the issue or risk harm to the employee and/or serious legal ramifications.

  11. Workplace bullying prevention: a critical discourse analysis.

    Science.gov (United States)

    Johnson, Susan L

    2015-10-01

    The aim of this study was to analyse the discourses of workplace bullying prevention of hospital nursing unit managers and in the official documents of the organizations where they worked. Workplace bullying can be a self-perpetuating problem in nursing units. As such, efforts to prevent this behaviour may be more effective than efforts to stop ongoing bullying. There is limited research on how healthcare organizations characterize their efforts to prevent workplace bullying. This was a qualitative study. Critical discourse analysis and Foucault's writings on governmentality and discipline were used to analyse data from interviews with hospital nursing unit managers (n = 15) and organizational documents (n = 22). Data were collected in 2012. The discourse of workplace bullying prevention centred around three themes: prevention of workplace bullying through managerial presence, normalizing behaviours and controlling behaviours. All three are individual level discourses of workplace bullying prevention. Current research indicates that workplace bullying is a complex issue with antecedents at the individual, departmental and organizational level. However, the discourse of the participants in this study only focused on prevention of bullying by moulding the behaviours of individuals. The effective prevention of workplace bullying will require departmental and organizational initiatives. Leaders in all types of organizations can use the results of this study to examine their organizations' discourses of workplace bullying prevention to determine where change is needed. © 2015 John Wiley & Sons Ltd.

  12. Workplace Bullying in Radiology and Radiation Oncology.

    Science.gov (United States)

    Parikh, Jay R; Harolds, Jay A; Bluth, Edward I

    2017-08-01

    Workplace bullying is common in health care and has recently been reported in both radiology and radiation oncology. The purpose of this article is to increase awareness of bullying and its potential consequences in radiology and radiation oncology. Bullying behavior may involve abuse, humiliation, intimidation, or insults; is usually repetitive; and causes distress in victims. Workplace bullying is more common in health care than in other industries. Surveys of radiation therapists in the United States, student radiographers in England, and physicians-in-training showed that substantial proportions of respondents had been subjected to workplace bullying. No studies were found that addressed workplace bullying specifically in diagnostic radiology or radiation oncology residents. Potential consequences of workplace bullying in health care include anxiety, depression, and health problems in victims; harm to patients as a result of victims' reduced ability to concentrate; and reduced morale and high turnover in the workplace. The Joint Commission has established leadership standards addressing inappropriate behavior, including bullying, in the workplace. The ACR Commission on Human Resources recommends that organizations take steps to prevent bullying. Those steps include education, including education to ensure that the line between the Socratic method and bullying is not crossed, and the establishment of policies to facilitate reporting of bullying and support victims of bullying. Copyright © 2016 American College of Radiology. Published by Elsevier Inc. All rights reserved.

  13. Workplace bullying among Nurses in South Taiwan.

    Science.gov (United States)

    Fang, Li; Huang, Su-Hui; Fang, Shu-Hui

    2016-09-01

    This study was to investigate bullying among hospital nurses and its correlates. Chinese people were unlikely to express their opinions or pursue individual rights. Workplace bullying took place more easily among the educated people within Chinese culture. However, studies related to workplace bullying among hospital nurses in Taiwan were still limited. A cross-sectional design. Two hundred and eighty-five nurses who worked in the regional teaching hospital in south Taiwan were recruited. The significant predictors of workplace bullying were identified by using linear regression analysis. The mean of overall bullying was 1·47, showing that the frequency of the nurses having experienced workplace bullying was between 'never' and 'now and then'. The most frequent bullying item was 'being yelled at or being the target of anger', followed by 'being the objects of untruthful criticism' and 'having views ignored'. Hospital nurses working in the Emergency room would gain 10·888 points more in the overall bullying scale compared with those who worked in operation rooms or haemodialysis rooms. They were more likely to be bullied. Hospital nurses with one year increase in nursing experience were 0·207 points less likely to be bullied. Reducing workplace bullying among hospital nurses was an essential method to provide quality assurance to health care. Nurse managers should build up zero tolerance policy to decrease nurses' exposure to workplace bullying. Training programmes related to bullying prevention are suggested to avoid workplace bullying. The contents of the educational training programmes or workshops should incorporate the characteristics and consequences of the workplace bullying, and the strategies to deal with bullying. © 2016 John Wiley & Sons Ltd.

  14. Workplace bullying: the effectiveness of a workplace program.

    Science.gov (United States)

    Stagg, Sharon J; Sheridan, Daniel J; Jones, Ruth A; Speroni, Karen Gabel

    2013-08-01

    Workplace bullying can not only cost thousands of dollars to replace an affected nurse, but also have detrimental economic effects on health care organizations. Occupational health nurses can provide leadership in preventing or eliminating workplace bullying. This pilot study determined that attendance at a cognitive rehearsal program decreased workplace bullying. The study used an Internet-based survey administered 6 months after nurses completed the 2-hour cognitive rehearsal program. Half of the nurses reported witnessing bullying behaviors since attending the program; 70% of the nurses reported changing their own behaviors following the course; and 40% of the nurses reported a decrease in bullying behaviors during the past 6 months. Although 70% of the nurses believed they could intervene in bullying situations, only 16% reported they responded to bullying at the time of occurrence. This study illuminates the need to continue searching for other effective methods to prevent and manage workplace bullying. Copyright 2013, SLACK Incorporated.

  15. Do gender differences matter to workplace bullying?

    Science.gov (United States)

    Wang, Mei-Ling; Hsieh, Yi-Hua

    2015-01-01

    Workplace bullying has become an omnipresent problem in most organizations. Gender differences have recently received increasing attention in the workplace bullying domain. Integrating social dominance theory with gender role theory, this study explores whether male minority and supervisor gender are related to the incidence of workplace bullying. Data from 501 public servants employed in the tax administration institute of Taiwan was collected via a questionnaire and analyzed using hierarchical regression. Male minority reported more workplace bullying than did the female majority. Subordinates working with male supervisors had more exposure to bullying than those working with female supervisors. However, male supervisors did not exacerbate the relationship between male minority and workplace bullying, while females exposure to workplace bullying was attenuated when working with male supervisors. These findings confirm the important role of gender differences when predicting bullying at work and support the view that gender is not merely an individual antecedent of bullying, but rather acts as a social factor to influence the incidence of workplace bullying.

  16. Antecedents, consequences and interventions for workplace bullying.

    Science.gov (United States)

    Kemp, Vivien

    2014-09-01

    The issue of workplace bullying has become an area of research interest in the last 3 decades. Much of the extant literature is published in the business management journals. This is problematic as the targets of workplace bullying may need psychiatric treatment; as a discipline, therefore psychiatrists may benefit from a deeper understanding of the nature of workplace bullying and its sequelae. There is still no agreed upon definition, although most definitions include similar criteria. Managers and human resources personnel frequently have difficulty identifying and effectively managing workplace bullying. The consequences for the targets of bullying can be severe; they may need psychiatric treatment and it can have a lifelong impact. There is a paucity of research into effective prevention and intervention programs. Preventive measures that focus on the whole workplace culture or on targets alone have mixed results. Workplace policies and procedures may lessen the prevalence and incidence of bullying, but often competing interests of senior management, human resources personnel, supervisors and workers may mitigate any antibullying interventions. Although psychiatrists are likely to treat the targets of bullying, bullying has yet to attract much attention as a research topic in psychiatry. Although the consequences of bullying can be severe for both targets and workplaces, prevention strategies are hampered by competing interests.

  17. Managerial and Organizational Discourses of Workplace Bullying.

    Science.gov (United States)

    Johnson, Susan L; Boutain, Doris M; Tsai, Jenny H-C; de Castro, Arnold B

    2015-09-01

    To explore how workplace bullying is addressed by hospital nursing unit managers and organizational policies. Although workplace bullying is costly to organizations, nurses report that managers do not consistently address the issue. This study used discourse analysis to analyze interview data and policy documents. There were differences in the manner in which managers and the policy documents labeled bullying-type behaviors and discussed the roles and responsibilities of staff and managers. Policies did not clearly delineate how managers should respond to workplace bullying. These differences can allow management variation, not sanctioned by policy. Unclear policy language can also offer insufficient guidance to managers, resulting in differential enforcement of policies.

  18. Workplace Bullying: Curing the Cancer of the American Workplace.

    Science.gov (United States)

    Glendinning, Peter M.

    2001-01-01

    A literature review concluded that supervisor/supervisee relationships are critical to job satisfaction; workplace bullying in the form of a management style of aggressive and intimidating behaviors is widespread; certain types of organizations foster bullying; and bullying has high costs for the targeted employee and the organization. (Contains…

  19. Workplace bullying and subsequent health problems.

    Science.gov (United States)

    Nielsen, Morten Birkeland; Magerøy, Nils; Gjerstad, Johannes; Einarsen, Ståle

    2014-07-01

    Cross-sectional studies demonstrate that exposure to bullying in the workplace is positively correlated with self-reported health problems. However, these studies do not provide a basis to draw conclusions on the extent to which bullying leads to increased health problems or whether health problems increase the risk of being bullied. To provide better indications of a causal relationship, knowledge from prospective studies on the association between bullying in the workplace and health outcomes is therefore summarised. We conducted a systematic literature review of original articles from central literature databases on longitudinal associations between bullying in the workplace and health. Average associations between bullying and health outcomes are calculated using meta-analysis. A consistent finding across the studies is that exposure to bullying is significantly positively related to mental health problems (OR =1.68; 95% KI 1.35-2.09) and somatic symptoms (OR = 1.77; 95% KI 1.41-2.22) over time. Mental health problems are also associated with subsequent exposure to bullying (OR = 1.74; 95% KI 1.44-2.12). Bullying is positively related to mental health problems and somatic symptoms. The association between mental health problems and subsequent bullying indicates a self-reinforcing process between mental health and bullying. The methodological quality of the studies that were conducted is relatively sound. However, based on the existing knowledge base there are no grounds for conclusions regarding an unambiguous causal relationship between bullying and health.

  20. Modeling workplace bullying using catastrophe theory.

    Science.gov (United States)

    Escartin, J; Ceja, L; Navarro, J; Zapf, D

    2013-10-01

    Workplace bullying is defined as negative behaviors directed at organizational members or their work context that occur regularly and repeatedly over a period of time. Employees' perceptions of psychosocial safety climate, workplace bullying victimization, and workplace bullying perpetration were assessed within a sample of nearly 5,000 workers. Linear and nonlinear approaches were applied in order to model both continuous and sudden changes in workplace bullying. More specifically, the present study examines whether a nonlinear dynamical systems model (i.e., a cusp catastrophe model) is superior to the linear combination of variables for predicting the effect of psychosocial safety climate and workplace bullying victimization on workplace bullying perpetration. According to the AICc, and BIC indices, the linear regression model fits the data better than the cusp catastrophe model. The study concludes that some phenomena, especially unhealthy behaviors at work (like workplace bullying), may be better studied using linear approaches as opposed to nonlinear dynamical systems models. This can be explained through the healthy variability hypothesis, which argues that positive organizational behavior is likely to present nonlinear behavior, while a decrease in such variability may indicate the occurrence of negative behaviors at work.

  1. Health correlates of workplace bullying: a 3-wave prospective follow-up study.

    Science.gov (United States)

    Bonde, Jens Peter; Gullander, Maria; Hansen, Åse Marie; Grynderup, Matias; Persson, Roger; Hogh, Annie; Willert, Morten Vejs; Kaerlev, Linda; Rugulies, Reiner; Kolstad, Henrik A

    2016-01-01

    This study aimed to examine the course of workplace bullying and health correlates among Danish employees across a four-year period. In total, 7502 public service and private sector employees participated in a 3-wave study from 2006 through 2011. Workplace bullying over the past 6-12 months and data on health characteristics were obtained by self-reports. We identified major depression using Schedules for Clinical Assessment in Neuropsychiatry interviews and the Major Depression Inventory. We performed cross-sectional and longitudinal analyses of outcomes according to self-labelled bullying at baseline using logistic regression. Reports of bullying were persistent across four years in 22.2% (57/257) of employees who initially reported bullying. Baseline associations between self-labelled bullying and sick-listing, poor self-rated health, poor sleep, and depressive symptoms were significant with adjusted odds ratios (OR) ranging from 1.8 [95% confidence interval (95% CI) 1.5-2.4] for poor sleep quality among those bullied "now and then" to 6.9 (95% CI 3.9-12.3) for depression among those reporting being bullied on a daily to monthly basis. In longitudinal analyses adjusting for bullying during follow-up, all health correlates except poor sleep quality persisted up to four years. Self-reported health correlates of workplace bullying including sick-listing, poor self-rated health, depressive symptoms, and a diagnosis of depression tend to persist for several years regardless of whether bullying is discontinued or not. Independent measures of bullying and outcomes are needed to learn whether these findings reflect long lasting health consequences of workplace bullying or whether self-labelled workplace bullying and health complaints are correlated because of common underlying factors.

  2. Coping strategies to exposure to workplace bullying

    Directory of Open Access Journals (Sweden)

    Malgorzata Gamian-Wilk

    2017-12-01

    Full Text Available The article concerns coping strategies of workers subjected to workplace bullying. Firstly, bullying process development is compared with various models of conflict escalation. Secondly, the review of literature on employees’ exposed to bullying at work responses to negative workplace activities is presented. Finally, the results of studies comparing targets’ and non-targets’ strategies on various stages of bullying development are described. The findings indicate that employees previously exposed to bullying at work at the very early stage of conflict respond in a way that may be interpreted as unconstructive while those who encounter single conflicts at work intensify their endeavors to make a good impression, and try to gain social support from their surrounding interpersonal relationships. Bullying targets seek support and use strategies based on co-operation when the conflict is severe and difficult to solve. The article ends with directions for future studies aiming at identifying strategies for prevention programs.

  3. Workplace Bullying in a Group Context

    Science.gov (United States)

    Coyne, Iain; Craig, Jane; Smith-Lee Chong, Penelope

    2004-01-01

    This study examined the sociometric status of victims, perpetrators and bully-victims (those who self-reported being a victim and a perpetrator) in functional workplace teams and assessed the relationship between victimisation and bullying on team effectiveness. A sample of 288 fire-fighter personnel in 36 teams were asked to self-report and…

  4. Workplace bullying, working environment and health.

    Science.gov (United States)

    Oxenstierna, Gabriel; Elofsson, Stig; Gjerde, Maria; Magnusson Hanson, Linda; Theorell, Töres

    2012-01-01

    Improved work organisation could be of importance for decreased bullying in workplaces. Participants in the Swedish Longitudinal Occupational Survey of Health (SLOSH) responded to questions about work and workplace and whether they had been bullied during the past year in 2006. Those in worksites with at least five employees who did not report that they had been bullied in 2006 and without workplace change between 2006 and 2008 constituted the final sample (n=1,021 men and 1,182 women). Work characteristics and workplace factors in 2006 were used in multiple logistic regression as predictors of bullying in 2008. Separate analyses were performed for work characteristics and workplace factors respectively. Adjustments for demographic factors were made in all analyses. The question used for bullying was: "Are you exposed to personal persecution by means of vicious words or actions from your superiors or your workmates?" Such persecution any time during the past year was defined as bullying. For both genders organisational change and conflicting demands were identified as risk factors, and good decision authority as a protective factor. Dictatorial leadership, lack of procedural justice and attitude of expendability were male and lack of humanity a female risk factor for bullying.

  5. Workplace bullying a risk for permanent employees.

    Science.gov (United States)

    Keuskamp, Dominic; Ziersch, Anna M; Baum, Fran E; Lamontagne, Anthony D

    2012-04-01

    We tested the hypothesis that the risk of experiencing workplace bullying was greater for those employed on casual contracts compared to permanent or ongoing employees. A cross-sectional population-based telephone survey was conducted in South Australia in 2009. Employment arrangements were classified by self-report into four categories: permanent, casual, fixed-term and self-employed. Self-report of workplace bullying was modelled using multiple logistic regression in relation to employment arrangement, controlling for sex, age, working hours, years in job, occupational skill level, marital status and a proxy for socioeconomic status. Workplace bullying was reported by 174 respondents (15.2%). Risk of workplace bullying was higher for being in a professional occupation, having a university education and being separated, divorced or widowed, but did not vary significantly by sex, age or job tenure. In adjusted multivariate logistic regression models, casual workers were significantly less likely than workers on permanent or fixed-term contracts to report bullying. Those separated, divorced or widowed had higher odds of reporting bullying than married, de facto or never-married workers. Contrary to expectation, workplace bullying was more often reported by permanent than casual employees. It may represent an exposure pathway not previously linked with the more idealised permanent employment arrangement. A finer understanding of psycho-social hazards across all employment arrangements is needed, with equal attention to the hazards associated with permanent as well as casual employment. © 2012 The Authors. ANZJPH © 2012 Public Health Association of Australia.

  6. Workplace Bullying among Healthcare Workers

    Science.gov (United States)

    Ariza-Montes, Antonio; Muniz, Noel M.; Montero-Simó, María José; Araque-Padilla, Rafael Angel

    2013-01-01

    This paper aims to assess consistent predictors through the use of a sample that includes different actors from the healthcare work force to identify certain key elements in a set of job-related organizational contexts. The utilized data were obtained from the 5th European Working Conditions Survey, conducted in 2010 by the European Foundation for the Improvement of Living and Working Conditions. In light of these objectives, we collected a subsample of 284 health professionals, some of them from the International Standard Classification of Occupations—subgroup 22—(ISCO-08). The results indicated that the chance of a healthcare worker referring to him/herself as bullied increases among those who work on a shift schedule, perform monotonous and rotating tasks, suffer from work stress, enjoy little satisfaction from their working conditions, and do not perceive opportunities for promotions in their organizations. The present work summarizes an array of outcomes and proposes within the usual course of events that workplace bullying could be reduced if job demands were limited and job resources were increased. The implications of these findings could assist human resource managers in facilitating, to some extent, good social relationships among healthcare workers. PMID:23887621

  7. Workplace Bullying among Healthcare Workers

    Directory of Open Access Journals (Sweden)

    María José Montero-Simó

    2013-07-01

    Full Text Available This paper aims to assess consistent predictors through the use of a sample that includes different actors from the healthcare work force to identify certain key elements in a set of job-related organizational contexts. The utilized data were obtained from the 5th European Working Conditions Survey, conducted in 2010 by the European Foundation for the Improvement of Living and Working Conditions. In light of these objectives, we collected a subsample of 284 health professionals, some of them from the International Standard Classification of Occupations—subgroup 22—(ISCO-08. The results indicated that the chance of a healthcare worker referring to him/herself as bullied increases among those who work on a shift schedule, perform monotonous and rotating tasks, suffer from work stress, enjoy little satisfaction from their working conditions, and do not perceive opportunities for promotions in their organizations. The present work summarizes an array of outcomes and proposes within the usual course of events that workplace bullying could be reduced if job demands were limited and job resources were increased. The implications of these findings could assist human resource managers in facilitating, to some extent, good social relationships among healthcare workers.

  8. Drama at Dunder Mifflin: Workplace Bullying Discourses on The Office.

    Science.gov (United States)

    Sumner, Erin M; Scarduzio, Jennifer A; Daggett, Jena R

    2016-12-01

    This study examines the portrayal and affective framing of workplace bullying behaviors on the popular American television show The Office. Quantitative and qualitative content analyses were conducted on 54 episodes spanning the show's nine seasons. Results revealed 331 instances of workplace bullying, for an average of 6.13 bullying behaviors per episode. Workplace bullying behavior on The Office was grouped into five categories: sexual jokes, public humiliation, practical jokes, belittlement, and misuse of authority. In general, instances of workplace bully were scripted as humorous and lacking significant consequences, which could further contribute to social discourses that perpetuate the problem of bullying in real-life workplaces.

  9. Relationship between Organizational Culture and Workplace Bullying among Korean Nurses

    Directory of Open Access Journals (Sweden)

    Yuseon An, MS, RN

    2016-09-01

    Conclusions: The results suggest that the types of nursing organizational culture are related to workplace bullying in Korean nurses. Further research is needed to develop interventions that can foster relation-oriented cultures to prevent workplace bullying in nurses.

  10. Is Workplace Bullying in the Eye of the Beholder

    OpenAIRE

    Healy-Cullen, Siobhan

    2017-01-01

    This article presents a study of employees’ opinions on the definitional Issues with workplace bullying and examines employees’ viewpoints on how personal subjectivity should be weighed when reviewing workplace bullying complaints

  11. [Coping strategies: bullying in the nursing workplace].

    Science.gov (United States)

    Tsai, Shian-Ting; Sung, Ya-Wen; Tzou, Li-Ping; Huang, Meng-Ting; Hwang, Miin-Rong; Chiou, Chii-Jun

    2011-08-01

    High nurse turnover rates and the related rise in patient-to-nurse ratios correlate with the integrity and maturity of nursing organizations and patient safety issues. Previous studies indicate bullying among nurses to be significantly related to high turnover rates and to impact negatively on the physical and mental health of nurses. The situation has been severe enough to lead to nurse suicides (Yildirim & Yildirim, 2007). In light of such, the International Council of Nurses (ICN) reviewed the literature about nursing workplace bullying and proclaimed the importance of fostering a positive work environment in 2007. Most studies on nursing workplace bullying have focused on western societies. In order to clarify the state of nursing bullying in Taiwan, this paper worked to summarize observations in the literature regarding the causes of and management strategies for nursing workplace bullying in order to increase the attention of nursing managers and staff toward this issue. The authors hope that this article may help raise awareness and both prevent nursing workplace bullying and reduce currently high turnover rates.

  12. Workplace bullying: A risk control perspective

    OpenAIRE

    Notelaers, Guy

    2011-01-01

    Workplace bullying is an omnipresent phenomenon in contemporary workplaces (Nielsen, Matthiesen, & Einarsen, in press). With its negative consequences for victims, bystanders and the socio-economic fabric of organisations, it is an important psychological, sociological and economical hazard that needs to be firmly addressed. Several countries, such as Norway, Sweden, Finland, Belgium and France, have adopted laws explicitly banning it from workplaces. Some European countries have integrated t...

  13. Workplace Incivility and Bullying in the Library: Perception or Reality?

    Science.gov (United States)

    Freedman, Shin; Vreven, Dawn

    2016-01-01

    Recent media reports have increased awareness of workplace incivility and bullying. However, the literature regarding workplace incivility and bullying in academic libraries is under reported and under researched. This study examines the current state of librarians' perceptions on workplace incivility and bullying and evaluates the effects of…

  14. An Investigation of Organizational and Regulatory Discourses of Workplace Bullying.

    Science.gov (United States)

    Johnson, Susan L; Boutain, Doris M; Tsai, Jenny H-C; de Castro, Arnold B

    2015-10-01

    Organizations use policies to set standards for employee behaviors. Although many organizations have policies that address workplace bullying, previous studies have found that these policies affect neither workplace bullying for targets who are seeking assistance in ending the behaviors nor managers who must address incidents of bullying. This article presents the findings of a study that used critical discourse analysis to examine the language used in policies written by health care organizations and regulatory agencies to regulate workplace bullying. The findings suggest that the discussion of workplace bullying overlaps with discussions of disruptive behaviors and harassment. This lack of conceptual clarity can create difficulty for managers in identifying, naming, and disciplining incidents of workplace bullying. The documents also primarily discussed workplace bullying as a patient safety concern. This language is in conflict with organizations attending to worker well-being with regard to workplace bullying. © 2015 The Author(s).

  15. Nurses' perceptions of teamwork and workplace bullying.

    Science.gov (United States)

    Logan, Todd R; Michael Malone, D

    2018-01-22

    The purpose of this study was to explore the association between nurses' perceptions and attitudes of teamwork and workplace bullying. A total of 128 nurses in two hospitals in the northeast USA completed three surveys: Attitudes about teamwork survey, Team characteristics survey, and Negative intention questionnaire. A majority of nurses believed that teamwork was an important vehicle for providing quality patient care. Two thirds of the nurses reported the presence of important variables such as leadership, trust and communication on their teams. Despite these positive perceptions, a third of the nurses reported being bullied and half observed others being bullied. A number of effective team skills were associated with fewer occurrences of workplace bullying. © 2018 John Wiley & Sons Ltd.

  16. Prevalence of workplace bullying and risk groups

    DEFF Research Database (Denmark)

    Ortega, Adriana; Høgh, Annie; Pejtersen, Jan Hyld

    2009-01-01

    OBJECTIVES: To estimate the prevalence of bullying and to identify risk groups in a representative population sample. METHODS: The data for this study was taken from the second Danish Psychosocial Work Environment Study (DPWES). The sample consisted of 3,429 employees between 20 and 59-years......: These findings suggest that types of work and gender ratio are risk factors in the onset of workplace bullying. Future studies should take into account the type of work and the gender ratio of the organization....

  17. Bully University? The Cost of Workplace Bullying and Employee Disengagement in American Higher Education

    OpenAIRE

    Leah P. Hollis

    2015-01-01

    Workplace bullying has a detrimental effect on employees, yet few studies have examined its impact on personnel in American higher education administration. Therefore, two central research questions guided this study: (a) What is the extent of workplace bullying in higher education administration? and (b) What is the cost of workplace bullying specifically to higher education administration? Participants from 175 four-...

  18. Workplace bullying and harassment new developments in international law

    CERN Document Server

    Pinkos Cobb, Ellen

    2017-01-01

    Workplace Bullying and Harassment: New Developments in International Law provides a comprehensive tour around the globe, summarizing relevant legislation and key developments in workplace bullying, harassment, sexual harassment, discrimination, violence, and stress in over 50 countries in Europe, the Asia Pacific region, the Americas region, and the Middle East and Africa. Workplace bullying, harassment, and other psychological workplace hazards are becoming increasingly acknowledged and legislated against in the modern work world. The costs of bullying, harassment, violence, discrimination, and stress at work are huge and far-reaching. Frequently under-reported and misunderstood, workplace bullying, harassment, violence, discrimination, and stress wreak havoc on the vitality and prosperity of organizations and individuals alike.

  19. Developement of supervisor's bullying questionnaire at workplace

    Directory of Open Access Journals (Sweden)

    Mohsen Golparvar

    2018-03-01

    Full Text Available Bullying is one of behaviors which occur in various forms at workplaces. These types of behaviors are associated with diverse range of behaviors and other variables. Considering the lack of instrument to assess supervisor's bullying in workplaces of Iran, this research was carried out to constructing and studying reliability and validity of supervisor's bullying questionnaire at workplace. Statistical population of this research was all of Isfahan oil refinery’s staff that 402 participants was chosen as participant by simple random sampling mehod. The tools included perceived organizational justice questionnaire, organizational citizenship behaviors questionnaire and deviant behaviors questionnaire which used for studying convergent and divergent validity of researcher-made questionnaire of supervisor's bullying. Data were analyzed by using confirmatory and exploratory factor analysis, canonical correlation coefficient (for studying convergent and divergent validity and reliability coefficient (Cronbach’s alpha and test- retest reliability. Results showed that supervisor's bullying questionnaire has five factor structures which named: supervisors’ threat, insult and scorn by supervisor, anger and revengefulness of supervisor, ignorance and unconventional work pressure of supervisor, supervisors’ boring and cheap. Cronbach’s alpha for the five factors was equal to 0.87, 0.84, 0.82, 0.81, 0.81, and test-retest reliability for those five factors was equal to 0.81, 0.59, 0.58, 0.83, and 0.77. The results of this study revealed that supervisor's bullying questionnaire has suitable validity and reliability for assessment the level of supervisor's bullying at workplaces.

  20. Workplace bullying influences women's engagement in the workforce.

    Science.gov (United States)

    MacIntosh, Judith

    2012-11-01

    Workplace bullying creates hostile work environments, affects mental and physical health, and has social, economic, and career implications. Over 70% of targets of workplace bullying become unemployed either by losing their jobs or by leaving voluntarily. In a grounded theory study, we explored how experiencing workplace bullying and its health consequences affected 40 Canadian women. Further, I examined whether women stayed at or left workplaces after being bullied, how they left, and the influences on whether they stayed or left. Implications of this study are that bullied women and the organizations for which they work need to be assisted to manage this experience more effectively.

  1. Educators' understanding of workplace bullying

    African Journals Online (AJOL)

    of the Free State, were invited to take part in a study on different types of bullying. Deductive, .... Although functionalism uses a diverse range of methods to investigate its research questions – qualitative and quantitative – the majority are.

  2. Workplace Bullying in Higher Education: Faculty Experiences and Responses

    Science.gov (United States)

    Taylor, Susan K.

    2012-01-01

    This study examines workplace bullying in a university setting. Specifically it examines how faculty members' tenure status is related to having been targets and witnesses of bullying at work and their responses to dissatisfaction at work. The research literature reveals a correlation between being a target of workplace bullying and the target's…

  3. Novice nurse productivity following workplace bullying.

    Science.gov (United States)

    Berry, Peggy A; Gillespie, Gordon L; Gates, Donna; Schafer, John

    2012-03-01

    To determine the prevalence and effects of workplace bullying (WPB) on the work productivity of novice nurses (NNs). Internet-based descriptive cross-sectional survey design. One hundred ninety seven NNs (91.4% female, 8.6% male) in practice less than 2 years completed the Healthcare Productivity Survey, Negative Acts Questionnaire, and a demographic survey. The majority (72.6%, n= 147) of NNs reported a WPB event within the previous month, with 57.9% (n= 114) the direct targets and another 14.7% (n= 29) witnesses of WPB behaviors. Using a weighted Negative Acts Questionnaire score, 21.3% (n= 43) of NNs were bullied daily over a 6-month period. When asked if bullied over the past 6 months, approximately 44.7% (n= 88) of NNs reported repeated, targeted WPB, with 55.3% (n= 109) reporting no WPB. WPB acts were primarily perpetrated by more experienced nursing colleagues (63%, n= 126). Further, work productivity regression modeling was significant and NN productivity was negatively impacted by workplace bullying (r=-.322, p= .045). WPB continues in the healthcare environment and negatively affects bullied NNs' productivity by affecting cognitive demands and ability to handle or manage their workload. Healthcare facilities should continue to measure WPB in the work environment after policy implementation as well as eliminate negative behaviors through root-cause analysis to correct environmental factors associated with WPB. © 2012 Sigma Theta Tau International.

  4. The nature of workplace bullying experienced by teachers and the ...

    African Journals Online (AJOL)

    Hennie

    2015-08-21

    Aug 21, 2015 ... Phenomenological Analysis (IPA) was further used to analyse and interpret ... posttraumatic stress disorder (PTSD); principals, schools; teachers; ... Research on workplace bullying has further focused on specific ... personality disorder) among bullying education managers (Kirsten ... In an exploratory study.

  5. Ethical Infrastructure and Successful Handling of Workplace Bullying

    Directory of Open Access Journals (Sweden)

    Kari Einarsen

    2017-03-01

    Full Text Available Antecedents and consequences of workplace bullying are well documented. However, the mea- sures taken against workplace bullying, and the effectiveness of such measures, have received less attention. This study addresses this knowledge gap by exploring the role of ethical infrastructure in perceived successful handling of reported workplace bullying. Ethical infrastructure refers to formal and informal systems that enable ethical behavior and disable unethical behavior in organizations. A survey was sent to HR managers and elected head safety representatives (HSRs in all Norwegian municipality organizations. Overall, 216 organizations responded (response rate = 50.2 percent. The ethical infrastructure accounted for 39.4% of the variance in perceived suc- cessful handling of workplace bullying. Formal sanctions were the only unique and signi cant contributor to the perceived successful handling of workplace bullying. The results substantiate the argument that organizations’ ethical infrastructure relate to the HR managers and HSRs’ percep- tions regarding their organizations’ handling of workplace bullying.

  6. Bullying and cyberbullying in adulthood and the workplace.

    Science.gov (United States)

    Kowalski, Robin M; Toth, Allison; Morgan, Megan

    2018-01-01

    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.

  7. Ethical Infrastructure and Successful Handling of Workplace Bullying

    OpenAIRE

    Einarsen, Kari; Mykletun, Reidar; Einarsen, Ståle Valvatna; Skogstad, Anders; Salin, Denise

    2017-01-01

    Antecedents and consequences of workplace bullying are well documented. However, the mea- sures taken against workplace bullying, and the effectiveness of such measures, have received less attention. This study addresses this knowledge gap by exploring the role of ethical infrastructure in perceived successful handling of reported workplace bullying. Ethical infrastructure refers to formal and informal systems that enable ethical behavior and disable unethical behavior in organizations. A sur...

  8. The handbook of dealing with workplace bullying

    CERN Document Server

    2015-01-01

    The topic of workplace bullying and abuse gained considerable public and media attention during 2013 when the scandal of events at the BBC was unveiled following an enquiry led by Dinah Rose QC. The Handbook of Dealing with Workplace Bullying, edited by Dr Anne-Marie Quigg, presents the collective wisdom and knowledge of a number of lawyers, management experts and academics from around the world. The key themes include understanding the law in each country represented and the responsibilities of individuals as well as management teams and governors in organizations. New case studies are supplied by people working with and within HR teams who have professional experience of dealing with the issue, as well as practical suggestions that are of use to managers, to people accused of bullying and also to people who find they are targets of bullying. Dr Quigg summarizes the range and scope of the contributions by the individual contributors, commenting on the research findings and professional experience that inform...

  9. Workplace bullying in the Australian health context: a systematic review.

    Science.gov (United States)

    Chadwick, Sharlene; Travaglia, Joanne

    2017-05-15

    Purpose During the past decade, there has been increased attention into bullying behaviours in workplaces. Research to date has varied in design, the definition of what constitutes bullying behaviour, as well as the methods used to collect data and measure bullying incidence and prevalence. Nonetheless, studies demonstrate that bullying is a significant issue, which warrants an increased research focus to develop greater understanding of the concept, its effects and implications in, and for, the workplace. The purpose of this paper is to focus on capturing a range of international and Australian literature regarding workplace bullying behaviours in a health context from a management perspective. As a result, this paper identified the gaps in the literature when expanded specifically to an Australian health context. Design/methodology/approach The purpose of this review is to summarise the existing literature, both internationally and in Australia which examines workplace bullying behaviours in a health context from a management perspective. This describes the review of the literature on workplace bullying in a health context undertaken from January to April 2014. The "Preferred Reporting Systematic Reviews and Meta-Analyses" method was used to structure the review, which covered a wide range of literature from databases including MEDLINE, Embase, CINAHL and InformIT, as well as reports, and grey literature. Findings The review included 62 studies that met the inclusion criteria and reported either: factors contributing to workplace bullying, at least one significant example of workplace bullying behaviour or the impact of workplace bullying behaviours in a health context. Originality/value There is limited data on workplace bullying behaviours in an Australian health context. The literature supports there is value in future research to develop consistent definitions, policies, procedures and frameworks, which could help to prevent or address workplace bullying

  10. Educators' understanding of workplace bullying | de Wet | South ...

    African Journals Online (AJOL)

    This article looks at educators' understanding of workplace bullying through the lens of a twodimensional model of bullying. Educators, who were furthering their studies at the University of the Free State, were invited to take part in a study on different types of bullying. Deductive, directed content analysis was used to ...

  11. Influence of Workplace Bullying on Turkish Nurses' Psychological Distress and Nurses' Reactions to Bullying.

    Science.gov (United States)

    Bardakçı, Ezgi; Günüşen, Neslihan Partlak

    2016-03-01

    The study aims to determine the influence of bullying on nurses' psychological distress. A descriptive design was adopted. The study sample included 284 nurses of a university hospital in Izmir, Turkey. The Workplace Bullying Behavior Scale and the General Health Questionnaire were used. After the study was completed, it was determined that nurses with a master's degree were exposed to bullying more and that nurses exposed to bullying suffered higher levels of psychological distress and preferred to keep silent about it. Perpetrators of bullying were mainly head nurses. Bullying is a common workplace phenomenon, and in most cases, nurses bully each other. Bullied nurses suffer more psychological distress. Managers of health care institutions should always remember that nurses have a higher risk of exposure to bullying and that measures should be taken to support nurses. © The Author(s) 2014.

  12. Artful Interventions for Workplace Bullying: Exploring Forum Theatre

    Science.gov (United States)

    Edwards, Margot; Blackwood, Kate Marie

    2017-01-01

    Purpose: This paper aims to explore the phenomenon of workplace bullying in response to recent calls for the development of different approaches and provide an exploration of artful approaches to intervention. Design/methodology/approach: The paper offers a unique conceptualisation of workplace bullying and applies a phenomenological lens to the…

  13. Patient Safety and Workplace Bullying: An Integrative Review.

    Science.gov (United States)

    Houck, Noreen M; Colbert, Alison M

    Workplace bullying is strongly associated with negative nursing outcomes, such as work dissatisfaction, turnover, and intent to leave; however, results of studies examining associations with specific patient safety outcomes are limited or nonspecific. This integrative review explores and synthesizes the published articles that address the impact of workplace nurse bullying on patient safety.

  14. An Investigation of Organizational and Regulatory Discourses of Workplace Bullying

    OpenAIRE

    Johnson, Susan L.; Boutain, Doris M.; Tsai, Jenny H.-C.; de Castro, Arnold B.

    2015-01-01

    Organizations use policies to set standards for employee behaviors. Although many organizations have policies that address workplace bullying, previous studies have found that these policies affect neither workplace bullying for targets who are seeking assistance in ending the behaviors nor managers who must address incidents of bullying. This article presents the findings of a study that used critical discourse analysis to examine the language used in policies written by health care organiza...

  15. Prevalence of workplace bullying of South African employees

    OpenAIRE

    Leanri Cunniff; Karina Mostert

    2012-01-01

    Orientation: Workplace bullying has negative physical and psychological effects on employees and several negative effects on organisations. Research purpose: The purpose of the research was to determine the prevalence of workplace bullying in South Africa and whether there are differences in employees’ experiences of bullying with regard to socio-demographic characteristics, sense of coherence (SOC) and diversity experiences. Motivation for the study: This study intended to draw a...

  16. Bystander Helping Behavior in Response to Workplace Bullying

    OpenAIRE

    Hellemans, Catherine; Dal Cason, Davide; Casini, Annalisa

    2017-01-01

    This research examines the role of colleagues in workplace bullying. While colleagues could often intervene to support the victim or stop the situation, passive behaviors and non-intervention are more frequent. The bystander effect highlighted by Latané and Darley (1970) has been studied in the context of school bullying and sexual harassment, but only rarely in the context of workplace bullying. We tested the impact of the belief in a just world for others, self-efficacy, perceived severity,...

  17. Effects of workplace bullying on how women work.

    Science.gov (United States)

    MacIntosh, Judith; Wuest, Judith; Gray, Marilyn Merritt; Aldous, Sarah

    2010-11-01

    Work is central to well-being but working is problematic when people experience workplace bullying, which includes psychological, physical, and sexual abuse or harassment. The purpose of the present grounded theory study was to extend current understanding, from the perspective of women, of how workplace bullying affects their work and how they engage in the workforce. The study was conducted in eastern Canada with 36 English-speaking women who had been bullied in the workplace. They reported mainly psychological bullying. The central problem for women is they cannot continue working as they had before the workplace bullying. The authors named a four-stage process of how women address this problem as "Doing Work Differently." The four stages are Being Conciliatory, Reconsidering, Reducing Interference, and Redeveloping Balance. The process is influenced by women's support systems, the effects on their health, and financial circumstances. There are implications for public education, workplace policies, and health care workers.

  18. The bullying aspect of workplace violence in nursing.

    Science.gov (United States)

    Johnston, Michelle; Phanhtharath, Phylavanh; Jackson, Brenda S

    2010-01-01

    Workplace violence is becoming an issue that all organizations must be aware of. In healthcare organizations, these behaviors, especially that of bullying, are detrimental and affect staff, patients, and outcomes. Healthcare organizations that do not address this issue and instill measures to prevent it will soon see the effects that bullying and other forms of workplace violence can create: those of toxic work environments. Because bullying and other forms of workplace violence have become so prevalent, organizations such as The Joint Commission have addressed the need for healthcare organizations to address the issue. This article examines bullying, the most common type of workplace violence, and nursing, the profession where bullying most often occurs. Theories about why it exists and suggestions on how to prevent it and maintain a healthy workplace will be discussed.

  19. Coping with Bullying in the Workplace: The Effect of Gender, Age and Type of Bullying

    Science.gov (United States)

    Olafsson, Ragnar; Johannsdottir, Hanna

    2004-01-01

    A study of bullying, victimisation and the coping strategies employed to tackle it is presented in the first study of bullying in the workplace conducted in Iceland. Participants were 398 members of a union of store and office workers and members of a national organisation of bank-employees. A factor analysis of bullying items identified two…

  20. SUPERVISORS' TRANSFORMATIONAL LEADERSHIP AND BULLYING IN THE WORKPLACE.

    Science.gov (United States)

    Dussault, Marc; Frenette, Éric

    2015-12-01

    The study tests the relationship between supervisors' transformational, transactional, and laissez-faire leadership and perceived bullying in the workplace. Transformational and transactional leaders can create conditions that make bullying at work less frequent but laissez-faire leadership may cause conflict that can result in bullying. The participants were 288 adults (122 women, 164 men; M age = 38.9 yr., SD = 11.7; M tenure = 7.2 yr.) employed across several organizations. Of the participants, 53.2% were contacted during an evening class in organizational behavior, and the others were workers from a waterproofing company. Scales measuring perceived leadership of a supervisor and perceived bullying at work were administered. Supervisor's transformational and transactional leadership were negatively related to work-related bullying, person-related bullying, and physically intimidating bullying. Transactional leadership was also negatively related to Work-related bullying, perceived Person-related bullying, and perceived Physically intimidating bullying. Supervisor's laissez-faire leadership was positively related to Work-related bullying, perceived Person-related bullying, and perceived Physically intimidating bullying. The use of Bass's model of transformational leadership in relation with the three-factor structure of the Negative Acts Questionnaire-Revised is unique in research on leadership and bullying. The relationship between laissez-faire leadership and leadership support results from previous studies: transactional or transformational leadership is likely to provide an environment that makes bullying more rare than under a negative or passive leadership.

  1. Recognizing, Confronting, and Eliminating Workplace Bullying.

    Science.gov (United States)

    Berry, Peggy Ann; Gillespie, Gordon L; Fisher, Bonnie S; Gormley, Denise K

    2016-07-01

    Workplace bullying (WPB) behaviors negatively affect nurse productivity, satisfaction, and retention, and hinder safe patient care. The purpose of this article is to define WPB, differentiate between incivility and WPB, and recommend actions to prevent WPB behaviors. Informed occupational and environmental health nurses and nurse leaders must recognize, confront, and eliminate WPB in their facilities and organizations. Recognizing, confronting, and eliminating WPB behaviors in health care is a crucial first step toward sustained improvements in patient care quality and the health and safety of health care employees. © 2016 The Author(s).

  2. Racial/Ethnic Bullying: Exploring Links Between Bullying and Racism in the US Workplace

    Science.gov (United States)

    Fox, Suzy; Stallworth, Lamont E.

    2005-01-01

    This study examined relations between the incidence of workplace bullying and the everyday experiences of members of ethnic and racial minorities in the American workplace. Particular attention was paid to expressions of bullying that overtly or specifically refer to race or ethnicity, in the form of more or less subtle acts of discrimination and…

  3. Prevalence of workplace bullying of South African employees

    Directory of Open Access Journals (Sweden)

    Leanri Cunniff

    2012-09-01

    Full Text Available Orientation: Workplace bullying has negative physical and psychological effects on employees and several negative effects on organisations.Research purpose: The purpose of the research was to determine the prevalence of workplace bullying in South Africa and whether there are differences in employees’ experiences of bullying with regard to socio-demographic characteristics, sense of coherence (SOC and diversity experiences.Motivation for the study: This study intended to draw attention to the implications and negative effects of workplace bullying and to determine whether employees with certain socio-demographic characteristics, SOC levels and diversity experiences experience higher levels of bullying than others do.Research design, approach and method: The researchers used a cross-sectional field survey approach. They used an availability sample (N = 13 911. They computed frequencies to determine the prevalence of workplace bullying and used a multivariate analysis of variance (MANOVA and analyses of variance (ANOVAs to determine the differences between the groups.Main findings: The results showed that 31.1% of the sample had experienced workplace bullying. The researchers found significant differences between all the socio-demographic groups. Participants with higher levels of SOC, and who experienced diversity positively, reported lower levels of workplace bullying.Practical/managerial implications: Employers need to realise that workplace bullying is a common problem amongst South African employees and should ensure that they have the necessary prevention methods.Contribution/value-add: This study contributes to the limited research on the prevalence of workplace bullying and its relationship with SOC and diversity experiences in the South African workplace.

  4. Prevalence of workplace bullying of South African employees

    Directory of Open Access Journals (Sweden)

    Leanri Cunniff

    2012-09-01

    Full Text Available Orientation: Workplace bullying has negative physical and psychological effects on employees and several negative effects on organisations. Research purpose: The purpose of the research was to determine the prevalence of workplace bullying in South Africa and whether there are differences in employees’ experiences of bullying with regard to socio-demographic characteristics, sense of coherence (SOC and diversity experiences. Motivation for the study: This study intended to draw attention to the implications and negative effects of workplace bullying and to determine whether employees with certain socio-demographic characteristics, SOC levels and diversity experiences experience higher levels of bullying than others do. Research design, approach and method: The researchers used a cross-sectional field survey approach. They used an availability sample (N = 13 911. They computed frequencies to determine the prevalence of workplace bullying and used a multivariate analysis of variance (MANOVA and analyses of variance (ANOVAs to determine the differences between the groups. Main findings: The results showed that 31.1% of the sample had experienced workplace bullying. The researchers found significant differences between all the socio-demographic groups. Participants with higher levels of SOC, and who experienced diversity positively, reported lower levels of workplace bullying. Practical/managerial implications: Employers need to realise that workplace bullying is a common problem amongst South African employees and should ensure that they have the necessary prevention methods. Contribution/value-add: This study contributes to the limited research on the prevalence of workplace bullying and its relationship with SOC and diversity experiences in the South African workplace.

  5. The incongruity of workplace bullying victimization and inclusive excellence.

    Science.gov (United States)

    Dzurec, Laura Cox; Kennison, Monica; Gillen, Patricia

    Bullying occurs frequently-and with significant negative outcomes-in workplace settings. Once established, bullying endures in the workplace, requiring the interaction of a bully perpetrator and an intended target who takes on the role of victim. Not every target becomes a victim, however. The purpose of this study is to investigate the processes by which targets, intended objects of bullies' affronts, become victims, those individuals who experience ongoing emotional injury in response to bullies' affronts, and to clarify how bullying victimization impedes inclusive excellence in the workplace. The design for this study was pragmatic utility, an inductive research approach grounded in assumptions of hermeneutics. The pragmatic utility process involved the investigators' synthesis of descriptions from a broad, interdisciplinary published literature. Integrating knowledge from their previous research and practice experiences with the pragmatic utility process, they derived qualitative features of victims' experiences, differentiating target from victim in bullying encounters. For those targets who ultimately are victimized, response to bullies' affronts extends far beyond the immediate present. Redolence of personal, lived experience revives bygone vulnerabilities, and naïve communication and relationship expectations reinforce a long-standing, impoverished sense. That sense couples with workplace dynamics to augment a context of exclusion. Findings suggest that, as Heidegger contended, we are our histories. Personal history demonstrates a significance influence on the manifestation of bullying victimization, acting to distance them from their workplace peers and to impede inclusive excellence. Copyright © 2017 Elsevier Inc. All rights reserved.

  6. Restorative approaches to workplace bullying: educating nurses towards shared responsibility.

    Science.gov (United States)

    Hutchinson, Marie

    2009-01-01

    This paper summarises what is known about bullying in the nursing workplace and approaches currently employed to address the problem. Synthesising the available evidence it is identified that restorative approaches which seek to foster shared responsibility and positively influence group norms are underdeveloped. Based upon the principles of restorative justice this approach seeks to foster active responsibility for addressing bullying by building pro-social workplace relationships. Given the importance of socialisation processes in mediating and sustaining bullying among nurses, restorative approaches are proposed as a strategy that can be employed in nursing education to address bullying.

  7. Workplace bullying in nursing: The case of Azerbaijan province, Iran

    Science.gov (United States)

    Esfahani, Ali Nasr; Shahbazi, Gholamreza

    2014-01-01

    Background: Workplace bullying is a significant issue confronting the nursing profession both in Iran and internationally. This study examined workplace bullying among a group of Iranian nurses. Materials and Methods: The prevalence rate of bullying behavior among nurses was determined. Data were collected from 162 nurses who worked in four hospitals located in West Azerbaijan province, Iran. Results: Results showed that only 9% of nurses who participated in this study had frequently been exposed to bullying behavior, 22% had occasionally been bullied, and 69% had never been exposed to these behaviors during the last year. The most common type of workplace bullying experienced by nurses was verbal bullying. Forty percent of the nurses reported exposure to verbal bullying behavior frequently or occasionally. Conclusions: To be able to intervene with bullying behavior in the workplace, there is a need to pay greater attention to the problem by the entire range of managers, lawyers, industrial–organizational psychologists, counselors, social workers, and local authorities. PMID:25183984

  8. Workplace bullying in the OR: Results of a descriptive study.

    Science.gov (United States)

    Chipps, Esther; Stelmaschuk, Stephanie; Albert, Nancy M; Bernhard, Linda; Holloman, Christopher

    2013-11-01

    This study describes the incidence of workplace bullying among perioperative RNs, surgical technologists, and unlicensed perioperative personnel in two academic medical centers. The study sought to determine whether the demographic variables of gender, ethnicity, hospital, years of experience on the unit, years in the profession, and job title predict the experience of workplace bullying; whether a relationship exists between workplace bullying and emotional exhaustion; and whether bullying is associated with perceptions of patient safety in the OR. The cross-sectional design included perioperative nurses, surgical technologists, and unlicensed perioperative personnel (N = 167). Fifty-nine percent of the study participants reported witnessing coworker bullying weekly, and 34% reported at least two bullying acts weekly. Having one's opinion ignored is the most common bullying act, with 28% of respondents experiencing being ignored. Differences in the experience of bullying can be found between hospitals and among ethnicities. Emotional exhaustion also was correlated with bullying. The participants did not perceive bullying as affecting patient safety. Copyright © 2013 AORN, Inc. Published by Elsevier Inc. All rights reserved.

  9. Systematic review of active workplace interventions to reduce sickness absence.

    Science.gov (United States)

    Odeen, M; Magnussen, L H; Maeland, S; Larun, L; Eriksen, H R; Tveito, T H

    2013-01-01

    The workplace is used as a setting for interventions to prevent and reduce sickness absence, regardless of the specific medical conditions and diagnoses. To give an overview of the general effectiveness of active workplace interventions aimed at preventing and reducing sickness absence. We systematically searched PubMed, Embase, Psych-info, and ISI web of knowledge on 27 December 2011. Inclusion criteria were (i) participants over 18 years old with an active role in the intervention, (ii) intervention done partly or fully at the workplace or at the initiative of the workplace and (iii) sickness absence reported. Two reviewers independently screened articles, extracted data and assessed risk of bias. A narrative synthesis was used. We identified 2036 articles of which, 93 were assessed in full text. Seventeen articles were included (2 with low and 15 with medium risk of bias), with a total of 24 comparisons. Five interventions from four articles significantly reduced sickness absence. We found moderate evidence that graded activity reduced sickness absence and limited evidence that the Sheerbrooke model (a comprehensive multidisciplinary intervention) and cognitive behavioural therapy (CBT) reduced sickness absence. There was moderate evidence that workplace education and physical exercise did not reduce sickness absence. For other interventions, the evidence was insufficient to draw conclusions. The review found limited evidence that active workplace interventions were not generally effective in reducing sickness absence, but there was moderate evidence of effect for graded activity and limited evidence for the effectiveness of the Sheerbrooke model and CBT.

  10. The professional lives of teacher victims of workplace bullying: A ...

    African Journals Online (AJOL)

    In order to expand the body of knowledge on workplace bullying in South Africa the aim of this article is to report on findings from a narrative analysis. In this article the professional life stories of two teachers, who have been exposed to bullying by their principals over an extended period of time, are retold. The narratives ...

  11. Workplace Bullying and Work Engagement: A Self-Determination Model.

    Science.gov (United States)

    Goodboy, Alan K; Martin, Matthew M; Bolkan, San

    2017-06-01

    This study modeled motivational mechanisms that explain the negative effects of workplace bullying on work engagement. Guided by self-determination theory, workplace bullying was predicted to decrease worker engagement indirectly, due to the denial of employees' basic psychological needs and their intrinsic motivation to work. From a sample of 243 full-time employees, serial multiple mediation models revealed that the indirect relationships between workplace bullying and work engagement (i.e., vigor, dedication, absorption) were serially mediated by basic psychological needs and intrinsic motivation to work. In support of self-determination theory, this study revealed that workplace bullying indirectly disengages employees from their work by denying them of their autonomy and relatedness needs and thwarting their motivation to perform work in a fulfilling way.

  12. An Exploration of Managers’ Discourses of Workplace Bullying

    Science.gov (United States)

    Johnson, Susan L.; Boutain, Doris M.; Tsai, Jenny Hsin-Chun; Beaton, Randal; de Castro, Arnold B.

    2017-01-01

    AIM To identify discourses used by hospital nursing unit managers to characterize workplace bullying, and their roles and responsibilities in workplace bullying management. BACKGROUND Nurses around the world have reported being the targets of bullying. These nurses often report that their managers do not effectively help them resolve the issue. There is scant research that examines this topic from the perspective of managers. METHODS This was a descriptive, qualitative study. Interviews were conducted with hospital nursing unit managers who were recruited via purposive and snowball sampling. Data were analyzed using Willig’s Foucauldian discourse analysis. RESULTS Managers characterized bullying as an interpersonal issue involving the target and the perpetrator, as an intrapersonal issue attributable to characteristics of the perpetrator, or as an ambiguous situation. For interpersonal bullying, managers described supporting target’s efforts to end bullying; for intrapersonal bullying, they described taking primary responsibility; and for ambiguous situations, they described several actions, including doing nothing. CONCLUSION Managers have different responses to different categories of bullying. Efforts need to be made to make sure they are correctly identifying and appropriately responding to incidents of workplace bullying. PMID:25597260

  13. Relationship between Organizational Culture and Workplace Bullying among Korean Nurses.

    Science.gov (United States)

    An, Yuseon; Kang, Jiyeon

    2016-09-01

    To identify the relationship between organizational culture and experience of workplace bullying among Korean nurses. Participants were 298 hospital nurses in Busan, South Korea. We assessed nursing organizational culture and workplace bullying among nurses using structured questionnaires from July 1 through August 15, 2014. Most participants considered their organizational culture as hierarchy-oriented (45.5%), followed by relation-oriented (36.0%), innovation-oriented (10.4%), and task-oriented (8.1%). According to the operational bullying criteria, the prevalence of workplace bullying was 15.8%. A multivariate logistic regression analysis revealed that the odds of being a victim of bullying were 2.58 times as high among nurses in a hierarchy-oriented culture as among nurses in a relation-oriented culture [95% confidence interval (1.12, 5.94)]. The results suggest that the types of nursing organizational culture are related to workplace bullying in Korean nurses. Further research is needed to develop interventions that can foster relation-oriented cultures to prevent workplace bullying in nurses. Copyright © 2016. Published by Elsevier B.V.

  14. Relationship between Organizational Culture and Workplace Bullying among Korean Nurses

    OpenAIRE

    Yuseon An, MS, RN; Jiyeon Kang, PhD, RN

    2016-01-01

    Purpose: To identify the relationship between organizational culture and experience of workplace bullying among Korean nurses. Methods: Participants were 298 hospital nurses in Busan, South Korea. We assessed nursing organizational culture and workplace bullying among nurses using structured questionnaires from July 1 through August 15, 2014. Results: Most participants considered their organizational culture as hierarchy-oriented (45.5%), followed by relation-oriented (36.0%), innovatio...

  15. Systematic review of active workplace interventions to reduce sickness absence

    OpenAIRE

    Odeen, Magnus; Magnussen, Liv Heide; Mæland, Silje; Larun, Lillebeth; Eriksen, Hege Randi; Tveito, Torill Helene

    2013-01-01

    Background: The workplace is used as a setting for interventions to prevent and reduce sickness absence, regardless of the specific medical conditions and diagnoses. Aims: To give an overview of the general effectiveness of active workplace interventions aimed at preventing and reducing sickness absence. Methods: We systematically searched PubMed, Embase, Psych-info, and ISI web of knowledge on 27 December 2011. Inclusion criteria were (i) participants over 18 years old with ...

  16. Interpersonal bullying behaviours in the workplace

    Directory of Open Access Journals (Sweden)

    Charlotte Pietersen

    2007-10-01

    Full Text Available In this paper employing a phenomenological method to explicate seven informants’ experience of interpersonal bullying behaviors in a South African work context, I demarcated four general themes namely: lack of recognition, discrimination, obstructionism, and isolation. Moreover, I found that perpetrators (male and female managers predominantly used verbal and indirect negative acts to bully subordinates. Finally, racial tensions contributed to bullying behavior. While a phenomenological approach shows promise to explore local bullying behavior more research is needed to broaden our understanding of the phenomenon, including explicating bullying through the eyes of bystanders and alleged bullies.

  17. Workplace Bullying Among Family Physicians: A Gender Focused Study.

    Science.gov (United States)

    Rouse, Linda P; Gallagher-Garza, Shalena; Gebhard, Roberta E; Harrison, Suzanne L; Wallace, Lorraine S

    2016-09-01

    Continuing gender disparities within the medical profession have raised concerns about the extent to which women physicians face an inhospitable work environment. The purpose of this study was to examine the types and frequency of workplace bullying reported by a national sample of family physicians employed in academic settings, as related to gender. Data for this study were gathered as part of the Council of Academic Family Medicine (CAMF) Educational Research Alliance (CERA) omnibus electronic survey. Respondents completed questions addressing sociodemographic and practice characteristics, general experience with bullying, types of bullying, actions in response to bullying, and outcomes. A total of 1065 academic family physicians (male = 56.8%; female = 43.2%), mostly non-Hispanic white (84.2%) or Asian (5.3%) and between the ages 30 and 60 (58.7%) completed the CERA survey. One in 10 respondents acknowledged bullying someone in the workplace; 30% had been personally bullied in the workplace. Compared to men, female physicians were more likely to report being bullied overall and, specifically, to experience having their opinions ignored, lack of recognition for good work, feeling pressured not to claim rightful benefits, and being given unmanageable workloads. Despite some gender differences in actions taken, outcomes for each kind of action were the same for men and women.

  18. Gender and Workplace Bullying: Men's Experiences of Surviving Bullying at Work.

    Science.gov (United States)

    O'Donnell, Sue M; MacIntosh, Judith A

    2016-02-01

    Although men are targets of workplace bullying, there is limited research focused on their experiences. To address this gap, we used a qualitative grounded theory approach and interviewed a community sample of 20 Atlantic Canadian men to explore and explain their experiences of, and responses to, bullying. The main problem identified by men was a lack of workplace support to address and resolve the bullying, a challenge named abandonment. Men addressed this problem by surviving, a process that involved efforts to manage persistent bullying and the associated consequences. Men experienced physical, emotional, and social health consequences and, contrary to prevailing assumptions related to men's help-seeking behaviors, men want support and many sought help to address the problem and its consequences. Responses to abandonment and the associated consequences varied according to a number of factors including gender and highlight the need for research aimed at understanding the gendered nature of bullying. © The Author(s) 2015.

  19. South African teachers’ exposure to workplace bullying

    Directory of Open Access Journals (Sweden)

    Corene de Wet

    2013-12-01

    Full Text Available Research on workplace bullying (WPB in occupations, identified teaching as a high risk job. Yet there is a dearth of research on WPB among teachers. The aim of this study is to contribute to the limited body of knowledge on the prevalence of WPB within an international and South African schooling context. This article reports on results from an exploratory study on South African teachers’ exposure to WPB. Self-reporting questionnaires were completed by a convenient, voluntary sample of teachers (n=999. The respondents had to indicate their exposure to 43 pre-defined acts of WPB clustered into four categories. This study exposes the commonness of WPB among participating teachers: 90.8% of them were victims of WPB during the 12 months that preceded the study, and 89.1% of the victims had been exposed to at least two different categories of WPB. The perpetrators tried especially to undermine the victims’ professional status and isolate them. The study identified the constant evaluation of victims’ performance as the most common of the 43 negative acts. The results are discussed with reference to other studies. It is concluded that WPB is a serious problem in South African schools and needs to be addressed on policy and institutional levels.

  20. Bullying and harassment in the workplace developments in theory, research, and practice

    CERN Document Server

    Hoel, Helge; Zapf, Dieter; Cooper, Cary

    2010-01-01

    Previously titled Bullying and Emotional Abuse in the Workplace: International Perspectives in Research and Practice, the first edition of this bestselling resource quickly became a benchmark and highly cited source of knowledge for this burgeoning field. Renamed to more accurately reflect the maturing of the discipline, Bullying and Harassment in the Workplace: Developments in Theory, Research, and Practice, Second Edition provides a much-needed update of the original work. Edited by leading experts and presenting contributions from pioneers in their respective subject areas, the book is an up-to-date research-based resource on key aspects of workplace bullying and its remediation. New chapters include: Rehabilitation and Treatment of Victims of Bullying Interventions for the Prevention and Management of Workplace Bullying Bullying and Discrimination An Industrial Relation Perspective on Workplace Bullying Investigating Complaints of workplace bullying Whistleblowing and Workplace b...

  1. Resilience as an underexplored outcome of workplace bullying.

    Science.gov (United States)

    van Heugten, Kate

    2013-03-01

    The problem of workplace bullying appears to be especially common in the hospitality industry and in health, education, and social services. Bullying results in negative effects on the psychological and physical health and well-being of targets, bystanders, and those accused of bullying. I undertook a qualitative research project to investigate the experiences of 17 New Zealand social workers who identified themselves as having been targets of workplace bullying. All participants had experienced negative physical and psychological health impacts. I also found, however, that in the aftermath of their difficult experiences, most considered that they had eventually developed greater resilience. Resilience was enhanced when participants' sense of control over their situation improved and when they received support from witnesses and managers. I make recommendations to indicate how these resilience-promoting conditions can be achieved in the organizational setting.

  2. The relationship between interpersonal conflict and workplace bullying

    OpenAIRE

    Leon-Perez, J. M.; Medina, F. J.; Arenas, A.; Munduate, L.

    2015-01-01

    Purpose - This paper examines the role that conflict management styles play in the relationship between interpersonal conflict and workplace bullying. Design - A survey study was conducted among 761 employees from different organizations in Spain. Findings - Results suggest that an escalation of the conflict process from task-related to relationship conflict may explain bullying situations to some extent. Regarding conflict management, attempts to actively manage conflict through problem solv...

  3. Workplace Bullying and Employee Outcomes: A Moderated Mediated Model

    OpenAIRE

    Sheehan, M.; McCabe, T J.; Garavan, Thomas.

    2018-01-01

    This paper investigates the relationship between workplace bullying and employee outcomes in a healthcare setting. Drawing on HR process theory, we investigate the mediating role of the perceived effectiveness of implementation of anti-bullying practices on employee outcomes and whether targeted line manager training was a moderator of that relationship. Our multi-level analysis (utilising responses from 1,507 employees within forty-seven hospitals with matched HR Director interviews), finds ...

  4. Workplace bullying in nursing: towards a more critical organisational perspective.

    Science.gov (United States)

    Hutchinson, Marie; Vickers, Margaret; Jackson, Debra; Wilkes, Lesley

    2006-06-01

    Workplace bullying is a significant issue confronting the nursing profession. Bullying in nursing is frequently described in terms of 'oppressed group' behaviour or 'horizontal violence'. It is proposed that the use of 'oppressed group' behaviour theory has fostered only a partial understanding of the phenomenon in nursing. It is suggested that the continued use of 'oppressed group' behaviour as the major means for understanding bullying in nursing places a flawed emphasis on bullying as a phenomenon that exists only among nurses, rather than considering it within the broader organisational context. The work of Foucault and the 'circuits of power' model proposed by Clegg are used to provide an alternative understanding of the operation of power within organisations and therefore another way to conceive bullying in the nursing workforce.

  5. Workplace Bullying Among the Nursing Staff of Greek Public Hospitals.

    Science.gov (United States)

    Karatza, Christine; Zyga, Sofia; Tziaferi, Styliani; Prezerakos, Panagiotis

    2017-02-01

    In this quantitative, cross-sectional study, the authors identified the impact of workplace bullying on nursing staff employed at select Greek public hospitals. They conducted the study using the Negative Acts Questionnaire with a convenience sample of 841 participants employed by five Greek hospitals in the 1st Regional Health Authority of Attica. One third of the respondents reported having been psychologically harassed at work in the past 6 months. According to the results, the impact workplace bullying has on nursing staff varies depending on the existence of a supportive familial or friend environment and if nurses parent children. These findings demonstrate the value of family and friend support when coping with workplace bullying.

  6. [A Grounded Theory Approach on Nurses' Experience with Workplace Bullying].

    Science.gov (United States)

    Kang, Jiyeon; Yun, Seonyoung

    2016-04-01

    The purpose of this qualitative study was to explore the workplace bullying experience of Korean nurses. Participants were twenty current or former hospital nurses who had experienced workplace bullying. Data were collected through focus group and individual in-depth interviews from February to May, 2015. Theoretical sampling method was applied to the point of theoretical saturation. Transcribed interview contents were analyzed using Corbin and Strauss's grounded theory method. A total of 110 concepts, 48 sub-categories, and 17 categories were identified through the open coding process. As a result of axial coding based on the paradigm model, the central phenomenon of nurses' workplace bullying experience was revealed as 'teaching that has become bullying', and the core category was extracted as 'surviving in love-hate teaching' consisting of a four-step process: confronting reality, trial and error, relationship formation, and settlement. The relationship formation was considered to be the key phase to proceed to the positive settlement phase, and the participants utilized various strategies such as having an open mind, developing human relationships, understanding each other in this phase. The in-depth understanding of the workplace bullying experience has highlighted the importance of effective communication for cultivating desirable human relationships between nurses.

  7. Associations of Workplace Bullying and Harassment with Pain

    OpenAIRE

    Kumi Hirokawa; Toshiyo Taniguchi; Jiro Takaki

    2013-01-01

    The aim of this study was to investigate associations of workplace bullying and harassment with headache, stiffness of the neck or shoulders, lumbago, and pain of two or more joints. The subjects in this cross-sectional study were recruited from workers (n = 1,913) at 35 healthcare or welfare facilities in Japan. Because of non-participation or missing data, the number of subjects included in the analysis varied (response rate ? 77.1%). Workplace bullying and harassment were assessed using th...

  8. Workplace bullying--what's it got to do with general practice?

    Science.gov (United States)

    Askew, Deborah A; Schluter, Philip J; Dick, Marie-Louise

    2013-04-01

    Workplace bullying is repeated systematic, interpersonal abusive behaviours that negatively affect the targeted individual and the organisation in which they work. It is generally the result of actual or perceived power imbalances between perpetrator and victim, and includes behaviours that intimidate, offend, degrade or humiliate a worker. It is illegal, and bullied employees can take legal action against their employers for a breach of implied duty of trust and confidence. Despite this, workplace bullying occurs in many Australian workplaces, including Australian general practices. This article explores the issue of workplace bullying with particular reference to bullying within general practice and provides a framework for managing these situations. All general practices need organisation-wide anti-bullying policies that are endorsed by senior management, clearly define workplace bullying, and provide a safe procedure for reporting bullying behaviours. General practitioners should investigate whether workplace issues are a potential contributor to patients who present with depression and/or anxiety and assess the mental health of patients who do disclose that they are victims of workplace bullying, Importantly, the GP should reassure their patient that bullying is unacceptable and illegal, and that everyone has the right to a safe workplace free from violence, harassment and bullying. The time has come for all workplaces to acknowledge that workplace bullying is unacceptable and intolerable.

  9. Influenza in workplaces: transmission, workers' adherence to sick leave advice and European sick leave recommendations.

    Science.gov (United States)

    Edwards, Christina Hansen; Tomba, Gianpaolo Scalia; de Blasio, Birgitte Freiesleben

    2016-06-01

    Knowledge about influenza transmission in the workplace and whether staying home from work when experiencing influenza-like illness can reduce the spread of influenza is crucial for the design of efficient public health initiatives. This review synthesizes current literature on sickness presenteeism and influenza transmission in the workplace and provides an overview of sick leave recommendations in Europe for influenza. A search was performed on Medline, Embase, PsychINFO, Cinahl, Web of Science, Scopus and SweMed to identify studies related to workplace contacts, -transmission, -interventions and compliance with recommendations to take sick leave. A web-based survey on national recommendations and policies for sick leave during influenza was issued to 31 European countries. Twenty-two articles (9 surveys; 13 modelling articles) were eligible for this review. Results from social mixing studies suggest that 20-25% of weekly contacts are made in the workplace, while modelling studies suggest that on average 16% (range 9-33%) of influenza transmission occurs in the workplace. The effectiveness of interventions to reduce workplace presenteeism is largely unknown. Finally, estimates from studies reporting expected compliance with sick leave recommendations ranged from 71 to 95%. Overall, 18 countries participated in the survey of which nine (50%) had issued recommendations encouraging sick employees to stay at home during the 2009 A(H1N1) pandemic, while only one country had official recommendations for seasonal influenza. During the 2009 A(H1N1) pandemic, many European countries recommended ill employees to take sick leave. Further research is warranted to quantify the effect of reduced presenteeism during influenza illness. © The Author 2016. Published by Oxford University Press on behalf of the European Public Health Association.

  10. Influenza in workplaces: transmission, workers’ adherence to sick leave advice and European sick leave recommendations

    Science.gov (United States)

    Tomba, Gianpaolo Scalia; de Blasio, Birgitte Freiesleben

    2016-01-01

    Background: Knowledge about influenza transmission in the workplace and whether staying home from work when experiencing influenza-like illness can reduce the spread of influenza is crucial for the design of efficient public health initiatives. Aim: This review synthesizes current literature on sickness presenteeism and influenza transmission in the workplace and provides an overview of sick leave recommendations in Europe for influenza. Methods: A search was performed on Medline, Embase, PsychINFO, Cinahl, Web of Science, Scopus and SweMed to identify studies related to workplace contacts, -transmission, -interventions and compliance with recommendations to take sick leave. A web-based survey on national recommendations and policies for sick leave during influenza was issued to 31 European countries. Results: Twenty-two articles (9 surveys; 13 modelling articles) were eligible for this review. Results from social mixing studies suggest that 20–25% of weekly contacts are made in the workplace, while modelling studies suggest that on average 16% (range 9–33%) of influenza transmission occurs in the workplace. The effectiveness of interventions to reduce workplace presenteeism is largely unknown. Finally, estimates from studies reporting expected compliance with sick leave recommendations ranged from 71 to 95%. Overall, 18 countries participated in the survey of which nine (50%) had issued recommendations encouraging sick employees to stay at home during the 2009 A(H1N1) pandemic, while only one country had official recommendations for seasonal influenza. Conclusions: During the 2009 A(H1N1) pandemic, many European countries recommended ill employees to take sick leave. Further research is warranted to quantify the effect of reduced presenteeism during influenza illness. PMID:27060594

  11. Insights into workplace bullying: psychosocial drivers and effective interventions

    Science.gov (United States)

    Escartín, Jordi

    2016-01-01

    Research on effectiveness of workplace bullying interventions has lagged behind descriptive studies on this topic. The literature on bullying intervention research has only recently expanded to a point that allows for synthesis of findings across empirical studies. This study addresses the question of whether workplace bullying can be reduced in prevalence and consequences, if so to what extent and by which strategies and interventions. It opens with a brief overview of the nature of bullying at work and discussion of some precursors and existing interventions. However, its principal focus is on the findings obtained from selected (quasi-) experimental longitudinal studies on antibullying interventions, drawing together the results of studies conducted in Europe, USA, and Australia, including several economic sectors, and concerned about primary, secondary, and tertiary prevention programs and strategies. Additional emphasis is considered from the psychosocial drivers highlighted both from prescriptive and cross-sectional studies and factual empirical studies. One randomized control study and seven quasiexperimental longitudinal studies were identified by searching electronic databases and bibliographies and via contact with experts. The majority of outcomes evidenced some level of change, mostly positive, suggesting that workplace bullying interventions are more likely to affect knowledge, attitudes, and self-perceptions, but actual bullying behaviors showed much more mixed results. In general, growing effectiveness was stated as the level of intervention increased from primary to tertiary prevention. However, methodological problems relating to the evaluation designs in most studies do not allow direct attribution of these findings to the interventions. Overall, the evaluation of antibullying interventions must flourish and be improved, requiring close cooperation between practitioners and academics to design, implement, and evaluate effective interventions based

  12. Predictors of Workplace Bullying and Cyber-Bullying in New Zealand

    OpenAIRE

    Gardner, Dianne; O?Driscoll, Michael; Cooper-Thomas, Helena D.; Roche, Maree; Bentley, Tim; Catley, Bevan; Teo, Stephen T. T.; Trenberth, Linda

    2016-01-01

    Background: The negative effects of in-person workplace bullying (WB) are well established. Less is known about cyber-bullying (CB), in which negative behaviours are mediated by technology. Drawing on the conservation of resources theory, the current research examined how individual and organisational factors were related to WB and CB at two time points three months apart. Methods: Data were collected by means of an online self-report survey. Eight hundred and twenty-six respondents (58% fema...

  13. Workplace Bullying in Healthcare: Part 1.

    Science.gov (United States)

    Lamberth, Becky

    2015-01-01

    Bullying is a repetitive and a busive behavior in which the victim suffers from abuse, humiliation, or intimidation to such an extent that it interferes with job performance. Victims of bullying have three possible legal solutions: harassment, hostile work environment, and intentional/negligent infliction of emotional distress. However, the elements necessary to fulfill the legal definitions are subjective and difficult at best to satisfy. Hospitals are hesitant to terminate any employee, which would result in open staff positions that are difficult to fill. Replacing staff with specific skills, costly. This make recruitmen cost a significant factor in retaining staff members who demonstrate poor behavior. Part 1 will focus on terminology and concerns related to bullying. Part 2 will discuss the legal protection afforded the bully and possible organizational solutions. Part 3 will address managers who have been accused of bullying by disgruntled employees and what to do about it.

  14. Evaluation of a workplace bullying cognitive rehearsal program in a hospital setting.

    Science.gov (United States)

    Stagg, Sharon J; Sheridan, Daniel; Jones, Ruth Ann; Speroni, Karen Gabel

    2011-09-01

    Workplace bullying is a serious problem faced by nurses nationally. This study was conducted to determine the frequency of workplace bullying and evaluate the effectiveness of a training program on cognitive rehearsal of responses to common bullying behaviors. This program to increase staff nurses' knowledge of management of workplace bullying consisted of three components: pilot survey testing, a piloted Internet-based survey administered to the medical and surgical nurses, and a 2-hour cognitive rehearsal training program on management of workplace bullying. The results showed that 80% of the nurses surveyed had experienced workplace bullying over the previous year. After the training program, nurses' knowledge of workplace bullying management significantly increased. Additionally, nurses were significantly more likely to report that they had observed bullying and had bullied others. Further, nurses felt more adequately prepared to handle workplace bullying. Results of the research support the provision of a workplace bullying management program for nurses and the need for a specific policy on workplace bullying. Copyright 2011, SLACK Incorporated.

  15. Not Your Child's Playground: Workplace Bullying among Community College Faculty

    Science.gov (United States)

    Lester, Jaime

    2009-01-01

    Community colleges have provided an entree into higher education for many women. Yet, women faculty perceive the overall climate of community colleges as "chilly." To deconstruct the interpersonal dynamics that may lead to perceptions of a chilly climate, this study examines the prevalence of workplace bullying among and between community college…

  16. Protecting My Interests: HRM and Targets' Coping with Workplace Bullying

    Science.gov (United States)

    D'Cruz, Premilla; Noronha, Ernesto

    2010-01-01

    Based on a study rooted in van Manen's hermeneutic phenomenology, conducted with agents working in international facing call centers in Mumbai and Bangalore, India, this paper describes targets' coping with workplace bullying. Data were gathered through conversational interviews and were subject to sententious and selective thematic analyses. The…

  17. The nature of workplace bullying experienced by teachers and the ...

    African Journals Online (AJOL)

    This article reports on the nature of workplace bullying experienced by teachers in South African schools and the biopsychosocial health effects that may arise from such victimisation. Voluntary victimised teachers who wanted to share their experiences were sampled using a lifestyle magazine and online articles.

  18. Educator-on-Educator Workplace Bullying: A Phenomenological Study

    Science.gov (United States)

    de Wet, N. C.

    2011-01-01

    Husserlian phenomenology was used as the philosophical underpinning for this study, since its purpose is to describe human experience as it is lived by educators who have experienced workplace bullying. In-depth interviews were conducted with participants identified by means of the snowball sampling technique. Colaizzi's method for descriptive…

  19. Relationship between Organizational Learning and Workplace Bullying in Learning Organizations

    Science.gov (United States)

    Korkmaz, Mehmet; Cemaloglu, Necati

    2010-01-01

    The purpose of this research is to define the relationship between features of a learning organization in formal educational institutions in Turkey, specifically primary schools, and workplace bullying of teachers in these institutions. The scope and sampling group of the research are teachers in primary schools. Two different scales are used in…

  20. Prevalence and forms of workplace bullying among university employees

    Czech Academy of Sciences Publication Activity Database

    Zábrodská, Kateřina; Květon, Petr

    2013-01-01

    Roč. 25, č. 2 (2013), s. 89-108 ISSN 0892-7545 R&D Projects: GA ČR GPP407/10/P146 Institutional support: RVO:68081740 Keywords : workplace bullying * higher education * Negative Acts Questionnaire-Revised Subject RIV: AN - Psychology

  1. Work Environment and Workplace Bullying among Korean Intensive Care Unit Nurses

    Directory of Open Access Journals (Sweden)

    Seonyoung Yun, MSN, RN

    2014-09-01

    Conclusion: These findings indicate that the better the nursing work environment, the less workplace bullying nurses will experience. Further research needs to be done to identify factors that influence bullying in the nurses and to develop an intervention that prevents workplace bullying.

  2. A Psychodynamic Perspective of Workplace Bullying: Containment, Boundaries and a Futile Search for Recognition

    Science.gov (United States)

    White, Sheila

    2004-01-01

    This paper presents a psychodynamic perspective of workplace bullying. It focuses on two related psychoanalytical concepts, containment and boundaries. The life cycle theory of bullying builds on these concepts and describes in-depth the evolving relationship between a bully and a victim. The search for recognition by the bully and victim proves…

  3. Workplace Bullying in Academe: A Grounded Theory Study Exploring How Faculty Cope with the Experience of Being Bullied

    Science.gov (United States)

    Wilkin, La Vena

    2010-01-01

    This qualitative study used a grounded theory methodology to generate a theory about how targets of workplace bullying in academe may begin to heal from the aftermath of their ill-treatment. The emphasis was on understanding the experiences of university faculty members who had been targets of workplace bullying. A key factor in this study was to…

  4. Insights into workplace bullying: psychosocial drivers and effective interventions

    Directory of Open Access Journals (Sweden)

    Escartín J

    2016-06-01

    Full Text Available Jordi Escartín Department of Social Psychology, Facultad de Psicologia, Universitat de Barcelona, Passeig de la Vall d’Hebrón, Barcelona, Spain Abstract: Research on effectiveness of workplace bullying interventions has lagged behind descriptive studies on this topic. The literature on bullying intervention research has only recently expanded to a point that allows for synthesis of findings across empirical studies. This study addresses the question of whether workplace bullying can be reduced in prevalence and consequences, if so to what extent and by which strategies and interventions. It opens with a brief overview of the nature of bullying at work and discussion of some precursors and existing interventions. However, its principal focus is on the findings obtained from selected (quasi- experimental longitudinal studies on antibullying interventions, drawing together the results of studies conducted in Europe, USA, and Australia, including several economic sectors, and concerned about primary, secondary, and tertiary prevention programs and strategies. Additional emphasis is considered from the psychosocial drivers highlighted both from prescriptive and cross-sectional studies and factual empirical studies. One randomized control study and seven quasiexperimental longitudinal studies were identified by searching electronic databases and bibliographies and via contact with experts. The majority of outcomes evidenced some level of change, mostly positive, suggesting that workplace bullying interventions are more likely to affect knowledge, attitudes, and self-perceptions, but actual bullying behaviors showed much more mixed results. In general, growing effectiveness was stated as the level of intervention increased from primary to tertiary prevention. However, methodological problems relating to the evaluation designs in most studies do not allow direct attribution of these findings to the interventions. Overall, the evaluation of

  5. Associations of Workplace Bullying and Harassment with Pain

    Directory of Open Access Journals (Sweden)

    Kumi Hirokawa

    2013-09-01

    Full Text Available The aim of this study was to investigate associations of workplace bullying and harassment with headache, stiffness of the neck or shoulders, lumbago, and pain of two or more joints. The subjects in this cross-sectional study were recruited from workers (n = 1,913 at 35 healthcare or welfare facilities in Japan. Because of non-participation or missing data, the number of subjects included in the analysis varied (response rate ≥ 77.1%. Workplace bullying and harassment were assessed using the Negative Acts Questionnaire. Depression was assessed using the Brief Job Stress Questionnaire. The frequency of pain experienced by workers in the previous month was evaluated using a four-point scale. Many of the associations of person-related bullying, work-related bullying, and sexual harassment with headache, stiffness of the neck or shoulders, lumbago, and pain of two or more joints were positive and significant (p < 0.05. Even after adjustment for depression, some of the associations remained significant (p < 0.05. For example, changes in the prevalence ratio for headache associated with a 1-point increase in the work-related bullying score were 1.05 (95% confidence interval (CI 1.01 to 1.09 in men and 1.03 (95% CI 1.01 to 1.05 in women after adjustment for age, marital status, employment status, work shift, and depression.

  6. Associations of workplace bullying and harassment with pain.

    Science.gov (United States)

    Takaki, Jiro; Taniguchi, Toshiyo; Hirokawa, Kumi

    2013-09-25

    The aim of this study was to investigate associations of workplace bullying and harassment with headache, stiffness of the neck or shoulders, lumbago, and pain of two or more joints. The subjects in this cross-sectional study were recruited from workers (n = 1,913) at 35 healthcare or welfare facilities in Japan. Because of non-participation or missing data, the number of subjects included in the analysis varied (response rate ≥ 77.1%). Workplace bullying and harassment were assessed using the Negative Acts Questionnaire. Depression was assessed using the Brief Job Stress Questionnaire. The frequency of pain experienced by workers in the previous month was evaluated using a four-point scale. Many of the associations of person-related bullying, work-related bullying, and sexual harassment with headache, stiffness of the neck or shoulders, lumbago, and pain of two or more joints were positive and significant (p < 0.05). Even after adjustment for depression, some of the associations remained significant (p < 0.05). For example, changes in the prevalence ratio for headache associated with a 1-point increase in the work-related bullying score were 1.05 (95% confidence interval (CI) 1.01 to 1.09) in men and 1.03 (95% CI 1.01 to 1.05) in women after adjustment for age, marital status, employment status, work shift, and depression.

  7. Instruments and Taxonomy of Workplace Bullying in Health Care Organizations

    Directory of Open Access Journals (Sweden)

    Eun-Jun Park, PhD, RN

    2017-12-01

    Full Text Available Summary: Purpose: This study was aimed to evaluate the methodological issues and comprehensiveness of workplace bullying instruments and to suggest a taxonomy of psychological abuse. Methods: Nineteen instruments applied in health care organizations and 469 questionnaire items mainly regarding psychological abuse were collected through a literature review. Three researchers classified the questionnaire items according to a “taxonomy of psychological abuse in the workplace.” Results: Many instruments of workplace bullying were developed in the 2000s using a reflective measurement model, but their psychometric property was not sufficient and the measurement model is questioned. Based on the questionnaire items, the “taxonomy of psychological abuse in the workplace” was modified by adding two new subcategories (unachievable work and unfair treatment and clarifying some operational definitions. According to the modified taxonomy of 11 (subcategories, the reviewed instruments assessed 6.5 (subcategories on average. No instrument measured all (subcategories. Category 4.2 (disrespect, humiliation, and rejection of the person was measured in all instruments, followed by Categories 5 (professional discredit and denigration and 1.2 (social isolation behaviors. Conclusion: The current instruments are not comprehensive enough. It is suggested that the modified taxonomy is verified and guide more reliable and inclusive instruments in the future. Furthermore, a formative measurement model, which defines a bullying as an inventory of different types of behaviors, should be used. Keywords: aggression, bullying, hostility, mobbing, surveys and questionnaires

  8. Social workers and workplace bullying: perceptions, responses and implications.

    Science.gov (United States)

    Whitaker, Tracy

    2012-01-01

    This non-experimental, cross-sectional study examined social workers' perceptions of bullying work relationships and their ability to construct effective coping responses to perceived workplace bullying. Quantitative data were gathered through the use of a mailed questionnaire, and qualitative data resulted from semi-structured individual interviews. The quantitative sample consisted of 111 social workers from the metropolitan, Washington, DC area, who were employed in organizations. Two self-identified targets of bullying participated in the interviews. Nearly three of five social workers (58%) in the sample reported being the targets of demeaning, rude, and hostile workplace interactions more than once in the previous year. Targets were more likely to work in government agencies/military and mental health outpatient organizations (19% and 18% respectively). More than a third of targets (35%) held a direct service role (clinical/direct practice), whereas almost a third (29%) identified their role as administration or management. The findings from this study suggest that workplace bullying may be a problem for social workers and that the social work profession may need to develop tools and guidelines to help practitioners identify, confront and extinguish these behaviors.

  9. Bully University? The Cost of Workplace Bullying and Employee Disengagement in American Higher Education

    Directory of Open Access Journals (Sweden)

    Leah P. Hollis

    2015-06-01

    Full Text Available Workplace bullying has a detrimental effect on employees, yet few studies have examined its impact on personnel in American higher education administration. Therefore, two central research questions guided this study: (a What is the extent of workplace bullying in higher education administration? and (b What is the cost of workplace bullying specifically to higher education administration? Participants from 175 four-year colleges and universities were surveyed to reveal that 62% of higher education administrators had experienced or witnessed workplace bullying in the 18 months prior to the study. Race and gender were not parameters considered in the sample. A total of 401 (n = 401 higher education respondents completed the instrument from various departments on a campus: academic affairs, student affairs, athletics, development/advancement, admissions/financial aid, information technology, arts faculty, sciences faculty, and executives. Employment disengagement served as the theoretical lens to analyze the financial cost to higher education when employees mentally disengage from organizational missions and objectives. With this lens, the study examined staff hours lost through employee disengagement and the associated costs.

  10. Does the Association between Workplace Bullying and Post-Traumatic Stress Symptoms differ across Educational Groups?

    DEFF Research Database (Denmark)

    Islamoska, Sabrina; Grynderup, Matias Brødsgaard; Nabe-Nielsen, Kirsten

    2018-01-01

    not reported differently among those with experience of workplace bullying. Implementing bullying policies is an important step in promoting a healthy psychosocial working environment. All targets of workplace bullying would benefit from interventions aiming to reduce progression of PTSD symptoms.The aim...... with experience of workplace bullying. Implementing bullying policies is an important step in promoting a healthy psychosocial working environment. All targets of workplace bullying would benefit from interventions aiming to reduce progression of PTSD symptoms.......-labelling method among 563 Danish employees. PTSD symptoms were assessed by the Impact of Event Scale – Revised. Educational level was measured as years of education. The results showed that workplace bullying was significantly associated with the reporting of PTSD symptoms. However, PTSD symptoms were...

  11. Workplace bullying of general surgery residents by nurses.

    Science.gov (United States)

    Schlitzkus, Lisa L; Vogt, Kelly N; Sullivan, Maura E; Schenarts, Kimberly D

    2014-01-01

    Workplace bullying is at the forefront of social behavior research, garnering significant media attention. Most of the medical research has addressed bullying of nurses by physicians and demonstrates that patient care and outcomes may suffer. The intent of this study was to determine if general surgery residents are bullied by nurses. A survey instrument previously validated (Negative Acts Questionnaire-Revised) to evaluate for workplace bullying was modified to reflect the resident-nurse relationship. After institutional review board approval, the piloted online survey was sent to general surgery program directors to forward to general surgery residents. Demographic data are presented as percentages, and for negative acts, percentages of daily, weekly, and monthly frequencies are combined. Allopathic general surgery residencies in the United States. General surgery residents. The response rate was 22.1% (n = 452). Most respondents were men (55%) and had a mean age of 29 years (standard deviation = 7). Although 27.0% of the respondents were interns, the remaining classes were equally represented (12%-18% of responses/class). The respondents were primarily from medium-sized residency programs (45%), in the Midwest (28%), training in university programs (72%), and rotating primarily in a combined private and county hospital that serves both insured and indigent patients (59%). The residents had experienced each of the 22 negative acts (11.5%-82.5%). Work-related bullying occurs more than person-related bullying and physical intimidation. Ignoring of recommendations or orders by nurses occurs on a daily, weekly, or monthly basis for 30.2% of residents (work-related bullying). The most frequent person-related bullying act is ignoring the resident when they approach or reacting in a hostile manner (18.0%), followed by ignoring or excluding the resident (17.1%). Workplace bullying of general surgery residents by nurses is prominent. Future research is needed to determine

  12. [Association between psychosocial work environment and workplace bullying among office workers].

    Science.gov (United States)

    Hua, Y J; Dai, J M; Gao, J L; Lu, X Y; Liu, J Y; Fu, H

    2016-04-20

    To assess the prevalence of bullying in companies and health care center and identify the association between psychosocial environment and workplace bullying. A total of 847 employees at in business building companies and 146 employees at one community health service center were invited to this survey by cluster sampling during October to December 2014, using anonymous questionnaires including the general demographic information, job characteristics, job stress core scale, the social capital scale, and NAQ-R. The rate of targets of bullying in the two kinds of workplaces were 13.1% and 5.6% respectively. Workplace bullying was associated with employee's education level(χ(2)=11.17, P=0.019)and the area his or her families live in(χ(2)=5.66, P=0.017). In addition, workplace bullying was significantly associated with psychosocial work environment. Job demand was positively correlated with workplace bullying (OR=2.24, 95% CI=1.34~3.74), and workplace social support was negatively associated with workplace bullying (OR= 0.33, 95% CI=0.18~0.60). Workplace bullying can be reduced by adjusting certain working conditions that negatively affect employees who are susceptible to being bullied, giving their individual and job characteristic. Moreover, workplace bullying could also be reduced if job demands are limited and job control and social capital are increased.

  13. Discrimination, harassment, abuse, and bullying in the workplace: contribution of workplace injustice to occupational health disparities.

    Science.gov (United States)

    Okechukwu, Cassandra A; Souza, Kerry; Davis, Kelly D; de Castro, A Butch

    2014-05-01

    This paper synthesizes research on the contribution of workplace injustices to occupational health disparities. We conducted a broad review of research and other reports on the impact of workplace discrimination, harassment, and bullying on workers' health and on family and job outcomes. Members of demographic minority groups are more likely to be victims of workplace injustice and suffer more adverse outcomes when exposed to workplace injustice compared to demographic majority groups. A growing body of research links workplace injustice to poor psychological and physical health, and a smaller body of evidence links workplace injustice to unhealthy behaviors. Although not as well studied, studies show that workplace injustice can influence workers' health through effects on workers' family life and job-related outcomes. Injustice is a key contributor to occupational health injustice and prospective studies with oversample of disadvantaged workers and refinement of methods for characterizing workplace injustices are needed. © 2013 Wiley Periodicals, Inc.

  14. The Role of Psychological Stress Reactions in the Longitudinal Relation Between Workplace Bullying and Turnover.

    Science.gov (United States)

    Nabe-Nielsen, Kirsten; Grynderup, Matias Brødsgaard; Conway, Paul Maurice; Clausen, Thomas; Bonde, Jens Peter; Garde, Anne Helene; Hogh, Annie; Kaerlev, Linda; Török, Eszter; Hansen, Åse Marie

    2017-07-01

    To investigate the association between workplace bullying and change of job/unemployment, and to investigate whether psychological stress reactions constitute a potential pathway linking workplace bullying and change of job/unemployment. We used questionnaire data on workplace bullying and psychological stress reactions and register data on change of job/unemployment. We applied a multiple pathway approach to estimate the proportion of the association between workplace bullying and subsequent change of job/unemployment that was potentially mediated by psychological stress reactions. Workplace bullying was associated with risk of change of job (odds ratio [OR] = 1.35; 95% confidence interval [CI]: 1.06-1.72; 24% potentially mediated by psychological stress reactions) and unemployment (OR = 4.90; 95% CI: 3.18-7.55; 19% potentially mediated by psychological stress reactions). Workplace bullying has important consequences for labor market outcomes. Psychological stress reactions may play a vital role in this process.

  15. Authentic leadership, social support and their role in workplace bullying and its mental health consequences

    OpenAIRE

    Warszewska-Makuch, Magdalena; Bedyńska, Sylwia; Żołnierczyk-Zreda, Dorota

    2015-01-01

    The aim of this study was to show how authentic leadership is related to social support and exposure to workplace bullying and how these variables are related to mental health. For our sample of 820 office workers employed in different Polish organizations and sectors, social support from supervisors moderated the relationship between authentic leadership and workplace bullying. Social support from co-workers moderated the relationship between workplace bullying and mental health and authenti...

  16. Authentic leadership, social support and their role in workplace bullying and its mental health consequences

    Science.gov (United States)

    Warszewska-Makuch, Magdalena; Bedyńska, Sylwia; Żołnierczyk-Zreda, Dorota

    2015-01-01

    The aim of this study was to show how authentic leadership is related to social support and exposure to workplace bullying and how these variables are related to mental health. For our sample of 820 office workers employed in different Polish organizations and sectors, social support from supervisors moderated the relationship between authentic leadership and workplace bullying. Social support from co-workers moderated the relationship between workplace bullying and mental health and authentic leadership moderated the relationship between workplace bullying and mental health. PMID:26323771

  17. Authentic leadership, social support and their role in workplace bullying and its mental health consequences.

    Science.gov (United States)

    Warszewska-Makuch, Magdalena; Bedyńska, Sylwia; Żołnierczyk-Zreda, Dorota

    2015-01-01

    The aim of this study was to show how authentic leadership is related to social support and exposure to workplace bullying and how these variables are related to mental health. For our sample of 820 office workers employed in different Polish organizations and sectors, social support from supervisors moderated the relationship between authentic leadership and workplace bullying. Social support from co-workers moderated the relationship between workplace bullying and mental health and authentic leadership moderated the relationship between workplace bullying and mental health.

  18. 'Choosing' to work when sick: workplace presenteeism.

    Science.gov (United States)

    Dew, Kevin; Keefe, Vera; Small, Keitha

    2005-05-01

    Presenteeism is a concept used to describe the phenomenon of working through illness and injury. This paper is based on interviews and focus groups undertaken at three different work sites in New Zealand: a small private hospital, a large public hospital and a small factory. The research suggests that presenteeism is a prominent phenomenon in the lives of workers at these different sites, but the way in which it is rationalised and the factors that foster presenteeism are quite distinct. Exploring the way in which presenteeism links to economic and social constraints and workplace cultures provides insights into these rationalisations. The powerful forces promoting presenteeism tempers the research community's concern with absenteeism. A presenteeism discourse needs to be more prominently articulated to oppose both the absenteeism discourse, and to moderate the views taken by some postmodernist theorists on choice in relation to health practices in workplace settings.

  19. Predictors of Workplace Bullying and Cyber-Bullying in New Zealand

    Directory of Open Access Journals (Sweden)

    Dianne Gardner

    2016-04-01

    Full Text Available Background: The negative effects of in-person workplace bullying (WB are well established. Less is known about cyber-bullying (CB, in which negative behaviours are mediated by technology. Drawing on the conservation of resources theory, the current research examined how individual and organisational factors were related to WB and CB at two time points three months apart. Methods: Data were collected by means of an online self-report survey. Eight hundred and twenty-six respondents (58% female, 42% male provided data at both time points. Results: One hundred and twenty-three (15% of participants had been bullied and 23 (2.8% of participants had been cyber-bullied within the last six months. Women reported more WB, but not more CB, than men. Worse physical health, higher strain, more destructive leadership, more team conflict and less effective organisational strategies were associated with more WB. Managerial employees experienced more CB than non-managerial employees. Poor physical health, less organisational support and less effective organisational strategies were associated with more CB. Conclusion: Rates of CB were lower than those of WB, and very few participants reported experiencing CB without also experiencing WB. Both forms of bullying were associated with poorer work environments, indicating that, where bullying is occurring, the focus should be on organisational systems and processes.

  20. Predictors of Workplace Bullying and Cyber-Bullying in New Zealand.

    Science.gov (United States)

    Gardner, Dianne; O'Driscoll, Michael; Cooper-Thomas, Helena D; Roche, Maree; Bentley, Tim; Catley, Bevan; Teo, Stephen T T; Trenberth, Linda

    2016-04-27

    The negative effects of in-person workplace bullying (WB) are well established. Less is known about cyber-bullying (CB), in which negative behaviours are mediated by technology. Drawing on the conservation of resources theory, the current research examined how individual and organisational factors were related to WB and CB at two time points three months apart. Data were collected by means of an online self-report survey. Eight hundred and twenty-six respondents (58% female, 42% male) provided data at both time points. One hundred and twenty-three (15%) of participants had been bullied and 23 (2.8%) of participants had been cyber-bullied within the last six months. Women reported more WB, but not more CB, than men. Worse physical health, higher strain, more destructive leadership, more team conflict and less effective organisational strategies were associated with more WB. Managerial employees experienced more CB than non-managerial employees. Poor physical health, less organisational support and less effective organisational strategies were associated with more CB. Rates of CB were lower than those of WB, and very few participants reported experiencing CB without also experiencing WB. Both forms of bullying were associated with poorer work environments, indicating that, where bullying is occurring, the focus should be on organisational systems and processes.

  1. Predictors of Workplace Bullying and Cyber-Bullying in New Zealand

    Science.gov (United States)

    Gardner, Dianne; O’Driscoll, Michael; Cooper-Thomas, Helena D.; Roche, Maree; Bentley, Tim; Catley, Bevan; Teo, Stephen T. T.; Trenberth, Linda

    2016-01-01

    Background: The negative effects of in-person workplace bullying (WB) are well established. Less is known about cyber-bullying (CB), in which negative behaviours are mediated by technology. Drawing on the conservation of resources theory, the current research examined how individual and organisational factors were related to WB and CB at two time points three months apart. Methods: Data were collected by means of an online self-report survey. Eight hundred and twenty-six respondents (58% female, 42% male) provided data at both time points. Results: One hundred and twenty-three (15%) of participants had been bullied and 23 (2.8%) of participants had been cyber-bullied within the last six months. Women reported more WB, but not more CB, than men. Worse physical health, higher strain, more destructive leadership, more team conflict and less effective organisational strategies were associated with more WB. Managerial employees experienced more CB than non-managerial employees. Poor physical health, less organisational support and less effective organisational strategies were associated with more CB. Conclusion: Rates of CB were lower than those of WB, and very few participants reported experiencing CB without also experiencing WB. Both forms of bullying were associated with poorer work environments, indicating that, where bullying is occurring, the focus should be on organisational systems and processes. PMID:27128929

  2. Workplace Bullying among Managers: A Multifactorial Perspective and Understanding

    Science.gov (United States)

    Ariza-Montes, J. Antonio; Muniz R., Noel M.; Leal-Rodríguez, Antonio L.; Leal-Millán, Antonio G.

    2014-01-01

    The aim of this paper is to study certain factors that may be determinant in the emergence of workplace bullying among managers—employees with a recognized and privileged position to exercise power—adopting the individual perspective of the subject, the bullied manager. Individual, organizational, and contextual factors integrate the developed global model, and the methodology utilized to accomplish our research objectives is based on the binary logistic regression model. A sample population of 661 managers was obtained from the micro data file of the 5th European Working Conditions Survey-2010 (European Foundation for the Improvement of Living and Working Conditions) and utilized to conduct the present research. The results indicate that the chance for a manager to refer to him/herself as bullied increases among women that hold managerial positions and live with children under 15 at home, and among subjects that work at night, on a shift system, suffering from work stress, enjoying little satisfaction from their working conditions, and not perceiving opportunities for promotions in their organizations. The present work summarizes an array of outcomes and proposes, within the usual course of events, that workplace bullying could be reduced if job demands were limited and job resources were increased. The implications of these findings could assist directors/general directors in facilitating, to some extent, good social relationships among managers. PMID:24599041

  3. Workplace bullying among managers: a multifactorial perspective and understanding.

    Science.gov (United States)

    Ariza-Montes, J Antonio; Muniz R, Noel M; Leal-Rodríguez, Antonio L; Leal-Millán, Antonio G

    2014-03-04

    The aim of this paper is to study certain factors that may be determinant in the emergence of workplace bullying among managers-employees with a recognized and privileged position to exercise power-adopting the individual perspective of the subject, the bullied manager. Individual, organizational, and contextual factors integrate the developed global model, and the methodology utilized to accomplish our research objectives is based on the binary logistic regression model. A sample population of 661 managers was obtained from the micro data file of the 5th European Working Conditions Survey-2010 (European Foundation for the Improvement of Living and Working Conditions) and utilized to conduct the present research. The results indicate that the chance for a manager to refer to him/herself as bullied increases among women that hold managerial positions and live with children under 15 at home, and among subjects that work at night, on a shift system, suffering from work stress, enjoying little satisfaction from their working conditions, and not perceiving opportunities for promotions in their organizations. The present work summarizes an array of outcomes and proposes, within the usual course of events, that workplace bullying could be reduced if job demands were limited and job resources were increased. The implications of these findings could assist directors/general directors in facilitating, to some extent, good social relationships among managers.

  4. Workplace Bullying among Managers: A Multifactorial Perspective and Understanding

    Directory of Open Access Journals (Sweden)

    J. Antonio Ariza-Montes

    2014-03-01

    Full Text Available The aim of this paper is to study certain factors that may be determinant in the emergence of workplace bullying among managers—employees with a recognized and privileged position to exercise power—adopting the individual perspective of the subject, the bullied manager. Individual, organizational, and contextual factors integrate the developed global model, and the methodology utilized to accomplish our research objectives is based on the binary logistic regression model. A sample population of 661 managers was obtained from the micro data file of the 5th European Working Conditions Survey-2010 (European Foundation for the Improvement of Living and Working Conditions and utilized to conduct the present research. The results indicate that the chance for a manager to refer to him/herself as bullied increases among women that hold managerial positions and live with children under 15 at home, and among subjects that work at night, on a shift system, suffering from work stress, enjoying little satisfaction from their working conditions, and not perceiving opportunities for promotions in their organizations. The present work summarizes an array of outcomes and proposes, within the usual course of events, that workplace bullying could be reduced if job demands were limited and job resources were increased. The implications of these findings could assist directors/general directors in facilitating, to some extent, good social relationships among managers.

  5. Workplace Bullying Scale: The Study of Validity and Reliability

    Directory of Open Access Journals (Sweden)

    Nizamettin Doğar

    2015-01-01

    Full Text Available The aim of this research is to adapt the Workplace Bullying Scale (Tınaz, Gök & Karatuna, 2013 to Albanian language and to examine its psychometric properties. The research was conducted on 386 person from different sectors of Albania. Results of exploratory and confirmatory factor analysis demonstrated that Albanian scale yielded 2 factors different from original form because of cultural differences. Internal consistency coefficients are,890 -,801 and split-half test reliability coefficients, 864 -,808. Comfirmatory Factor Analysis results change from,40 to,73. Corrected item-total correlations ranged,339 to,672 and according to t-test results differences between each item’s means of upper 27% and lower 27% points were significant. Thus Workplace Bullying Scale can be use as a valid and reliable instrument in social sciences in Albania.

  6. Workplace Bullying in the University Context: a necessary discussion

    Directory of Open Access Journals (Sweden)

    Thiago Soares Nunes

    2015-04-01

    Full Text Available This article aims to present some results of a research project, which made possible to identify the workplace bullying occurrence and characteristics in a university. The research was classified as descriptive, case study, with quantitative and qualitative approach. Questionnaires were sent to the university servants, and interviews were conducted. It was found that universities aren’t immune to the occurrence this kind of violence, and that cause health disorders, especially mental, which those workers, by the fact that implicated in the deterioration of working conditions, isolation and communication refusal,  as well as verbal, physical or sexual violence. It’s concluded that the university must create and develop measures to prevent and combat workplace bullying, since current actions have been ineffective.

  7. Interventions for prevention of bullying in the workplace.

    Science.gov (United States)

    Gillen, Patricia A; Sinclair, Marlene; Kernohan, W George; Begley, Cecily M; Luyben, Ans G

    2017-01-30

    Bullying has been identified as one of the leading workplace stressors, with adverse consequences for the individual employee, groups of employees, and whole organisations. Employees who have been bullied have lower levels of job satisfaction, higher levels of anxiety and depression, and are more likely to leave their place of work. Organisations face increased risk of skill depletion and absenteeism, leading to loss of profit, potential legal fees, and tribunal cases. It is unclear to what extent these risks can be addressed through interventions to prevent bullying. To explore the effectiveness of workplace interventions to prevent bullying in the workplace. We searched: the Cochrane Work Group Trials Register (August 2014); Cochrane Central Register of Controlled Trials (CENTRAL; The Cochrane Library 2016, issue 1); PUBMED (1946 to January 2016); EMBASE (1980 to January 2016); PsycINFO (1967 to January 2016); Cumulative Index to Nursing and Allied Health Literature (CINAHL Plus; 1937 to January 2016); International Bibliography of the Social Sciences (IBSS; 1951 to January 2016); Applied Social Sciences Index and Abstracts (ASSIA; 1987 to January 2016); ABI Global (earliest record to January 2016); Business Source Premier (BSP; earliest record to January 2016); OpenGrey (previously known as OpenSIGLE-System for Information on Grey Literature in Europe; 1980 to December 2014); and reference lists of articles. Randomised and cluster-randomised controlled trials of employee-directed interventions, controlled before and after studies, and interrupted time-series studies of interventions of any type, aimed at preventing bullying in the workplace, targeted at an individual employee, a group of employees, or an organisation. Three authors independently screened and selected studies. We extracted data from included studies on victimisation, perpetration, and absenteeism associated with workplace bullying. We contacted study authors to gather additional data. We used the

  8. Does the Association between Workplace Bullying and Post-Traumatic Stress Symptoms differ across Educational Groups?

    Directory of Open Access Journals (Sweden)

    Sabrina Islamoska

    2018-01-01

    Full Text Available The aim of this study was to investigate whether the level of reported post-traumatic stress (PTSD symptoms among targets of workplace bullying differ depending on their educational level. Exposure to workplace bullying was assessed by the behavioural experience method and the self-labelling method among 563 Danish employees. PTSD symptoms were assessed by the Impact of Event Scale – Revised. Educational level was measured as years of education. The results showed that workplace bullying was significantly associated with the reporting of PTSD symptoms. However, PTSD symptoms were not reported differently among those with experience of work-place bullying. Implementing bullying policies is an important step in promoting a healthy psychosocial working environment. All targets of workplace bullying would benefit from interventions aiming to reduce progression of PTSD symptoms.

  9. Workplace bullying and sleep difficulties: a 2-year follow-up study.

    Science.gov (United States)

    Hansen, Ase Marie; Hogh, Annie; Garde, Anne Helene; Persson, Roger

    2014-04-01

    The aims of the present study were to investigate whether being subjected to bullying and witnessing bullying at the workplace was associated with concurrent sleep difficulties, whether frequently bullied/witnesses have more sleep difficulties than occasionally bullied/witnesses, and whether there were associations between being subjected to bullying or witnessing bullying at the workplace and subsequent sleep difficulties. A total of 3,382 respondents (67 % women and 33 % men) completed a baseline questionnaire about their psychosocial work environment and health. The overall response rate was 46 %. At follow-up 2 years later, 1671 of those responded to a second questionnaire (49 % of the 3,382 respondents at baseline). Sleep difficulties were measured in terms of disturbed sleep, awakening problems, and poor quality of sleep. Bullied persons and witnesses reported more sleep difficulties than those who were neither bullied nor witnesses to bullying at baseline. Frequently bullied/witnesses reported more sleep difficulties than respondents who were occasionally bullied or witnessing bullying at baseline. Further, odds ratios for subsequent sleep difficulties were increased among the occasionally bullied, but not among witnesses. However, the associations weakened when adjusting for sleep difficulties at baseline. Being subjected to occasional bullying at baseline was predictive of subsequent sleep difficulties. Witnessing bullying at baseline did not predict sleep difficulties at follow-up.

  10. Discrimination, Harassment, Abuse and Bullying in the Workplace: Contribution of Workplace Injustice to Occupational Health Disparities

    Science.gov (United States)

    Okechukwu, Cassandra A.; Souza, Kerry; Davis, Kelly D.; de Castro, A. Butch

    2013-01-01

    This paper synthesizes research on the contribution of workplace injustices – discrimination, harassment, abuse and bullying – to occupational health disparities. A conceptual framework is presented to illustrate the pathways through which injustices at the interpersonal and institutional level lead to differential risk of vulnerable workers to adverse occupational health outcomes. Members of demographic minority groups are more likely to be victims of workplace injustice and suffer more adverse outcomes when exposed to workplace injustice compared to demographic majority groups. A growing body of research links workplace injustice to poor psychological and physical health, and a smaller body of evidence links workplace injustice to unhealthy behaviors. Although not as well studied, studies also show that workplace injustice can influence workers’ health through effects on workers’ family life and job-related outcomes. Lastly, this paper discusses methodological limitations in research linking injustices and occupational health disparities and makes recommendations to improve the state of research. PMID:23813664

  11. Workplace Bullying and Its Influence on the Perception of Organizational Justice and Organizational Citizenship Behavior in Higher Education

    Science.gov (United States)

    Mourssi-Alfash, Mohamed F.

    2014-01-01

    Most studies in the literature on workplace bullying concentrated on identifying the characteristics of who the bully and the bullied are, bullying behaviors and acts, and the effects of these bullying practices. However, there is not much in the literature about the perception of organizational justice and organizational citizenship behavior…

  12. Factors affecting workplace bullying and lateral violence among clinical nurses in Korea: descriptive study.

    Science.gov (United States)

    Oh, Hyunjin; Uhm, Dong Choon; Yoon, Young Joo

    2016-04-01

    Workplace bullying and lateral violence are serious issues affecting the work life of hospital nurses. The purpose of this study was to identify the selected individual and institutional characteristics for workplace bullying and lateral violence using a conceptual framework. A descriptive survey design was used. A convenience sample of 255 nurses in tertiary hospitals, who had a minimum of 6 months clinical experience, completed the survey. Regression analysis was used to determine factors significantly associated with workplace bullying and lateral violence. The Negative Acts Questionnaire-Revised and the Lateral Violence scale were used to measure workplace bullying and lateral violence. A negative affect, individualism and working in hospital specialty units predicted workplace bullying. Individualism, a negative affect, affiliated hospital and working hours predicted verbal abuse whereas the place of employment was significantly associated with lateral violence. The results of this study identified factors that are associated with bullying and violence but did not fully support the conceptual framework. The individual characteristic negative affect was significantly associated with most types of workplace bullying and lateral violence bully whereas the place of employment was an important factor in lateral violence. Nurse managers need to be aware that both individual and institutional factors may impact levels of workplace bullying and lateral violence in their hospitals and need to prepare specific strategies to address these multiple factors. © 2015 John Wiley & Sons Ltd.

  13. Sickness absence and workplace levels of satisfaction with psychosocial work conditions at public service workplaces

    DEFF Research Database (Denmark)

    Munch-Hansen, Torsten; Wieclaw, Joanna; Agerbo, Esben

    2009-01-01

    BACKGROUND: The objective of this study was to examine the impact of psychosocial work conditions on sickness absence while addressing methodological weaknesses in earlier studies. METHODS: The participants were 13,437 employees from 698 public service workplace units in Aarhus County, Denmark....... Satisfaction with psychosocial work conditions was rated on a scale from 0 (low) to 10 (high). Individual ratings were aggregated to workplace scores. Analysis of variance was used to compare the average number of days of yearly sickness absence in three groups with different levels of satisfaction...... with psychosocial work conditions. RESULTS: Sickness absence was 30.8% lower in the most satisfied group (11.7 days/year (CI 95%: 10.2; 13.1)) than in the least satisfied group (16.9 days/year (CI 95%: 15.3; 18.6)) adjusted for the covariates included. CONCLUSIONS: Satisfaction with psychosocial work conditions has...

  14. Workplace Bullying and the Racially Diverse Urban Context: Implications for Adult Education

    Science.gov (United States)

    Altman, Brian A.

    2009-01-01

    From the perspective of the racial diversity of the urban environment (Daley, Fisher, & Martin, 2000), a literature review was conducted to explore how race connects to the issue of workplace bullying. Results of the literature review suggest that there are multiple points of view regarding whether workplace bullying includes or is separate…

  15. The Importance of Workplace Bullying to Vocational Psychology: Implications for Research and Practice

    Science.gov (United States)

    Fitzpatrick, Mary E.; Cotter, Elizabeth W.; Bernfeld, Steve J.; Carter, Laura M.; Kies, Ashley; Fouad, Nadya A.

    2011-01-01

    Workplace bullying is a significant problem in many adult work settings. Much of the research has been conducted by organizational psychologists. It is important for vocational scholars and practitioners to be knowledgeable about the phenomena of workplace bullying, as they are in a position to contribute to the literature base and to counsel…

  16. Workplace bullying, sleep problems and leisure-time physical activity: a prospective cohort study.

    Science.gov (United States)

    Hansen, Åse Marie; Gullander, Maria; Hogh, Annie; Persson, Roger; Kolstad, Henrik A; Willert, Morten Vejs; Bonde, Jens Peter; Kaerlev, Linda; Rugulies, Reiner; Grynderup, Matias Brødsgaard

    2016-01-01

    Workplace bullying is a potent stressor that may increase sleep problems. Since physical fitness improves resilience to stress, it seems plausible that recreational physical activities may moderate the association between bullying and sleep. The study aimed to examine prospectively whether (i) bullying increases the risk of sleep problems, and (ii) the association between bullying and sleep problems is moderated by leisure-time physical activity (LTPA). The study sample comprised a cohort of public and private sector employees, who were enrolled into the Work Bullying and Harassment (WBH) cohort (N=3278) or the Psychosocial Risk Factors for Stress and Mental Disease (PRISME) cohort (N=4455). We measured workplace bullying using one question that was preceded by a definition of bullying. We used the Karolinska sleep questionnaire to assess sleep problems. The number of hours per week spent on LTPA estimated the degree of physical activity. Workplace bullying at baseline (T1) was associated with awakening problems and lack of restful sleep at follow-up (T2) but not with overall sleep problems and disturbed sleep. T1-LTPA did not moderate the association between T1-workplace bullying and T2-sleep problems. We found support that workplace bullying is related to development of T2-sleep problems, but this association seems not to be modified by LTPA.

  17. The Role of Psychological Stress Reactions in the Longitudinal Relation Between Workplace Bullying and Turnover

    DEFF Research Database (Denmark)

    Nabe-Nielsen, Kirsten; Grynderup, Matias Brødsgaard; Conway, Paul Maurice

    2017-01-01

    OBJECTIVES: To investigate the association between workplace bullying and change of job/unemployment, and to investigate whether psychological stress reactions constitute a potential pathway linking workplace bullying and change of job/unemployment. METHODS: We used questionnaire data on workplace...... bullying and psychological stress reactions and register data on change of job/unemployment. We applied a multiple pathway approach to estimate the proportion of the association between workplace bullying and subsequent change of job/unemployment that was potentially mediated by psychological stress...... reactions. RESULTS: Workplace bullying was associated with risk of change of job (odds ratio [OR] = 1.35; 95% confidence interval [CI]: 1.06-1.72; 24% potentially mediated by psychological stress reactions) and unemployment (OR = 4.90; 95% CI: 3.18-7.55; 19% potentially mediated by psychological stress...

  18. Prevalence and incidence of workplace bullying among Spanish employees working with people with intellectual disability.

    Science.gov (United States)

    Carretero, Noelia; Luciano, Juan V

    2013-10-01

    Although workplace bullying is a severe psychosocial risk with a high prevalence, there is a lack of studies addressing its incidence, particularly among staff working with people with intellectual disability. We examined the prevalence and incidence of workplace bullying in a sample of Spanish employees working with people with intellectual disability. The socio-demographic characteristics of victims and non-victims of workplace bullying were also analyzed. Multicenter study with two phases (T1 and T2) carried out in Valencia (Spain). The sample consisted of 696 employees from 66 centers in T1. One year later (T2), 422 employees from 61 centers agreed to participate in the study again. Workplace bullying was assessed by means of the instrument "Mobbing-UNIPSICO". The prevalence of workplace bullying was 18.9% and 20.4% in T1 and T2, respectively. Of the 335 employees who were not victims of workplace bullying at T1 who were followed up at T2, 36 reported that they suffered workplace bullying a year later, that is, the accumulated incidence was 11%. In contrast, 81 workers who had been victims of workplace bullying at T1 and who were followed up at T2, 32 reported that they did not suffered from workplace bullying a year later. The victims had more stable contracts and more seniority in the organization/job than the non-victims in T1, but this result was not replicated in T2. Workplace bullying is a phenomenon with substantial prevalence, but also with considerable incidence (11%) among staff working with people with an intellectual disability. Copyright © 2013 Elsevier Inc. All rights reserved.

  19. Socioeconomic determinants of bullying in the workplace: a national representative sample in Japan.

    Science.gov (United States)

    Tsuno, Kanami; Kawakami, Norito; Tsutsumi, Akizumi; Shimazu, Akihito; Inoue, Akiomi; Odagiri, Yuko; Yoshikawa, Toru; Haratani, Takashi; Shimomitsu, Teruichi; Kawachi, Ichiro

    2015-01-01

    Bullying in the workplace is an increasingly recognized threat to employee health. We sought to test three hypotheses related to the determinants of workplace bullying: power distance at work; safety climate; and frustration related to perceived social inequality. A questionnaire survey was administered to a nationally representative community-based sample of 5,000 residents in Japan aged 20-60 years. The questionnaire included questions about employment, occupation, company size, education, household income, and subjective social status (SSS). We inquired about both the witnessing and personal experience of workplace bullying during the past 30 days. Among 2,384 respondents, data were analyzed from 1,546 workers. Multiple logistic regression analyses were used to examine the social determinants of workplace bullying. Six percent and 15 percent of the total sample reported experiencing or witnessing workplace bullying, respectively. After adjusting for gender and age, temporary employees (Odds Ratio [OR]: 2.45 [95% Confidence Interval (CI) = 1.03-5.85]), junior high school graduates (OR: 2.62 [95%CI: 1.01-6.79]), workers with lowest household income (OR: 4.13 [95%CI:1.58-10.8]), and workers in the lowest SSS stratum (OR: 4.21 [95%CI:1.66-10.7]) were at increased risk of experiencing workplace bullying. When all variables were entered simultaneously in the model, a significant inverse association was observed between higher SSS and experiencing bullying (p = 0.002). Similarly in terms of witnessing bullying; SSS was significantly inversely associated (p = 0.017) while temporary employees reported a significantly higher risk of witnessing bullying compared to permanent workers (OR: 2.25 [95%CI:1.04 to 4.87]). The significant association between SSS and experiencing/witnessing workplace bullying supports the frustration hypothesis. The power distance hypothesis was also partly supported by the finding that temporary employees experienced a higher prevalence of

  20. Socioeconomic determinants of bullying in the workplace: a national representative sample in Japan.

    Directory of Open Access Journals (Sweden)

    Kanami Tsuno

    Full Text Available Bullying in the workplace is an increasingly recognized threat to employee health. We sought to test three hypotheses related to the determinants of workplace bullying: power distance at work; safety climate; and frustration related to perceived social inequality. A questionnaire survey was administered to a nationally representative community-based sample of 5,000 residents in Japan aged 20-60 years. The questionnaire included questions about employment, occupation, company size, education, household income, and subjective social status (SSS. We inquired about both the witnessing and personal experience of workplace bullying during the past 30 days. Among 2,384 respondents, data were analyzed from 1,546 workers. Multiple logistic regression analyses were used to examine the social determinants of workplace bullying. Six percent and 15 percent of the total sample reported experiencing or witnessing workplace bullying, respectively. After adjusting for gender and age, temporary employees (Odds Ratio [OR]: 2.45 [95% Confidence Interval (CI = 1.03-5.85], junior high school graduates (OR: 2.62 [95%CI: 1.01-6.79], workers with lowest household income (OR: 4.13 [95%CI:1.58-10.8], and workers in the lowest SSS stratum (OR: 4.21 [95%CI:1.66-10.7] were at increased risk of experiencing workplace bullying. When all variables were entered simultaneously in the model, a significant inverse association was observed between higher SSS and experiencing bullying (p = 0.002. Similarly in terms of witnessing bullying; SSS was significantly inversely associated (p = 0.017 while temporary employees reported a significantly higher risk of witnessing bullying compared to permanent workers (OR: 2.25 [95%CI:1.04 to 4.87]. The significant association between SSS and experiencing/witnessing workplace bullying supports the frustration hypothesis. The power distance hypothesis was also partly supported by the finding that temporary employees experienced a higher prevalence

  1. Socioeconomic Determinants of Bullying in the Workplace: A National Representative Sample in Japan

    Science.gov (United States)

    Tsutsumi, Akizumi; Shimazu, Akihito; Inoue, Akiomi; Odagiri, Yuko; Yoshikawa, Toru; Haratani, Takashi; Shimomitsu, Teruichi

    2015-01-01

    Bullying in the workplace is an increasingly recognized threat to employee health. We sought to test three hypotheses related to the determinants of workplace bullying: power distance at work; safety climate; and frustration related to perceived social inequality. A questionnaire survey was administered to a nationally representative community-based sample of 5,000 residents in Japan aged 20–60 years. The questionnaire included questions about employment, occupation, company size, education, household income, and subjective social status (SSS). We inquired about both the witnessing and personal experience of workplace bullying during the past 30 days. Among 2,384 respondents, data were analyzed from 1,546 workers. Multiple logistic regression analyses were used to examine the social determinants of workplace bullying. Six percent and 15 percent of the total sample reported experiencing or witnessing workplace bullying, respectively. After adjusting for gender and age, temporary employees (Odds Ratio [OR]: 2.45 [95% Confidence Interval (CI) = 1.03–5.85]), junior high school graduates (OR: 2.62 [95%CI: 1.01–6.79]), workers with lowest household income (OR: 4.13 [95%CI:1.58–10.8]), and workers in the lowest SSS stratum (OR: 4.21 [95%CI:1.66–10.7]) were at increased risk of experiencing workplace bullying. When all variables were entered simultaneously in the model, a significant inverse association was observed between higher SSS and experiencing bullying (p = 0.002). Similarly in terms of witnessing bullying; SSS was significantly inversely associated (p = 0.017) while temporary employees reported a significantly higher risk of witnessing bullying compared to permanent workers (OR: 2.25 [95%CI:1.04 to 4.87]). The significant association between SSS and experiencing/witnessing workplace bullying supports the frustration hypothesis. The power distance hypothesis was also partly supported by the finding that temporary employees experienced a higher prevalence

  2. Are changes in workplace bullying status related to changes in salivary cortisol?

    DEFF Research Database (Denmark)

    Gullander, Maria; Grynderup, Matias; Hansen, Åse Marie

    2015-01-01

    OBJECTIVES: This study aims to investigate whether incident workplace bullying and its dicontinuance is related to subsequent change in morning and evening saliva cortisol concentrations. METHODS: Participants came from two Danish cohort studies, the PRISME cohort (n=4489) and the Workplace...... Bullying and Harassment Cohort (n=3707). At baseline and follow-up exposure to bullying was measured by a single question on bullying (preceded by a definition). Two saliva samples to measure cortisol were collected during a work-day (30min after awakening and at 8p.m.). All participants responding...... to the item on workplace bullying, giving saliva samples and participated at both baseline and follow-up were included. The reference group consisted of non-bullied respondents at both baseline and follow-up. Multilevel mixed-effects linear regressions were used to test for changes in salivary cortisol after...

  3. Bullying in the Nursing Workplace: Applying Evidence Using A Conceptual Framework.

    Science.gov (United States)

    Lee, Youn Ju; Bernstein, Kunsook; Lee, Mihyoung; Nokes, Kathleen M

    2014-01-01

    Bullying in the nursing workplace can result in serious health-related outcomes for both nurses and patients who are under their care as well as the health care organizations. Bullying can erode the victim's professional competence and reputation and challenge the victim to maintain and improve professional identity. Although bullying can occur among co-workers, the most common form of bullying involves the abuse of power by superiors against subordinates. Persistent negative behaviors of a perpetrator indicates repeated negative behaviors of at least once or twice weekly by the perpetrator targeting the victim over period of time of at least 6 months and as long as 12 months. Building a conceptual framework of bullying specific to the nursing workplace is warranted to better understand bullying dynamics and its consequences while developing strategies to change the health care environment to a safer workplace for nurses.

  4. Workplace bullying erodes job and personal resources: between- and within-person perspectives.

    Science.gov (United States)

    Tuckey, Michelle R; Neall, Annabelle M

    2014-10-01

    Workplace bullying is a serious psychosocial occupational hazard. Despite a wealth of empirical study, research has rarely examined the mechanisms through which bullying has its negative effects. Accordingly, using both between- and within-person approaches, we investigated the erosion of job (Study 1) and personal (Study 2) resources following workplace bullying, mediated by the depletion of emotional energy. In Study 1, self-report survey data were collected from 221 retail workers at 2 time-points spaced 6 months apart. Structural equation modeling revealed that over time bullying depletes coworker support, partially mediated by emotional exhaustion. In Study 2, a 6-week diary was completed by a separate sample of 45 workers employed in various occupations. Within-person weekly variability in bullying exposure was 34%. Hierarchical linear modeling showed that weekly emotional exhaustion partially mediated the negative effects of weekly workplace bullying on both optimism and self-efficacy. The consistent pattern across both studies supports the idea of a resource loss process whereby exposure to bullying at work erodes job and personal resources by depleting energy. Future research should clarify the role of exhaustion in utilizing resources to respond to bullying, focus on predictors of within-person variability in bullying exposure, and more explicitly model the resource loss spiral following workplace bullying. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

  5. Workplace bullying, sleep problems and leisure-time physical activity: a prospective cohort study

    DEFF Research Database (Denmark)

    Hansen, Åse Marie; Gullander, Maria; Hogh, Annie

    2015-01-01

    and Harassment (WBH) cohort (N=3278) or the Psychosocial Risk Factors for Stress and Mental Disease (PRISME) cohort (N=4455). We measured workplace bullying using one question that was preceded by a definition of bullying. We used the Karolinska sleep questionnaire to assess sleep problems. The number of hours......OBJECTIVES: Workplace bullying is a potent stressor that may increase sleep problems. Since physical fitness improves resilience to stress, it seems plausible that recreational physical activities may moderate the association between bullying and sleep. The study aimed to examine prospectively...... whether (i) bullying increases the risk of sleep problems, and (ii) the association between bullying and sleep problems is moderated by leisure-time physical activity (LTPA). METHODS: The study sample comprised a cohort of public and private sector employees, who were enrolled into the Work Bullying...

  6. A Cross-National Examination of Workplace Bullying: Prevalence, Impact and Prevention

    OpenAIRE

    SAIMA AHMAD

    2017-01-01

    This thesis presents a comparative study of workplace bullying in Australia and Pakistan to advance knowledge on sources of cross-cultural convergence and divergence for managing this issue in international contexts. To achieve this goal, views of 636 cross-national participants from equivalent work settings were analysed, and a culturally nuanced account of workplace bullying extracted. This thesis shows that, despite workplace bullying’s constant meaning across cultures, there are stark dif...

  7. Workplace bullying and the association with suicidal ideation/thoughts and behaviour: a systematic review.

    Science.gov (United States)

    Leach, Liana S; Poyser, Carmel; Butterworth, Peter

    2017-01-01

    The established links between workplace bullying and poor mental health provide a prima facie reason to expect that workplace bullying increases the risk of suicidal ideation (thoughts) and behaviours. Until now, there has been no systematic summary of the available evidence. This systematic review summarises published studies reporting data on workplace bullying and suicidal ideation, or behaviour. The review sought to ascertain the nature of this association and highlight future research directions. 5 electronic databases were searched. 2 reviewers independently selected the articles for inclusion, and extracted information about study characteristics (sample, recruitment method, assessment and measures) and data reporting the association of workplace bullying with suicidal ideation and behaviour. 12 studies were included in the final review-8 reported estimates of a positive association between workplace bullying and suicidal ideation, and a further 4 provided descriptive information about the prevalence of suicidal ideation in targets of bullying. Only 1 non-representative cross-sectional study examined the association between workplace bullying and suicidal behaviour. The results show an absence of high-quality epidemiological studies (eg, prospective cohort studies, which controlled for workplace characteristics and baseline psychiatric morbidity). While the available literature (predominantly cross-sectional) suggests that there is a positive association between workplace bullying and suicidal ideation, the low quality of studies prevents ruling out alternative explanations. Further longitudinal, population-based research, adjusting for potential covariates (within and outside the workplace), is needed to determine the level of risk that workplace bullying independently contributes to suicidal ideation and behaviour. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

  8. Workplace bullying: A perspective from the Job Demands-Resources model

    Directory of Open Access Journals (Sweden)

    Anja van den Broeck

    2011-05-01

    Research purpose: The purpose of the study was to test the work environment hypothesis by applying the Job Demands-Resources model to workplace bullying. We expected job demands and job resources to relate to both perpetrators’ and actors’ reports of workplace bullying. Motivation for the study: We aimed to extend the outcomes examined in the Job Demands- Resources model to a specific form of counterproductive interpersonal behaviour, namely workplace bullying. From the point of view of the literature on bullying, we aimed to substantiate the well-known work environment hypothesis with empirical data. Research design, approach and method: We applied structural equation modelling on questionnaire data of a large heterogeneous sample of Flemish employees (N = 749. Main findings: Job demands and job resources interacted in the prediction of perpetrators’ reports of bullying: job demands associated positively to perpetrators’ reports of bullying particularly under the condition of high job resources. Job demands related positively to targets’ reports of bullying, while job resources related negatively. These associations were (partially mediated by emotional exhaustion. Practical/managerial implications: These results suggest that workplace bullying may indeed be reduced by good job design, that is, by limiting the job demands and increasing job resources. Particular prevention plans may be developed for exhausted employees, as they are vulnerable to workplace bullying, in terms of both becoming perpetrators and victims. Contribution/value-add: This study attests to the predictive validity of the JD-R model for perpetrators’ and targets’ reports of workplace bullying. The findings also underline the complex and multi-causal nature of workplace bullying.

  9. [Antecedents and consequences of workplace bullying: a longitudinal analysis with a structural equation model].

    Science.gov (United States)

    Carretero Domínguez, Noelia; Gil-Monte, Pedro Rafael; Luciano Devis, Juan Vicente

    2011-11-01

    Most studies focusing on the antecedents and consequences of workplace bullying have used a cross-sectional design, which impedes determining the causality of the relationships. In the present work, we analyzed, by means of structural equation models, the relationship between workplace bullying and some variables that are considered antecedents (interpersonal conflicts, role ambiguity, role conflict, and workplace social support) or consequences (health complaints and inclination to absenteeism from work) of this phenomenon. Multicenter study with two phases. The sample consisted of 696 employees from 66 centers. Workplace bullying was assessed by means of the "Mobbing-UNIPSICO" questionnaire, and the other variables with frequency scales. The cross-sectional models indicated a significant association between role conflict, workplace social support, and workplace bullying in both study periods. Concerning the longitudinal relationships, only workplace social support was a significant predictor of workplace bullying, which, in turn, was a cross-sectional and longitudinal predictor of workers' health complaints. Our results show the mediating effect of workplace bullying between certain work conditions and health complaints, and it is recommendable to replicate these findings in a multi-occupational sample.

  10. Do work-place initiated measures reduce sickness absence? Preventive measures and sickness absence among older workers in Norway.

    Science.gov (United States)

    Midtsundstad, Tove I; Nielsen, Roy A

    2014-03-01

    The article examines whether preventive measures and work adjustments at the establishment level affects sickness absence among workers aged 50 years and older. We combine survey data from a representative sample of 713 Norwegian companies, mapping the prevalence of preventive health measures in the work place in 2005, with register data on sickness absence and demographic variables for workers aged 50 years or older in 2001 and 2007. By means of a difference-in-differences approach, we compare changes and differences in the likelihood of sickness absence among the sample group, with and without the various measures/ instruments in 2005 respectively. In general, work-place preventive measures at the establishment level have not contributed to reducing the probability for sickness absence among workers aged 50 years and older. However, analyses comparing differences between industries find that the work-place measures have had a positive effect on public administration employees. Whether work-place preventive initiatives influence levels of sickness absence seems to be contingent on sector and industry. Therefore, work-place measures may be more effective in the public administration sector where most employees have office jobs compared to sectors such as manufacturing, construction and transportation, where many employees have manual work and more physical demanding jobs. Work-place initiatives thus seem to have less effect on preventing sickness absence in sectors dominated by manual labour.

  11. Does the Association between Workplace Bullying and Post-Traumatic Stress Symptoms differ across Educational Groups?

    DEFF Research Database (Denmark)

    Islamoska, Sabrina; Grynderup, Matias Brødsgaard; Nabe-Nielsen, Kirsten

    2018-01-01

    The aim of this study was to investigate whether the level of reported post-traumatic stress (PTSD) symptoms among targets of workplace bullying differ depending on their educational level. Exposure to workplace bullying was assessed by the behavioural experience method and the self-labelling met......The aim of this study was to investigate whether the level of reported post-traumatic stress (PTSD) symptoms among targets of workplace bullying differ depending on their educational level. Exposure to workplace bullying was assessed by the behavioural experience method and the self......-labelling method among 563 Danish employees. PTSD symptoms were assessed by the Impact of Event Scale – Revised. Educational level was measured as years of education. The results showed that workplace bullying was significantly associated with the reporting of PTSD symptoms. However, PTSD symptoms were...... of this study was to investigate whether the level of reported post-traumatic stress (PTSD) symptoms among targets of workplace bullying differ depending on their educational level. Exposure to workplace bullying was assessed by the behavioural experience method and the self-labelling method among 563 Danish...

  12. Mental Health Expenditures: Association with Workplace Incivility and Bullying Among Hospital Patient Care Workers.

    Science.gov (United States)

    Sabbath, Erika L; Williams, Jessica A R; Boden, Leslie I; Tempesti, Tommaso; Wagner, Gregory R; Hopcia, Karen; Hashimoto, Dean; Sorensen, Glorian

    2018-03-13

    Bullied workers have poor self-reported mental health; monetary costs of bullying exposure are unknown. We tested associations between bullying and health plan claims for mental health diagnoses. We used data from 793 hospital workers who answered questions about bullying in a survey and subscribed to the group health plan. We used two-part models to test associations between types of incivility/bullying and mental health expenditures. Workers experiencing incivility or bullying had greater odds of any mental health claims. Among claimants, unexposed workers spent $792, those experiencing one type of incivility or bullying spent $1,557 (p for difference from unexposed=0.016), those experiencing two types spent $928 (p = 0.503), and those experiencing three types spent $1,446 (p = 0.040). Workplace incivility and bullying may carry monetary costs to employers, which could be controlled through work environment modification.

  13. Workplace bullying among nurses and their related factors in Japan: a cross-sectional survey.

    Science.gov (United States)

    Yokoyama, Mami; Suzuki, Miho; Takai, Yukari; Igarashi, Ayumi; Noguchi-Watanabe, Maiko; Yamamoto-Mitani, Noriko

    2016-09-01

    To explore the association between workplace bullying and workplace environment factors among nurses in Japan. Workplace bullying among nurses is increasing globally and occurs more frequently than among other professions. However, there is little information on the impact of workplace environment factors on nurse bullying in Japan. A cross-sectional survey using a self-administered questionnaire. Participants were 1152 nurses recruited at seminars or training courses outside of their workplaces in Tokyo. Workplace bullying was measured using the Negative Acts Questionnaire-Revised. Participants were considered to have been 'bullied' if they reported experiencing at least one negative act on a daily or weekly basis. Workplace environment factors were measured using the Practice Environment Scale of the Nursing Work Index, which comprises five domains: nurse participation in hospital affairs; nursing foundations for quality of care; nurse manager ability, leadership and support of nurses; staffing and resource adequacy; and collegial nurse-physician relationships. A total of 898 (78·0%) questionnaires were returned, of which 825 (71·6%) were analysed. Altogether, 153 (18·5%) nurses were considered 'bullied.' The three most frequent negative acts reported as occurring on a weekly or daily basis were 'someone withholding information which affects your performance' (6·7%), 'being exposed to an unmanageable workload' (4·4%) and 'being shouted at or being the target of spontaneous anger (or rage)' (3·6%). Logistic regression analysis indicated that 'bullied' were associated with low scores on two work environment domains: nurse manager ability, leadership and support of nurses and staffing and resource adequacy. Effective nurse manager leadership and support as well as appropriate staffing management may positively influence workplace bullying among nurses in Japan. Authentic leadership styles and allowing nurses to easily request days off might also be important

  14. Workplace levels of psychosocial factors as prospective predictors of registered sickness absence

    DEFF Research Database (Denmark)

    Christensen, Karl Bang; Nielsen, Martin L; Rugulies, Reiner

    2005-01-01

    OBJECTIVE: We sought to investigate whether workplace levels of psychosocial work environment factors predict individual sickness absence. METHODS: Data were collected in a prospective study in 52 Danish workplaces in three organizations: municipal care, technical services, and a pharmaceutical...... company. Psychosocial factors were aggregated as workplace means. We used multilevel Poisson regression models with psychosocial factors as predictors and individual level sickness absence from absence registries as outcome. RESULTS: High workplace levels of decision authority predicted low sickness...... absence in the technical services (rate ratio = 0.66, 95% confidence interval = 0.51-0.86) and high workplace levels of skill discretion predicted low sickness absence in the pharmaceutical company (rate ratio = 0.74, 95% confidence interval = 0.62-0.88) after control for relevant confounders. Workplaces...

  15. Workplace bullying and psychotropic drug use: the mediating role of physical and mental health status.

    Science.gov (United States)

    Niedhammer, Isabelle; David, Simone; Degioanni, Stéphanie; Drummond, Anne; Philip, Pierre; Acquarone, D; Aicardi, F; André-Mazeaud, P; Arsento, M; Astier, R; Baille, H; Bajon-Thery, F; Barre, E; Basire, C; Battu, J L; Baudry, S; Beatini, C; Beaud'huin, N; Becker, C; Bellezza, D; Beque, C; Bernstein, O; Beyssier, C; Blanc-Cascio, F; Blanchet, N; Blondel, C; Boisselot, R; Bordes-Dupuy, G; Borrelly, N; Bouhnik, D; Boulanger, M F; Boulard, J; Bourreau, P; Bourret, D; Boustière, A M; Breton, C; Bugeon, G; Buono-Michel, M; Canonne, J F; Capella, D; Cavin-Rey, M; Cervoni, C; Charreton, D; Charrier, D; Chauvin, M A; Chazal, B; Cougnot, C; Cuvelier, G; Dalivoust, G; Daumas, R; Debaille, A; De Bretteville, L; Delaforge, G; Delchambre, A; Domeny, L; Donati, Y; Ducord-Chapelet, J; Duran, C; Durand-Bruguerolle, D; Fabre, D; Faivre, A; Falleri, R; Ferrando, G; Ferrari-Galano, J; Flutet, M; Fouché, J P; Fournier, F; Freyder, E; Galy, M; Garcia, A; Gazazian, G; Gérard, C; Girard, F; Giuge, M; Goyer, C; Gravier, C; Guyomard, A; Hacquin, M C; Halimi, E; Ibagnes, T; Icart, P; Jacquin, M C; Jaubert, B; Joret, J P; Julien, J P; Kacel, M; Kesmedjian, E; Lacroix, P; Lafon-Borelli, M; Lallai, S; Laudicina, J; Leclercq, X; Ledieu, S; Leroy, J; Leroyer, L; Loesche, F; Londi, D; Longueville, J M; Lotte, M C; Louvain, S; Lozé, M; Maculet-Simon, M; Magallon, G; Marcelot, V; Mareel, M C; Martin, P; Masse, A M; Méric, M; Milliet, C; Mokhtari, R; Monville, A M; Muller, B; Obadia, G; Pelser, M; Peres, L; Perez, E; Peyron, M; Peyronnin, F; Postel, S; Presseq, P; Pyronnet, E; Quinsat, C; Raulot-Lapointe, H; Rigaud, P; Robert, F; Robert, O; Roger, K; Roussel, A; Roux, J P; Rubini-Remigy, D; Sabaté, N; Saccomano-Pertus, C; Salengro, B; Salengro-Trouillez, P; Samsom, E; Sendra-Gille, L; Seyrig, C; Stoll, G; Tarpinian, N; Tavernier, M; Tempesta, S; Terracol, H; Torresani, F; Triglia, M F; Vandomme, V; Vieillard, F; Vilmot, K; Vital, N

    2011-03-01

    The association between workplace bullying and psychotropic drug use is not well established. This study was aimed at exploring the association between workplace bullying, and its characteristics, and psychotropic drug use and studying the mediating role of physical and mental health. The study population consisted of a random sample of 3132 men and 4562 women of the working population in the south-east of France. Workplace bullying, evaluated using the validated instrument elaborated by Leymann, and psychotropic drug use, as well as covariates, were measured using a self-administered questionnaire. Covariates included age, marital status, presence of children, education, occupation, working hours, night work, physico-chemical exposures at work, self-reported health, and depressive symptoms. Statistical analysis was performed using logistic regression analysis and was carried out separately for men and women. Workplace bullying was strongly associated with psychotropic drug use. Past exposure to bullying increased the risk for this use. The more frequent and the longer the exposure to bullying, the stronger the association with psychotropic drug use. Observing bullying on someone else at the workplace was associated with psychotropic drug use. Adjustment for covariates did not modify the results. Additional adjustment for self-reported health and depressive symptoms reduced the magnitude of the associations, especially for men. The association between bullying and psychotropic drug use was found to be significant and strong and was partially mediated by physical and mental health.

  16. Experienced bullying and hostile behavior in the workplace and symptoms of burnout in teachers

    Directory of Open Access Journals (Sweden)

    Agnieszka Mościcka-Teske

    2014-08-01

    Full Text Available Background: The aim of the study was to assess the relationship between the exposure to workplace bullying and hostile behavior and occupational burnout in a sample of Polish teachers. Material and Methods: In our research we studied a nationwide random sample of 1214 teachers. The frequency and type of hostile behaviors against employees was measured with the use of MDM Questionnaire, (“Mobbing, dręczenie, molestowanie” – “Bullying, harrasement, maltreatment” by Mościcka, Drabek, Merecz, developed in the Department of Occupational Psychology of the Nofer Institute of Occupational Medicine in Łódź (Poland, and the level of burnout was assessed with Maslach Burnout Inventory – General Survey (MBI-GS. Results: As many as 63% of teachers experienced hostile behavior in their workplace and 7% of them experienced workplace bullying. Employees affected by bullying and hostile behavior reported more symptoms of professional burnout, such as emotional exhaustion, cynicism, and lower level of professional efficacy. Conclusions: The majority of teachers in this study experienced some form of hostile behavior in the workplace. One in ten respondents was the subject of workplace bullying. The experience of hostile behavior and bullying at work was significantly connected with symptoms of professional burnout. Therefore, it is desirable to take care of good interpersonal relationships in educational institutions, strengthen teachers’ abilities to cope with difficult interpersonal situations, and implement procedures to prevent bullying and hostile behavior in the workplace. Med Pr 2014;65(4:535–542

  17. [Exploration of the Association Between Workplace Bullying and Attitudes Toward Patient Safety in Female Nurses].

    Science.gov (United States)

    Lin, Yuh-Hsuan; Hsiao, Shu-Tai Sheen; Lin, Chiou-Fen; Yang, Chyn-Yng; Chung, Min-Huey

    2018-02-01

    Workplace bullying is known to have a significant and detrimental effect on the physical and psychological outcomes of its victims. The reactions of victims to bullying may decrease clinical care outcomes and patient safety. To explore the relationship between workplace bullying and the attitudes of female nurses toward the safety of their patients. This cross-sectional survey study used convenience sampling. Participants included female nurses from a regional teaching hospital. The research tool was a three-part, structured questionnaire that included a basic personal information datasheet, negative behavior scale, and patient safety attitude scale. The researcher distributed 420 questionnaires and collected 329 valid samples (valid return rate: 78.3%). Data were analyzed using SPSS software version 22.0. The analysis found that 29.8% of the participants had suffered from various degrees of workplace bullying. The mean score for patient safety attitudes was 3.58 (standard deviation = 0.55). Workplace bullying and patient safety attitudes were negatively correlated (p workplace bullying was identified as a significant predictor of attitudes toward patient safety. Based on the results, we suggest that supervisors should take the initiative to care for their nursing staffs and to provide them with training in conflict-oriented skills. Organization managers should set up relevant committee-notification mechanisms that construct the safe working environment necessary to reduce workplace bullying and to enhance the patient safety attitudes of nurses, which will indirectly improve the quality of patient care.

  18. Workplace Bullying and Mental Health: A Meta-Analysis on Cross-Sectional and Longitudinal Data

    Science.gov (United States)

    2015-01-01

    Background A growing body of research has confirmed that workplace bullying is a source of distress and poor mental health. Here we summarize the cross-sectional and longitudinal literature on these associations. Methods Systematic review and meta-analyses on the relation between workplace bullying and mental health. Results The cross-sectional data (65 effect sizes, N = 115.783) showed positive associations between workplace bullying and symptoms of depression (r = .28, 95% CI = .23–.34), anxiety (r = .34, 95% CI = .29–.40) and stress-related psychological complaints (r = .37, 95% CI = .30–.44). Pooling the literature that investigated longitudinal relationships (26 effect sizes, N = 54.450) showed that workplace bullying was related to mental health complaints over time (r = 0.21, 95% CI = 0.13–0.21). Interestingly, baseline mental health problems were associated with subsequent exposure to workplace bullying (r = 0.18, 95% CI = 0.10–0.27; 11 effect sizes, N = 27.028). Limitations All data were self-reported, raising the possibility of reporting- and response set bias. Conclusions Workplace bullying is consistently, and in a bi-directional manner, associated with reduced mental health. This may call for intervention strategies against bullying at work. PMID:26305785

  19. Workplace Bullying and Mental Health: A Meta-Analysis on Cross-Sectional and Longitudinal Data.

    Directory of Open Access Journals (Sweden)

    Bart Verkuil

    Full Text Available A growing body of research has confirmed that workplace bullying is a source of distress and poor mental health. Here we summarize the cross-sectional and longitudinal literature on these associations.Systematic review and meta-analyses on the relation between workplace bullying and mental health.The cross-sectional data (65 effect sizes, N = 115.783 showed positive associations between workplace bullying and symptoms of depression (r = .28, 95% CI = .23-.34, anxiety (r = .34, 95% CI = .29-.40 and stress-related psychological complaints (r = .37, 95% CI = .30-.44. Pooling the literature that investigated longitudinal relationships (26 effect sizes, N = 54.450 showed that workplace bullying was related to mental health complaints over time (r = 0.21, 95% CI = 0.13-0.21. Interestingly, baseline mental health problems were associated with subsequent exposure to workplace bullying (r = 0.18, 95% CI = 0.10-0.27; 11 effect sizes, N = 27.028.All data were self-reported, raising the possibility of reporting- and response set bias.Workplace bullying is consistently, and in a bi-directional manner, associated with reduced mental health. This may call for intervention strategies against bullying at work.

  20. Workplace Bullying and Mental Health: A Meta-Analysis on Cross-Sectional and Longitudinal Data.

    Science.gov (United States)

    Verkuil, Bart; Atasayi, Serpil; Molendijk, Marc L

    2015-01-01

    A growing body of research has confirmed that workplace bullying is a source of distress and poor mental health. Here we summarize the cross-sectional and longitudinal literature on these associations. Systematic review and meta-analyses on the relation between workplace bullying and mental health. The cross-sectional data (65 effect sizes, N = 115.783) showed positive associations between workplace bullying and symptoms of depression (r = .28, 95% CI = .23-.34), anxiety (r = .34, 95% CI = .29-.40) and stress-related psychological complaints (r = .37, 95% CI = .30-.44). Pooling the literature that investigated longitudinal relationships (26 effect sizes, N = 54.450) showed that workplace bullying was related to mental health complaints over time (r = 0.21, 95% CI = 0.13-0.21). Interestingly, baseline mental health problems were associated with subsequent exposure to workplace bullying (r = 0.18, 95% CI = 0.10-0.27; 11 effect sizes, N = 27.028). All data were self-reported, raising the possibility of reporting- and response set bias. Workplace bullying is consistently, and in a bi-directional manner, associated with reduced mental health. This may call for intervention strategies against bullying at work.

  1. Validation of sick leave measures: self-reported sick leave and sickness benefit data from a Danish national register compared to multiple workplace-registered sick leave spells in a Danish municipality.

    Science.gov (United States)

    Stapelfeldt, Christina Malmose; Jensen, Chris; Andersen, Niels Trolle; Fleten, Nils; Nielsen, Claus Vinther

    2012-08-15

    Previous validation studies of sick leave measures have focused on self-reports. Register-based sick leave data are considered to be valid; however methodological problems may be associated with such data. A Danish national register on sickness benefit (DREAM) has been widely used in sick leave research. On the basis of sick leave records from 3,554 and 2,311 eldercare workers in 14 different workplaces, the aim of this study was to: 1) validate registered sickness benefit data from DREAM against workplace-registered sick leave spells of at least 15 days; 2) validate self-reported sick leave days during one year against workplace-registered sick leave. Agreement between workplace-registered sick leave and DREAM-registered sickness benefit was reported as sensitivities, specificities and positive predictive values. A receiver-operating characteristic curve and a Bland-Altman plot were used to study the concordance with sick leave duration of the first spell. By means of an analysis of agreement between self-reported and workplace-registered sick leave sensitivity and specificity was calculated. Ninety-five percent confidence intervals (95% CI) were used. The probability that registered DREAM data on sickness benefit agrees with workplace-registered sick leave of at least 15 days was 96.7% (95% CI: 95.6-97.6). Specificity was close to 100% (95% CI: 98.3-100). The registered DREAM data on sickness benefit overestimated the duration of sick leave spells by an average of 1.4 (SD: 3.9) weeks. Separate analysis on pregnancy-related sick leave revealed a maximum sensitivity of 20% (95% CI: 4.3-48.1).The sensitivity of self-reporting at least one or at least 56 sick leave day/s was 94.5 (95% CI: 93.4 - 95.5) % and 58.5 (95% CI: 51.1 - 65.6) % respectively. The corresponding specificities were 85.3 (95% CI: 81.4 - 88.6) % and 98.9 (95% CI: 98.3 - 99.3) %. The DREAM register offered valid measures of sick leave spells of at least 15 days among eldercare employees. Pregnancy

  2. Validation of sick leave measures: self-reported sick leave and sickness benefit data from a Danish national register compared to multiple workplace-registered sick leave spells in a Danish municipality

    Directory of Open Access Journals (Sweden)

    Stapelfeldt Christina Malmose

    2012-08-01

    Full Text Available Abstract Background Previous validation studies of sick leave measures have focused on self-reports. Register-based sick leave data are considered to be valid; however methodological problems may be associated with such data. A Danish national register on sickness benefit (DREAM has been widely used in sick leave research. On the basis of sick leave records from 3,554 and 2,311 eldercare workers in 14 different workplaces, the aim of this study was to: 1 validate registered sickness benefit data from DREAM against workplace-registered sick leave spells of at least 15 days; 2 validate self-reported sick leave days during one year against workplace-registered sick leave. Methods Agreement between workplace-registered sick leave and DREAM-registered sickness benefit was reported as sensitivities, specificities and positive predictive values. A receiver-operating characteristic curve and a Bland-Altman plot were used to study the concordance with sick leave duration of the first spell. By means of an analysis of agreement between self-reported and workplace-registered sick leave sensitivity and specificity was calculated. Ninety-five percent confidence intervals (95% CI were used. Results The probability that registered DREAM data on sickness benefit agrees with workplace-registered sick leave of at least 15 days was 96.7% (95% CI: 95.6-97.6. Specificity was close to 100% (95% CI: 98.3-100. The registered DREAM data on sickness benefit overestimated the duration of sick leave spells by an average of 1.4 (SD: 3.9 weeks. Separate analysis on pregnancy-related sick leave revealed a maximum sensitivity of 20% (95% CI: 4.3-48.1. The sensitivity of self-reporting at least one or at least 56 sick leave day/s was 94.5 (95% CI: 93.4 – 95.5 % and 58.5 (95% CI: 51.1 – 65.6 % respectively. The corresponding specificities were 85.3 (95% CI: 81.4 – 88.6 % and 98.9 (95% CI: 98.3 – 99.3 %. Conclusions The DREAM register offered valid measures of sick

  3. Detrimental effects of workplace bullying: impediment of self-management competence via psychological distress

    Directory of Open Access Journals (Sweden)

    Gabriele eGiorgi

    2016-02-01

    Full Text Available Emotional intelligence has been linked to various positive outcomes, such as organizational effectiveness, commitment, morale and health. In addition, longitudinal studies demonstrate that the competencies of emotional intelligence may change and be developed over time. Researchers have argued that work relationships are important for the development of emotional competence, but their usefulness depends on the quality of the relationship. Workplace bullying is considered to be one of the most stressful phenomena in the workplace and an example of a dysfunctional and toxic relationship that has detrimental effects on an individual’s physical and psychological health. Hence, the objective of the present study was to analyze the relationship linking workplace bullying, psychological distress and the self-management competence of emotional intelligence. More specifically, we tested part of the model presented by Cherniss and Goleman (2001 in which researchers argued that individual emotional intelligence is a result of relationships at work. In addition, we extended the model by proposing that the relationship between exposure to workplace bullying and the competence of self-management is explained by psychological distress. Data analysis of 326 participants from two private sector organizations in Italy demonstrated that psychological distress fully mediated the relationship between workplace bullying and the emotional intelligence ability of self-management. The present study’s findings point to the idea that, not only may emotional intelligence assist in handling exposure to workplace bullying, but exposure to workplace bullying may impede emotional intelligence via psychological distress.

  4. Detrimental Effects of Workplace Bullying: Impediment of Self-Management Competence via Psychological Distress

    Science.gov (United States)

    Giorgi, Gabriele; Perminienė, Milda; Montani, Francesco; Fiz-Perez, Javier; Mucci, Nicola; Arcangeli, Giulio

    2016-01-01

    Emotional intelligence has been linked to various positive outcomes, such as organizational effectiveness, commitment, morale, and health. In addition, longitudinal studies demonstrate that the competencies of emotional intelligence may change and be developed over time. Researchers have argued that work relationships are important for the development of emotional competence, but their usefulness depends on the quality of the relationship. Workplace bullying is considered to be one of the most stressful phenomena in the workplace and an example of a dysfunctional and toxic relationship that has detrimental effects on an individual’s physical and psychological health. Hence, the objective of the present study was to analyze the relationship linking workplace bullying, psychological distress and the self-management competence of emotional intelligence. More specifically, we tested part of the model presented by Cherniss and Goleman (2001) in which researchers argued that individual emotional intelligence is a result of relationships at work. In addition, we extended the model by proposing that the relationship between exposure to workplace bullying and the competence of self-management is explained by psychological distress. Data analysis of 326 participants from two private sector organizations in Italy demonstrated that psychological distress fully mediated the relationship between workplace bullying and the emotional intelligence ability of self-management. The present study’s findings point to the idea that, not only may emotional intelligence assist in handling exposure to workplace bullying, but exposure to workplace bullying may impede emotional intelligence via psychological distress. PMID:26913013

  5. Exposure to workplace bullying and post-traumatic stress disorder symptomology: the role of protective psychological resources.

    Science.gov (United States)

    Spence Laschinger, Heather K; Nosko, Amanda

    2015-03-01

    To examine the relationship between nurses' exposure to workplace bullying and Post-Traumatic Stress Disorder symptomology and the protective role of psychological capital (PsyCap). Workplace bullying has serious organisational and health effects in nursing. Few studies have examined the relation of workplace bullying to serious mental health outcomes, such as Post-Traumatic Stress Disorder. Even fewer have examined the effect of intrapersonal strengths on the health impact of workplace bullying. A survey of 1205 hospital nurses was conducted to test the hypothesized model. Nurses completed standardized measures of bullying, Post-Traumatic Stress Disorder and PsyCap. A moderated regression analysis revealed that more frequent exposure to workplace bullying was significantly related to Post-Traumatic Stress Disorder symptomology regardless of the PsyCap level. That is, PsyCap did not moderate the bullying/PTSD relationship in either group. Bullying exposure and PsyCap were significant independent predictors of Post-Traumatic Stress Disorder symptoms in both groups. Efficacy, a subdimension of PsyCap, moderated the bullying/Post-Traumatic Stress Disorder relationship only among experienced nurses. Workplace bullying appears to be predictive of Post-Traumatic Stress Disorder symptomology, a serious mental health outcome. Workplace bullying is a serious threat to nurses' health and calls for programmes that eliminate bullying and encourage greater levels of positive resources among nurses. © 2013 John Wiley & Sons Ltd.

  6. Workplace Bullying among Business Professionals - Prevalence, Organisational Antecedents and Gender Differences (summary section only)

    OpenAIRE

    Salin, Denise

    2003-01-01

    Workplace bullying can be defined as repeated and persistent negative acts that involve a power imbalance and create a hostile work environment. Partly because of the many negative consequences associated with the phenomenon, bullying has recently become the focus of many studies by contemporary organisational researchers. Drawing on a survey, this thesis provides information on the prevalence and forms of bullying among business professionals, a group of employees neglected in previous b...

  7. Relationship of Teachers' Perceptions of Organizational Health and Work-Place Bullying

    Science.gov (United States)

    Cabrera, Cesar M.

    2012-01-01

    The present study investigated the relationship between teachers' ratings of the organizational health of the school and the level of workplace bullying experienced. The relationship between organizational health, bullying, and the staff level factors of gender and age were analyzed. The study examined the survey ratings of 52 teachers from a…

  8. The Professional Lives of Teacher Victims of Workplace Bullying: A Narrative Analysis

    Science.gov (United States)

    De Wet, Corene

    2011-01-01

    In order to expand the body of knowledge on workplace bullying in South Africa the aim of this article is to report on findings from a narrative analysis. In this article the professional life stories of two teachers, who have been exposed to bullying by their principals over an extended period of time, are retold. The narratives describe how and…

  9. Building emotional intelligence: a strategy for emerging nurse leaders to reduce workplace bullying.

    Science.gov (United States)

    Bennett, Karen; Sawatzky, Jo-Ann V

    2013-01-01

    Bullying is one of the most concerning forms of aggression in health care organizations. Conceptualized as an emotion-based response, bullying is often triggered by today's workplace challenges. Unfortunately, workplace bullying is an escalating problem in nursing. Bullying contributes to unhealthy and toxic environments, which in turn contribute to ineffective patient care, increased stress, and decreased job satisfaction among health care providers. These equate to a poor workforce environment, which in turn increases hospital costs when nurses choose to leave. Nurse managers are in positions of power to recognize and address negative workplace behaviors, such as bullying. However, emerging leaders in particular may not be equipped with the tools to deal with bullying and consequently may choose to overlook it. Substantive evidence from other disciplines supports the contention that individuals with greater emotional intelligence are better equipped to recognize early signs of negative behavior, such as bullying. Therefore, fostering emotional intelligence in emerging nurse leaders may lead to less bullying and more positive workplace environments for nurses in the future.

  10. A longitudinal investigation of workplace bullying, basic need satisfaction, and employee functioning.

    Science.gov (United States)

    Trépanier, Sarah-Geneviève; Fernet, Claude; Austin, Stéphanie

    2015-01-01

    Drawing on self-determination theory, this study proposes and tests a model investigating the role of basic psychological need satisfaction in relation to workplace bullying and employee functioning (burnout, work engagement, and turnover intention). For this study, data were collected at 2 time points, over a 12-month period, from a sample of 699 nurses. The results from cross-lagged analyses support the proposed model. Results show that workplace bullying thwarts the satisfaction of employees' basic psychological needs and fosters burnout 12 months later. In addition, when taking into account the cross-lagged effect of workplace bullying on employee functioning, basic need satisfaction fosters work engagement and hinders turnover intention over time. Implications for workplace bullying research and managerial practices are discussed. PsycINFO Database Record (c) 2014 APA, all rights reserved.

  11. Multifactor leadership styles and new exposure to workplace bullying: a six-month prospective study

    Science.gov (United States)

    TSUNO, Kanami; KAWAKAMI, Norito

    2014-01-01

    This study investigated the prospective association between supervisor leadership styles and workplace bullying. Altogether 404 civil servants from a local government in Japan completed baseline and follow-up surveys. The leadership variables and exposure to bullying were measured by Multifactor Leadership Questionnaire and Negative Acts Questionnaire-Revised, respectively. The prevalence of workplace bullying was 14.8% at baseline and 15.1% at follow-up. Among respondents who did not experience bullying at baseline (n=216), those who worked under the supervisors as higher in passive laissez-faire leadership had a 4.3 times higher risk of new exposure to bullying. On the other hand, respondents whose supervisors with highly considerate of the individual had a 70% lower risk of new exposure to bullying. In the entire sample (n=317), passive laissez-faire leadership was significantly and positively associated, while charisma/inspiration, individual consideration, and contingent reward were negatively associated both after adjusting for demographic and occupational characteristics at baseline, life events during follow-up, and exposure to workplace bullying at baseline. Results indicated that passive laissez-faire and low individual consideration leadership style at baseline were strong predictors of new exposure to bullying and high individual consideration leadership of supervisors/managers could be a preventive factor against bullying. PMID:25382384

  12. Multifactor leadership styles and new exposure to workplace bullying: a six-month prospective study.

    Science.gov (United States)

    Tsuno, Kanami; Kawakami, Norito

    2015-01-01

    This study investigated the prospective association between supervisor leadership styles and workplace bullying. Altogether 404 civil servants from a local government in Japan completed baseline and follow-up surveys. The leadership variables and exposure to bullying were measured by Multifactor Leadership Questionnaire and Negative Acts Questionnaire-Revised, respectively. The prevalence of workplace bullying was 14.8% at baseline and 15.1% at follow-up. Among respondents who did not experience bullying at baseline (n=216), those who worked under the supervisors as higher in passive laissez-faire leadership had a 4.3 times higher risk of new exposure to bullying. On the other hand, respondents whose supervisors with highly considerate of the individual had a 70% lower risk of new exposure to bullying. In the entire sample (n=317), passive laissez-faire leadership was significantly and positively associated, while charisma/inspiration, individual consideration, and contingent reward were negatively associated both after adjusting for demographic and occupational characteristics at baseline, life events during follow-up, and exposure to workplace bullying at baseline. Results indicated that passive laissez-faire and low individual consideration leadership style at baseline were strong predictors of new exposure to bullying and high individual consideration leadership of supervisors/managers could be a preventive factor against bullying.

  13. Moral distress and burnout in Iranian nurses: The mediating effect of workplace bullying.

    Science.gov (United States)

    Ajoudani, Fardin; Baghaei, Rahim; Lotfi, Mojgan

    2018-01-01

    Moral distress and workplace bullying are important issues in the nursing workplace that appear to affect nurse's burnout. To investigate the relationship between moral distress and burnout in Iranian nurses, as mediated by their perceptions of workplace bullying. Ethical considerations: The research was approved by the committee of ethics in research of the Urmia University of Medical Sciences. This is a correlation study using a cross-sectional design with anonymous questionnaires as study instruments (i.e. Moral Distress Scale-Revised, Maslach Burnout Inventory and The Negative Acts Questionnaire-Revised). Data were collected from 278 nurses from five teaching hospitals in Urmia, the capital of Western Azerbaijan, northwest of Iran. Structural equation modeling and bootstrapping procedures were employed to recognize the mediating role of their perceptions of workplace bullying. The mean score of moral distress, burnout, and the Negative Acts Questionnaire-Revised Scale among the participants were 91.02 ± 35.26, 79.9 ± 18.27, and 45.4 ± 15.39, respectively. The results confirmed our hypothesized model. All the latent variables of study were significantly correlated in the predicted directions. The moral distress and bullying were significant predictors of burnout. Perception of bullying partially mediated the relationship between moral distress and burnout. The mediating role of the bullying suggests that moral distress increases burnout, directly and indirectly. Nursing administrators should be conscious of the role of moral distress and bullying in the nursing workplace in increasing burnout.

  14. Workplace bullying in health care affects the meaning of work.

    Science.gov (United States)

    MacIntosh, Judith; Wuest, Judith; Gray, Marilyn Merritt; Cronkhite, Marcella

    2010-08-01

    Our purpose in this grounded theory study was to explore the impact of workplace bullying (WPB) on women working in health care. We analyzed interviews with 21 women, professionals and nonprofessionals. The women experienced a change in their meaning of work (MOW) when they had experienced WPB, and they addressed this change through a process we called the shifting meaning of work. This process has three stages. The first, developing insight, involves recognizing causes of changed MOW as external. In the second stage, resisting, women defend against changed MOW by sustaining acceptable MOW and work performances, and by confronting causes. In the final stage, rebuilding, women try to adapt and modify approaches to work by coming to terms, adjusting work attitudes, and investing in self. We identified implications of this process for managing health and work issues with women, health care providers, and employers.

  15. The indirect association of job strain with long-term sickness absence through bullying: a mediation analysis using structural equation modeling

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    Heidi Janssens

    2016-08-01

    Full Text Available Abstract Background In this longitudinal study the complex interplay between both job strain and bullying in relation to sickness absence was investigated. Following the “work environment hypothesis”, which establishes several work characteristics as antecedents of bullying, we assumed that job strain, conceptualized by the Job-Demand-Control model, has an indirect relation with long-term sickness absence through bullying. Methods The sample consisted of 2983 Belgian workers, aged 30 to 55 years, who participated in the Belstress III study. They completed a survey, including the Job Content Questionnaire and a bullying inventory, at baseline. Their sickness absence figures were registered during 1 year follow-up. Long-term sickness absence was defined as at least 15 consecutive days. A mediation analysis, using structural equation modeling, was performed to examine the indirect association of job strain through bullying with long-term sickness absence. The full structural model was adjusted for several possible confounders: age, gender, occupational group, educational level, company, smoking habits, alcohol use, body mass index, self-rated health, baseline long-term sickness absence and neuroticism. Results The results support the hypothesis: a significant indirect association of job strain with long-term sickness absence through bullying was observed, suggesting that bullying is an intermediate variable between job strain and long-term sickness absence. No evidence for the reversed pathway of an indirect association of bullying through job strain was found. Conclusions Bullying was observed as a mediating variable in the relation between job strain and sickness absence. The results suggest that exposure to job strain may create circumstances in which a worker risks to become a target of bullying. Our findings are generally in line with the work environment hypothesis, which emphasizes the importance of organizational work factors in the

  16. The indirect association of job strain with long-term sickness absence through bullying: a mediation analysis using structural equation modeling.

    Science.gov (United States)

    Janssens, Heidi; Braeckman, Lutgart; De Clercq, Bart; Casini, Annalisa; De Bacquer, Dirk; Kittel, France; Clays, Els

    2016-08-22

    In this longitudinal study the complex interplay between both job strain and bullying in relation to sickness absence was investigated. Following the "work environment hypothesis", which establishes several work characteristics as antecedents of bullying, we assumed that job strain, conceptualized by the Job-Demand-Control model, has an indirect relation with long-term sickness absence through bullying. The sample consisted of 2983 Belgian workers, aged 30 to 55 years, who participated in the Belstress III study. They completed a survey, including the Job Content Questionnaire and a bullying inventory, at baseline. Their sickness absence figures were registered during 1 year follow-up. Long-term sickness absence was defined as at least 15 consecutive days. A mediation analysis, using structural equation modeling, was performed to examine the indirect association of job strain through bullying with long-term sickness absence. The full structural model was adjusted for several possible confounders: age, gender, occupational group, educational level, company, smoking habits, alcohol use, body mass index, self-rated health, baseline long-term sickness absence and neuroticism. The results support the hypothesis: a significant indirect association of job strain with long-term sickness absence through bullying was observed, suggesting that bullying is an intermediate variable between job strain and long-term sickness absence. No evidence for the reversed pathway of an indirect association of bullying through job strain was found. Bullying was observed as a mediating variable in the relation between job strain and sickness absence. The results suggest that exposure to job strain may create circumstances in which a worker risks to become a target of bullying. Our findings are generally in line with the work environment hypothesis, which emphasizes the importance of organizational work factors in the origin of bullying. This study highlights that remodeling jobs to reduce

  17. Socioeconomic Determinants of Bullying in the Workplace: A National Representative Sample in Japan

    OpenAIRE

    Tsuno, Kanami; Kawakami, Norito; Tsutsumi, Akizumi; Shimazu, Akihito; Inoue, Akiomi; Odagiri, Yuko; Yoshikawa, Toru; Haratani, Takashi; Shimomitsu, Teruichi; Kawachi, Ichiro

    2015-01-01

    Bullying in the workplace is an increasingly recognized threat to employee health. We sought to test three hypotheses related to the determinants of workplace bullying: power distance at work; safety climate; and frustration related to perceived social inequality. A questionnaire survey was administered to a nationally representative community-based sample of 5,000 residents in Japan aged 20-60 years. The questionnaire included questions about employment, occupation, company size, education, ...

  18. Multilevel analysis of workplace and individual risk factors for long-term sickness absence

    DEFF Research Database (Denmark)

    Labriola, Merete; Christensen, Karl B; Lund, Thomas

    2006-01-01

    OBJECTIVE: The objective of this study was to examine if psychosocial and physical work-environment factors predict long-term sickness absence (>8 weeks) at both the individual and the workplace level. MATERIAL AND METHODS: Data were collected in a prospective study in 52 Danish workplaces....... Psychosocial factors were aggregated as workplace means. We used multilevel logistic regression models with psychosocial factors as predictors of long-term sickness absence over 5 years based on data from a national absence register. RESULTS: Long-term sickness absence was predicted by physical work...

  19. Workplace bullying of South African employees : prevalence and the relationship with sense of coherence and diversity experiences / Leanri Cunniff

    OpenAIRE

    Cunniff, Leanri

    2011-01-01

    Workplace bullying is creating negative physical and psychological effects on employees and has a serious impact on the organisations’ bottom line. Workplace bullying has been related to excessive absenteeism, high employee turnover and hostile work environments. However, no recent studies on the prevalence of workplace bullying in the South African context are available. This is important because of the multicultural, multiracial composition of the South African workforce, and socio–demograp...

  20. Teachers' experiences of workplace bullying and its effects on health :|bdeveloping a multi-level intervention programme / Jaqueline de Vos

    OpenAIRE

    De Vos, Jaqueline

    2012-01-01

    Workplace bullying is recognised as a major psychosocial stressor in various professions and can have severe effects on health. Teachers are distinguished as an occupational group that is severely affected by this phenomenon. The general objectives of this research study were to firstly investigate teachers’ experiences of workplace bullying and its effects on health, and secondly, to develop a multi-level intervention programme that can be implemented to address workplace bullying and its ef...

  1. Influencing Factors and Consequences of Workplace Bullying among Nurses: A Structural Equation Modeling

    Directory of Open Access Journals (Sweden)

    Seonyoung Yun, PhD, RN

    2018-03-01

    Full Text Available Purpose: The purpose of this study was to build and test a model outlining the factors related to workplace bullying among nurses. The hypothesized model included authentic leadership and a relationship-oriented organizational culture as influencing factors, symptom experience and turnover intention as consequences, and positive psychological capital as a mediator of workplace bullying among nurses. Methods: We obtained structured questionnaire data from 301 nurses working at hospitals in South Korea. Based on these data, the developed model was verified via a structural equation modeling analysis using SPSS and AMOS program. Results: The fit indices of the hypothesized model satisfied recommended levels; χ2 = 397.58 (p < .001, normed χ2 (χ2/df = 1.82, RMR = .05, TLI = .93, CFI = .94, RMSEA = .05. A relationship-oriented organizational culture had a direct effect on workplace bullying (β = −.48, p < .001. Furthermore, workplace bullying had a direct effect on symptom experience (β = .36, p < .001, and this relationship was mediated by positive psychological capital (β = .15, p = .003. Workplace bullying also had an indirect effect on turnover intention (β = .20, p = .007. Finally, symptom experience had a direct effect on turnover intention (β = .31, p = .002. Conclusion: These results suggest that workplace bullying among nurses may be prevented by constructing a relationship-oriented organizational culture, as long as employees have sufficient positive psychological capital. In this regard, workplace bullying among nurses should be addressed using a comprehensive strategy that considers both individual and organizational factors. Keywords: bullying, leadership, nurses, organizational culture, personnel turnover

  2. The origin of workplace bullying: experiences from the perspective of bully victims in the public service sector.

    Science.gov (United States)

    K, Margaretha Strandmark; Hallberg, Lillemor R-M

    2007-04-01

    Workplace bullying has attracted increased attention during the last decade due to its severe consequences on health. However, the origin of bullying has, so far, been insufficiently described. This study investigates the manner in which bullying is initiated at workplaces in the public service sector. Twenty-two bully victims were interviewed in-depth and data were analysed according to grounded theory methodology. The findings of this study demonstrated that bullying was preceded by a long-standing struggle for power. This power struggle emanated from conflicts of values caused by organizational conditions, leadership styles and the involved parties' work expectations. In particular, individuals who perceived themselves as strong and competent or as vulnerable and sensitive persons were targeted in these types of power struggles. In these cases, if values conflicts were solved, the power struggle ebbed. When values conflicts remained unsolved, the gap widened between the targeted individual and that person's opponents. Thereby, the conflict escalated and grew into one characterized by systematic and persistent bullying.

  3. Exploring leadership capability and emotional intelligence as moderators of workplace bullying.

    Science.gov (United States)

    Hutchinson, Marie; Hurley, John

    2013-04-01

    This study aimed to explore the potential for emotionally intelligent leadership as a way to mitigate bullying behaviour within nursing workplace environments. As the body of evidence about bullying continues to grow there is an increasing need for researchers to direct their attention to developing theoretical frameworks that explain how bullying and victimization occur, and the types of strategies that may address the problem. The narrative synthesis of the literature presented in this paper is forwarded as supporting the need for strengthening leadership capability, especially those capabilities associated with emotional intelligence, as a means of diminishing experienced bullying within nursing. Stemming from our expanding understandings about bullying is an appreciation of the range of factors within organizations that influence the occurrence of bullying, and an awareness of the need to understand the expression, experience and management of emotions in the workplace. While both leadership and emotional intelligence capabilities offer real potential to mitigate bullying behaviour, disparity exits between clinical and managerial nurses toward preferred leadership styles and emotional intelligence is open to challenges towards its content validity. Nursing management is challenged to build upon procedural responses to bullying to include a ground up approach to leadership enhancement capability, better responses to emotions in the workplace and supporting the interpersonal and intrapersonal capabilities of the nursing workforce. © 2012 Blackwell Publishing Ltd.

  4. Unacknowledged threats proffered "in a manner of speaking": recognizing workplace bullying as shaming.

    Science.gov (United States)

    Dzurec, Laura Cox; Kennison, Monica; Albataineh, Raya

    2014-07-01

    The purpose of this study was to examine workplace bullying victims' perceptions of what they heard their bully counterparts say through their use of prosody. From a sampling frame of 89 manuscripts referenced in the authors' previous studies, we identified a subset (n = 10) that included quotes regarding bullying victims' perceptions of communication experiences with their bully perpetrators. We used hermeneutics and a recursive metasynthesis to interpret quotes embedded in the manuscripts chosen for this study. Two-thirds of language is expressed nonverbally through prosody or "manner of speaking"-rhythm, stress, intonation, and vocabulary choice. We found that as bullies communicated with their intended victims over time, they used prosody across subtle, linked communications, or boldly and openly in public venues, to establish a context-embedded, one-way communication process of "doublespeak." Bullies' confusing prosodic communication processes served to recontexualize victims' situations and, through mechanisms largely unacknowledged by the victims, to subtly demean their personhood, and to shame them and render them voiceless. This study directs formal attention to the language of workplace bullying. Further study might strengthen opportunities to effectively address and curtail the long-term personal, professional, and organizational injuries deriving from workplace bullying. © 2014 Sigma Theta Tau International.

  5. Prevalence, causes and mental health impact of workplace bullying in the Neonatal Intensive Care Unit environment

    Science.gov (United States)

    Chatziioannidis, Ilias; Bascialla, Francesca Giuseppina; Chatzivalsama, Panagiota; Vouzas, Fotios; Mitsiakos, Georgios

    2018-01-01

    Objectives The aim of this study is to examine the prevalence, to report barriers and mental health impact of bullying behaviours and to analyse whether psychological support at work could affect victims of bullying in the healthcare workplace. Design Self-administered questionnaire survey. Setting 20 in total neonatal intensive care units in 17 hospitals in Greece. Participants 398 healthcare professionals (doctors, nurses). Main outcome measures The questionnaire included information on demographic data, Negative Act Questionnaire-Revised (NAQ-R) behaviour scale, data on sources of bullying, perpetrators profile, causal factors, actions taken and reasons for not reporting bullying, psychological support and 12-item General Health Questionnaire (GHQ-12) scores to investigate psychological distress. Results Prevalence of bullying measured by the NAQ-R was 53.1% for doctors and 53.6% for nurses. Victims of bullying differed from non-bullied in terms of gender and job experience, among demographic data. Crude NAQ-R score was found higher for female, young and inexperienced employees. Of those respondents who experienced bullying 44.9% self-labelled themselves as victims. Witnessing bullying of others was found 83.2%. Perpetrators were mainly females 45–64 years old, most likely being a supervisor/senior colleague. Common reasons for not reporting bullying was self-dealing and fear of consequences. Bullying was attributed to personality trait and management. Those who were bullied, self-labelled as a victim and witnessed bullying of others had higher GHQ-12 score. Moreover, psychological support at work had a favour effect on victims of bullying. Conclusions Prevalence of bullying and witnessing were found extremely high, while half of victims did not consider themselves as sufferers. The mental health impact on victims and witnesses was severe and support at work was necessary to ensure good mental health status among employees. PMID:29478015

  6. Prevalence, causes and mental health impact of workplace bullying in the Neonatal Intensive Care Unit environment.

    Science.gov (United States)

    Chatziioannidis, Ilias; Bascialla, Francesca Giuseppina; Chatzivalsama, Panagiota; Vouzas, Fotios; Mitsiakos, Georgios

    2018-02-24

    The aim of this study is to examine the prevalence, to report barriers and mental health impact of bullying behaviours and to analyse whether psychological support at work could affect victims of bullying in the healthcare workplace. Self-administered questionnaire survey. 20 in total neonatal intensive care units in 17 hospitals in Greece. 398 healthcare professionals (doctors, nurses). The questionnaire included information on demographic data, Negative Act Questionnaire-Revised (NAQ-R) behaviour scale, data on sources of bullying, perpetrators profile, causal factors, actions taken and reasons for not reporting bullying, psychological support and 12-item General Health Questionnaire (GHQ-12) scores to investigate psychological distress. Prevalence of bullying measured by the NAQ-R was 53.1% for doctors and 53.6% for nurses. Victims of bullying differed from non-bullied in terms of gender and job experience, among demographic data. Crude NAQ-R score was found higher for female, young and inexperienced employees. Of those respondents who experienced bullying 44.9% self-labelled themselves as victims. Witnessing bullying of others was found 83.2%. Perpetrators were mainly females 45-64 years old, most likely being a supervisor/senior colleague. Common reasons for not reporting bullying was self-dealing and fear of consequences. Bullying was attributed to personality trait and management. Those who were bullied, self-labelled as a victim and witnessed bullying of others had higher GHQ-12 score. Moreover, psychological support at work had a favour effect on victims of bullying. Prevalence of bullying and witnessing were found extremely high, while half of victims did not consider themselves as sufferers. The mental health impact on victims and witnesses was severe and support at work was necessary to ensure good mental health status among employees. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2018. All rights

  7. The prospective relationship between role stressors and new cases of self-reported workplace bullying.

    Science.gov (United States)

    Reknes, Iselin; Einarsen, Ståle; Knardahl, Stein; Lau, Bjørn

    2014-02-01

    In line with the "Work environment hypothesis," role stressors have been proposed as important antecedents of bullying in the workplace. Only a few longitudinal studies on the relationship between role stressors and bullying exist, however, and earlier studies have largely been cross-sectional. The aim of the present prospective study was to determine whether role stressors at baseline predict new cases of workplace bullying at follow-up. A total of 2,835 Norwegian employees participated at both baseline and follow-up, with an interval of two years between the measurements. The study supports the hypotheses that role ambiguity and role conflict, independently, contribute to subsequent new reports of workplace bullying. However, there was a weak reverse effect: reporting being bullied at work at baseline predicted reporting increased levels of role ambiguity and role conflict at follow-up. Even though the results may indicate a circular relationship between the variables at hand, the weak reverse relationship seems to have little practical impact compared to the stronger relationship from role stressors to bullying. Hence, the results mainly support the hypotheses stating that role ambiguity and role conflict, independently, predict subsequent exposure to workplace bullying.

  8. Status limbo: analysis of nurse faculty member reports of administrator response to workplace bullying complaints.

    Science.gov (United States)

    Dzurec, Laura Cox

    2013-01-01

    Increasing concern about bullying among adults in workplaces is notable internationally. Unlike blatant physical bullying, workplace bullying often involves bullies' dismissive, demeaning, and typically surreptitious, one-on-one communications with their intended victims. These communications challenge recognition when they are examined beyond the interpersonal margins of the bully-victim dyad. Thus, they tend to elude formal, administrative reproach, despite the negative, long-term outcomes they herald for workplace employees--those immediately involved as victims and those who are bystanders--and for employing organizations and the consumers they serve. This article offers a hermeneutic analysis of workplace bullying victims' narrative reports of administrator responses to their complaints of having been bullied at work. Analysis demonstrated respondent perceptions of the variability and unevenness of administrative responses to their reports and, more broadly, respondents' collective sense of administrative abandonment. That sense is characterized in this report as status limbo, a term employed by Facebook users to represent a state of perceived neglect and oblivion. © 2013 Elsevier Inc. All rights reserved.

  9. Workplace bullying and violence as risk factors for type 2 diabetes

    DEFF Research Database (Denmark)

    Xu, Tianwei; Magnusson Hanson, Linda L; Lange, Theis

    2018-01-01

    AIMS/HYPOTHESIS: The aim of this multicohort study was to examine whether employees exposed to social stressors at work, such as workplace bullying and violence, have an increased risk of type 2 diabetes. METHODS: The study included 45,905 men and women (40-65 years of age and free of diabetes...... at baseline) from four studies in Sweden, Denmark and Finland. Workplace bullying and violence were self-reported at baseline. Incident diabetes was ascertained through national health and medication records and death registers. Marginal structural Cox models adjusted for age, sex, country of birth, marital...... status and educational level were used for the analyses. RESULTS: Nine per cent of the population reported being bullied at work and 12% were exposed to workplace violence or threats of violence. Bullied participants had a 1.46 (95% CI 1.23, 1.74) times higher risk of developing diabetes compared...

  10. Estimating the Impact of Workplace Bullying: Humanistic and Economic Burden among Workers with Chronic Medical Conditions

    Directory of Open Access Journals (Sweden)

    A. Fattori

    2015-01-01

    Full Text Available Background. Although the prevalence of work-limiting diseases is increasing, the interplay between occupational exposures and chronic medical conditions remains largely uncharacterized. Research has shown the detrimental effects of workplace bullying but very little is known about the humanistic and productivity cost in victims with chronic illnesses. We sought to assess work productivity losses and health disutility associated with bullying among subjects with chronic medical conditions. Methods. Participants (N=1717 with chronic diseases answered a self-administered survey including sociodemographic and clinical data, workplace bullying experience, the SF-12 questionnaire, and the Work Productivity Activity Impairment questionnaire. Results. The prevalence of significant impairment was higher among victims of workplace bullying as compared to nonvictims (SF-12 PCS: 55.5% versus 67.9%, p<0.01; SF-12 MCS: 59.4% versus 74.3%, p<0.01. The adjusted marginal overall productivity cost of workplace bullying ranged from 13.9% to 17.4%, corresponding to Italian Purchase Power Parity (PPP 2010 US$ 4182–5236 yearly. Association estimates were independent and not moderated by concurrent medical conditions. Conclusions. Our findings demonstrate that the burden on workers’ quality of life and productivity associated with workplace bullying is substantial. This study provides key data to inform policy-making and prioritize occupational health interventions.

  11. [Effect of workplace bullying on posttraumatic stress disorder in nursing staff].

    Science.gov (United States)

    Sun, Y Q; Ge, Y X; Ke, Z W; Li, Y Y; Jin, Q X; Lu, Y F

    2018-01-20

    Objective: To investigate the relationship between workplace bullying and posttraumatic stress disorder (PTSD) in nursing staff, and to analyze the role of psychological capital between workplace bullying and PTSD. Methods: From December 2014 to June 2015, convenience sampling was used to collect 496 nurses from 5 grade A tertiary hospitals in a province of China. Their workplace bullying, psychological capital, and PTSD status were assessed using the Negative Acts Questionnaire, Psychological Capital Questionnaire, and Posttraumatic Stress Disorder Self-Rating Scale, respectively. The correlation between variables was analyzed using a structural equation model. Results: Among these nurses, the scores of negative acts, psychological capital, and PTSD were 37.15±12.83, 78.81±16.54, and 34.56±12.52, respectively. The score on each dimension of negative acts was positively correlated with that on each dimension of PTSD ( P bullying is a predictive factor for PTSD, and psychological capital plays a mediating role between workplace bullying and PTSD. The manager should reduce workplace bullying to improve the psychological capital in nursing staff and to prevent and reduce PTSD.

  12. Workplace bullying and burnout among healthcare employees: The moderating effect of control-related resources.

    Science.gov (United States)

    Livne, Yael; Goussinsky, Ruhama

    2018-03-01

    Workplace bullying is a widespread and challenging problem in healthcare organizations, bearing negative consequences for individuals and organizations. Drawing on the job demands-resources theory, in this study, we examined the relationship between workplace bullying and burnout among healthcare employees, as well as the moderating role of job autonomy and occupational self-efficacy in this relationship. Using a cross-sectional design with anonymous questionnaires, data were collected from two samples of 309 healthcare employees in a mental health facility, and 105 nurses studying for their bachelor degree in health systems administration. The findings indicated that workplace bullying was positively related to burnout dimensions, and that this relationship was moderated by job autonomy and occupational self-efficacy resources. Job autonomy interacted with workplace bullying in predicting emotional exhaustion and depersonalization; the interaction of bullying with occupational self-efficacy significantly predicted depersonalization. These results underscore the importance of control-related resources in mitigating the harmful effects of workplace bullying on employees. Implications for research and managerial practices are discussed. © 2017 John Wiley & Sons Australia, Ltd.

  13. Workplace bullying and subsequent psychotropic medication: a cohort study with register linkages

    Science.gov (United States)

    Lallukka, Tea; Haukka, Jari; Partonen, Timo; Rahkonen, Ossi; Lahelma, Eero

    2012-01-01

    Objectives We aimed to examine longitudinally whether workplace bullying was associated with subsequent psychotropic medication among women and men. Design A cohort study. Setting Helsinki, Finland. Participants Employees of the City of Helsinki, Finland (n=6606, 80% women), 40–60 years at baseline in 2000–2002, and a register-based follow-up on medication. Primary and secondary outcome measures Workplace bullying comprised questions about current and earlier bullying as well as observing bullying. The Finnish Social Insurance Institution's register data on purchases of prescribed reimbursed psychotropic medication were linked with the survey data. All psychotropic medication 3 years prior to and 5 years after the baseline survey was included. Covariates included age, prior psychotropic medication, childhood bullying, occupational class, and body mass index. Cox proportional hazard models (HR, 95% CI) were fitted and days until the first purchase of prescribed psychotropic medication after baseline were used as the time axis. Results Workplace bullying was associated with subsequent psychotropic medication after adjusting for age and prior medication among both women (HR 1.51, 95% CI 1.18 to 1.93) and men (HR 2.15, 95% CI 1.36 to 3.41). Also observing bullying was associated with subsequent psychotropic medication among women (HR 1.53, 95% CI 1.25 to 1.88) and men (HR 1.92, 95% CI 1.23 to 2.99). The associations only modestly attenuated after full adjustment. Conclusions Our findings highlight the significance of workplace bullying to subsequent psychotropic medication reflecting medically confirmed mental problems. Tackling workplace bullying likely helps prevent mental problems among employees. PMID:23242240

  14. Workplace bullying and common mental disorders: a follow-up study.

    Science.gov (United States)

    Lahelma, Eero; Lallukka, Tea; Laaksonen, Mikko; Saastamoinen, Peppiina; Rahkonen, Ossi

    2012-06-01

    Workplace bullying has been associated with mental health, but longitudinal studies confirming the association are lacking. This study examined the associations of workplace bullying with subsequent common mental disorders 5-7 years later, taking account of baseline common mental disorders and several covariates. Baseline questionnaire survey data were collected in 2000-2002 among municipal employees, aged 40-60 years (n=8960; 80% women; response rate 67%). Follow-up data were collected in 2007 (response rate 83%). The final data amounted to 6830 respondents. Workplace bullying was measured at baseline using an instructed question about being bullied currently, previously or never. Common mental disorders were measured at baseline and at follow-up using the 12-item version of the General Health Questionnaire. Those scoring 3-12 were classified as having common mental disorders. Covariates included bullying in childhood, occupational and employment position, work stress, obesity and limiting longstanding illness. Logistic regression analysis was used. After adjusting for age, being currently bullied at baseline was associated with common mental disorders at follow-up among women (OR 2.34, CI 1.81 to 3.02) and men (OR 3.64, CI 2.13 to 6.24). The association for the previously bullied was weaker. Adjusting for baseline common mental disorders, the association attenuated but remained. Adjusting for further covariates did not substantially alter the studied association. CONCLUSION The study confirms that workplace bullying is likely to contribute to subsequent common mental disorders. Measures against bullying are needed at workplaces to prevent mental disorders.

  15. Workplace bullying and mental distress - a prospective study of Norwegian employees.

    Science.gov (United States)

    Finne, Live Bakke; Knardahl, Stein; Lau, Bjørn

    2011-07-01

    Using a prospective design, the objective of this study was to determine the relationship between workplace bullying and mental distress. Altogether, 1971 Norwegian employees, recruited from 20 organizations, answered questions regarding workplace bullying and mental distress at both baseline and follow-up. Baseline data were gathered between 2004-2006, and follow-up data were gathered between 2006-2009. The time-lag between baseline and follow-up was approximately two years for all the respondents in all the organizations. The factors measured in the study were individual characteristics, mental distress measured with the Hopkins Symptom Checklist (HSCL-10), self-reported workplace bullying measured with a single item from the General Nordic Questionnaire for Psychological and Social Factors at Work (QPSNordic) and job demands and job control assessed by QPSNordic. A multiple linear regression analysis adjusted for mental distress, sex, age, job demands and job control at baseline [β=0.05, 95% confidence interval (95% CI) 0.03-0.17] and a repeated measures ANOVA adjusted for sex and age [F(3,1965)=38.37; partial η (2)=0.06] showed that workplace bullying predicted mental distress. Furthermore, a multiple binary logistic regression analysis adjusted for bullying, sex, age, job demands and job control at baseline [odds ratio (OR) 2.30, 95% CI 1.43-3.69] showed that mental distress was a predictor of bullying. We found support for the notion that self-reported workplace bullying is a predictor of mental distress two years later. Bullying had an independent effect on mental distress after adjusting for job demands and job control. Mental distress was also found to be a predictor of bullying, indicating that the reverse relationship is also important.

  16. The Impact of Workplace Bullying on Primary School Teachers and Principals

    Science.gov (United States)

    Fahie, Declan; Devine, Dympna

    2014-01-01

    While previous research has consistently cited "education" as a high risk profession for negative workplace relationships, there has been little consideration of the impact of workplace bullying for those involved. This paper seeks to address this lacuna through the analysis of 24, in-depth interviews with self-identified victims of…

  17. Workplace bullying as sensemaking: An analysis of target and actor perspectives on initial hostile interactions

    Czech Academy of Sciences Publication Activity Database

    Zábrodská, Kateřina; Ellwood, C.; Zaemdaar, S.; Mudrák, Jiří

    2016-01-01

    Roč. 22, č. 2 (2016), s. 136-157 ISSN 1475-9551 R&D Projects: GA ČR GPP407/10/P146; GA ČR GA14-02098S Institutional support: RVO:68081740 Keywords : workplace bullying * workplace hostility * sensemaking * target * actor * collective biography * stories Subject RIV: AN - Psychology Impact factor: 0.489, year: 2016

  18. Can observations of workplace bullying really make you depressed? A response to Emdad et al.

    Science.gov (United States)

    Nielsen, Morten Birkeland; Einarsen, Ståle

    2013-08-01

    A recent study by Emdad and colleagues published in International Archives of Occupational and Environmental Health concluded that being a bystander to workplace bullying is related to future symptoms of depression. In this response to the authors, we argue, through the use of empirical evidence, that this relationship can be explained by the observers own exposure to bullying. Furthermore, by also investigating the reversed association between the variables, we show that observations of workplace bullying can be influenced by symptoms of psychological distress. A reanalysis of prospective questionnaire survey data with a two-year time lag based on a representative sample of Norwegian employees was used to determine long-term relationships between observed bullying, self-reported exposure to bullying, and psychological distress. Bivariate, baseline observations of others being bullied were significantly associated with subsequent symptoms of psychological distress. Yet, this association disappeared when controlling for the observers own exposure to bullying. Analyzing reversed relationship between the variables, baseline symptoms of distress predicted being a bystander at follow-up. By showing that the relationship between being a bystander to bullying and distress can be fully explained by the observers own exposure to bullying, our results question the conclusion by Emdad et al. (Int Arch Occup Environ Health. doi: 10.1007/s00420-012-0813-1 , 2012) that observed bullying in itself is related to subsequent distress. Together with the finding that psychological distress predicts subsequent observations of bullying, it is concluded that future research on observers should always take the observers' own exposure to bullying, as well as negative perceptions biases, into account.

  19. New graduate nurses' perception of the workplace: have they experienced bullying?

    Science.gov (United States)

    Vogelpohl, Darla A; Rice, Susan K; Edwards, Mary Ellen; Bork, Christopher E

    2013-01-01

    This study investigated the bullying experience in the workplace of newly licensed registered nurses (RNs). Preventing newly licensed nurses from leaving the profession is important, especially because there is a nursing shortage. Education of staff and administrators provides recognition of negative behaviors in the workplace. Participants in this research study included 135 newly licensed RN's from 5 nursing schools in Northwestern Ohio licensed in years 2007-2010. Quantitative methods and a descriptive design process included chi-square tests and descriptive statistical methods. Bullying workplace behaviors were identified by participants utilizing the survey tool, the Negative Acts Questionnaire-Revised, and a questionnaire on work relationships and bullies recognized in the workplace. Nursing peers, physicians, or a patient's family were the main sources of bullying, and 29.5% had considered leaving the nursing profession. Education of staff is imperative for providing recognition of negative behaviors in the workplace. Bullying occurs in the workplace and is affecting the new graduates' work performance. Retaining newly graduated nurses is the ultimate goal for maintaining RN's in the workforce. Copyright © 2013 Elsevier Inc. All rights reserved.

  20. Workplace bullying and task performance: A study on salespeople in retail industry

    Directory of Open Access Journals (Sweden)

    Shi Min Chia

    2018-06-01

    Full Text Available Occupational stress has been known as a major cause of safety and health issues among sales people in retail organizations. Despite this, numerous studies have indicated the importance of factors and outcomes of occupational stress in several occupations, a knowledge gap on occupational stress remains a hot topic of interest for academics and practitioners. This study aims to examine the workplace bullying as a factor and task performance as the outcome of occupational stress among salespeople in the retail industry in Malaysia. Questionnaires were distributed to salespeople in the large-scale retail organization. Data from 222 salespeople suggest that workplace bullying was positively related to occupational stress and in turn, it affects employee performance. These findings contribute to understanding how workplace bullying affects the occupational stress and how stress may affect the performance of salespeople. Implications were presented for employers and employees who should be viewed with caution, in turn, to reduce the occupational stress at the workplace.

  1. A New Trilogy to Understand the Relationship among Organizational Climate, Workplace Bullying and Employee Health

    Directory of Open Access Journals (Sweden)

    Muhammad Imran Qureshi

    2014-10-01

    Full Text Available Organizational Climate is a driving force in the organization behavior which provides foundations to many physical and psychological phenomena to the employees. Bullying is one of the major under considered phenomenon, usually caused by the organizational climate. The objective of the study is to examine the relationship between organizational climates, workplace bullying and workers’ health in selected higher education institutes of Pakistan. A proportionate random sample of 20 Universities comprising of 10 from public sector and 10 from private sector was selected for the study. The model of workplace bullying, organizational climate and worker's health was estimated by Structural Equation Modeling using AMOS software. The study found a negative relationship between organizational climate and bullying on one hand, while on the other hand, an increased workplace bullying effects employees’ health negatively due to affected sleeping hours. Drug abuse was treated as a moderator between health and affected sleeping hours. The study suggested that organizations should control workplace bullying which may cause physical and psychological effects on employee's health.

  2. Development, implementation and evaluation of a process to prevent and combat workplace bullying.

    Science.gov (United States)

    Strandmark, Margaretha; Rahm, Gullbritt

    2014-11-01

    Our objective was to develop and implement an intervention program in collaboration with workplace personnel, to evaluate the process as a vehicle to prevent and combat bullying. The project emanates from a community-based participatory approach. We obtained data from individual and focus group interviews. We used grounded theory methodology, and made a comparative analysis before and after the intervention. Focus group interviews at the three first meetings indicated that those best positioned to prevent and combat bullying were the immediate supervisors, in collaboration with co-workers and upper management. The goal of zero tolerance toward bullying can be achieved if all concerned work together, using a humanistic value system, an open workplace atmosphere, group collaboration and conflict resolution. We developed an intervention, including lecturers and reflection groups, which ultimately resulted in an action plan. Focus group interviews at the fourth meeting, after the implementation, showed that employees were then more aware of bullying problems; the atmosphere at the workplace improved; the collaboration between and within the group was stronger; and the supervisor worked continuously to prevent and combat bullying, using the humanistic values suggested. We propose additional systematic work to implement our action plan and a conflict resolution system. The anti-bullying program implementation in the workplace achieved some success, but the intervention process is ongoing. © 2014 the Nordic Societies of Public Health.

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

    Science.gov (United States)

    Rodríguez-Muñoz, Alfredo; Moreno-Jiménez, Bernardo; Sanz-Vergel, Ana Isabel

    2015-01-01

    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. We conducted a two-wave longitudinal study with a time lag of six months. 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 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. Overall, these findings support the validity of the theoretical models postulating a reciprocal bullying-outcome relationship, rather than simple one-way causal pathways approaches.

  4. Estimating the Impact of Workplace Bullying: Humanistic and Economic Burden among Workers with Chronic Medical Conditions.

    Science.gov (United States)

    Fattori, A; Neri, L; Aguglia, E; Bellomo, A; Bisogno, A; Camerino, D; Carpiniello, B; Cassin, A; Costa, G; De Fazio, P; Di Sciascio, G; Favaretto, G; Fraticelli, C; Giannelli, R; Leone, S; Maniscalco, T; Marchesi, C; Mauri, M; Mencacci, C; Polselli, G; Quartesan, R; Risso, F; Sciaretta, A; Vaggi, M; Vender, S; Viora, U

    2015-01-01

    Although the prevalence of work-limiting diseases is increasing, the interplay between occupational exposures and chronic medical conditions remains largely uncharacterized. Research has shown the detrimental effects of workplace bullying but very little is known about the humanistic and productivity cost in victims with chronic illnesses. We sought to assess work productivity losses and health disutility associated with bullying among subjects with chronic medical conditions. Participants (N = 1717) with chronic diseases answered a self-administered survey including sociodemographic and clinical data, workplace bullying experience, the SF-12 questionnaire, and the Work Productivity Activity Impairment questionnaire. The prevalence of significant impairment was higher among victims of workplace bullying as compared to nonvictims (SF-12 PCS: 55.5% versus 67.9%, p bullying ranged from 13.9% to 17.4%, corresponding to Italian Purchase Power Parity (PPP) 2010 US$ 4182-5236 yearly. Association estimates were independent and not moderated by concurrent medical conditions. Our findings demonstrate that the burden on workers' quality of life and productivity associated with workplace bullying is substantial. This study provides key data to inform policy-making and prioritize occupational health interventions.

  5. Estimating the Impact of Workplace Bullying: Humanistic and Economic Burden among Workers with Chronic Medical Conditions

    Science.gov (United States)

    Fattori, A.; Neri, L.; Aguglia, E.; Bellomo, A.; Bisogno, A.; Camerino, D.; Carpiniello, B.; Cassin, A.; Costa, G.; De Fazio, P.; Di Sciascio, G.; Favaretto, G.; Fraticelli, C.; Giannelli, R.; Leone, S.; Maniscalco, T.; Marchesi, C.; Mauri, M.; Mencacci, C.; Polselli, G.; Quartesan, R.; Risso, F.; Sciaretta, A.; Vaggi, M.; Vender, S.; Viora, U.

    2015-01-01

    Background. Although the prevalence of work-limiting diseases is increasing, the interplay between occupational exposures and chronic medical conditions remains largely uncharacterized. Research has shown the detrimental effects of workplace bullying but very little is known about the humanistic and productivity cost in victims with chronic illnesses. We sought to assess work productivity losses and health disutility associated with bullying among subjects with chronic medical conditions. Methods. Participants (N = 1717) with chronic diseases answered a self-administered survey including sociodemographic and clinical data, workplace bullying experience, the SF-12 questionnaire, and the Work Productivity Activity Impairment questionnaire. Results. The prevalence of significant impairment was higher among victims of workplace bullying as compared to nonvictims (SF-12 PCS: 55.5% versus 67.9%, p bullying ranged from 13.9% to 17.4%, corresponding to Italian Purchase Power Parity (PPP) 2010 US$ 4182–5236 yearly. Association estimates were independent and not moderated by concurrent medical conditions. Conclusions. Our findings demonstrate that the burden on workers' quality of life and productivity associated with workplace bullying is substantial. This study provides key data to inform policy-making and prioritize occupational health interventions. PMID:26557692

  6. Workplace Bullying and Suicidal Ideation: A 3-Wave Longitudinal Norwegian Study.

    Science.gov (United States)

    Nielsen, Morten Birkeland; Nielsen, Geir Høstmark; Notelaers, Guy; Einarsen, Ståle

    2015-11-01

    We examined whether victimization from bullying is related to an increased risk of suicidal ideation over time and whether suicidal ideation is related to subsequent bullying. In a longitudinal study (2005-2010), we used well-established single-item measures to assess victimization from bullying and suicidal ideation. We used latent Markov models to determine forward and reverse relationships between variables at 3 time points with 2 or 3 years between the measurement points among a randomized nationwide sample of 1846 employees in Norway. Victimization from bullying was associated with subsequent suicidal ideation (odds ratio = 2.05; 95% confidence interval = 1.08, 3.89). Suicidal ideation at baseline was not related to subsequent victimization from workplace bullying. Workplace bullying may be a precursor to suicidal ideation, whereas suicidal ideation seems to have no impact on subsequent risk of being bullied. Regulations against bullying should be integrated into work-related legislation and public health policies.

  7. Quality of Life: A Case Report of Bullying in the Workplace

    Directory of Open Access Journals (Sweden)

    Said Shahtahmasebi

    2004-01-01

    Full Text Available The literature on bullying in the workplace describes the mental and physical ill health suffered by the victims and their families as the consequences of the bullying. The literature also discusses methods of bullying such as overt and covert physical and psychological abuse. The implications are that the consequences of abuse go far beyond the intended target; from impact on the working environment to individuals’ health to economic and financial loss. The literature suggests various recommendations to employers and managers to combat bullying at work. However, the common assumption within the literature has been that the bullying is done by a colleague, a line manager, or middle manager. Furthermore, it is often assumed that the executive/vice-chancellor, human resources, the trustees, or the governing board are unaware of bullying in their workplace. In this article, it is argued that cases of bullying (whether due to isolated individuals, competition, rivalry, power, or pure meanness as is reported in the literature can only thrive in a bullying management culture. Therefore, debate and policy formulation must be directed at government level in the first instance. The case report is intended to raise some relevant issues to stimulate a debate and more research in this area.

  8. Workplace Bullying and Suicidal Ideation: A 3-Wave Longitudinal Norwegian Study

    Science.gov (United States)

    Notelaers, Guy; Einarsen, Ståle

    2015-01-01

    Objectives. We examined whether victimization from bullying is related to an increased risk of suicidal ideation over time and whether suicidal ideation is related to subsequent bullying. Methods. In a longitudinal study (2005–2010), we used well-established single-item measures to assess victimization from bullying and suicidal ideation. We used latent Markov models to determine forward and reverse relationships between variables at 3 time points with 2 or 3 years between the measurement points among a randomized nationwide sample of 1846 employees in Norway. Results. Victimization from bullying was associated with subsequent suicidal ideation (odds ratio = 2.05; 95% confidence interval = 1.08, 3.89). Suicidal ideation at baseline was not related to subsequent victimization from workplace bullying. Conclusions. Workplace bullying may be a precursor to suicidal ideation, whereas suicidal ideation seems to have no impact on subsequent risk of being bullied. Regulations against bullying should be integrated into work-related legislation and public health policies. PMID:26378852

  9. Perceptions of workplace bullying among athletic trainers in the collegiate setting.

    Science.gov (United States)

    Weuve, Celest; Pitney, William A; Martin, Malissa; Mazerolle, Stephanie M

    2014-01-01

    Bullying has received a vast amount of attention in the recent past. One form of bullying, workplace bullying (WPB), has been a substantial concern explored in many health professions that can negatively influence a health care provider's role in an organization. To date, however, WPB has not been investigated in athletic training contexts. To examine the perceptions of certified athletic trainers who experienced or witnessed WPB during employment in the collegiate setting. Qualitative study. College or university. Fifteen athletic trainers (7 women, 8 men) with an average age of 42 ± 12 years. Data were collected via semistructured, in-depth phone interviews or asynchronous online interviews. Data were analyzed using an inductive content analysis. Trustworthiness was established with member checks and peer debriefing. Four themes emerged from the analysis: (1) antecedents of WPB, (2) consequences of WPB, (3) coping with WPB, and (4) lack of workplace environment training. The antecedents of WPB involved the bully's personality and perceptions of the athletic training profession as well as environmental factors including the pressure to win and a lack of administrative support. The consequences of WPB included increased stress, feelings of inadequacy, and increased distrust. Individuals coped with WPB by relying on emotional resilience and avoidance. A final theme, lack of workplace environment training, revealed that little attention was given to interpersonal issues and WPB in the workplace. Workplace bullying incidents occur when administrators tolerate bullying behaviors from controlling and manipulative individuals who lack respect for the athletic training professional. Several negative outcomes result from bullying interactions, including stress and anxiety; WPB is dealt with by learning to be more emotionally resilient and avoiding confrontations. Workplace training is needed to prepare athletic trainers for such negative experiences.

  10. Employee experience of workplace supervisor contact and support during long-term sickness absence.

    Science.gov (United States)

    Buys, Nicholas J; Selander, John; Sun, Jing

    2017-12-07

    Workplace support is an important factor in promoting successful return to work. The purpose of this article is to examine relationships between supervisor contact, perceived workplace support and demographic variables among employees on long-term sickness absence. Data were collected from 204 public employees at a municipality in Sweden who had been on long term sickness absence (60 days or more) using a 23 question survey instrument that collected information on demographic variables, supervisor contact and perceived workplace support. Most injured employees (97%) reported having contact with their supervisors during their sickness absence, with a majority (56%) reporting high levels of support, including early (58.6%) and multiple (70.7%) contacts. Most were pleased with amount of contact (68.9%) and the majority had discussed workplace accommodations (68.1%). Employees who self-initiated contact, felt the amount of contact was appropriate, had a personal meeting with their supervisors and discussed workplace adjustments reported experiencing higher levels of support from supervisors. Employees on long-term sickness absence appreciate contact from their supervisors and this is associated with perceived workplace support. However, the amount and employee experience of this contact is important. It needs to be perceived by employees as supportive, which includes a focus on strategies (e.g., work adjustment) to facilitate a return to work. Supervisor training is required in this area to support the return to work process. Implications for Rehabilitation Contact and support from workplace supervisors is important to workers on long-term sickness absence. Employees appreciate frequent contact from supervisors during long-terms sickness absence. Employees appreciate a personal meeting with supervisors and the opportunity to discuss issues related to return to work such as work adjustment. Employers should provide training to supervisors on how to communicate and

  11. Take the Bull by the Horns: Structural Approach to Minimize Workplace Bullying for Women in American Higher Education

    Science.gov (United States)

    Hollis, Leah P.

    2015-01-01

    Few studies have examined the extent of workplace bullying in American higher education; however, a 2015 study confirmed that 62% of respondents (n = 401) were affected by workplace bullying 18 months prior to the study (Hollis 2015). A closer examination of the women respondents (n = 281) revealed that 71% of the women in this subset faced…

  12. The impact of organisational factors on horizontal bullying and turnover intentions in the nursing workplace.

    Science.gov (United States)

    Blackstock, Sheila; Harlos, Karen; Macleod, Martha L P; Hardy, Cindy L

    2015-11-01

    To examine the impact of organisational factors on bullying among peers (i.e. horizontal) and its effect on turnover intentions among Canadian registered nurses (RNs). Bullying among nurses is an international problem. Few studies have examined factors specific to nursing work environments that may increase exposure to bullying. An Australian model of nurse bullying was tested among Canadian registered nurse coworkers using a web-based survey (n = 103). Three factors - misuse of organisational processes/procedures, organisational tolerance and reward of bullying, and informal organisational alliances - were examined as predictors of horizontal bullying, which in turn was examined as a predictor of turnover intentions. The construct validity of model measures was explored. Informal organisational alliances and misuse of organisational processes/procedures predicted increased horizontal bullying that, in turn, predicted increased turnover intentions. Construct validity of model measures was supported. Negative informal alliances and misuse of organisational processes are antecedents to bullying, which adversely affects employment relationship stability. The results suggest that reforming flawed organisational processes that contribute to registered nurses' bullying experiences may help to reduce chronically high turnover. Nurse leaders and managers need to create workplace processes that foster positive networks, fairness and respect through more transparent and accountable practices. © 2014 John Wiley & Sons Ltd.

  13. Workplace bullying and legal protection of employees in the Czech Republic

    Directory of Open Access Journals (Sweden)

    Panajotis Cakirpaloglu

    2016-01-01

    Full Text Available Workplace bullying is a subtle manifestation of disturbed relationships in the working collective. This form of victimization of employees in the Czech Republic has, according to independent surveys, expanding dimensions. Empirical evidence generally tends to reveal the prevalence, forms and direction of aggression as well as numerous psychological, health and other consequences of victimization, especially in terms of various socio-demographic indicators. The presented study verifies extensive psychological survey on the sample of N = 3746 employees from the private, public and non-profit sectors in the Czech Republic, using a questionnaire of negative acts NAQ (Negative Act Questionnaire and a status questionnaire. The research confirmed a 12, 14% prevalence of bullying in the workplace in the Czech Republic. There is a balanced representation of men and women in the incidence of bullying, while the highest rates of bullying are reported within the state sector. Victimization in the workplace affects mostly ordinary workers, aged around 42 years, with secondary or higher education. The Czech Republic has not yet made workplace bullying an illegal practise, especially in comparison with other industrialized countries, where since 1990, mobbing is considered a criminal offense. Existing laws in the Czech Republic also do not recognise the concept of mobbing or bossing and therefore do not define these concepts closer. The prohibition of bullying in the workplace necessarily derives from the general provisions of the Anti- Discrimination Act, of the Civil Code, the Labour Code and the laws arising from administrative law. Victims of workplace bullying also get protection by some provisions of the Criminal Code, which protects the victim from aggressor offenses. The relevant legal norm is intended to act as a social regulator, partly preventively in terms of taking measures for the successful identification and elimination of conditions of a

  14. Long-term sickness absence during pregnancy and the gender balance of workplaces.

    Science.gov (United States)

    Melsom, Anne M

    2014-11-01

    This study addresses how the gender composition of workplaces affects pregnant women's sickness absence. It also assesses whether an observed association may be explaine by differential selection to female- or male-dominated workplaces. The analyses are based on Norwegian registry data from 2003-2011. Using Poisson regressions with detailed control for occupational categories, I examine whether the number of absence days are associated with the proportion of females at the workplace. I address possible selection effects by Poisson regressions with fixed individual effects using only within-individual variation on women with two or more pregnancies during the time window. The analyses indicate a positive and significant relationship between the female proportion in workplaces and sickness absence rates during pregnancy. Analyses limited to within-individual variation also show positive and significant effects of similar strength, indicating that the observed relationship is not due to differential selection of absence-prone pregnant workers to female-dominated workplaces. The proportion of female individuals at workplaces is positively associated with sickness absence rates during pregnancy this association is not likely explained by occupational nor individual characteristics the results are consistent with absence culture theory and more lenient norms concerning sickness absence during pregnancy at female-dominated workplaces. © 2014 the Nordic Societies of Public Health.

  15. Workplace Bullying, Power and Organizational Politics: A study of the Portuguese Banking sector

    OpenAIRE

    Ana Teresa Verdasca

    2011-01-01

    This paper tries to shed light about the political dimension of workplace bullying through the quantitative analysis of work environment factors, like perceptions of organizational politics, work overload and internal competition, and the qualitative analysis of accounts of respondents to a questionnaire launched in the Portuguese banking sector. Our sample is made up of 561 valid responses containing 64 stories of bullying episodes and, in the qualitative data, political behaviours occur ass...

  16. An operative measure of workplace bullying: the negative acts questionnaire across Italian companies.

    Science.gov (United States)

    Giorgi, Gabriele; Arenas, Alicia; Leon-Perez, Jose M

    2011-01-01

    Workplace bullying has been a topic of increasing interest since the 90s. Several studies have contributed to a better understanding of the antecedents and consequences of being exposed to negative acts at work during a prolonged period of time. However, there is a lack of validated instruments in Italian to map workplace bullying. Consequently, the goal of the present study is twofold. First, the authors aim to validate the Italian version of the Negative Acts Questionnaire-Revised (NAQ-R: Einarsen and Hoel, 2001; Einarsen, et al., 2009). Second, the authors aim to establish the prevalence of workplace bullying. Results from 3,112 employees nested within 25 Italian organizations revealed that a reduced version of 17 items with a two-factor structure provided the best fit. Moreover, the prevalence of bullying was 15.2 per cent according to the criteria proposed by Mikkelsen and Einarsen (2001). Furthermore, significant correlations between bullying dimensions and organizational climate were found, which provided additional support for using the NAQ-Italian reduced version. Implications to prevent bullying and improve employees' well-being using this method are discussed.

  17. [Prevalence of workplace bullying in a population of nurses at three Italian hospitals].

    Science.gov (United States)

    Arcangeli, Giulio; Giorgi, Gabriele; Ferrero, Claudia; Mucci, Nicola; Cupelli, Vincenzo

    2014-01-01

    Negative behaviors could be considered as a risk index of workplace bullying; researching on these events is useful for the planning of preventive interventions. The aim of this study was to investigate the prevalence of negative actions in a population of nurses and their possible association with issues related to mental health. We administered a proper questionnaire, based both on the NAQ-R and on the GHQ12, to 206 subjects, who worked in three hospitals, located in the center and south of Italy. Our results confirmed that the nursing profession presents a clear bullying risk in the workplace, without any notable differences regarding gender or demographics. The prevalence of negative actions was noteworthy, mainly with regard to the job position and the task. Our study also showed that workplace bullying may interfere with the overall health of nurses, particularly connected to psycho-emotional issues.

  18. A Comparative Study of Workplace Bullying Among Public and Private Employees in Europe.

    Science.gov (United States)

    Ariza-Montes, Antonio; Leal-Rodríguez, Antonio L; Leal-Millán, Antonio G

    2015-06-01

    Workplace bullying emerges from a set of individual, organizational, and contextual factors. The purpose of this article is hence to identify the influence of these factors among public and private employees. The study is carried out as a statistical-empirical cross-sectional study. The database used was obtained from the 5th European Working Conditions Survey 2010. The results reveal a common core with respect to the factors that determine workplace bullying. Despite this common base that integrates both models, the distinctive features of the harassed employee within the public sector deal with age, full-time work, the greater nighttime associated with certain public service professions, and a lower level of motivation. The present work summarizes a set of implications and proposes that, under normal conditions, workplace bullying could be reduced if job demands are limited and job resources are increased.

  19. Exposure to workplace bullying and risk of depression

    DEFF Research Database (Denmark)

    Gullander, Maria; Høgh (Hogh), Annie; Hansen, Åse Marie

    2014-01-01

    OBJECTIVE: We examined the prospective association between self-labeled and witness-reported bullying and the risk of newly onset of depression. METHODS: Employees were recruited from two cohorts of 3196 and 2002 employees, respectively. Participants received a questionnaire at baseline in 2006...... onset depression among participants reporting bullying occasionally was 2.17 (95% confidence interval [CI]: 1.11 to 4.23) and among frequently bullied 9.63 (95% CI: 3.42 to 27.1). There was no association between percentage witnessing bullying and newly onset depression. CONCLUSIONS: Frequent self......-labeled bullying predicts development of depression but a work environment with high proportion of employees witnessing bullying does not....

  20. Workplace mistreatment and sickness absenteeism from work: results from the 2010 National Health Interview survey.

    Science.gov (United States)

    Asfaw, Abay G; Chang, Chia C; Ray, Tapas K

    2014-02-01

    This study examined the association between workplace mistreatment and occurrence, duration, and costs of sickness absenteeism. We used the 2010 National Health Interview Survey and considered 13,807 employed adult respondents. We used a zero-inflated negative binomial (zinb) model to examine the association between exposure to workplace mistreatment and the occurrence and number of workdays missed due to illness/injury in the preceding 12 months. In 2010, 7.6% of US workers employed at the time of the survey reported having been mistreated at their workplace. Both occurrence and duration of sickness absence were higher for mistreated than for non-mistreated workers. The zinb results showed that being mistreated was associated with a 42% increase in the number of missed workdays, controlling for covariates. The marginal effect analysis showed that lost workdays differed by 2.45 days between mistreated and non-mistreated workers. This implies that workplace mistreatment was associated with $4.1 billion, or 5.5%, of sickness absenteeism costs in 2010. Workplace mistreatment is associated with sickness absence in the United States. While a causal relationship could not be established due to the cross-sectional design of the study, this study reveals the economic importance of developing workplace mistreatment prevention strategies. Published 2013. This article is a U.S. Government work and is in the public domain in the USA.

  1. Applying computerized adaptive testing to the Negative Acts Questionnaire-Revised: Rasch analysis of workplace bullying.

    Science.gov (United States)

    Ma, Shu-Ching; Chien, Tsair-Wei; Wang, Hsiu-Hung; Li, Yu-Chi; Yui, Mei-Shu

    2014-02-17

    Workplace bullying is a prevalent problem in contemporary work places that has adverse effects on both the victims of bullying and organizations. With the rapid development of computer technology in recent years, there is an urgent need to prove whether item response theory-based computerized adaptive testing (CAT) can be applied to measure exposure to workplace bullying. The purpose of this study was to evaluate the relative efficiency and measurement precision of a CAT-based test for hospital nurses compared to traditional nonadaptive testing (NAT). Under the preliminary conditions of a single domain derived from the scale, a CAT module bullying scale model with polytomously scored items is provided as an example for evaluation purposes. A total of 300 nurses were recruited and responded to the 22-item Negative Acts Questionnaire-Revised (NAQ-R). All NAT (or CAT-selected) items were calibrated with the Rasch rating scale model and all respondents were randomly selected for a comparison of the advantages of CAT and NAT in efficiency and precision by paired t tests and the area under the receiver operating characteristic curve (AUROC). The NAQ-R is a unidimensional construct that can be applied to measure exposure to workplace bullying through CAT-based administration. Nursing measures derived from both tests (CAT and NAT) were highly correlated (r=.97) and their measurement precisions were not statistically different (P=.49) as expected. CAT required fewer items than NAT (an efficiency gain of 32%), suggesting a reduced burden for respondents. There were significant differences in work tenure between the 2 groups (bullied and nonbullied) at a cutoff point of 6 years at 1 worksite. An AUROC of 0.75 (95% CI 0.68-0.79) with logits greater than -4.2 (or >30 in summation) was defined as being highly likely bullied in a workplace. With CAT-based administration of the NAQ-R for nurses, their burden was substantially reduced without compromising measurement precision.

  2. Workplace bullying and depressive symptoms: a prospective study among junior physicians in Germany.

    Science.gov (United States)

    Loerbroks, Adrian; Weigl, Matthias; Li, Jian; Glaser, Jürgen; Degen, Christiane; Angerer, Peter

    2015-02-01

    The relationship between workplace bullying and depression may be bi-directional. Furthermore, it has been suggested that the depressogenic effect of bullying may only become evident after reasonable periods of follow-up (i.e., >1 year). As prospective evidence remains sparse and inconsistent, we used data from a three-wave prospective study to disentangle this potentially bi-directional relationship. In 2004, 621 junior hospital physicians participated in a survey and were followed-up 1.2 years and 2.8 years later. Prospective analyses were restricted to participants with complete data at all assessments (n=507 or 82%). To measure workplace bullying, a description of bullying at work was provided followed by an item inquiring whether the respondent felt she/he had been exposed. Depressive symptoms were assessed by the state scale of the German Spielberger's State-Trait Depression Scales. Multivariate linear regression suggested that workplace bullying at baseline predicted increased depressive symptoms both after 1 year (b=1.43, p=0.01) and after 3 years of follow-up (b=1.58, p=0.01). Multivariate Poisson regression models revealed that the depressive symptom z-score at baseline was associated with an increased risk of bullying at the 3-year follow-up (relative risk [RR]=1.49, 95% confidence interval [CI]=1.13-1.97). This association was less pronounced after 1 year of follow-up (RR=1.19, 95% CI=0.90-1.59). Our study suggests bi-directional associations between depressive symptoms and victimization from bullying at the workplace. Future prospective studies are needed to examine underlying biopsychosocial mechanisms. Copyright © 2014 Elsevier Inc. All rights reserved.

  3. Workplace bullying and suicide risk: A register-based study of 78,972 participants in Denmark

    DEFF Research Database (Denmark)

    Conway, Paul Maurice; Erlangsen, Annette; Clausen, Thomas

    2017-01-01

    been subjected to bullying at work within the past 12 months?”, to be answered on a Likert-type scale with 5 response options, 1 = never, 2 = now and then, 3 = monthly, 4 = weekly, and 5 = daily. Based on the answers, the following sub-groups will be generated: a) employees exposed to frequent......Background and aims Workplace bullying means harassing, offending, socially excluding someone or negatively affecting someone’s work repeatedly and regularly over an extended period of time. Nowadays, workplace bullying affects approx. 12% of the Danish working population. The available studies...... show that workplace bullying has an adverse impact on the mental health of those targeted (Nielsen et al., 2014; Verkuil et al., 2015). However, empirical evidence linking workplace bullying to the risk of attempted suicide and death by suicide is scarce. One cross-sectional study examined...

  4. Workplace Bullying Among Teachers: An Analysis From the Job Demands-Resources (JD-R) Model Perspective.

    Science.gov (United States)

    Ariza-Montes, Antonio; Muniz R, Noel M; Leal-Rodríguez, Antonio L; Leal-Millán, Antonio G

    2016-08-01

    This paper adopts the Job Demands-Resources (JD-R) model to analyze workplace bullying among teachers. The data used for this research are obtained from the 5th European Working Conditions Survey. Given the objective of this work, a subsample of 261 education employees is collected: 48.7% of these teachers report having experienced workplace bullying (N = 127), while 51.3% indicate not considering themselves as bullied at work (N = 134). In order to test the research model and hypotheses, this study relies on the use of partial least squares (PLS-SEM), a variance-based structural equation modeling method. The study describes a workplace bullying prevalence rate of 4.4% among education employees. This work summarizes an array of outcomes with the aim of proposing, in general, that workplace bullying may be reduced by limiting job demands and increasing job resources.

  5. Exposure to Workplace Bullying: The Role of Coping Strategies in Dealing with Work Stressors

    Directory of Open Access Journals (Sweden)

    Whitney Van den Brande

    2017-01-01

    Full Text Available Studies investigating both work- and individual-related antecedents of workplace bullying are scarce. In reply, this study investigated the interaction between workload, job insecurity, role conflict, and role ambiguity (i.e., work-related antecedents, and problem- and emotion-focused coping strategies (i.e., individual-related antecedents in association with exposure to workplace bullying. Problem-focused coping strategies were hypothesised to decrease (i.e., buffer the associations between workload, job insecurity, role conflict, and role ambiguity and exposure to bullying, while emotion-focused coping strategies were hypothesised to increase (i.e., amplify these associations. Results for a heterogeneous sample (N = 3,105 did not provide evidence for problem-focused coping strategies as moderators. As expected, some emotion-focused coping strategies amplified the associations between work-related antecedents and bullying: employees using “focus on and venting of emotions” or “behavioural disengagement” in dealing with job insecurity, role conflict, or role ambiguity were more likely to be exposed to bullying. Similarly, “seeking social support for emotional reasons” and “mental disengagement” amplified the associations of role ambiguity and the associations of both role conflict and role ambiguity, respectively. To prevent bullying, organisations may train employees in tempering emotion-focused coping strategies, especially when experiencing job insecurity, role conflict, or role ambiguity.

  6. Exposure to Workplace Bullying: The Role of Coping Strategies in Dealing with Work Stressors

    Science.gov (United States)

    Baillien, Elfi; Vander Elst, Tinne; De Witte, Hans; Van den Broeck, Anja

    2017-01-01

    Studies investigating both work- and individual-related antecedents of workplace bullying are scarce. In reply, this study investigated the interaction between workload, job insecurity, role conflict, and role ambiguity (i.e., work-related antecedents), and problem- and emotion-focused coping strategies (i.e., individual-related antecedents) in association with exposure to workplace bullying. Problem-focused coping strategies were hypothesised to decrease (i.e., buffer) the associations between workload, job insecurity, role conflict, and role ambiguity and exposure to bullying, while emotion-focused coping strategies were hypothesised to increase (i.e., amplify) these associations. Results for a heterogeneous sample (N = 3,105) did not provide evidence for problem-focused coping strategies as moderators. As expected, some emotion-focused coping strategies amplified the associations between work-related antecedents and bullying: employees using “focus on and venting of emotions” or “behavioural disengagement” in dealing with job insecurity, role conflict, or role ambiguity were more likely to be exposed to bullying. Similarly, “seeking social support for emotional reasons” and “mental disengagement” amplified the associations of role ambiguity and the associations of both role conflict and role ambiguity, respectively. To prevent bullying, organisations may train employees in tempering emotion-focused coping strategies, especially when experiencing job insecurity, role conflict, or role ambiguity. PMID:29270424

  7. Bullying in the Australian ICT workplace: the views of Australian ICT professionals

    Directory of Open Access Journals (Sweden)

    Yeslam Al-Saggaf

    2017-06-01

    Full Text Available The aim of this study is to examine bullying in the workplace from the perspective of Australian Information Communication Technology (ICT professionals. The data collection for this project included conducting a quantitative survey with 2,315 participants and 43 qualitative interviews with members of Australian Computer Society (ACS. We found that 630 ICT professionals, or 27.23% of all survey respondents, identified workplace bullying as an ethical problem. The majority of survey respondents who selected bullying as an ethical issue were permanent full time employees (N= 413, 65.6%. A significant relationship was found between respondents identifying bullying as an ethical issue in the survey and their job classification (Deviance = 25.55, Df = 11, p=0.0076, suggesting that job classification, among other things, does predict respondents’ selection of bullying. Furthermore, our survey and interview findings indicate that the more mature respondents, as well as those in the managerial roles, have a greater concern about bullying.

  8. The impact of workplace bullying on individual wellbeing: The moderating role of coping

    Directory of Open Access Journals (Sweden)

    Colleen Bernstein

    2016-10-01

    Full Text Available Orientation: Workplace bullying has deleterious effects on individual well-being and various organisational outcomes. Different coping styles may moderate the relationship between workplace bullying and individual and organisational outcomes. Research purpose: The purpose of this study was to investigate the moderating role of four coping styles – seeking help, assertiveness, avoidance and doing nothing – in the relationship between workplace bullying and individual and organisational outcomes. Motivation for the study: There is a lack of South African research exploring the moderating role of different coping styles in the relationship between workplace bullying and individual and organisational outcomes. Research design, approach and method: The study used a cross-sectional design, quantitative approach and a convenience sampling method. One hundred white-collar respondents from a construction organisation in South Africa participated in this research. Moderated multiple regression (MMR was used to analyse the data. Main findings: Results of the MMR indicated a direct negative impact of workplace bullying on psychological well-being, self-esteem, job satisfaction and intention to leave. Seeking help and assertiveness moderated the relationship between bullying and psychological well-being. Avoidance and doing nothing also moderated the relationship between bullying and psychological well-being but in a counterintuitive manner, exacerbating the negative impact of bullying on psychological well-being. Similarly, avoidance exacerbated the negative impact of bullying on self-esteem. Direct effects were also found for the coping strategy of seeking help on psychological well-being and for avoidance on job satisfaction. However, while seeking help improved psychological well-being, avoidance had a negative impact on job satisfaction. Practical/managerial implications: Different coping strategies may have different effects. Some may be productive

  9. Clarifying My World: Identity Work in the Context of Workplace Bullying

    Science.gov (United States)

    D'Cruz, Premilla; Noronha, Ernesto

    2012-01-01

    Based on a study rooted in van Manen's hermeneutic phenomenology, conducted with agents working in international facing call centers in Mumbai and Bangalore, India, this paper describes targets' identity work in the context of workplace bullying. Data were gathered through conversational interviews and were subject to sententious and selective…

  10. The Nature of Workplace Bullying Experienced by Teachers and the Biopsychosocial Health Effects

    Science.gov (United States)

    De Vos, J.; Kirsten, G. J. C.

    2015-01-01

    This article reports on the nature of workplace bullying experienced by teachers in South African schools and the biopsychosocial health effects that may arise from such victimisation. Voluntary victimised teachers who wanted to share their experiences were sampled using a lifestyle magazine and online articles. Twenty-seven teachers participated…

  11. [Development and validity of workplace bullying in nursing-type inventory (WPBN-TI)].

    Science.gov (United States)

    Lee, Younju; Lee, Mihyoung

    2014-04-01

    The purpose of this study was to develop an instrument to assess bullying of nurses, and test the validity and reliability of the instrument. The initial thirty items of WPBN-TI were identified through a review of the literature on types bullying related to nursing and in-depth interviews with 14 nurses who experienced bullying at work. Sixteen items were developed through 2 content validity tests by 9 experts and 10 nurses. The final WPBN-TI instrument was evaluated by 458 nurses from five general hospitals in the Incheon metropolitan area. SPSS 18.0 program was used to assess the instrument based on internal consistency reliability, construct validity, and criterion validity. WPBN-TI consisted of 16 items with three distinct factors (verbal and nonverbal bullying, work-related bullying, and external threats), which explained 60.3% of the total variance. The convergent validity and determinant validity for WPBN-TI were 100.0%, 89.7%, respectively. Known-groups validity of WPBN-TI was proven through the mean difference between subjective perception of bullying. The satisfied criterion validity for WPBN-TI was more than .70. The reliability of WPBN-TI was Cronbach's α of .91. WPBN-TI with high validity and reliability is suitable to determine types of bullying in nursing workplace.

  12. Are changes in workplace bullying status related to changes in salivary cortisol? A longitudinal study among Danish employees.

    Science.gov (United States)

    Gullander, Maria; Grynderup, Matias; Hansen, Åse Marie; Hogh, Annie; Persson, Roger; Kolstad, Henrik Albert; Mors, Ole; Kaerlev, Linda; Bonde, Jens Peter

    2015-11-01

    This study aims to investigate whether incident workplace bullying and its dicontinuance is related to subsequent change in morning and evening saliva cortisol concentrations. Participants came from two Danish cohort studies, the PRISME cohort (n=4489) and the Workplace Bullying and Harassment Cohort (n=3707). At baseline and follow-up exposure to bullying was measured by a single question on bullying (preceded by a definition). Two saliva samples to measure cortisol were collected during a work-day (30 min after awakening and at 8 p.m.). All participants responding to the item on workplace bullying, giving saliva samples and participated at both baseline and follow-up were included. The reference group consisted of non-bullied respondents at both baseline and follow-up. Multilevel mixed-effects linear regressions were used to test for changes in salivary cortisol after newly onset of and discontinuance of workplace bullying. All analyses were adjusted for the potentially confounding effect of differences from baseline to follow-up in education, smoking, alcohol consumption, body mass index, cohort, sampling waves, time of awakening, and time of sampling. We found no indication of statistically significant difference in saliva cortisol, neither when participants changed their self-labelling from not bullied at baseline to being bullied at follow-up, nor when they at follow-up two years later reported discontinuance of bullying. This longitudinal study on the impact of changes in bullying status on change in cortisol levels showed consistent lack of associations with onset and discontinuance of workplace bullying. Copyright © 2015 Elsevier Inc. All rights reserved.

  13. Workplace bullying in Serbia: The relation of self-labeling and behavioral experience with job-related behaviors

    Directory of Open Access Journals (Sweden)

    Petrović Ivana B.

    2014-01-01

    Full Text Available Workplace bullying has been identified as a widespread problem in contemporary organizational research. The aim of the paper was to acquire theoretically based and comparable findings about workplace bullying in Serbia: to explore the behavioral experience and self-labeling approaches (applying the Negative Acts Questionnaire - Revised, NAQ-R and their relationship with job-related behaviors. The sample comprised 1,998 employees. Prevalence rates of workplace bullying based on self-labeling and behavior experience approaches overlap significantly (70% of employees operationally identified as bullied had also labeled themselves as bullied. Both the self-labeling and behavioral experience approach showed significant correlations with job-related behaviors (perceived threat to a total job, absenteeism, intention to leave, and perceived productivity. Previously bullied, presently bullied and non-bullied employees differed significantly on all four job-related behaviors, with large effect size for the intention to leave and medium effect size for the perceived threat to a total job. The findings support combining self-labeling and behavioral experience approaches in workplace bullying research. [Projekat Ministarstva nauke Republike Srbije, br. 179018

  14. Take it or leave: a five-year prospective study of workplace bullying and indicators of expulsion in working life.

    Science.gov (United States)

    Glambek, Mats; Skogstad, Anders; Einarsen, Ståle

    2015-01-01

    Workplace bullying is often held as a precursor of expulsion in working life, but the claim builds on sparse empirical groundwork. In the present study, bullying is investigated as an antecedent to indicators of expulsion, be it from the workplace (change of employer) or from working life itself (disability benefit recipiency and unemployment), using a nationally representative sample (n=1,613), a five-year time-lag as well as two separate measures of workplace bullying. In line with the hypotheses, logistic regression analyses revealed that both exposure to bullying behaviors and self-labeled bullying are significantly associated with change of employer (OR=1.77 and 2.42, respectively) and disability benefit recipiency (OR=2.81 and 2.95, respectively). Moreover, exposure to bullying behaviors was found to be significantly related to unemployment five years on (OR=4.6). For the self-labeling measure of bullying, this tendency only held true at the 0.1 significance level (OR=3.69, p=0.098). Together, the present results indicate that targets of bullying are at a greater risk of expulsion, both from the workplace and from working life itself, thus representing strong incentives to combat bullying both from the perspective of the individual, the organization and society at large.

  15. Take it or leave: a five-year prospective study of workplace bullying and indicators of expulsion in working life

    Science.gov (United States)

    GLAMBEK, Mats; SKOGSTAD, Anders; EINARSEN, Ståle

    2014-01-01

    Workplace bullying is often held as a precursor of expulsion in working life, but the claim builds on sparse empirical groundwork. In the present study, bullying is investigated as an antecedent to indicators of expulsion, be it from the workplace (change of employer) or from working life itself (disability benefit recipiency and unemployment), using a nationally representative sample (n=1,613), a five-year time-lag as well as two separate measures of workplace bullying. In line with the hypotheses, logistic regression analyses revealed that both exposure to bullying behaviors and self-labeled bullying are significantly associated with change of employer (OR=1.77 and 2.42, respectively) and disability benefit recipiency (OR=2.81 and 2.95, respectively). Moreover, exposure to bullying behaviors was found to be significantly related to unemployment five years on (OR=4.6). For the self-labeling measure of bullying, this tendency only held true at the 0.1 significance level (OR=3.69, p=0.098). Together, the present results indicate that targets of bullying are at a greater risk of expulsion, both from the workplace and from working life itself, thus representing strong incentives to combat bullying both from the perspective of the individual, the organization and society at large. PMID:25475094

  16. Workplace bullying and relationships with health and performance among a sample of New Zealand veterinarians.

    Science.gov (United States)

    Gardner, D H; Rasmussen, W

    2018-03-01

    To examine the relationships between workplace bullying, destructive leadership and team conflict, and physical health, strain, self-reported performance and intentions to quit among veterinarians in New Zealand, and how these relationships could be moderated by psychological capital and perceived organisational support. Data were collected by means of an online survey, distributed to members of the New Zealand Veterinary Association. Participation was voluntary and all responses were anonymous and confidential. Scores for the variables measured were based on responses to questions or statements with responses categorised on a linear scale. A series of regression analyses were used to assess mediation or moderation by intermediate variables on the relationships between predictor variables and dependent variables. Completed surveys were provided by 197 veterinarians, of which 32 (16.2%) had been bullied at work, i.e. they had experienced two or more negative acts at least weekly over the previous 6 months, and nine (4.6%) had experienced cyber-bullying. Mean scores for workplace bullying were higher for female than male respondents, and for non-managers than managers (pbullying were positively associated with scores for destructive leadership and team conflict, physical health, strain, and intentions to quit (pbullying and team conflict mediated the relationship between destructive leadership and strain, physical health and intentions to quit. Perceived organisational support moderated the effects of workplace bullying on strain and self-reported job performance (pbullied. The negative effects of destructive leadership on strain, physical health and intentions to quit were mediated by team conflict and workplace bullying. It should be noted that the findings of this study were based on a survey of self-selected participants and the findings may not represent the wider population of New Zealand veterinarians.

  17. The association between workplace bullying and depressive symptoms

    DEFF Research Database (Denmark)

    Török, Eszter; Hansen, Åse Marie; Grynderup, Matias Brødsgaard

    2016-01-01

    BACKGROUND: The aim of the present study was to investigate whether the depressive symptoms of the bullied respondents differed according to who the perpetrator was. METHODS: We used cross-sectional questionnaire data from two representative cohorts: the Danish Working Environment Cohort Study...... (DWECS 2010) and the Work and Health Study (WH 2012). After excluding respondents not having a leader, or being self-employed, assisting spouses, and those reporting multiple perpetrators in WH 2012, the statistical analysis included 2478 bullied individuals. We compared respondents reporting being...... bullied by their (1) leader, (2) subordinates, (3) clients / customers / patients / students, or (4) colleagues, respectively. The occurrence of depressive symptoms was measured by the Major Depression Inventory (MDI). RESULTS: The most frequent perpetrator of bullying was clients (41.5 %) in DWECS 2010...

  18. Victimization from workplace bullying after a traumatic event: time-lagged relationships with symptoms of posttraumatic stress.

    Science.gov (United States)

    Nielsen, Morten Birkeland; Birkeland, Marianne Skogbrott; Hansen, Marianne Bang; Knardahl, Stein; Heir, Trond

    2017-07-01

    This study examined relationships between victimization from bullying and symptoms of posttraumatic stress (PTSS) after exposure to a terror attack at the workplace. It was hypothesized that (1) victims of bullying report higher and more stable levels of PTSS over time compared to their non-bullied colleagues and (2) that PTSS provides an increased risk of subsequent victimization from bullying. The hypotheses were tested in a two-wave prospective sample comprising 2337 employees from Norwegian governmental ministries who were exposed to the 2011 Oslo terror attack. The two waves of data collection were conducted 10 and 22 months after the terror attack. Hypothesis 1 was partially supported: victims of bullying reported significantly higher levels of PTSS than non-bullied employees at both measurement points, but bullying was not related to the stability in PTSS over time. In support of hypothesis 2, PTSS at 10 months was significantly associated with an increased risk of feeling victimized by bullying 1 year later. The results indicate that victimization from bullying is associated with elevated levels of PTSS in the aftermath of a workplace terror attack, but that bullying does not have any impact on the long-term development of PTSS. PTSS may be a potential antecedent of bullying. These findings suggest that organizations must give high priority to the psychosocial work environment of traumatized employees to prevent further detrimental health consequences.

  19. Does workplace social capital protect against long-term sickness absence? Linking workplace aggregated social capital to sickness absence registry data.

    Science.gov (United States)

    Hansen, Anne-Sophie K; Madsen, Ida E H; Thorsen, Sannie Vester; Melkevik, Ole; Bjørner, Jakob Bue; Andersen, Ingelise; Rugulies, Reiner

    2018-05-01

    Most previous prospective studies have examined workplace social capital as a resource of the individual. However, literature suggests that social capital is a collective good. In the present study we examined whether a high level of workplace aggregated social capital (WASC) predicts a decreased risk of individual-level long-term sickness absence (LTSA) in Danish private sector employees. A sample of 2043 employees (aged 18-64 years, 38.5% women) from 260 Danish private-sector companies filled in a questionnaire on workplace social capital and covariates. WASC was calculated by assigning the company-averaged social capital score to all employees of each company. We derived LTSA, defined as sickness absence of more than three weeks, from a national register. We examined if WASC predicted employee LTSA using multilevel survival analyses, while excluding participants with LTSA in the three months preceding baseline. We found no statistically significant association in any of the analyses. The hazard ratio for LTSA in the fully adjusted model was 0.93 (95% CI 0.77-1.13) per one standard deviation increase in WASC. When using WASC as a categorical exposure we found a statistically non-significant tendency towards a decreased risk of LTSA in employees with medium WASC (fully adjusted model: HR 0.78 (95% CI 0.48-1.27)). Post hoc analyses with workplace social capital as a resource of the individual showed similar results. WASC did not predict LTSA in this sample of Danish private-sector employees.

  20. [Professional outcomes and psychological health after workplace bullying: an exploratory follow-up study].

    Science.gov (United States)

    Fiabane, Elena; Flachi, Daniela; Giorgi, Ines; Crepaldi, Ilaria; Candura, Stefano M; Mazzacane, Fulvio; Argentero, Piergiorgio

    2015-07-08

    The literature shows that workplace bullying can lead to negative consequences for both individuals' health and professional outcomes. Most of these studies used cross-sectional designs and self-report questionnaires and further research is needed in order to explore long-term effects of workplace bullying. This follow-up study aimed to explore professional and psychological outcomes in a sample of subjects who required a specialized and multidisciplinary assessment for psychological problems related, in their opinion, to workplace bullying. The sample includes 71 patients with a baseline diagnosis of work-related psychological disorder who were assessed at follow-up by means of a structured telephone interview. The interview included structured questions about professional career developments and psycho-somatic health, and administration of the General Health Questionnaire-12. 62.0% of the participants were currently working and, of these, 59.1% had changed workplace after experiencing mobbing. Patients who changed workplace scored significantly higher on job satisfaction levels (p<0.01) and showed lower levels of social dysfunction (p<0.01) compared to those who did not change their job. Patients with a baseline diagnosis of Adjustment disorder/Post-Traumatic Stress disorder had higher levels of general dysphoria (p<0.04) and social dysfunction (p<0.01) at follow-up than other patients. These findings  stress the importance of an accurate diagnostic assessment of mobbing-related psychopathological disorder. Victims of workplace bullying require early and continuous psychological support in order to promote their psychological well-being and work reinstatement.

  1. Workplace bullying and sleep disturbances: findings from a large scale cross-sectional survey in the French working population.

    Science.gov (United States)

    Niedhammer, Isabelle; David, Simone; Degioanni, Stephanie; Drummond, Anne; Philip, Pierre; Acquarone, D; Aicardi, F; André-Mazeaud, P; Arsento, M; Astier, R; Baille, H; Bajon-Thery, F; Barre, E; Basire, C; Battu, J L; Baudry, S; Beatini, C; Beaud'huin, N; Becker, C; Bellezza, D; Beque, C; Bernstein, O; Beyssier, C; Blanc-Cascio, F; Blanchet, N; Blondel, C; Boisselot, R; Bordes-Dupuy, G; Borrelly, N; Bouhnik, D; Boulanger, M F; Boulard, J; Borreau, P; Bourret, D; Boustière, A M; Breton, C; Bugeon, G; Buono-Michel, M; Canonne, J F; Capella, D; Cavin-Rey, M; Cervoni, C; Charreton, D; Charrier, D; Chauvin, M A; Chazal, B; Cougnot, C; Cuvelier, G; Dalivoust, G; Daumas, R; Debaille, A; De Bretteville, L; Delaforge, G; Delchambre, A; Domeny, L; Donati, Y; Ducord-Chapelet, J; Duran, C; Durand-Bruguerolle, D; Fabre, D; Faivre, A; Falleri, R; Ferrando, G; Ferrari-Galano, J; Flutet, M; Fouché, J P; Fournier, F; Freyder, E; Galy, M; Garcia, A; Gazazian, G; Gérard, C; Girard, F; Giuge, M; Goyer, C; Gravier, C; Guyomard, A; Hacquin, M C; Halimi, E; Ibagnes, T; Icart, P; Jacquin, M C; Jaubert, B; Joret, J P; Julien, J P; Kacel, M; Kesmedjian, E; Lacroix, P; Lafon-Borelli, M; Lallai, S; Laudicina, J; Leclercq, X; Ledieu, S; Leroy, J; Leroyer, L; Loesche, F; Londi, D; Longueville, J M; Lotte, M C; Louvain, S; Lozé, M; Maculet-Simon, M; Magallon, G; Marcelot, V; Mareel, M C; Martin, P; Masse, A M; Méric, M; Milliet, C; Mokhtari, R; Monville, A M; Muller, B; Obadia, G; Pelser, M; Peres, L; Perez, E; Peyron, M; Peyronnin, F; Postel, S; Presseq, P; Pyronnet, E; Quinsat, C; Raulot-Lapointe, H; Rigaud, P; Robert, F; Robert, O; Roger, K; Roussel, A; Roux, J P; Rubini-Remigy, D; Sabate, N; Saccomano-Pertus, C; Salengro, B; Salengro-Trouillez, P; Samson, E; Sendra-Gille, L; Seyrig, C; Stoll, G; Tarpinian, N; Tavernier, M; Tempesta, S; Terracol, H; Torresani, F; Triglia, M F; Vandomme, V; Vieillard, F; Vilmot, K; Vital, N

    2009-09-01

    The purpose of this study was to explore the associations between workplace bullying, the characteristics of workplace bullying, and sleep disturbances in a large sample of employees of the French working population. Workplace bullying, evaluated using the validated instrument developed by Leymann, and sleep disturbances, as well as covariates, were measured using a self-administered questionnaire. Covariates included age, marital status, presence of children, education, occupation, working hours, night work, physical and chemical exposures at work, self-reported health, and depressive symptoms. Statistical analysis was performed using logistic regression analysis and was carried out separately for men and women. General working population. The study population consisted of a random sample of 3132 men and 4562 women of the working population in the southeast of France. Workplace bullying was strongly associated with sleep disturbances. Past exposure to bullying also increased the risk for this outcome. The more frequent the exposure to bullying, the higher the risk of experiencing sleep disturbances. Observing someone else being bullied in the workplace was also associated with the outcome. Adjustment for covariates did not modify the results. Additional adjustment for self-reported health and depressive symptoms diminished the magnitude of the associations that remained significant. The prevalence of workplace bullying (around 10%) was found to be high in this study as well was the impact of this major job-related stressor on sleep disturbances. Although no conclusion about causality could be drawn from this cross-sectional study, the findings suggest that the contribution of workplace bullying to the burden of sleep disturbances may be substantial.

  2. Workplace bullying : the employee health and wellness response of a provincial department in the Limpopo Province / Patricia Theresa Banyini

    OpenAIRE

    Banyini, Patricia Theresa

    2011-01-01

    Workplace bullying has become the most serious contemporary issue that negatively affects organisations socially and economically. Today organisations are faced with the financial burden associated with high staff turnover, absenteeism, low morale, high medical costs and poor performance resulting from bullying in the workplace. Therefore, organisations are focusing on ways and means to address this particular problem. The aim of the study was to explore the subjective experien...

  3. Experiences with workplace bullying among athletic trainers in the collegiate setting.

    Science.gov (United States)

    Weuve, Celest; Pitney, William A; Martin, Malissa; Mazerolle, Stephanie M

    2014-01-01

    Workplace bullying (WPB) is a series of persistent negative interactions that affect a clinician's ability to perform his or her role. Although WPB has been studied in other health professions, to date, no information exists pertaining to WPB in athletic training. To determine the prevalence of WPB in the collegiate setting and examine factors that influence its occurrence. Cross-sectional study. Collegiate setting. There were 723 (329 female, 394 male) athletic trainers (ATs) aged 37.5 ± 10.4 years. We collected data via the validated and reliable online Athletic Training Environment Survey. Descriptive statistics were obtained to determine a bullying score for each AT and examine the prevalence of WPB. Chi-square analyses were performed to examine the differences between (1) sex, (2) academic degree level, (3) employment title, and (4) National Athletic Trainers' Association district. A total of 106 participants (14.7%) had a score of 2 or higher, indicating they were bullied in the athletic training setting. Of those bullied, 47 (44.3%) were women and 59 (55.7%) were men. There was no difference between women and men with respect to having experienced bullying (χ(2)1 = 0.068, P = .794). Moreover, no difference existed in the prevalence of bullying among ATs holding various degrees (χ(2)3 = 6.73, P = .081) or among ATs holding various titles within an organization (χ(2)5 = 3.55, P = .616). More (χ(2)1 = 23.77, P = Bullying was experienced by both male and female ATs in the collegiate setting, and a higher number of bullies were male. More research is necessary to explore WPB in other work settings.

  4. Primary Principals' Leadership Styles, School Organizational Health and Workplace Bullying

    Science.gov (United States)

    Cemaloglu, Necati

    2011-01-01

    Purpose: The purpose of this paper is to determine the relationships between leadership styles of primary school principals and organizational health and bullying. Design/methodology/approach: Two hypotheses were formulated in relation to the research. Three instruments were used--a multi-level questionnaire for measuring leadership, an…

  5. Quality of Leadership and Workplace Bullying: The Mediating Role of Social Community at Work in a Two-Year Follow-Up Study

    DEFF Research Database (Denmark)

    Francioli, Laura; Conway, Paul Maurice; Hansen, Åse Marie

    2015-01-01

    leadership to bullying using social community at work as mediator. Using survey data that were collected at two different points in time (2006–2008) among 1664 workers from 60 Danish workplaces, we examined the total, direct and indirect effects between quality of leadership and workplace bullying. Our...... results indicate that quality of leadership plays a role in establishing working conditions that lead to workplace bullying. Furthermore, social community at work fully mediates the effect of poor quality of leadership on workplace bullying. This longitudinal study adds to previous cross-sectional studies......The theoretical and empirical link between leadership and workplace bullying needs further elaboration. The aim of the study is to examine the relationship between quality of leadership and the occurrence of workplace bullying 2 years later. Furthermore, we aim to examine a possible mechanism from...

  6. Workplace bullying and mental health among teachers in relation to psychosocial job characteristics and burnout

    Directory of Open Access Journals (Sweden)

    Lina Bernotaite

    2017-08-01

    Full Text Available Objectives: The objective of the study has been to assess the associations between psychological distress and exposure to workplace bullying, taking into account possible influence of adverse psychosocial job characteristics and occupational burnout in a sample of Kaunas (Lithuania teachers. Material and Methods: The study sample included 517 teachers from 13 secondary schools and was conducted in 2014. The participants filled in the anonymous questionnaire (response rate 71.3%. Twenty-two-item Negative Acts Questionnaire (H. Hoel and S. Einarsen was used for measuring the exposure to workplace bullying, Goldberg 12-item General Health Questionnaire (GHQ-12 – psychological distress, Maslach Burnout Inventory (MBI – occupational burnout, Karasek Demand-Control questionnaire – psychosocial job stressors. The IBM SPSS Statistics version 20.0 was used for performing the statistical analysis. Associations between psychological distress, exposure to workplace bullying, psychosocial job characteristics and occupational burnout were analyzed in the logistic regression and expressed in terms of odds ratios (OR. Statistical significance was determined using the 95% confidence interval (CI level. Results: Workplace bullying was prevalent among Kaunas teachers (occasional – 8.3%, severe – 2.9%. Twenty-five percent of teachers suffered from psychological distress. High emotional exhaustion was found in 25.6% of them, high depersonalization in 10.6% and low personal achievement in 33.7% of cases. Almost a half of respondents (47.4% reported job strain and 59.6% – low social support at work. Occasional and severe bullying was associated with psychological distress after adjusting to job strain, social support and emotional exhaustion, depersonalization, personal accomplishment (adjusted OR was 3.27, 95% CI: 1.56–6.84 for occasional and 4.98, 95% CI: 1.27–19.62 for severe bullying. Conclusions: Occasional and severe bullying were strong

  7. Workplace bullying and mental health among teachers in relation to psychosocial job characteristics and burnout.

    Science.gov (United States)

    Bernotaite, Lina; Malinauskiene, Vilija

    2017-06-19

    The objective of the study has been to assess the associations between psychological distress and exposure to workplace bullying, taking into account possible influence of adverse psychosocial job characteristics and occupational burnout in a sample of Kaunas (Lithuania) teachers. The study sample included 517 teachers from 13 secondary schools and was conducted in 2014. The participants filled in the anonymous questionnaire (response rate 71.3%). Twenty-two-item Negative Acts Questionnaire (H. Hoel and S. Einarsen) was used for measuring the exposure to workplace bullying, Goldberg 12-item General Health Questionnaire (GHQ-12) - psychological distress, Maslach Burnout Inventory (MBI) - occupational burnout, Karasek Demand-Control questionnaire - psychosocial job stressors. The IBM SPSS Statistics version 20.0 was used for performing the statistical analysis. Associations between psychological distress, exposure to workplace bullying, psychosocial job characteristics and occupational burnout were analyzed in the logistic regression and expressed in terms of odds ratios (OR). Statistical significance was determined using the 95% confidence interval (CI) level. Workplace bullying was prevalent among Kaunas teachers (occasional - 8.3%, severe - 2.9%). Twenty-five percent of teachers suffered from psychological distress. High emotional exhaustion was found in 25.6% of them, high depersonalization in 10.6% and low personal achievement in 33.7% of cases. Almost a half of respondents (47.4%) reported job strain and 59.6% - low social support at work. Occasional and severe bullying was associated with psychological distress after adjusting to job strain, social support and emotional exhaustion, depersonalization, personal accomplishment (adjusted OR was 3.27, 95% CI: 1.56-6.84 for occasional and 4.98, 95% CI: 1.27-19.62 for severe bullying). Occasional and severe bullying were strong predictors for psychological distress. Burnout did not mediate those associations. The

  8. Uncovering degrees of workplace bullying: A comparison of baccalaureate nursing students' experiences during clinical placement in Australia and the UK.

    Science.gov (United States)

    Birks, Melanie; Cant, Robyn P; Budden, Lea M; Russell-Westhead, Michele; Sinem Üzar Özçetin, Yeter; Tee, Stephen

    2017-07-01

    Bullying in health workplaces has a negative impact on nurses, their families, multidisciplinary teams, patient care and the profession. This paper compares the experiences of Australian and UK baccalaureate nursing students in relation to bullying and harassment during clinical placement. A secondary analysis was conducted on two primary cross-sectional studies of bullying experiences of Australian and UK nursing students. Data were collected using the Student Experience of Bullying during Clinical Placement (SEBDCP) questionnaire and analysed using descriptive and inferential statistics. The total sample was 833 Australian and 561 UK students. Australian nursing students experienced a higher rate of bullying (50.1%) than UK students (35.5%). Students identified other nurses as the main perpetrators (Aust 53%, UK 68%), although patients were the main source of physical acts of bullying. Few bullied students chose to report the episode/s. The main reason for non-reporting was fear of being victimised. Sadly, some students felt bullying and harassment was 'part of the job'. A culture of bullying in nursing persists internationally. Nursing students are vulnerable and can question their future in the 'caring' profession of nursing after experiencing and/or witnessing bullying during clinical placement. Bullying requires a zero tolerance approach. Education providers must develop clearer policies and implement procedures to protect students - the future nursing workforce. Copyright © 2017 Elsevier Ltd. All rights reserved.

  9. Experiences With and Perceptions of Workplace Bullying Among Athletic Trainers in the Secondary School Setting.

    Science.gov (United States)

    Pitney, William A; Weuve, Celest; Mazerolle, Stephanie M

    2016-09-01

    Workplace bullying (WPB) has recently received much attention in society. Research on WPB in athletic training practice settings is limited. To determine the prevalence of WPB in the secondary school setting and explore the factors related to it. Mixed-methods study. Secondary school. A total of 567 athletic trainers (women = 322 [56.8%], men = 245 [43.2%]), aged 36.5 ± 11.1 years with 11.9 ± 9.5 years of experience took part in phase I. Ten participants (7 women and 3 men), aged 39.3 ± 10.1 years with 14.3 ± 8.3 years of experience, took part in phase II. For the online survey, we used the previously validated and reliable (Cronbach α = .84) Athletic Training Workplace Environment Survey, which included the Negative Acts Questionnaire-Revised. The prevalence of WPB was measured with descriptive statistics, and χ 2 analyses were used to compare differences between groups (ie, females and males, perpetrators' titles). The interview data were examined using an inductive content analysis. Of the participants, 44 (7.8%) were empirically identified as targets of bullying, though a higher percentage (12.4%, n = 70) self-identified as bullying targets. Men and women did not differ with respect to having experienced WPB, but more perpetrators were male (71.6%, n = 48) than female (28.4%, n = 19; χ 2 1 = 12.55, P = discrimination were antecedents of bullying. Stress, depression, and sleep disturbances were reported consequences. Participants coped with bullying by avoidance and role refocusing. Bullying was experienced by a small percentage of athletic trainers in the secondary school setting, a contrast to the findings in the collegiate practice setting.

  10. A Phenomenological Study of Nurse Manager Interventions Related to Workplace Bullying.

    Science.gov (United States)

    Skarbek, Anita J; Johnson, Sandra; Dawson, Christina M

    2015-10-01

    The aim of this study was to acquire nurse managers' perspectives as to the scope of workplace bullying, which interventions were deemed as effective and ineffective, and what environmental characteristics cultivated a healthy, caring work environment. Research has linked workplace bullying among RNs to medical errors, unsafe hospital environments, and negative patient outcomes. Limited research had been conducted with nurse managers to discern their perspectives. Six nurse managers from hospital settings participated in in-depth, semistructured interviews. Ray's theory of bureaucratic caring guided the study. These themes emerged: (a) awareness, (b) scope of the problem, (c) quality of performance, and (d) healthy, caring environment. Findings indicated mandated antibullying programs were not as effective as individual manager interventions. Systems must be in place to hold individuals accountable for their behavior. Communication, collective support, and teamwork are essential to create environments that lead to the delivery of safe, optimum patient care.

  11. [Nursing workplace bullying and turnover intention: an exploration of associated factors at a medical center in Southern Taiwan].

    Science.gov (United States)

    Tsai, Shiau-Ting; Han, Chin-Hua; Chen, Li-Fang; Chou, Fan-Hao

    2014-06-01

    The chronic shortage of nursing staffs in hospitals continues to increasingly and negatively impact the ability of medical care systems to deliver effective care and ensure the safety of patients. Bullying is one factor known to exacerbate turnover in the nursing workplace. This study explores workplace bullying and turnover intention among nurses working at a medical center in Southern Taiwan. A cross-sectional and correlation research design was conducted using the Negative Acts Questionnaire-Revised (NAQ-R) and the Turnover Intention Questionnaire. A convenience, purposive sample of 708 nurses was recruited. Inclusion criteria included: holding an RN license, able to communicate in both Mandarin and Hokkienese, >6 months of clinical experience, and an NAQ-R score higher than 23. Data were analyzed using SPSS19.0 software. Approximately 85% of participants had experienced some degree of workplace bullying during the previous 6-month period. The trend of the turnover intention tended to the right at a high degree. A moderate, positive, and significant correlation was found between turnover intention and bullying total scores (r=.39, pturnover intention (15.10%). Based on our findings, we suggest that nurses should enhance their awareness of the negative consequences of workplace bullying. Furthermore, hospitals should implement appropriate mechanisms to decrease the phenomenon of inter-staff bullying, improve the nursing workplace environment, and reduce the rate of turnover intention.

  12. Workplace bullying as an antecedent of mental health problems: a five-year prospective and representative study.

    Science.gov (United States)

    Einarsen, Ståle; Nielsen, Morten Birkeland

    2015-02-01

    The present study investigates the proposed long-term relationship between exposure to workplace bullying and subsequent mental health in the form of anxiety and depression with a time lag of 5 years, exploring potential gender differences in these relationships. The study employs a prospective design with a 5-year time lag in a representative sample of the Norwegian workforce. A cohort of 1,613 employees reported on their exposure to workplace bullying and their symptoms of anxiety and depression at both measurement times. The results showed exposure to workplace bullying to be a significant predictor of mental health problems 5 years on, even after controlling for baseline mental health status, gender, age, job-change, job demands and job control, yet for men only. Baseline levels of mental health problems in terms of symptoms of anxiety and depression did not predict subsequent exposure to bullying at follow-up among women, but anxiety did in the case of men. Workplace bullying poses a serious long-term threat to the health and well-being of workers, at least for men. The results of the study pinpoint the need for mental health treatment as well as for preventive measures in relation to workplace bullying, and pinpoint the need for a gender perspective in these studies.

  13. Workplace bullying and post-traumatic stress symptoms among family physicians in Lithuania: an occupation and region specific approach.

    Science.gov (United States)

    Malinauskiene, Vilija; Einarsen, Staale

    2014-12-01

    The study investigated associations between workplace bullying and post-traumatic stress symptoms as compared to and controlled for associations between the latter and other psychosocial stress factors at work and in everyday life. The study employed a representative sample of Lithuanian family physicians, hence investigated a particularly resourceful occupational group in a geographical region earlier found to have a high risk context for exposure to bullying at work. With a response rate of 89.2%, a total of 323 family physicians filled in an anonymous questionnaire on workplace bullying, post-traumatic symptomatology (IES-R), other psychosocial stressors at work and in everyday life, personal health resources (sense of coherence), behavioral characteristics and demographic variables. The statistical software SPSS 14.0, Windows was used in the analysis. Associations were tested using a multivariate logistic regression analysis. A high prevalence of bullying was found among family physicians in Lithuania, with 13% of them experiencing severe workplace bullying and 17.3% experiencing more occasional incidents of bullying. The prevalence of post-traumatic stress symptoms was also high with 15.8% scoring above the standardized cut-off thresholds for post-traumatic stress disorder. The odds ratio (OR) of severe bullying for post-traumatic stress after adjustment for age and gender was 8.05 (95% confidence intervals (CI): 3.80-17.04). In the fully adjusted model it increased to 13.88 (95% CI: 4.68-41.13) indicating cumulative effects of all the investigated stressors. Workplace bullying is particularly prevalent among Lithuanian family physicians, as are the symptoms of post-traumatic distress. Strong associations between post-traumatic stress and exposure to severe bullying indicate that bullying is a significant source of mental health.

  14. Workplace bullying and post-traumatic stress symptoms among family physicians in Lithuania: An occupation and region specific approach

    Directory of Open Access Journals (Sweden)

    Vilija Malinauskiene

    2014-12-01

    Full Text Available Objectives: The study investigated associations between workplace bullying and post-traumatic stress symptoms as compared to and controlled for associations between the latter and other psychosocial stress factors at work and in everyday life. The study employed a representative sample of Lithuanian family physicians, hence investigated a particularly resourceful occupational group in a geographical region earlier found to have a high risk context for exposure to bullying at work. Material and Methods: With a response rate of 89.2%, a total of 323 family physicians filled in an anonymous questionnaire on workplace bullying, post-traumatic symptomatology (IES-R, other psychosocial stressors at work and in everyday life, personal health resources (sense of coherence, behavioral characteristics and demographic variables. The statistical software SPSS 14.0, Windows was used in the analysis. Associations were tested using a multivariate logistic regression analysis. Results: A high prevalence of bullying was found among family physicians in Lithuania, with 13% of them experiencing severe workplace bullying and 17.3% experiencing more occasional incidents of bullying. The prevalence of post-traumatic stress symptoms was also high with 15.8% scoring above the standardized cut-off thresholds for post-traumatic stress disorder. The odds ratio (OR of severe bullying for post-traumatic stress after adjustment for age and gender was 8.05 (95% confidence intervals (CI: 3.80–17.04. In the fully adjusted model it increased to 13.88 (95% CI: 4.68–41.13 indicating cumulative effects of all the investigated stressors. Conclusions: Workplace bullying is particularly prevalent among Lithuanian family physicians, as are the symptoms of post-traumatic distress. Strong associations between post-traumatic stress and exposure to severe bullying indicate that bullying is a significant source of mental health.

  15. Workplace bullying and task performance: A study on salespeople in retail industry

    OpenAIRE

    Shi Min Chia; Daisy Mui Hung Kee

    2018-01-01

    Occupational stress has been known as a major cause of safety and health issues among sales people in retail organizations. Despite this, numerous studies have indicated the importance of factors and outcomes of occupational stress in several occupations, a knowledge gap on occupational stress remains a hot topic of interest for academics and practitioners. This study aims to examine the workplace bullying as a factor and task performance as the outcome of occupational stress among salespeopl...

  16. Civility and workplace bullying: resonance of Nightingale's persona and current best practices.

    Science.gov (United States)

    Lim, Fidelindo A; Bernstein, Ilya

    2014-01-01

    Conflict or aggression occurring between and among healthcare workers is undermining attempts to create a culture of safety in the workplace. Healthcare occupations have higher rates of workplace bullying (WPB), and intimidating behavior across healthcare settings has been shown to foster medical errors, increase the cost of care, and contribute to poor patient satisfaction and preventable adverse outcomes. WBP is also partially responsible for the high attrition among nurses, a particular concern in the current nursing shortage. Through a narrative that explores Florence Nightingale's professional persona and experience, this article outlines various factors that contribute to incivility and WPB, and provides suggestions for curriculum design that may help preempt incivility in tomorrow's nurses.

  17. Multi-state models for clustered duration data: an application to workplace effects on individual sickness absenteeism

    OpenAIRE

    Lindeboom, Maarten; Kerkhofs, Marcel

    1998-01-01

    In this paper we specify and estimate three state duration models of work, sickness and exit from the job to explain individual absenteeism behaviour of primary school teachers. There is a large variation of sickness absenteeism records across schools and absenteeism records of workers within a school appear to be related. This clustering of individual absenteeism data may to a large extend be caused by workplace effects. Since it will be difficult to fully capture workplace effects with obse...

  18. 'Mental health day' sickness absence amongst nurses and midwives: workplace, workforce, psychosocial and health characteristics.

    Science.gov (United States)

    Lamont, Scott; Brunero, Scott; Perry, Lin; Duffield, Christine; Sibbritt, David; Gallagher, Robyn; Nicholls, Rachel

    2017-05-01

    To examine the workforce, workplace, psychosocial and health characteristics of nurses and midwives in relation to their reported use of sickness absence described as 'mental health days'. The occupational stress associated with the nursing profession is increasingly recognized and nurse/midwifery absenteeism is a significant global problem. Taking a 'mental health day' as sickness absence is a common phenomenon in Australian health care. No previous studies have empirically explored the characteristics of nurses and midwives using such sickness absence. Online cross-sectional survey. Survey comprising validated tools and questions on workplace and health characteristics was distributed to nurses and midwives in New South Wales, Australia, between May 2014 - February 2015. Sample characteristics were reported using descriptive statistics. Factors independently predictive of 'mental health day' reportage were determined using logistic regression. Fifty-four percentage of the n = 5041 nurse and midwife respondents took 'mental health days'. Those affected were significantly more likely to be at younger ages, working shifts with less time sitting at work; to report workplace abuse and plans to leave; having been admitted to hospital in previous 12 months; to be current smokers; to report mental health problems, accomplishing less due to emotional problems and current psychotropic medication use. Specific characteristics of nurses and midwives who report taking 'mental health day' sickness absence offer healthcare administrators and managers opportunities for early identification and intervention with workplace measures and support frameworks to promote well-being, health promotion and safety. © 2016 The Authors. Journal of Advanced Nursing Published by John Wiley & Sons Ltd.

  19. Work climate and the mediating role of workplace bullying related to job performance, job satisfaction, and work ability: A study among hospital nurses.

    Science.gov (United States)

    Olsen, Espen; Bjaalid, Gunhild; Mikkelsen, Aslaug

    2017-11-01

    To increase understanding of workplace bullying and its relation to work climate and different outcomes among nurses. Examine a proposed bullying model including both job resource and job demands, as well as nurse outcomes reflected in job performance, job satisfaction, and work ability. Workplace bullying has been identified as some of the most damaging mechanisms in workplace settings. It is important to increase understanding of workplace bullying in relation to work climate and different outcomes among nurses. This study adopted a cross-sectional web based survey design. A sample of 2946 Registered Nurses from four public Norwegian hospitals were collected during October 2014. We analysed data using descriptive statistics, correlations, Cronbach's alpa, confirmatory factor analyses, and structural equation modelling. The majority of work climate characteristics confirmed to influence workplace bullying, and additionally had direct influence on nurse outcomes; job performance, job satisfaction, and work ability. Bullying had a mediational role between most of the work climate dimensions and nurse outcomes. This study increases our understanding of organizational antecedent of bullying among nurses. Workplace bullying among nurses functions as a mediator between the majority of work climate dimensions and outcomes related to job satisfaction and work ability. Strategies to reduce bullying should look at the study finding and specifically job resources and job demands that influence bullying and nurse outcomes. © 2017 John Wiley & Sons Ltd.

  20. [Workplace bullying during specialty training in a pediatric hospital in Mexico: a little-noticed phenomenon].

    Science.gov (United States)

    Sepúlveda-Vildósola, Ana Carolina; Mota-Nova, Alma Rebeca; Fajardo-Dolci, Germán Enrique; Reyes-Lagunes, L Isabel

    2017-01-01

    Workplace bullying (WB) is a hostile or intimidating behavior that is practiced against workers and has a negative impact on health, job performance, and the learning process. The objective was to research WB magnitude and its associated factors in Mexico. Mixed method study. A survey was designed and administered to all the residents in a pediatric hospital in Mexico who agreed to participate. The survey was divided in two sections: a) resident self-reported events of workplace bullying and associated factors, b) situations and factors of abuse were interrogated in a targeted manner. 137 residents participated in the survey, out of which 32% spontaneously reported have been bullied, and 82.4% harassing behaviors in the targeted section. Personal factors that cause WB in this population were: gender, mental skills and physical appearance. Situations that predispose to harassment were: hierarchy, and lack of supervision. Teachers were more frequently the perpetrators. Factors identified as significant for WB were: being female, younger than 29, studying pediatrics, being unmarried, and having reported harassment spontaneously. The frequency of WB and associated factors are similar to those reported by other authors. Half of the residents did not report spontaneously harassing events, but identified them in the targeted section, which suggests that they consider them as part of the "costumes and habits" during their medical training, or they consider them irrelevant.

  1. Associations of workplace bullying and harassment with stress reactions: a two-year follow-up study

    Science.gov (United States)

    TANIGUCHI, Toshiyo; TAKAKI, Jiro; HIROKAWA, Kumi; FUJII, Yasuhito; HARANO, Kaori

    2015-01-01

    The purpose of this prospective study was to investigate the effect of the patterning of workplace bullying and harassment over two time points (chronic, remission, onset, and never) on psychological and physical stress reactions. The subjects were 543 workers at welfare facilities for the elderly in Japan who completed a self-administered questionnaire at Time 1 (from August to September, 2009) and at Time 2 (from September to October, 2011). Workplace bullying and harassment were assessed using the Negative Acts Questionnaire (NAQ). Stress reactions were assessed using the Brief Job Stress Questionnaire. In the multiple logistic regression analyses, onset of person-related bullying was significantly (ppsychological and physical stress reactions at Time 2. Chronic form of person-related bullying was significantly (ppsychological stress reaction at Time 2. Onset of sexual harassment was significantly (psexual harassment was significantly (psexual harassment can cause stress reactions. Remission of sexual harassment can terminate physical stress reaction. PMID:26537998

  2. Workplace bullying and violence as risk factors for type 2 diabetes: a multicohort study and meta-analysis.

    Science.gov (United States)

    Xu, Tianwei; Magnusson Hanson, Linda L; Lange, Theis; Starkopf, Liis; Westerlund, Hugo; Madsen, Ida E H; Rugulies, Reiner; Pentti, Jaana; Stenholm, Sari; Vahtera, Jussi; Hansen, Åse M; Kivimäki, Mika; Rod, Naja H

    2018-01-01

    The aim of this multicohort study was to examine whether employees exposed to social stressors at work, such as workplace bullying and violence, have an increased risk of type 2 diabetes. The study included 45,905 men and women (40-65 years of age and free of diabetes at baseline) from four studies in Sweden, Denmark and Finland. Workplace bullying and violence were self-reported at baseline. Incident diabetes was ascertained through national health and medication records and death registers. Marginal structural Cox models adjusted for age, sex, country of birth, marital status and educational level were used for the analyses. Nine per cent of the population reported being bullied at work and 12% were exposed to workplace violence or threats of violence. Bullied participants had a 1.46 (95% CI 1.23, 1.74) times higher risk of developing diabetes compared with non-bullied participants. Exposure to violence or threats of violence was also associated with a higher risk of diabetes (HR 1.26 [95% CI 1.02, 1.56]). The risk estimates attenuated slightly when taking BMI into account, especially for bullying. The results were similar for men and women, and were consistent across cohorts. We found a higher risk of incident type 2 diabetes among employees exposed to bullying or violence in the workplace. Further research is needed to determine whether policies to reduce bullying and violence at work may reduce the incidence of type 2 diabetes in working populations. Research on the mechanisms is also highly warranted.

  3. Workplace bullying and post-traumatic stress symptoms among family physicians in Lithuania: An occupation and region specific approach

    OpenAIRE

    Vilija Malinauskiene; Staale Einarsen

    2014-01-01

    Objectives: The study investigated associations between workplace bullying and post-traumatic stress symptoms as compared to and controlled for associations between the latter and other psychosocial stress factors at work and in everyday life. The study employed a representative sample of Lithuanian family physicians, hence investigated a particularly resourceful occupational group in a geographical region earlier found to have a high risk context for exposure to bullying at work. Material an...

  4. Scientific production on workplace bullying/harassment in dissertations and theses in the Brazilian scenario

    Directory of Open Access Journals (Sweden)

    Isabelle Cristinne Pinto Costa

    Full Text Available OBJECTIVE To analyze scientific production about workplace bullying and harassment in dissertations and theses in Brazil, with emphasis on the year of publication; educational institution; area of knowledge; professional and academic background of the authors; keywords used; and concept map organization. METHOD Bibliometric study with a quantitative approach with a sample consisting of 57 papers, 5 theses and 52 dissertations, published between 2002 and 2012. RESULTS It was found that 2012 was the year with the highest number of publications in this topic area. The region that stood out was the Southeast. The institution with the highest number of publications was the Federal University of Santa Catarina. There was a predominance of dissertations and most publications were produced by researchers focused on a multidisciplinary perspective. CONCLUSION Expanding the views regarding bullying in order to disseminate scientific production was proposed, promoting further advancement of debates and raising pertinent questions.

  5. Scientific production on workplace bullying/harassment in dissertations and theses in the Brazilian scenario

    Directory of Open Access Journals (Sweden)

    Isabelle Cristinne Pinto Costa

    2015-04-01

    Full Text Available OBJECTIVE To analyze scientific production about workplace bullying and harassment in dissertations and theses in Brazil, with emphasis on the year of publication; educational institution; area of knowledge; professional and academic background of the authors; keywords used; and concept map organization. METHOD Bibliometric study with a quantitative approach with a sample consisting of 57 papers, 5 theses and 52 dissertations, published between 2002 and 2012. RESULTS It was found that 2012 was the year with the highest number of publications in this topic area. The region that stood out was the Southeast. The institution with the highest number of publications was the Federal University of Santa Catarina. There was a predominance of dissertations and most publications were produced by researchers focused on a multidisciplinary perspective. CONCLUSION Expanding the views regarding bullying in order to disseminate scientific production was proposed, promoting further advancement of debates and raising pertinent questions.

  6. [Scientific production on workplace bullying/harassment in dissertations and theses in the Brazilian scenario].

    Science.gov (United States)

    Costa, Isabelle Cristinne Pinto; Costa, Solange Fátima Geraldo da; Andrade, Cristiani Garrido de; Oliveira, Regina Célia de; Abrão, Fátima Maria da Silva; Silva, Carlos Roberto Lyra da

    2015-04-01

    OBJECTIVE To analyze scientific production about workplace bullying and harassment in dissertations and theses in Brazil, with emphasis on the year of publication; educational institution; area of knowledge; professional and academic background of the authors; keywords used; and concept map organization. METHOD Bibliometric study with a quantitative approach with a sample consisting of 57 papers, 5 theses and 52 dissertations, published between 2002 and 2012. RESULTS It was found that 2012 was the year with the highest number of publications in this topic area. The region that stood out was the Southeast. The institution with the highest number of publications was the Federal University of Santa Catarina. There was a predominance of dissertations and most publications were produced by researchers focused on a multidisciplinary perspective. CONCLUSION Expanding the views regarding bullying in order to disseminate scientific production was proposed, promoting further advancement of debates and raising pertinent questions.

  7. Negative social acts and pain: evidence of a workplace bullying and 5-HTT genotype interaction.

    Science.gov (United States)

    Jacobsen, Daniel Pitz; Nielsen, Morten Birkeland; Einarsen, Ståle; Gjerstad, Johannes

    2018-05-01

    Objectives Long-term exposure to systematic negative acts at work, usually labeled workplace bullying, is a prevalent problem at many workplaces. The adverse effects of such exposure may range from psychological symptoms, such as depression and anxiety to somatic ailments like cardiovascular disease and musculoskeletal complaints. In this study, we examined the relationships among exposure to negative acts, genetic variability in the 5-HTT gene SLC6A4 and pain. Methods The study was based on a nationally representative survey of 987 Norwegian employees drawn from the Norwegian Central Employee Register by Statistics Norway. Exposure to bullying in the workplace was measured with the 9-item version of the Negative Acts Questionnaire - Revised (NAQ-R) inventory. Pain was rated using an 11-point (0-10) numeric rating scale (NRS). Genotyping with regard to SLC6A4 was carried out using a combination of gel-electrophoresis and TaqMan assay. Results The data revealed a significant interaction between exposure to negative acts and the SLC6A4 genotype with regard to pain (linear regression with 5000 resamples; age, sex, tobacco use and education were included as covariates). The relationship between negative acts and pain intensity was significantly stronger for subjects with the LALA genotype than for subjects with the SLA/LALG/SLG genotype. No significant difference between subjects with the LALA genotype and SS genotype was observed. Conclusions Our data demonstrated that the relationship between bullying and pain was modified by the 5-HTT genotype, ie, genetic variation in SLC6A4. The association between negative acts and health among vulnerable individuals appeared more potent than previously reported.

  8. Bullying.

    Science.gov (United States)

    Rettew, David C; Pawlowski, Sara

    2016-04-01

    Bullying refers to aggressive behavior that is repetitive and intentional in which a power differential exists between the victim and bully. The negative effects of bullying on an individual's mental and physical health are substantial and in line with other major forms of child maltreatment. Efforts to increase detection of bullying are indicated, especially among youth presenting with school phobia, depression, anxiety, and declining school performance. Several antibullying efforts have been developed and promoted at the school and community level. Research indicates that many of these programs are effective and share some common elements that can help reduce the prevalence and impact of bullying. Copyright © 2016 Elsevier Inc. All rights reserved.

  9. Bullying, internalized hepatitis (Hepatitis C virus) stigma, and self-esteem: Does spirituality curtail the relationship in the workplace.

    Science.gov (United States)

    Noor, Ayesha; Bashir, Sajid; Earnshaw, Valerie A

    2016-09-01

    The objective of this study was to examine the impact of workplace bullying on self-esteem, including the mediating effect of internalized stigma and the moderating effect of spirituality, among hepatitis C virus patients. Data were collected from 228 employed hepatitis C virus patients who had been admitted to Gastroenterology and Hepatology wards in Pakistani hospitals. We found support for the hypothesis that workplace bullying is associated with low self-esteem via internalized stigma. In addition, spirituality moderated the association such that participants with greater spirituality were buffered from the impact of stigma on self-esteem. © The Author(s) 2015.

  10. Workplace bullying and its relation with work characteristics, personality, and post-traumatic stress symptoms: an integrated model.

    Science.gov (United States)

    Balducci, Cristian; Fraccaroli, Franco; Schaufeli, Wilmar B

    2011-10-01

    Workplace bullying refers to prolonged exposure to frequent hostile behaviors at work, which can lead to severe stress reactions. Research in this area has not revealed a clear picture on how bullying escalates in organizations. Drawing on recent developments in work stress theory, this study tested a comprehensive model of bullying in which work environmental and personality factors were hypothesized to act as antecedents of bullying and post-traumatic stress symptoms as an outcome. Structural equation modeling on data provided by 609 public sector employees in Italy showed that job demands (workload and role conflict) and job resources (decision authority, co-worker support and salary/promotion prospects) were related to bullying over and above neuroticism, and that bullying mediated the relationship between job demands and PTSD symptoms. Evidence also emerged for a buffering effect of job resources on the job demands-bullying relationship. Overall results are compatible with a view of bullying as a strain phenomenon, initiated by both work environmental and personality factors.

  11. The nature of workplace bullying experienced by teachers and the biopsychosocial health effects

    Directory of Open Access Journals (Sweden)

    J. De Vos

    2015-08-01

    Full Text Available This article reports on the nature of workplace bullying experienced by teachers in South African schools and the bio-psychosocial health effects that may arise from such victimisation. Voluntary victimised teachers who wanted to share their experiences were sampled using a lifestyle magazine and online articles. Twenty-seven teachers participated in the study. Data was collected through telephonic semi-structured phenomenological interviews and personal documents. Interpretive Phenomenological Analysis (IPA was further used to analyse and interpret qualitative data. Findings indicated that bullying is mostly perpetrated by principals, who often use colleagues as accomplices, and that the bullying mostly tends to be psychological in nature. Participants reported experiencing various physical, psychological and social health problems after being victimised. It was further recognised that health problems do not occur in isolation, but if contextualised, may form part of a list of psychiatric conditions, such as depression, posttraumatic stress disorder, and in isolated cases, panic attacks. Victimised teachers' health may have a significant impact on the teaching-learning process, acting as a barrier to learning, which may consequently have a negative impact on the organisational culture and the South African emerging economy.

  12. Extending the Duluth Model to Workplace Bullying: A Modification and Adaptation of the Workplace Power-Control Wheel.

    Science.gov (United States)

    Scott, Hannah S

    2018-03-01

    Workplace bullying (WB) is an increasingly prevalent topic in the nursing literature. Recently, a new concept has been introduced into WB research to explain the motivations of WB instigators using elements of the Power-Control Wheel (PCW). Initially, this wheel was designed to assist intimate partner violence (IPV) targets/victims identify patterns of abuse and intervene with male batterers/instigators. Research examining IPV and victims/survivors of WB demonstrate that targets often share common abusive experiences, including intimidation, coercion and threats, isolation, and economic and emotional abuse. This article demonstrates clear support for the Duluth Model and its application to WB target experiences. Applications of this model to identify WB and assist individuals to identify and describe experiences of abusive work environments are discussed.

  13. When workplace bullying goes online : construction and validation of the Inventory of Cyberbullying Acts at Work (ICA-W)

    OpenAIRE

    Vranjes, Ivana; Baillien, Elfi; Vandebosch, Heidi; Erreygers, Sara; Witte, De, Hans

    2018-01-01

    Abstract: There has been an increase in the use of Information Communication Technologies in the workplace. This change extends the scope of bullying behaviours at work to the online context. However, a generally accepted measure of workplace cyberbullying is still lacking. The purpose of the present paper is to construct and validate the Inventory of Cyberbullying Acts at Work, in order to contribute to this emerging field. Building on existing knowledge, we expected three types of cyberbull...

  14. Risk factors of workplace bullying for men and women: the role of the psychosocial and physical work environment.

    Science.gov (United States)

    Salin, Denise

    2015-02-01

    Workplace bullying has been shown to be a severe social stressor at work, resulting in high costs both for the individuals and organizations concerned. The aim of this study is to analyze risk factors in a large, nationally representative sample of Finnish employees (n = 4,392). The study makes three important contributions to the existing literature on workplace bullying: first, it demonstrates the role of the physical work environment alongside the psychosocial work environment - employees with a poor physical work environment are more likely than others to report having been subjected to or having observed bullying. Second, contrary to common assumptions, the results suggest that performance-based pay is associated with a lower, rather than higher risk of bullying. Third, the findings suggest that there are gender differences in risk factors, thereby constituting a call for more studies on the role of gender when identifying risk factors. Increased knowledge of risk factors is important as it enables us to take more effective measures to decrease the risk of workplace bullying. © 2014 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

  15. Does exposure to bullying behaviors at the workplace contribute to later suicidal ideation? A three-wave longitudinal study.

    Science.gov (United States)

    Nielsen, Morten Birkeland; Einarsen, Ståle; Notelaers, Guy; Nielsen, Geir Høstmark

    2016-05-01

    This study aimed to determine the relative impact of person-related, work-related and physically intimidating bullying behaviors on suicidal ideation two and five years after the fact. Logistic regression analyses were utilized to examine relationships between bullying behaviors and suicidal ideation in a random and representative cohort sample of 1775 (T1-T2)/1613 (T1-T3) Norwegian employees. The time lag between T1 and T2 was two years and five years between T1 and T3. Exposure to bullying behaviors was measured with the revised version of the Negative Acts Questionnaire. Suicidal ideation was measured with a single item asking respondents whether they had "Thoughts about ending your life" during the past seven days. Prevalence of suicidal ideation was 4% at T1, 5% at T2, and 4.2% at T3. At T1, 8.2% reported monthly exposure to person-related bullying, 19.1% to work-related bullying, and 1.8% to physically intimidating bullying behaviors. After adjusting for demographic characteristics, baseline suicidal ideation, and the shared variance of the bullying behavior categories, exposure to physical intimidation was the only form of bullying which significantly predicted suicidal ideation two [odds ratio (OR) 10.68, 95% confidence interval (95% CI) 4.13-27.58) and five (OR 6.41, 95% CI 1.85-22.14) years later. Exposure to workplace bullying behaviors in the form of physically intimidating behaviors is a risk factor for suicidal ideation. Although the prevalence of physical intimidation is low, this study shows that the consequences can be detrimental and organizations should therefore be especially aware of, and have available measures against, this type of bullying.

  16. Associations of workplace bullying and harassment with stress reactions: a two-year follow-up study.

    Science.gov (United States)

    Taniguchi, Toshiyo; Takaki, Jiro; Hirokawa, Kumi; Fujii, Yasuhito; Harano, Kaori

    2016-01-01

    The purpose of this prospective study was to investigate the effect of the patterning of workplace bullying and harassment over two time points (chronic, remission, onset, and never) on psychological and physical stress reactions. The subjects were 543 workers at welfare facilities for the elderly in Japan who completed a self-administered questionnaire at Time 1 (from August to September, 2009) and at Time 2 (from September to October, 2011). Workplace bullying and harassment were assessed using the Negative Acts Questionnaire (NAQ). Stress reactions were assessed using the Brief Job Stress Questionnaire. In the multiple logistic regression analyses, onset of person-related bullying was significantly (psexual harassment was significantly (psexual harassment was significantly (psexual harassment can cause stress reactions. Remission of sexual harassment can terminate physical stress reaction.

  17. Engaging men and women as allies: a workplace curriculum module to challenge gender norms about domestic violence, male bullying and workplace violence and encourage ally behavior.

    Science.gov (United States)

    Wagner, K C; Yates, Diane; Walcott, Quentin

    2012-01-01

    This post-hoc analysis discusses a replicable workplace behavior change module called Men and Women As Allies, that was designed and implemented by a team of labor, management and community anti-violence educators at a private sector telecommunications employer. A job site-specific educational seminar linked issues of domestic violence to male bullying and workplace violence. It challenged social stereotypes about gender, taught skills to engage ally peer behavior and provided information on how to seek assistance from union, workplace and external community resources.

  18. Autoethnography and cognitive adaptation: two powerful buffers against the negative consequences of workplace bullying and academic mobbing.

    Science.gov (United States)

    Pheko, Mpho M

    2018-12-01

    Work is undoubtedly fundamental to human life, social development and the economic development of individuals, organizations and nations. However, the experience of working is not always pleasant as there are many instances where relationships between workers could deteriorate, leading to practices and behaviours that could be characterized as workplace bullying and/or mobbing. The current study is an exploratory study which used autoethnography to investigate experiences of academic bullying and mobbing, and relates the practices to power structures in academic institutions. Specifically, the author shares personal experiences and explores the physical and emotional pain of being bullied and mobbed. The author also outlines how both autoethnography and meaning in life strategies were used to cope with the physical and emotional distresses associated with the negative experiences. By outlining the success of the meaning in life strategies, the author hopes to inspire other "victims" to move from victims to being survivors of bullying and mobbing.

  19. Workplace Bullying in Certified Rehabilitation Counselors and Levels of Depression as Measured with the BDI®-II and WPVB

    Science.gov (United States)

    Shuma Rudberg, Mary R.

    2017-01-01

    Certified rehabilitation counselors (CRCs) are required to work with one of the nation's most vulnerable populations--people with disabilities. In order for CRCs to deliver optimum services and stay mentally nourished, a healthy working environment is essential. Workplace bullying is defined by WBI (2014) as "repeated, health harming…

  20. Nexus between preventive policy inadequacies, workplace bullying, and mental health: Qualitative findings from the experiences of Australian public sector employees.

    Science.gov (United States)

    Hurley, John; Hutchinson, Marie; Bradbury, Joanne; Browne, Graeme

    2016-02-01

    Public sector organizations have been shown to have high levels of workplace bullying, despite widespread adoption of zero-tolerance policy. Given the level of harm that stems from bullying, it has been suggested that it might be one of the most serious problems facing modern organizations. The qualitative findings from a large cross sectional study of public servants in Australia are reported in the present study. The results highlight palpable mental distress and illness stemming from exposure to workplace bullying. This distress was exacerbated by failures in prohibitive workplace procedures. Reporting bullying through formal organization processes did not lead to resolution of the problem; it instead highlighted feelings of powerlessness and mistrust. In light of the findings, we suggest that an alternative discourse is required, one that gives attention to enhancing employee resilience and self-healing behaviours to the emotional trauma of workplaces. Organizations might be better placed investing resources in fostering the resilience and emotional intelligence of their workforce, rather than continuing to invest resources in prohibitive policies that fail to address the problem. Employees should be supported to prioritize responsibility for their own mental health, rather than an overreliance on organizational responses. © 2016 Australian College of Mental Health Nurses Inc.

  1. Bullying

    DEFF Research Database (Denmark)

    Søndergaard, Dorte Marie

    2017-01-01

    Bullying is a widespread problem among children. This entry will look at its prevalence and offer an overview of some of the definitions developed and discussed by researchers working within childhood studies, and by practitioners trying to implement researchers’ understandings of bullying...

  2. Bullying

    Science.gov (United States)

    Zirkel, Perry A.

    2005-01-01

    In the wake of Columbine and other high-profile school shootings, educators and the public at large have become increasingly aware of the danger and damage that bullying can cause. For example, a study by the U.S. Secret Service suggests that bullying was a contributing factor in two-thirds of 37 school shooting episodes. Other recent research…

  3. Workplace social capital and risk of long-term sickness absence. Are associations modified by occupational grade?

    DEFF Research Database (Denmark)

    Rugulies, Reiner; Hasle, Peter; Hyld Pejtersen, Jan

    2016-01-01

    Background: Workplace social capital (WSC) is an emerging topic among both work environment professionals and researchers. We examined (i) whether high WSC protected against risk of long-term sickness absence (LTSA) in a random sample of the Danish workforce during a 1-year follow-up and (ii...

  4. [Associations between workplace bullying, harassment, and stress reactions of professional caregivers at welfare facilities for the elderly in Japan].

    Science.gov (United States)

    Taniguchi, Toshiyo; Takaki, Jiro; Harano, Kaori; Hirokawa, Kumi; Takahashi, Kazumi; Fukuoka, Etsuko

    2012-01-01

    The purpose of this study was to describe workplace bullying experienced by professional caregivers at welfare facilities for the elderly in Japan and to confirm its effects on stress reactions. A cross-sectional survey was carried out using self-administered questionnaires in 2009 of all the employees working in rural area of facilities for long-term care. Among the 1,233 respondents who filled out all questionnaires concerning stress reactions the Japanese version of the Negative Acts Questionnaire (NAQ) (response rate: 63.9%), we analyzed 897 professional caregivers. We measured stress reactions by using the stress reaction scores of the Brief Job Stress Questionnaire (29 items) and workplace bullying and harassment by using NAQ. We used the unpaired t-test and analysis of covariance (ANCOVA) to compare crude and adjusted average stress reactions with groups classified on the basis of each subscale of the NAQ or all of them. About 40% of both men and women suffered from "malicious gossip" and over 60% of both men and women experienced "someone withholding necessary information so that their work gets complicated". Among women, scores of the lack of vigor and fatigue were significantly higher in caregivers targeted by person-related bullying than those not targeted (psexual harassment than those not targeted (pworkplace bullying or harassment could may aggravate effects on psychological stress responses. While among men, work-related bullying was positively associated with vigor.

  5. Leader dark traits, workplace bullying, and employee depression: Exploring mediation and the role of the dark core.

    Science.gov (United States)

    Tokarev, Alexander; Phillips, Abigail R; Hughes, David J; Irwing, Paul

    2017-10-01

    A growing body of empirical evidence now supports a negative association between dark traits in leaders and the psychological health of employees. To date, such investigations have mostly focused on psychopathy, nonspecific measures of psychological wellbeing, and have not considered the mechanisms through which these relationships might operate. In the current study (N = 508), we utilized other-ratings of personality (employees rated leaders' personality), psychometrically robust measures, and sophisticated modeling techniques, to examine whether the effects of leaders' levels of narcissism and psychopathy on employee depression are mediated by workplace bullying. Structural equation models provided clear evidence to suggest that employee perceptions of both leader narcissism and psychopathy are associated with increased workplace bullying (25.8% and 41.0% variance explained, respectively) and that workplace bullying fully mediates the effect of leader narcissism and psychopathy on employee depression (21.5% and 20.8% variance explained, respectively). However, when psychopathy and narcissism were modeled concurrently, narcissism did not explain any variance in bullying, suggesting that it is the overlap between psychopathy and narcissism, namely, the "dark core," which primarily accounts for the observed effects. We examined this assertion empirically and explored the unique effects of the subfactors of psychopathy. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  6. Workplace Bullying in a Sample of Italian and Spanish Employees and Its Relationship with Job Satisfaction, and Psychological Well-Being.

    Science.gov (United States)

    Arenas, Alicia; Giorgi, Gabriele; Montani, Francesco; Mancuso, Serena; Perez, Javier Fiz; Mucci, Nicola; Arcangeli, Giulio

    2015-01-01

    Purpose - The purpose of this study is to examine the prevalence rate of workplace bullying in a sample of Italian and Spanish employees, and its differential consequences on employees' job satisfaction and psychological well-being. The effects of workplace bullying on job satisfaction and psychological well-being were explored taking into account a contextualized approach. Design/Methodology/approach - Cross-sectional study was adopted, in which a sample of 1,151 employees in Italy and 705 in Spain completed a questionnaire. We hypothesized that the relationship between exposure to bullying behaviors and psychological well-being is mediated by job satisfaction, and that this simple mediation model is moderated by the country (moderated mediation). Findings - Results suggest that no particular differences exist in bullying prevalence among Spanish and Italian employees. However, we found scientific confirmation of our hypothesized moderated mediation model. Research limitations/implications - Despite the limitations of the sample studied, findings capture contextual differences in the bullying phenomenon, which may have several implications for further research in this domain, as well as for designing interventions to deal with workplace bullying. Originality/value - Although this study explores bullying in different cultural contexts without investigating specific cultural values, it establishes the roots to assess workplace bullying from a contextualized perspective.

  7. Workplace bullying in a sample of Italian and Spanish employees and its relationship with job satisfaction, and psychological well-being

    Directory of Open Access Journals (Sweden)

    ALICIA eARENAS

    2015-12-01

    Full Text Available Purpose – The purpose of this study is to examine the prevalence rate of workplace bullying in a sample of Italian and Spanish employees, and its differential consequences on employees’ job satisfaction and psychological well-being. The effects of workplace bullying on job satisfaction and psychological well-being were explored taking into account a contextualized approach.Design/Methodology/approach – Cross-sectional study was adopted, in which a sample of 1,151 employees in Italy and 705 in Spain completed a questionnaire. We hypothesized that the relationship between exposure to bullying behaviors and psychological well-being is mediated by job satisfaction, and that this simple mediation model is moderated by the country (moderated mediation.Findings – Results suggest that no particular differences exist in bullying prevalence among Spanish and Italian employees. However, we found scientific confirmation of our hypothesized moderated mediation model. Research limitations/implications – Despite the limitations of the sample studied, findings capture contextual differences in the bullying phenomenon, which may have several implications for further research in this domain, as well as for designing interventions to deal with workplace bullying.Originality/value – Although this study explores bullying in different cultural contexts without investigating specific cultural values, it establishes the roots to assess workplace bullying from a contextualized perspective.

  8. Workplace Bullying in a Sample of Italian and Spanish Employees and Its Relationship with Job Satisfaction, and Psychological Well-Being

    Science.gov (United States)

    Arenas, Alicia; Giorgi, Gabriele; Montani, Francesco; Mancuso, Serena; Perez, Javier Fiz; Mucci, Nicola; Arcangeli, Giulio

    2015-01-01

    Purpose – The purpose of this study is to examine the prevalence rate of workplace bullying in a sample of Italian and Spanish employees, and its differential consequences on employees’ job satisfaction and psychological well-being. The effects of workplace bullying on job satisfaction and psychological well-being were explored taking into account a contextualized approach. Design/Methodology/approach – Cross-sectional study was adopted, in which a sample of 1,151 employees in Italy and 705 in Spain completed a questionnaire. We hypothesized that the relationship between exposure to bullying behaviors and psychological well-being is mediated by job satisfaction, and that this simple mediation model is moderated by the country (moderated mediation). Findings – Results suggest that no particular differences exist in bullying prevalence among Spanish and Italian employees. However, we found scientific confirmation of our hypothesized moderated mediation model. Research limitations/implications – Despite the limitations of the sample studied, findings capture contextual differences in the bullying phenomenon, which may have several implications for further research in this domain, as well as for designing interventions to deal with workplace bullying. Originality/value – Although this study explores bullying in different cultural contexts without investigating specific cultural values, it establishes the roots to assess workplace bullying from a contextualized perspective. PMID:26696948

  9. Work organization, exposure to workplace hazards and sickness presenteeism in the European employed population.

    Science.gov (United States)

    d'Errico, Angelo; Ardito, Chiara; Leombruni, Roberto

    2016-01-01

    Aim of the study was to identify work organization features and workplace hazards associated with sickness presenteeism (SP) among European workers. The study was conducted on data from the European Working Conditions Survey 2010 and included a study population of 30,279 employees. The relationship between work-related factors and SP was assessed through Poisson multivariate robust regression models, adjusting for significant (P work-related characteristics. SP for at least 2 days in the previous year was reported by 35% of the workers. In fully adjusted model, several psychosocial (decision authority, skill discretion, reward, abuse; psychological, cognitive, and emotional demand), and organizational factors (shift work, working with clients, long work hours) were positively associated with SP, whereas job insecurity and exposure to physical factors (lifting or moving people, vibration) decreased SP risk. Our results support the importance of work-related factors, especially psychosocial exposures and organizational features, in determining workers' SP. © 2015 Wiley Periodicals, Inc.

  10. Bullying

    Science.gov (United States)

    ... Research Information Find a Study More Information Preterm Labor and Birth ... answers to other common questions about bullying, such as what laws may apply and whether certain groups are more ...

  11. Workplace phobia--a first explorative study on its relation to established anxiety disorders, sick leave, and work-directed treatment.

    Science.gov (United States)

    Muschalla, Beate; Linden, Michael

    2009-10-01

    Workplace phobia is defined as a phobic anxiety reaction with symptoms of panic occurring when thinking of or approaching the workplace. People suffering from workplace phobia regularly avoid confrontation with the workplace and are often on sick leave. The specific characteristics of workplace phobia are investigated empirically in comparison to established anxiety disorders. Two hundred thirty patients from an inpatient psychosomatic rehabilitation hospital were interviewed concerning workplace phobia and established anxiety disorders. Additionally, the patients filled in self-rating questionnaires on general and workplace phobic symptom load. Subjectively perceived degree of work load, sick leave, and therapy participation were assessed. Participants with workplace phobia reached significantly higher scores in workplace phobia self-rating than did participants with established anxiety disorders. A similar significant difference was not found concerning the general psychosomatic symptom load. Workplace phobics were more often on sick leave than patients with established anxiety disorders. Workplace phobia can occur as an alonestanding anxiety disorder. It has an own clinical value due to its specific consequences for work participation. Workplace phobia requires special therapeutic attention and treatment instead of purely 'sick leave' certification.

  12. Bullying in the Workplace : An Analysis in the Light of the Dignity of the Human Person

    Directory of Open Access Journals (Sweden)

    Eveline Lima de Castro

    2015-12-01

    Full Text Available The  reorganization  of  the  global  economic  environment  has  brought  the  growing competitiveness in the workplace, subjecting the employee to repeated situations of strong psychological pressure, characterized as bullying, which has generated a significant concern for his mental health. For this reason, it seeks to maintain a healthy and balanced work environment, physically and psychically, which is essential for the preservation of the worker's life quality. With the change in the liability paradigm, who left to focus on tort to glimpse  the  wrongful  damage  caused  to  the  victim,  the  worker  has  support  for  full compensation for the moral damage arising from harassment, whose foundation is the need to safeguard the human dignity, the supreme value advocated by the Constitution. From this premise, it is necessary an analysis of bullying in the light of the Constitution, which values the inviolability of the human person worker, providing ample protection to their rights of personality and therefore their dignity.

  13. Workplace bullying in a sample of italian and spanish employees and its relationship with job satisfaction, and psychological well-being

    OpenAIRE

    Arenas, Alicia; Giorgi, Gabriele; Montani, Francesco; Mancuso, Serena; Perez, Javier Fiz; Mucci, Nicola; Arcangeli, Giulio

    2015-01-01

    Purpose – The purpose of this study is to examine the prevalence rate of workplace bullying in a sample of Italian and Spanish employees, and its differential consequences on employees’ job satisfaction and psychological well-being. The effects of workplace bullying on job satisfaction and psychological well-being were explored taking into account a contextualized approach. Design/Methodology/approach – Cross-sectional study was adopted, in which a sample of 1,151 employees in Italy and 705 i...

  14. A Phenomenological Investigation of Experiences Regarding Workplace Bullying in Higher Education

    Science.gov (United States)

    Burris, Patricia

    2012-01-01

    Understanding academic bullying begins with gaining a better understanding of bullying behaviors in general. Academic bullying causes harm and extends over a period of time (Fogg, 2008). The tenure system and hierarchical nature of higher education contribute to the occurrence of bullying in colleges and universities (Fogg, 2003, p. A12). While…

  15. Relationship Between Changes in Workplace Bullying Status and the Reporting of Personality Characteristics.

    Science.gov (United States)

    Persson, Roger; Høgh, Annie; Grynderup, Matias Brødsgaard; Willert, Morten Vejs; Gullander, Maria; Hansen, Åse Marie; Kolstad, Henrik Albert; Mors, Ole; Mikkelsen, Eva Gemzøe; Kristensen, Ann Suhl; Kaerlev, Linda; Rugulies, Reiner; Bonde, Jens Peter Ellekilde

    2016-09-01

    To examine whether a shift in work-related bullying status, from being non-bullied to being bullied or vice versa, was associated with changes in reporting of personality characteristics. Data on bullying and personality (neuroticism, extraversion, and sense of coherence) were collected in three waves approximately 2 years apart (N = 4947). Using a within-subjects design, personality change scores that followed altered bullying status were evaluated with one-sample t tests. Sensitivity analyses targeted depressive symptoms. Shifts from non-bullied to frequently bullied were associated with increased neuroticism or decreased sense of coherence manageability scores. Shifts from bullied to non-bullied were associated with decreasing neuroticism and increasing extraversion scores, or increasing sense of coherence meaningfulness and comprehensibility scores. Excluding depressive cases had minor effects. Bullying seems to some extent to affect personality scale scores, which thus seem sensitive to environmental and social circumstances.

  16. A prospective study of psychosocial work characteristics and long sick leave of Japanese male employees in multiple workplaces.

    Science.gov (United States)

    Ishizaki, Masao; Kawakami, Norito; Honda, Ryumon; Yamada, Yuichi; Nakagawa, Hideaki; Morikawa, Yuko

    2013-01-01

    The aim of this study was to identify psychosocial work characteristics associated with long sick leave in a large population of male Japanese employees in multiple workplaces. We examined various psychosocial work characteristics (job overload, job control, supervisor support, coworker support, support by family and friends, role ambiguity, role conflict, intragroup conflict and intergroup conflict) of employees in six factories at the base line. We then conducted a follow-up survey on the recorded long sick leaves of ≥ 30 continuous days taken by the employees due to any medical condition. We found 574 cases of long sick leave out of 15,531 subjects during an average 5.07-yr follow-up. The results showed that high supervisor support was significantly associated with a decrease in the hazard ratio (HR) of long sick leave after adjustment for several confounding factors (95%CI; 0.69-0.97). High role ambiguity also tended to increase HR, but without reaching significance (95%CI; 0.99-1.41). The results suggest that supervisor support in the workplace may be important to reduce long sick leave in Japanese male employees.

  17. The impact of bystanding to workplace bullying on symptoms of depression among women and men in industry in Sweden: an empirical and theoretical longitudinal study

    OpenAIRE

    Emdad, R.; Alipour, A.; Hagberg, J.; Jensen, I. B.

    2012-01-01

    Background Prospective studies on bystanding to workplace bullying and the health outcomes are scarce. Aim To investigate the work environmental risk factors of depressive symptoms among bystanders to bullying in both women and men in four large industrial organizations in Sweden. Method The number of respondents at four large industrial enterprises with more than one year at the workplace at T1: n?=?2,563 (Women: n?=?342; Men: n?=?2,227). Bystanders to bullying at T1: n?=?305 (Women: n?=?30;...

  18. Relationship Between Changes in Workplace Bullying Status and the Reporting of Personality Characteristics

    DEFF Research Database (Denmark)

    Persson, Roger; Høgh, Annie; Grynderup, Matias Brdsgaard

    2016-01-01

    Objective: To examine whether a shift in work-related bullying status, from being non-bullied to being bullied or vice versa, was associated with changes in reporting of personality characteristics. Methods: Data on bullying and personality (neuroticism, extraversion, and sense of coherence) were...... collected in three waves approximately 2 years apart (N1/44947). Using a within-subjects design, personality change scores that followed altered bullying status were evaluated with one-sample t tests. Sensitivity analyses targeted depressive symptoms. Results: Shifts from non-bullied to frequently bullied...... were associated with increased neuroticism or decreased sense of coherence manageability scores. Shifts from bullied to non-bullied were associated with decreasing neuroticism and increasing extraversion scores, or increasing sense of coherence meaningfulness and comprehensibility scores. Excluding...

  19. Workplace Bullying as a Risk Factor for Musculoskeletal Disorders: The Mediating Role of Job-Related Psychological Strain

    Directory of Open Access Journals (Sweden)

    Michela Vignoli

    2015-01-01

    Full Text Available Workplace bullying is considered by the European Agency for Safety and Health at Work one of the emerging psychosocial risk factors that could negatively affect workers’ health. Thus, the aim of this study was to analyze the process that leads from bullying to negative health (such as musculoskeletal disorders (MSDs, testing the mediating role of job-related strain. Data were collected on 512 workers (62.9% female; mean age = 43.6 years of a retail chain who filled in a self-report questionnaire after a one-hour training session on work-related stress. Data analyses were performed controlling for potentially confounding variables (i.e., gender, age, organizational role, type of contract, and perceived physical job demands. Preacher and Hayes analytical approach was used to test the indirect relationship between bullying and MSDs. Results showed that work-related strain mediates the relationship between bullying and MSDs considered (low back, upper back, and neck except for MSDs of the shoulders. Our study confirms the role played by bullying and job-related strain in determining workers’ MSDs.

  20. Workplace Bullying as a Risk Factor for Musculoskeletal Disorders: The Mediating Role of Job-Related Psychological Strain.

    Science.gov (United States)

    Vignoli, Michela; Guglielmi, Dina; Balducci, Cristian; Bonfiglioli, Roberta

    2015-01-01

    Workplace bullying is considered by the European Agency for Safety and Health at Work one of the emerging psychosocial risk factors that could negatively affect workers' health. Thus, the aim of this study was to analyze the process that leads from bullying to negative health (such as musculoskeletal disorders (MSDs)), testing the mediating role of job-related strain. Data were collected on 512 workers (62.9% female; mean age = 43.6 years) of a retail chain who filled in a self-report questionnaire after a one-hour training session on work-related stress. Data analyses were performed controlling for potentially confounding variables (i.e., gender, age, organizational role, type of contract, and perceived physical job demands). Preacher and Hayes analytical approach was used to test the indirect relationship between bullying and MSDs. Results showed that work-related strain mediates the relationship between bullying and MSDs considered (low back, upper back, and neck) except for MSDs of the shoulders. Our study confirms the role played by bullying and job-related strain in determining workers' MSDs.

  1. Psychosocial safety climate as a lead indicator of workplace bullying and harassment, job resources, psychological health and employee engagement.

    Science.gov (United States)

    Law, Rebecca; Dollard, Maureen F; Tuckey, Michelle R; Dormann, Christian

    2011-09-01

    Psychosocial safety climate (PSC) is defined as shared perceptions of organizational policies, practices and procedures for the protection of worker psychological health and safety, that stem largely from management practices. PSC theory extends the Job Demands-Resources (JD-R) framework and proposes that organizational level PSC determines work conditions and subsequently, psychological health problems and work engagement. Our sample was derived from the Australian Workplace Barometer project and comprised 30 organizations, and 220 employees. As expected, hierarchical linear modeling showed that organizational PSC was negatively associated with workplace bullying and harassment (demands) and in turn psychological health problems (health impairment path). PSC was also positively associated with work rewards (resources) and in turn work engagement (motivational path). Accordingly, we found that PSC triggered both the health impairment and motivational pathways, thus justifying extending the JD-R model in a multilevel way. Further we found that PSC, as an organization-based resource, moderated the positive relationship between bullying/harassment and psychological health problems, and the negative relationship between bullying/harassment and engagement. The findings provide evidence for a multilevel model of PSC as a lead indicator of workplace psychosocial hazards (high demands, low resources), psychological health and employee engagement, and as a potential moderator of psychosocial hazard effects. PSC is therefore an efficient target for primary and secondary intervention. Copyright © 2011 Elsevier Ltd. All rights reserved.

  2. Workplace bullying could play important roles in the relationships between job strain and symptoms of depression and sleep disturbance.

    Science.gov (United States)

    Takaki, Jiro; Taniguchi, Toshiyo; Fukuoka, Etsuko; Fujii, Yasuhito; Tsutsumi, Akizumi; Nakajima, Kazuo; Hirokawa, Kumi

    2010-01-01

    The purpose of this study was to assess whether workplace bullying mediates between job strain, evaluated by the job demand-control model, and symptoms of depression and sleep disturbance. The subjects in this cross-sectional study were recruited from all the workers (N=2,634) at 50 organizations in Japan. Due to missing data, the numbers of subjects included in the analyses varied from 1,646 to 2,062 (response rates varied from 62.5% to 78.2%). Job strain and workplace social support, workplace bullying, depression, and sleep disturbance were assessed using the Japanese versions of the Job Content Questionnaire, the Negative Acts Questionnaire, the Center for Epidemiologic Studies Depression Scale, and the Pittsburgh Sleep Quality Index, respectively. Mediation analysis followed the approach outlined by Baron and Kenny. We quantitatively estimated the mediation effects and tested their significance after adjustment for various combinations of demographic variables and workplace social support. Total effects of job strain index on depression or sleep disturbance were all positive and significant (pwomen, but remained significant (pjob strain with depression or sleep disturbance in both genders.

  3. Does workplace social capital protect against long-term sickness absence? Linking workplace aggregated social capital to sickness absence registry data

    DEFF Research Database (Denmark)

    Hansen, Anne Sophie K.; Madsen, Ida E.H.; Thorsen, Sannie Vester

    2018-01-01

    Aims: Most previous prospective studies have examined workplace social capital as a resource of the individual. However, literature suggests that social capital is a collective good. In the present study we examined whether a high level of workplace aggregated social capital (WASC) predicts a dec...

  4. The Relationship Between the Occurrence of Conflicts in the Work Unit, the Conflict Management Styles in the Work Unit and Workplace Bullying

    Directory of Open Access Journals (Sweden)

    Elfi Baillien

    2010-12-01

    Full Text Available The current study examines the relationship between the occurrence of conflicts in the work unit and conflict management styles in the work unit, and workplace bullying. First, we assume a positive relationship between the occurrence of conflicts and bullying; and that the conflict management styles 'fighting', 'avoiding' and 'yielding' associate positively and 'problem solving' associates negatively with bullying. Second, we expect that the work unit's conflict management styles moderate the relationship between the occurrence of conflicts and bullying. Results ('N' = 942 revealed a positive association between the occurrence of conflicts and bullying, as well as between fighting and bullying. Problem solving related negatively with bullying. Unexpectedly, we found no moderation. Our findings suggest that particularly the occurrence of conflicts relate to bullying, which may be owed to a strong negative connotation associated with (many conflicts at work or to its negative impact on the work unit's social climate. Organisations may also encourage problem solving and discourage fighting to prevent bullying.

  5. Bullying, hazing, and workplace harassment: the nexus in professional sports as exemplified by the first NFL Wells report.

    Science.gov (United States)

    Tofler, Ian R

    2016-12-01

    In the sporting context there is a significant nexus between adult workplace harassment and two other critical, developmentally related areas, that of child and adolescent bullying, and college hazing. These are all addressed, albeit obliquely and perhaps inadvertently, in the Miami Dolphins saga and the subsequent NFL Wells Report of 2013-2014. This is a significant document. It is even a brave, if politically expedient milestone. It evaluates the complex inter-personal and inter- and intra-systemic contributions within a sporting organization. Wells also elucidates a case where there is overlapping damage to individuals and systems as a result of malignant bullying, harassment, and hazing within overlapping systems. Constructive approaches to team building, and other positive alternatives to hazing may be the best place to initiate trust and verify institutional change at all these levels.

  6. Workplace Bullying as a Predictor of Disability Retirement: A Prospective Registry Study of Norwegian Employees.

    Science.gov (United States)

    Nielsen, Morten Birkeland; Emberland, Jan Shahid; Knardahl, Stein

    2017-07-01

    The aim of this study was to determine 1) whether bullying is related to all-cause disability retirement, 2) whether bullying contributes to the variance in disability retirement above high job demands and lack of job control, and 3) to establish gender differences in the relationship. Survey data from 14,501 Norwegian employees on exposure factors linked to registry data on all-cause disability retirement. Bullying significantly predicted risk of disability retirement (hazard ratio = 1.55; 95% confidence interval = 1.13 to 2.12). This relationship remained statistically significant after adjusting for job demands and lack of job control. Women had the highest risk of disability, but both bullied men and women had a higher risk of disability than nonbullied employees of the same gender. Bullying is a risk factor for disability retirement. Measures taken to prevent bullying may be beneficial for reducing both health problems and disability retirement.

  7. Effects of a Cognitive Rehearsal Program on Interpersonal Relationships, Workplace Bullying, Symptom Experience, and Turnover Intention among Nurses: A Randomized Controlled Trial.

    Science.gov (United States)

    Kang, Jiyeon; Kim, Jeung Im; Yun, Seonyoung

    2017-10-01

    This research aimed to investigate the effects of a cognitive rehearsal program (CRP) on workplace bullying among nurses. A randomized controlled trial was performed. Participants were 40 nurses working in different university hospitals in B city, South Korea. The experimental group was provided with a 20-hour CRP comprising scenarios on bullying situations, standard communication, and role-playing. To evaluate effects of the CRP, we measured interpersonal relationships, workplace bullying, symptom experience, and turnover intention at preand post-intervention. Follow-up effect was measured in the experimental group only at 4 weeks after the intervention. After the intervention, there were significant differences in interpersonal relationships (F=6.21, p=.022) and turnover intention (F=5.55, p=.024) between experimental and wait-list groups. However, there was no significant difference in workplace bullying or symptom experience between the 2 groups. The beneficial effects on interpersonal relationships and turnover intention lasted at least up to 4 weeks after CRP. The CRP for workplace bullying improves interpersonal relationships and decreases turnover intention. So it can be utilized as one of the personal coping strategies to reduce the the turnover among nurses. Further studies on the effects of unit- or hospital-based CRP and on the long-term effects of CRP are necessary. © 2017 Korean Society of Nursing Science

  8. Job stress, occupational position and gender as factors differentiating workplace bullying experience

    Directory of Open Access Journals (Sweden)

    Marcin Drabek

    2013-06-01

    Full Text Available Background: The results of our research broaden the knowledge concerning the correlates of mobbing. The study is aimed at finding out whether an employee's gender, his/her occupational position and level of occupational stress are related to bullying experience. Material and Methods: 1313 employees of a transport company participated in the study. The relationships between gender, occupational position, the level of stress and bullying were analysed. Bullying was measured by the use of the MDM Questionnaire, while work environment was assessed using the Subjective Assessment of Work Questionnaire. Results: It was found that women were generally more exposed to bullying than men (Z = –1.999; p < 0.05. Women experienced more bullying by their colleagues than men did (Z = –2.712; p < 0.01, in particular: bullying by colleagues that destroys the worker's image (Z = –2.922; p < 0.01 and bullying by colleagues that destroys social relations (Z = –3.004; p < 0.01. Individuals with managerial jobs experienced overall bullying (Z = –2.762; p < 0.01, bullying by colleagues (Z = –0.014; p < 0.05 and bullying by colleagues that destroys social relations (Z = –2.260; p < 0.05 more often than the individuals with non-management positions. The results of the study also indicated that employees with higher level of stress in comparison with less stressed co-workers reported more incidents of bullying behaviour (overall bullying – Z = –8.171; p < 0.001, bullying by colleagues – Z = –7.114; p < 0.001, bullying by supervisors – Z = –6.716; p < 0.001, all types of behaviour – p < 0.001. Conclusions: Comparing the results of our study to the previous research, it seems that the pattern of relationships between individual characteristics and bullying is rooted in the wider cultural context, the specificity of the company, its organisational culture as well as its situation. Therefore it's difficult to talk about irrefutable individual

  9. The association between workplace bullying and depressive symptoms: the role of the perpetrator.

    Science.gov (United States)

    Török, Eszter; Hansen, Åse Marie; Grynderup, Matias Brødsgaard; Garde, Anne Helene; Høgh, Annie; Nabe-Nielsen, Kirsten

    2016-09-17

    The aim of the present study was to investigate whether the depressive symptoms of the bullied respondents differed according to who the perpetrator was. We used cross-sectional questionnaire data from two representative cohorts: the Danish Working Environment Cohort Study (DWECS 2010) and the Work and Health Study (WH 2012). After excluding respondents not having a leader, or being self-employed, assisting spouses, and those reporting multiple perpetrators in WH 2012, the statistical analysis included 2478 bullied individuals. We compared respondents reporting being bullied by their (1) leader, (2) subordinates, (3) clients / customers / patients / students, or (4) colleagues, respectively. The occurrence of depressive symptoms was measured by the Major Depression Inventory (MDI). The most frequent perpetrator of bullying was clients (41.5 %) in DWECS 2010 and colleagues (60.3 %) in WH 2012. In DWECS 2010, the MDI score of those being bullied by clients were significantly lower than the MDI scores of the other groups. In WH 2012, respondents who reported bullying from leaders had a significantly higher mean MDI score than participants being bullied by colleagues. Also in WH 2012, our results indicated that those who were bullied by leaders had a higher MDI score than those bullied by clients, although this difference was not statistically significant at conventional levels. Our findings indicated a similar pattern in the two cohorts, with a tendency of more severe depressive symptoms among employees who are exposed to bullying by their leaders, and the least severe symptoms among those who are bullied by clients.

  10. The association between workplace bullying and depressive symptoms: the role of the perpetrator

    Directory of Open Access Journals (Sweden)

    Eszter Török

    2016-09-01

    Full Text Available Abstract Background The aim of the present study was to investigate whether the depressive symptoms of the bullied respondents differed according to who the perpetrator was. Methods We used cross-sectional questionnaire data from two representative cohorts: the Danish Working Environment Cohort Study (DWECS 2010 and the Work and Health Study (WH 2012. After excluding respondents not having a leader, or being self-employed, assisting spouses, and those reporting multiple perpetrators in WH 2012, the statistical analysis included 2478 bullied individuals. We compared respondents reporting being bullied by their (1 leader, (2 subordinates, (3 clients / customers / patients / students, or (4 colleagues, respectively. The occurrence of depressive symptoms was measured by the Major Depression Inventory (MDI. Results The most frequent perpetrator of bullying was clients (41.5 % in DWECS 2010 and colleagues (60.3 % in WH 2012. In DWECS 2010, the MDI score of those being bullied by clients were significantly lower than the MDI scores of the other groups. In WH 2012, respondents who reported bullying from leaders had a significantly higher mean MDI score than participants being bullied by colleagues. Also in WH 2012, our results indicated that those who were bullied by leaders had a higher MDI score than those bullied by clients, although this difference was not statistically significant at conventional levels. Conclusion Our findings indicated a similar pattern in the two cohorts, with a tendency of more severe depressive symptoms among employees who are exposed to bullying by their leaders, and the least severe symptoms among those who are bullied by clients.

  11. The impact of bystanding to workplace bullying on symptoms of depression among women and men in industry in Sweden: an empirical and theoretical longitudinal study.

    Science.gov (United States)

    Emdad, R; Alipour, A; Hagberg, J; Jensen, I B

    2013-08-01

    Prospective studies on bystanding to workplace bullying and the health outcomes are scarce. To investigate the work environmental risk factors of depressive symptoms among bystanders to bullying in both women and men in four large industrial organizations in Sweden. The number of respondents at four large industrial enterprises with more than one year at the workplace at T1: n = 2,563 (Women: n = 342; Men: n = 2,227). Bystanders to bullying at T1: n = 305 (Women: n = 30; Men: n = 275). The total number of those with symptoms of depression at T2: Women: n = 30; Men: n = 161. Two thousand one hundred and seventy-seven employees answered the questionnaire on T1 and T2 with an 18-month interval. "To have depressive symptoms" was defined as not having depressive symptoms at T1 but having depressive symptoms at T2. The number of men who were bystanders to bullying was larger compared to women. However, the proportion of women who were bystanders to bullying and developed depressive symptoms 18 months later was higher in comparison with men (33.3 and 16.4 %, respectively). Further, "Being a bystander to bullying" 1.69 (1.13-2.53), "Rumors of changes in the workplace" 1.53 (1.10-2.14), "Reduced role clarity" 2.30 (1.21-4.32), "Lack of appreciation of being in the group" 1.76 (1.22-2.53) increased the risk of future symptoms of depression. "Job Strain" was not an adjusted risk factor for depression. Our results support previous findings that bystanding to workplace bullying is related to future depressive symptoms.

  12. Job stress, occupational position and gender as factors differentiating workplace bullying experience.

    Science.gov (United States)

    Drabek, Marcin; Merecz, Dorota

    2013-01-01

    The results of our research broaden the knowledge concerning the correlates of mobbing. The study is aimed at finding out whether an employee's gender, his/her occupational position and level of occupational stress are related to bullying experience. 1313 employees of a transport company participated in the study. The relationships between gender, occupational position, the level of stress and bullying were analysed. Bullying was measured by the use of the MD)M Questionnaire, while work environment was assessed using the Subjective Assessment of Work Questionnaire. It was found that women were generally more exposed to bullying than men (Z = -1.999; p company, its organisational culture as well as its situation. Therefore it's difficult to talk about irrefutable individual correlates of bullying at work.

  13. Multistate models for clustered duration data - An application to workplace effects on individual sickness absenteeism

    NARCIS (Netherlands)

    Lindeboom, Maarten; Kerkhofs, Marcel

    2000-01-01

    Sickness absenteeism figures show a relatively large amount of variation across firms and organizations, indicating substantial within-firm correlations between absenteeism records of individual workers. To study the role of firm-specific circumstances and workforce composition, we specify

  14. The influence of authentic leadership on newly graduated nurses' experiences of workplace bullying, burnout and retention outcomes: a cross-sectional study.

    Science.gov (United States)

    Spence Laschinger, Heather K; Wong, Carol A; Grau, Ashley L

    2012-10-01

    Retaining skilled and engaged nurses is critical during a time of shortage, however growing reports of workplace bullying threaten nurses' health and wellbeing, especially the transition of newly graduated nurses entering the profession. High rates of burnout and turnover among new nurses puts additional strain on limited financial resources in healthcare organizations and can compromise the quality of care provided to patients. The purpose of this study is to test a model linking authentic leadership to new graduate nurses' experiences of workplace bullying and burnout, and subsequently, job satisfaction and intentions to leave their jobs. This study employed a cross-sectional survey design with 342 new graduate nurses (defined as less than two years of practice experience) working in acute care hospitals in Ontario, Canada. Participants completed a questionnaire with measures of authentic leadership, workplace bullying, burnout, job satisfaction and turnover intentions. The model was tested using path analysis techniques within structural equation modeling. The model fit indices suggested that the original hypothesized model did not adequately fit the data (χ(2)=33.59, df=5, p=.000, χ(2)/df=6.72, IFI=.937, CFI=.937, RMSEA=.130), thus an additional theoretically justified direct path from authentic leadership to job satisfaction was added, which improved the fit substantially (χ(2)=5.26, df=4, p=.261, χ(2)/df=1.32, IFI=.997, CFI=.997, RMSEA=.030). Authentic leadership had a negative direct effect on workplace bullying, which in turn had a direct positive effect on emotional exhaustion. Authentic leadership also influenced job satisfaction indirectly through bullying and emotional exhaustion. Authentic leadership, workplace bullying and emotional exhaustion all had significant direct effects on job satisfaction, which in turn, was related to lower turnover intentions. The findings from this study demonstrate the fundamental importance of authentic leadership in

  15. New Perspectives on Bullying.

    Science.gov (United States)

    Rigby, Ken

    Two decades in which educators have seriously tried to eradicate bullying in schools have met with only modest success. Moreover, bullying is no longer being viewed exclusively as a problem for schools and school children. This book examines bullying behavior in a wide range of settings, including kindergartens and schools, workplaces, the home,…

  16. Assessment of workplace bullying and harassment: reliability and validity of a Japanese version of the negative acts questionnaire.

    Science.gov (United States)

    Takaki, Jiro; Tsutsumi, Akizumi; Fujii, Yasuhito; Taniguchi, Toshiyo; Hirokawa, Kumi; Hibino, Yuri; Lemmer, Richard J; Nashiwa, Hitomi; Wang, Da-Hong; Ogino, Keiki

    2010-01-01

    Interest in workplace bullying and harassment has been increasing in Japan. At present, the Negative Acts Questionnaire (NAQ) is one of the most frequently used questionnaires for assessing these issues. The purpose of this study was to develop a Japanese version of the NAQ. We translated the original version of the NAQ using a back-translation method. Participants in this study were recruited from 737 workers at a manufacturing company in Japan. Data were obtained from questionnaires completed by 517 respondents (response rate: 70.1%). We used a cross-validation approach. A three-factor model was obtained from exploratory factor analyses. The confirmatory factor analysis for this model revealed values of 0.94, 0.91, 0.95, and 0.054 for the goodness-of-fit index, the adjusted goodness-of-fit index, the comparative fit index, and the root mean square error of approximation, respectively. Pearson's correlation coefficients for the NAQ scores with the Job Content Questionnaire (JCQ) support scores and the Effort-Reward Imbalance Questionnaire scores for respect and job security were significant (psexual harassment score and the JCQ support scores. Cronbach's alpha coefficients for the scores on the entire NAQ scale and on three subscales (person-related bullying, work-related bullying, and sexual harassment) were 0.90, 0.84, 0.60, and 0.60, respectively. A Japanese version of the NAQ was developed and it appears to have acceptable levels of internal consistency reliability and factor- and construct-validity.

  17. Sickness Absenteeism, Morbidity and Workplace Injuries among Iron and Steel workers – A Cross Sectional Study from Karnataka, Southern India

    Directory of Open Access Journals (Sweden)

    Manjunatha R

    2011-03-01

    Full Text Available BackgroundThe study of illnesses causing absence of workers from workin industries is a practical method to study the health statusof industrial workers and to identify occupational healthhazards. The iron and steel industries are particularlyhazardous places of work. Published data from India onhealth status of iron and steel workers is limited, thereforethis study was undertaken to investigate the sicknessabsenteeism, morbidity and workplace injuries among thispopulation.MethodWorkers were selected using stratified random sampling. Astructured pre-tested interview schedule was used tocollect the data. A p value of < 0.05 was considered forstatistical significance.ResultsFrom a total of 2525 workers, 353 (mean age 55.1 yrs, male69.4% participated in the study. The overall proportion ofsickness absenteeism was 66.9% (95% CI: 0.62 – 0.71.Overall 16.4 days were lost per worker per year (male = 16.5& female = 16.2 due to sickness absence. A blue collarworker lost 21.5 days compared to 11.9 days by a whitecollar worker (p < 0.01. Among workers, health ailmentsrelated to the musculoskeletal system (31.4%,gastrointestinal system (25.8%, hypertension (24.4%,respiratory system (18.1% and other minor ailments(19.3% were found to be high.ConclusionSickness absenteeism is significantly higher among iron andsteel workers when compared to other occupations in India.Blue collar workers and shift workers loose higher numberof days due to sickness absence, and they face problemsrelated to musculoskeletal system, gastrointestinal systemand hypertension in higher proportions compared to theircounterparts. Women experienced hypertension as thecommon health problem and higher proportions of injuriesoutside the work environment.

  18. To stand back or step in? Exploring the responses of employees who observe workplace bullying.

    Science.gov (United States)

    MacCurtain, Sarah; Murphy, Caroline; O'Sullivan, Michelle; MacMahon, Juliet; Turner, Tom

    2018-01-01

    Bullying remains a pervasive problem in healthcare, and evidence suggests systems in place are not utilised due to perceptions of ineffectiveness and inequity. This study examines bystander responses to bullying and factors that influence decisions to intervene. We explore relationships between bystanders' perceptions of psychological safety across three levels (organisation, supervisor and colleague) and reactions to witnessing bullying. We suggest psychological safety would be positively associated with the decision to intervene. Findings indicate the most pervasive reaction to witnessing incidents of bullying is to discuss with colleagues, a low-involvement reaction. We find perceptions of supervisory and organisational safety/support are positively related to high-involvement decisions such as formal reporting of the incidents, highlighting the importance of support from those in power. However, perceptions of collegial support may lead to low-involvement responses, which risk reinforcing and underpinning dysfunctional organisational dynamics by providing informal social and emotional responses that may substitute more formal organisational responses to this persistent problem. This study highlights the importance of support from individuals in power if bystanders are to feel comfortable making high-involvement interventions. © 2017 John Wiley & Sons Ltd.

  19. Workplace Bullying among Business Professionals: Prevalence, Gender Differences and the Role of Organizational Politics

    Directory of Open Access Journals (Sweden)

    Denise Salin

    2005-11-01

    Full Text Available The aim of this article is to describe the prevalence of bullying experienced by business professionals and to further the understanding of bullying by analyzing to what extent gender aspects and organizational politics may contribute to bullying in knowledge-intensive career-oriented jobs. The study was conducted as a cross-sectional survey study among members of a professional organization for employees with a university degree in business studies. In addition, written stories were collected to increase the understanding of bullying. This article presents data on the prevalence of bullying, gender differences in bullying, and the relationship between bullying and organizational politics. In addition, some implications for both researchers and managers are presented. The article is based on the author’s doctoral thesis.Cet article décrit la prévalence du harcèlement professionnel dans le milieu des affaires et tente de comprendre cette réalité en considérant dans quelle mesure les différences homme-femme et la culture organisationnelle contribuent au harcèlement dans un milieu de travail compétitif où les emplois sont basés sur le savoir. Une étude transversale a été réalisée auprès de membres d’une organisation professionnelle de diplômés universitaires du milieu des affaires. Des comptes rendus écrits d’épisodes de harcèlement ont également été utilisés. Les résultats présentés décrivent la prévalence du harcèlement, les différences de genre à cet égard, ainsi que les liens entre le harcèlement et la culture organisationnelle. Des retombées intéressant les chercheurs et les gestionnaires sont également présentées. L’article est basé sur la thèse de doctorat de l’auteur.El objetivo de este artículo es describir la prevalencia de la intimidación (bullying vivida por profesionales del área de negocios con formación superior y orientación carrierista,así como incrementar la comprensi

  20. Do targets of workplace bullying portray a general victim personality profile?

    Science.gov (United States)

    Glasø, Lars; Matthiesen, Stig Berge; Nielsen, Morten Birkeland; Einarsen, Ståle

    2007-08-01

    The aim of this study is to examine differences in personality between a group of bullied victims and a non-bullied group. The 144 participants, comprising of 72 victims and a matched contrast group of 72 respondents, completed Goldberg's (1999) International Personality Item Pool (IPIP). Significant differences emerged between victims and non-victims on four out of five personality dimensions. Victims tended to be more neurotic and less agreeable, conscientious and extravert than non-victims. However, a cluster analysis revealed that the victim sample can be divided into two personality groups. One cluster, which comprised 64% of the victim sample, do not differ from non-victims as far as personality is concerned. Hence, the results indicate that there is no such thing as a general victim personality profile. However, a small cluster of victims tended to be less extrovert, less agreeable, less conscientious, and less open to experience but more emotional unstable than victims in the major cluster and the control group. Further, both clusters of victims scored higher than non-victims on emotional instability, indicating that personality should not be neglected as being a factor in understanding the bullying phenomenon.

  1. The construction and legitimation of workplace bullying in the public sector: insight into power dynamics and organisational failures in health and social care.

    Science.gov (United States)

    Hutchinson, Marie; Jackson, Debra

    2015-03-01

    Health-care and public sector institutions are high-risk settings for workplace bullying. Despite growing acknowledgement of the scale and consequence of this pervasive problem, there has been little critical examination of the institutional power dynamics that enable bullying. In the aftermath of large-scale failures in care standards in public sector healthcare institutions, which were characterised by managerial bullying, attention to the nexus between bullying, power and institutional failures is warranted. In this study, employing Foucault's framework of power, we illuminate bullying as a feature of structures of power and knowledge in public sector institutions. Our analysis draws upon the experiences of a large sample (n = 3345) of workers in Australian public sector agencies - the type with which most nurses in the public setting will be familiar. In foregrounding these power dynamics, we provide further insight into how cultures that are antithetical to institutional missions can arise and seek to broaden the debate on the dynamics of care failures within public sector institutions. Understanding the practices of power in public sector institutions, particularly in the context of ongoing reform, has important implications for nursing. © 2014 John Wiley & Sons Ltd.

  2. Altering workplace attitudes for resident education (A.W.A.R.E.): discovering solutions for medical resident bullying through literature review.

    Science.gov (United States)

    Leisy, Heather B; Ahmad, Meleha

    2016-04-27

    Physicians-in-training are challenged every day with grueling academic requirements, job strain, and patient safety concerns. Residency shapes the skills and values that will percolate to patient care and professional character. Unfortunately, impediments to the educational process due to medical resident mistreatment by bullying remain highly prevalent in training today. A PubMed literature review was undertaken using key terms to help define resident mistreatment by bullying, determine its prevalence, identify its potential causes and sequelae, and find suggestions for changing this detrimental culture of medical training. We identified 62 relevant articles. The most frequently noted form of mistreatment was verbal abuse, with the most common perpetrators being fellow physicians of higher hierarchical power. Mistreatment exists due to its cyclical nature and the existing culture of medical training. These disruptive behaviors affect the wellbeing of both medical residents and patients. This article highlights the importance of creating systems that educate physicians-in-training about professional mistreatment by bullying and the imperative in recognizing and correcting these abuses. Resident bullying leads to increased resident stress, decreased resident wellbeing as well as risks to patient safety and increased healthcare costs. Solutions include education of healthcare team members, committee creation, regulation of feedback, and creation of a zero-tolerance policy focused on the health of both patients and residents. Altering workplace attitudes will diminish the detrimental effects that bullying has on resident training.

  3. Workplace bullying in LatinAmerican workers who are employed in Spain: differences in the perception of harassment de- pending on the gender

    Directory of Open Access Journals (Sweden)

    David González-Trijueque

    2015-07-01

    Full Text Available In this article a pilot study is carried out on the perception of the workplace bullying that LatinAmerican workers employed in Spain have suffered and tur- ned for help to the “Platform against the Psychosocial Factors and the Labour Discrimination of the Community of Madrid” during the period 2003-2012. To do so, a sample of 74 women and 61 men was considered. All of them completed the LIPT60 (Leymann Inventory of Psychological Terrorization. The aim is to verify if the women suffer higher levels of workplace bullying than the men and to know possible differences in the mobbing typology. The obtained results indi- cate that women perceive a larger number of harassment behaviours as well as a major intensity in workplace bullying than men. Likewise, women report higher levels of often intimidation, loss of personal prestige, block of the communication and interference with their progress. The obtained results suggest that women are harassed in a qualitatively different way than men. 

  4. Are environmental characteristics in the municipal eldercare, more closely associated with frequent short sick leave spells among employees than with total sick leave: a cross-sectional study

    Science.gov (United States)

    2013-01-01

    Background It has been suggested that frequent-, short-term sick leave is associated with work environment factors, whereas long-term sick leave is associated mainly with health factors. However, studies of the hypothesis of an association between a poor working environment and frequent short spells of sick leave are few and results are inconsistent. Therefore, we aimed to explore associations between self-reported psychosocial work factors and workplace-registered frequency and length of sick leave in the eldercare sector. Methods Employees from the municipal eldercare in Aarhus (N = 2,534) were included. In 2005, they responded to a work environment questionnaire. Sick leave records from 2005 were dichotomised into total sick leave days (0–14 and above 14 days) and into spell patterns (0–2 short, 3–9 short, and mixed spells and 1–3 long spells). Logistic regression models were used to analyse associations; adjusted for age, gender, occupation, and number of spells or sick leave length. Results The response rate was 76%; 96% of the respondents were women. Unfavourable mean scores in work pace, demands for hiding emotions, poor quality of leadership and bullying were best indicated by more than 14 sick leave days compared with 0–14 sick leave days. For work pace, the best indicator was a long-term sick leave pattern compared with a non-frequent short-term pattern. A frequent short-term sick leave pattern was a better indicator of emotional demands (1.62; 95% CI: 1.1-2.5) and role conflict (1.50; 95% CI: 1.2-1.9) than a short-term non-frequent pattern. Age (= 40 years) statistically significantly modified the association between the 1–3 long-term sick leave spell pattern and commitment to the workplace compared with the 3–9 frequent short-term pattern. Conclusions Total sick leave length and a long-term sick leave spell pattern were just as good or even better indicators of unfavourable work factor scores than a frequent short-term sick leave

  5. Importance of social capital at the workplace for return to work among women with a history of long-term sick leave: a cohort study.

    Science.gov (United States)

    Rydström, Ingela; Dalheim Englund, Lotta; Dellve, Lotta; Ahlstrom, Linda

    2017-01-01

    The workplace is an essential source of social capital for many people; it provides mutual support and gives meaning to life. However, few prospective studies have thoroughly investigated the importance of aspects of social capital in the workplace. The aim of this study was to investigate the associations between aspects of social capital (social support, sense of community, and quality of leadership) at the workplace, and work ability, working degree, and vitality among women with a history of long-term sick leave from human service organizations. A longitudinal cohort study was performed among women with a history of long-term sick leave. The study started in 2005, and the women were followed up at 6 months, 1 year, and 6 years using self-reported questionnaires (baseline n  = 283). Linear mixed models were used for longitudinal analysis of the repeated measurements of prospective degree of work ability, working degree, and vitality. Analyses were performed with different models; the explanatory variables for each model were social support, sense of community, and quality of leadership and time. Social capital in terms of quality of leadership (being good at solving conflicts and giving high priority to job satisfaction), sense of community (co-operation between colleagues) and social support (help and support from immediate superiors and colleagues) increased the women's work ability score (WAS) as well as working degree over time. Additionally, social capital in terms of quality of leadership increased the women's vitality score over time. A sustainable return-to-work process among individuals with a history of long-term sick leave, going in and out of work participation, could be supported with social support, good quality of leadership, and a sense of community at the workplace. The responsibility for the rehabilitation process can not be reduced to an individual problem, but ought to include all stakeholders involved in the process, such as managers

  6. The Relationship Between and Factors Influencing Staff Nurses' Perceptions of Nurse Manager Caring and Exposure to Workplace Bullying in Multiple Healthcare Settings.

    Science.gov (United States)

    Olender, Lynda

    2017-10-01

    The aim of this study was to examine the relationship between, and factors influencing, staff nurse perceptions of nurse manager caring (NMC) and the perceived exposure to workplace bullying (WPB) in multiple healthcare settings. Workplace bullying is commonplace, increasing, and detrimental to the health and availability of our nursing workforce. Positive relationships between a nurse manager (NM) and staff increase staff satisfaction and reduce turnover. Still unknown, however, is whether a caring relationship between manager and staff can reduce staff nurse perception of exposure to WPB. On the basis of Watson's theory that caring is reciprocal in nature, a descriptive correlational design was used to assess 156 staff nurses' self-report of NMC and their exposure to negative acts using the Caring Factor Survey-Caring of the Manager and the Negative Acts Questionnaire-Revised instruments. There is a significant inverse relationship between NMC and exposure to WPB in the nursing workplace. Gender, work environment, and a high workload influenced these findings. This study highlights the importance of caring leadership to reduce exposure to negative behaviors. The data lend support to the idea of educating NMs regarding the application of caring behaviors to support staff at the point of care.

  7. Long-term stability of return to work after a workplace-oriented intervention for patients on sick leave for burnout.

    Science.gov (United States)

    Karlson, Björn; Jönsson, Peter; Österberg, Kai

    2014-08-09

    The period from the mid-1990s to the mid-2000s saw a rapid increase in long-term sick leave in Sweden, primarily due to mental illness and often related to job burnout. This led to an urge for effective treatment programs that could prevent the often long sick leaves. In 2010 we presented a newly developed work-place intervention method, showing that 89% of the intervention group had returned to work at a 1.5 year follow-up, compared to 73% of the control group. The main aim of this study was to assess the long-term stability of these promising results. Sick leave registry data from the Regional Social Insurance Office were analyzed for an additional year (50 weeks) beyond the original 1.5 year period (80 weeks). Data from 68 matched pairs of intervention participants (IP) and controls were available. The proportions of participants being on full-time sick leave versus having returned to work to any extent were computed for every 10th week. Generalized estimating equations were used with GROUP (IP versus controls) as between-subjects factor, WEEKS and AGE as covariates, and return-to-work (RTW) as dependent variable. Significant differences (Wald χ2 with α ≤ .05) was followed up with polynomial contrasts. Individual relapses to higher degrees of sick leave (e.g. from 50% to 100%) and whether partial RTW led to later full-time RTW, were also analyzed. The omnibus test over all 130 weeks showed a GROUP*WEEKS interaction effect (p = .02), indicating differential group developments in RTW, though similarly high at week 130 in both groups with 82.4% of the IP and 77.9% of the controls having RTW (p = .22; χ2-test). A significant interaction with age led to separate analyses of the younger and older subgroups, indicating a stable pattern of superior RTW only among younger IP (week 130: 88.6% vs. 69.7%, p = .054; χ2-test). There was no group difference in relapses into increased degree of sick leave. Part-time sick leave did not predict a later

  8. Better health at work? An evaluation of the effects and cost-benefits of a structured workplace health improvement programme in reducing sickness absence.

    Science.gov (United States)

    Braun, T; Bambra, C; Booth, M; Adetayo, K; Milne, E

    2015-03-01

    This paper presents the results of an evaluation of the Better Health at Work Award-a structured regional workplace health programme which combined changes to the work environment with lifestyle interventions. Baseline and follow-up data on sickness-absence rates and programme costs were collected retrospectively via a web survey of all participating organizations. Changes over time were calculated using 95% confidence intervals of the mean, supplemented by hypothesis testing using a t-test. The indicative cost-benefits of the intervention were also calculated. Participation was associated with a mean reduction in sickness absence of 0.26-1.6 days per employee per year depending on the length and level of participation in the programme. The estimated cost for the programme was £3 per sickness-absence day saved. These results suggest that the Better Health at Work Award could be a cost-effective way of improving health and reducing sickness absence particularly in the public sector. However, controlled evaluations of future interventions are needed. © The Author 2014. Published by Oxford University Press on behalf of Faculty of Public Health. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

  9. Analysis of indoor air pollutants checklist using environmetric technique for health risk assessment of sick building complaint in nonindustrial workplace

    Directory of Open Access Journals (Sweden)

    Syazwan AI

    2012-09-01

    workplace setting.Design: A cross-sectional study based on a participatory occupational health program conducted by the National Institute of Occupational Safety and Health (Malaysia and Universiti Putra Malaysia.Method: A modified version of the indoor environmental checklist published by the Department of Occupational Health and Safety, based on the literature and discussion with occupational health and safety professionals, was used in the evaluation process. Summated scores were given according to the cluster analysis and principal component analysis in the characterization of risk. Environmetric techniques was used to classify the risk of variables in the checklist. Identification of the possible source of item pollutants was also evaluated from a semiquantitative approach.Result: Hierarchical agglomerative cluster analysis resulted in the grouping of factorial components into three clusters (high complaint, moderate-high complaint, moderate complaint, which were further analyzed by discriminant analysis. From this, 15 major variables that influence indoor air quality were determined. Principal component analysis of each cluster revealed that the main factors influencing the high complaint group were fungal-related problems, chemical indoor dispersion, detergent, renovation, thermal comfort, and location of fresh air intake. The moderate-high complaint group showed significant high loading on ventilation, air filters, and smoking-related activities. The moderate complaint group showed high loading on dampness, odor, and thermal comfort.Conclusion: This semiquantitative assessment, which graded risk from low to high based on the intensity of the problem, shows promising and reliable results. It should be used as an important tool in the preliminary assessment of indoor air quality and as a categorizing method for further IAQ investigations and complaints procedures.Keywords: office, indoor environment quality, indoor air quality assessor, Industry Code of Practice on

  10. An Experimental Study on the Attribution of Personality Traits to Bullies and Targets in a Workplace Setting

    Directory of Open Access Journals (Sweden)

    Ståle Pallesen

    2017-06-01

    Full Text Available Previous studies on the personality of bullies and targets have exclusively been based on self-report. Against this backdrop we conducted a between group experimental vignette study with three conditions, describing a bully, a target and a control, respectively. Students (n = 242 were recruited as participants and rated the target on the observer rating version of the NEO Five Factor Inventory-Revised reflecting the personality dimensions Neuroticism, Extroversion, Openness to experience, Agreeableness and Conscientiousness. A MANOVA showed an overall significant effect of the experimental conditions. On Neuroticism significant differences between all conditions were found with targets rated highest and the control lowest. In terms of Extroversion the target was rated as lower than the control and the bully. No main effect was found for Openness. On Agreeableness the bully was rated as lower than both the target and the control. The bully was rated lower on Conscientiousness than the control. The significant differences reflected medium to large effect sizes. By and large the results are in agreement with comparable self-report data. The results are discussed in terms of practical implications and directions for future research are outlined.

  11. An Experimental Study on the Attribution of Personality Traits to Bullies and Targets in a Workplace Setting.

    Science.gov (United States)

    Pallesen, Ståle; Nielsen, Morten B; Magerøy, Nils; Andreassen, Cecilie S; Einarsen, Ståle

    2017-01-01

    Previous studies on the personality of bullies and targets have exclusively been based on self-report. Against this backdrop we conducted a between group experimental vignette study with three conditions, describing a bully, a target and a control, respectively. Students ( n = 242) were recruited as participants and rated the target on the observer rating version of the NEO Five Factor Inventory-Revised reflecting the personality dimensions Neuroticism, Extroversion, Openness to experience, Agreeableness and Conscientiousness. A MANOVA showed an overall significant effect of the experimental conditions. On Neuroticism significant differences between all conditions were found with targets rated highest and the control lowest. In terms of Extroversion the target was rated as lower than the control and the bully. No main effect was found for Openness. On Agreeableness the bully was rated as lower than both the target and the control. The bully was rated lower on Conscientiousness than the control. The significant differences reflected medium to large effect sizes. By and large the results are in agreement with comparable self-report data. The results are discussed in terms of practical implications and directions for future research are outlined.

  12. Worried sick? Sickness absence during organizational turmoil

    OpenAIRE

    Bratberg, Espen; Monstad, Karin

    2011-01-01

    Sickness absence has risen over the past years in Norway. An explanation put forward is that a tougher labour market represents a health hazard, while a competing hypothesis predicts that loss of job security works as a disciplinary device. In this analysis we aim to trace a causal impact of organizational turmoil or job insecurity on sickness absence, applying a difference-in-difference approach. Utilizing a negative financial shock that hit specific employers and workplaces, we find that...

  13. Workplace mental health training for managers and its effect on sick leave in employees: a cluster randomised controlled trial.

    Science.gov (United States)

    Milligan-Saville, Josie S; Tan, Leona; Gayed, Aimée; Barnes, Caryl; Madan, Ira; Dobson, Mark; Bryant, Richard A; Christensen, Helen; Mykletun, Arnstein; Harvey, Samuel B

    2017-11-01

    Mental illness is one of the most rapidly increasing causes of long-term sickness absence, despite improved rates of detection and development of more effective interventions. However, mental health training for managers might help improve occupational outcomes for people with mental health problems. We aimed to investigate the effect of mental health training on managers' knowledge, attitudes, confidence, and behaviour towards employees with mental health problems, and its effect on employee sickness absence. We did a cluster randomised controlled trial of manager mental health training within a large Australian fire and rescue service, with a 6-month follow-up. Managers (clusters) at the level of duty commander or equivalent were randomly assigned (1:1) using an online random sequence generator to either a 4-h face-to-face RESPECT mental health training programme or a deferred training control group. Researchers, managers, and employees were not masked to the outcome of randomisation. Firefighters and station officers supervised by each manager were included in the study via their anonymised sickness absence records. The primary outcome measure was change in sickness absence among those supervised by each of the managers. We analysed rates of work-related sick leave and standard sick leave seperately, with rate being defined as sickness absence hours divided by the sum of hours of sickness absence and hours of attendance. This trial was registered with the Australian New Zealand Clinical Trials Registry (ACTRN12613001156774). 128 managers were recruited between Feb 18, 2014, and May 17, 2014. 46 (71%) of 65 managers allocated to the intervention group received the intervention, and 42 (67%) of 63 managers allocated to the control group were entered in the deferred training group. Managers and their employees were followed up and reassessed at 6 months after randomisation. 25 managers (1233 employees) in the intervention group and 19 managers (733 employees) in

  14. Supervisory Bullying, Status Inequalities and Organizational Context

    Science.gov (United States)

    Roscigno, Vincent J.; Lopez, Steven H.; Hodson, Randy

    2009-01-01

    Bullying has been increasingly identified as a significant social problem. Although much of this attention has centered on the context of schooling, researchers are now beginning to recognize that workplaces are also arenas rife with abusive, bullying behaviors. Personality attributes of bullies and victims have received attention, but much less…

  15. Psychosocial work factors and long sickness absence in Europe.

    Science.gov (United States)

    Slany, Corinna; Schütte, Stefanie; Chastang, Jean-François; Parent-Thirion, Agnès; Vermeylen, Greet; Niedhammer, Isabelle

    2014-01-01

    Studies exploring a wide range of psychosocial work factors separately and together in association with long sickness absence are still lacking. The objective of this study was to explore the associations between psychosocial work factors measured following a comprehensive instrument (Copenhagen psychosocial questionnaire, COPSOQ) and long sickness absence (> 7 days/year) in European employees of 34 countries. An additional objective was to study the differences in these associations according to gender and countries. The study population consisted of 16 120 male and 16 588 female employees from the 2010 European working conditions survey. Twenty-five psychosocial work factors were explored. Statistical analysis was performed using multilevel logistic regression models and interaction testing. When studied together in the same model, factors related to job demands (quantitative demands and demands for hiding emotions), possibilities for development, social relationships (role conflicts, quality of leadership, social support, and sense of community), workplace violence (physical violence, bullying, and discrimination), shift work, and job promotion were associated with long sickness absence. Almost no difference was observed according to gender and country. Comprehensive prevention policies oriented to psychosocial work factors may be useful to prevent long sickness absence at European level.

  16. Responsibility of a frontline manager regarding staff bullying.

    Science.gov (United States)

    Rocker, Carol F

    2012-09-24

    Canadian frontline nursing managers are observing an increase in the reporting of workplace bullying as more nurses become aware of their employers' legal obligations to provide employees with a respectful workplace, per the Canada Human Rights Code, Canada Labor Code, and Canada Occupational Health and Safety Regulations. One problem with this reporting is that the victim's reports of bullying may become overshadowed by the bully's reports of victim incompetence, resulting in the victim experiencing further victimization. Bullies may report the victim (target) as inept, deficient in knowledge, or lacking ability. Fear of re-victimization plays a significant role in the victim's failure to report workplace bullying. It is important that managers focus on the bullying and not on the perceived character flaws described by the bully. The author begins by describing workplace bullying and reviewing the workplace bullying literature. She then presents and discusses a composite case study. To assist managers in discouraging bullying she shares supports for addressing bullying, specifically workplace policies, collective agreements, human resources departments, mediation, alternative dispute resolution, and arbitration, and concludes by reminding frontline managers of their important role in identifying bullying and understanding the victim's fears of further victimization.

  17. Diferencias de género en el acoso psicológico en el trabajo: un estudio en población española Gender differences in workplace bullying: a study in a spanish sample

    Directory of Open Access Journals (Sweden)

    Bernardo Moreno Jiménez

    2005-04-01

    Full Text Available En los últimos años, el acoso psicológico en el trabajo (bullying o mobbing ha recibido una atención constante y ha sido reconocido como un importante problema social. El objetivo de este estudio consiste en analizar de forma exploratoria si existen diferencias de género tanto en el acoso psicológico como en sus dimensiones. Los datos fueron recogidos con el cuestionario de "Acoso Psicológico en el Trabajo" (Moreno-Jiménez, Rodríguez-Muñoz, Garrosa, Morante & Rodríguez, 2004, en una muestra de 103 trabajadores de la Comunidad de Madrid. Los resultados mostraron diferencias significativas entre hombres y mujeres en Acoso Psicológico, Aislamiento Social y Desacreditación. Estos datos apoyan la hipótesis de que el hecho de ser mujer supone un riesgo adicional para sufrir acoso psicológico.Recently, workplace bullying has received increased attention and has been recognised as an important social problem. The aim of the present study was to analyze in an exploratory way whether exist gender differences as much on bullying as on its dimensions. Data were collected with the "Bullying at Work Questionnaire" (Moreno-Jiménez, Rodríguez-Muñoz, Garrosa, Morante & Rodríguez, 2004, in a sample of 103 employees of the Community of Madrid. The results showed significant differences between men and women in Bullying, Social Isolation and Discredit. These data support the hypothesis that the fact of being women supposes an additional risk of being bullied at work.

  18. What is Bullying?

    Science.gov (United States)

    ... Types of Aggressive Behavior Print Share What Is Bullying Bullying is unwanted, aggressive behavior among school aged ... When Bullying Happens Frequency of Bullying Types of Bullying There are three types of bullying: Verbal bullying ...

  19. Physical, psychosocial, and organisational factors relative to sickness absence: a study based on Sweden Post

    Science.gov (United States)

    Voss, M; Floderus, B; Diderichsen, F

    2001-01-01

    OBJECTIVE—To analyse incidence of sickness for women and men relative to potential aetiological factors at work—physical, psychosocial, and organisational.
METHODS—The study group comprised 1557 female and 1913 male employees of Sweden Post. Sickness absence was measured by incidence of sickness (sick leave events and person-days at risk). Information on explanatory factors was obtained by a postal questionnaire, and incidence of sickness was based on administrative files of the company.
RESULTS—Complaints about heavy lifting and monotonous movements were associated with increased risk of high incidence of sickness among both women and men. For heavy lifting, an odds ratio (OR) of 1.70 (95% confidence interval (95% CI) 1.22 to 2.39) among women, and OR 1.70 (1.20 to 2.41) among men was found. For monotonous movements the risk estimates were OR 1.42 (1.03 to 1.97) and OR 1.45 (1.08 to 1.95) for women and men, respectively. Working instead of taking sick leave when ill, was more prevalent in the group with a high incidence of sickness (OR 1.74 (1.30 to 2.33) for women, OR 1.60 (1.22 to 2.10) for men). Overtime work of more than 50 hours a year was linked with low incidence of sickness for women and men. Among women, 16% reported bullying at the workplace, which was linked with a doubled risk of high incidence of sickness (OR 1.91 (1.31 to 2.77)). For men, the strongest association was found for those reporting anxiety about reorganisation of the workplace (OR 1.93 (1.34 to 2.77)).
CONCLUSIONS—Certain physical, psychosocial, and organisational factors were important determinants of incidence of sickness, independently of each other. Some of the associations were sex specific.


Keywords: incidence of sickness; work environment; sex PMID:11171931

  20. Acoso psicológico en el trabajo: revisión de la literatura y nuevas líneas de investigación Workplace bullying: literature review and new research avenues

    Directory of Open Access Journals (Sweden)

    Alfredo Rodríguez-Muñoz

    2011-01-01

    Full Text Available Durante los últimos años, se han llevado a cabo un gran número de investigación en el área del acoso psicológico en el trabajo. El presente trabajo pretende realizar una revisión exhaustiva de la literatura sobre acoso laboral. La primera parte del artículo se centra en las diferentes definiciones de acoso y sus tasas de prevalencia. La segunda parte describe los hallazgos empíricos sobre los antecedentes y las consecuencias asociadas al acoso. Por último, se propone una agenda de investigación futura, destacando las lagunas en la investigación del área.A great deal of research has been conducted over last years in the field of workplace bullying. The present paper attempts to provide a comprehensive literature review of bullying at work. The first part of the paper is focused on different bullying definitions and its prevalence rates. The second part describes research findings on antecedents and outcomes associated with bullying. Finally, we propose an agenda for future research, highlighting the gaps in investigation in this area.

  1. [Could persons on sick leave learn to think differently about themselves and increase their participation in the workplace?].

    Science.gov (United States)

    Haugstvedt, Karen Therese Sulheim; Graff-Iversen, Sidsel; Haugli, Liv

    2004-11-18

    The aim of this study was to evaluate an empowerment programme for improved quality of life and ability to work. At two places of work, a total of 112 employees with frequent sick-leaves over the last six months were invited to participate; 19 women attended. After the intervention the participants reported better coping and quality of life, and they worked more hours per week than previously. In their opinion, the improvement was due to the intervention. This paper relates their experiences and gives an account of their work participation one year later. Questionnaires by the start of and soon after the intervention, telephone interviews and focus group interviews. Only minor differences were found after one year compared to just after the intervention. Nearly all the participants expressed more self-esteem and worked more hours per week. They particularly emphasised their new work consciousness and the benefit from the counselling received. The results in this small group indicate that after one year the participants had kept most of the self-reconstruction of life that seemed to be achieved during the intervention.

  2. Workplace involvement improves return to work rates among employees with back pain on long-term sick leave: a systematic review of the effectiveness and cost-effectiveness of interventions.

    Science.gov (United States)

    Carroll, Christopher; Rick, Jo; Pilgrim, Hazel; Cameron, Jackie; Hillage, Jim

    2010-01-01

    Long-term sickness absence among workers is a major problem in industrialised countries. The aim of the review is to determine whether interventions involving the workplace are more effective and cost-effective at helping employees on sick leave return to work than those that do not involve the workplace at all. A systematic review of controlled intervention studies and economic evaluations. Sixteen electronic databases and grey literature sources were searched, and reference and citation tracking was performed on included publications. A narrative synthesis was performed. Ten articles were found reporting nine trials from Europe and Canada, and four articles were found evaluating the cost-effectiveness of interventions. The population in eight trials suffered from back pain and related musculoskeletal conditions. Interventions involving employees, health practitioners and employers working together, to implement work modifications for the absentee, were more consistently effective than other interventions. Early intervention was also found to be effective. The majority of trials were of good or moderate quality. Economic evaluations indicated that interventions with a workplace component are likely to be more cost effective than those without. Stakeholder participation and work modification are more effective and cost effective at returning to work adults with musculoskeletal conditions than other workplace-linked interventions, including exercise.

  3. Bullying among nurses and its effects.

    Science.gov (United States)

    Yildirim, D

    2009-12-01

    The victims of bullying are subjected to being terrorized, annoyed, excluded, belittled, deprived of resources, isolated and prevented from claiming rights. The victims of bullying have decreased job satisfaction, work performance, motivation and productivity. Bullying also negatively affects victims' social relationships inside and outside the institution. This study was conducted as a cross-sectional and descriptive study for the purpose of assessing the workplace, bullying of nurses in Turkey and the effects it has on nursing practices. The sample was composed of 286 nurses, and all of the respondents were female. The research instrument was a questionnaire in five parts. The first section included the participants' demographic information; the other variables were measured in four categories: psychologically violent behaviours, workload, organizational effects and depression. Thirty-seven per cent of the nurses participating in the research had never or almost never encountered workplace bullying behaviour in the last 12 months, 21% of the nurses had been exposed to these behaviours. There were no differences between position and educational level in workplace bullying. Workplace bullying leads to depression, lowered work motivation, decreased ability to concentrate, poor productivity, lack of commitment to work, and poor relationships with patients, managers and colleagues. Workplace bullying is a measurable problem that negatively affects the psychology and performance of the nurses in this study.

  4. Study on workplace bu llying exposure among Romanian employees. Gender differences

    OpenAIRE

    TEODORA MAIDANIUC-CHIRILĂ

    2014-01-01

    This study aims to identify workplace bullying exposure among Romanian employees taking into account the possible gender differences in the exposure to stress and the exposure to workplace bullying. The results of the present study revealed a percentage of workplace bullying exposure of 1.6%. This percentage reflects the number of bullying acts encountered in workplace settings with a frequency of at least once a week during a period of at least six months and revealed no gender differences i...

  5. Analysis of indoor air pollutants checklist using environmetric technique for health risk assessment of sick building complaint in nonindustrial workplace.

    Science.gov (United States)

    Syazwan, Ai; Rafee, B Mohd; Juahir, Hafizan; Azman, Azf; Nizar, Am; Izwyn, Z; Syahidatussyakirah, K; Muhaimin, Aa; Yunos, Ma Syafiq; Anita, Ar; Hanafiah, J Muhamad; Shaharuddin, Ms; Ibthisham, A Mohd; Hasmadi, I Mohd; Azhar, Mn Mohamad; Azizan, Hs; Zulfadhli, I; Othman, J; Rozalini, M; Kamarul, Ft

    2012-01-01

    To analyze and characterize a multidisciplinary, integrated indoor air quality checklist for evaluating the health risk of building occupants in a nonindustrial workplace setting. A cross-sectional study based on a participatory occupational health program conducted by the National Institute of Occupational Safety and Health (Malaysia) and Universiti Putra Malaysia. A modified version of the indoor environmental checklist published by the Department of Occupational Health and Safety, based on the literature and discussion with occupational health and safety professionals, was used in the evaluation process. Summated scores were given according to the cluster analysis and principal component analysis in the characterization of risk. Environmetric techniques was used to classify the risk of variables in the checklist. Identification of the possible source of item pollutants was also evaluated from a semiquantitative approach. Hierarchical agglomerative cluster analysis resulted in the grouping of factorial components into three clusters (high complaint, moderate-high complaint, moderate complaint), which were further analyzed by discriminant analysis. From this, 15 major variables that influence indoor air quality were determined. Principal component analysis of each cluster revealed that the main factors influencing the high complaint group were fungal-related problems, chemical indoor dispersion, detergent, renovation, thermal comfort, and location of fresh air intake. The moderate-high complaint group showed significant high loading on ventilation, air filters, and smoking-related activities. The moderate complaint group showed high loading on dampness, odor, and thermal comfort. This semiquantitative assessment, which graded risk from low to high based on the intensity of the problem, shows promising and reliable results. It should be used as an important tool in the preliminary assessment of indoor air quality and as a categorizing method for further IAQ

  6. A PROPOSED TYPOLOGY OF THE MILITARY BULLY Donovan ...

    African Journals Online (AJOL)

    This lack of bullying literature stemming from military environments ... Of parallel importance, which is not facilitated in any military bullying ... In their study involving Norwegian Army soldiers, Østvik and Rudmin20 .... post-traumatic stress.52 Moreover, the negative effects of workplace bullying also .... Devalue and critical of.

  7. From the Sandbox to the Inbox: Comparing the Acts, Impacts, and Solutions of Bullying in K-12, Higher Education, and the Workplace

    Science.gov (United States)

    Faucher, Chantal; Cassidy, Wanda; Jackson, Margaret

    2015-01-01

    As research advances in the areas of bullying, cyberbullying, and harassment in various sectors, it is a useful endeavour to consider the connections between research studies conducted in what may appear to be parallel spheres. In this paper, we examine the similarities and differences between research on bullying, harassment, and especially…

  8. Bullying in nursing: roots, rationales, and remedies.

    Science.gov (United States)

    Szutenbach, Mary Pat

    2013-01-01

    Bullying and incivility are sadly, far too common in today's healthcare workplaces. This article reviews early to current literature, identifies types of bullying, offers four root causes, and suggests responses to impact these causes using Gibbs' Reflective Cycle, biblical Scripture, and an allegory "How to Swim with Sharks."

  9. Socio-demographic and work-related risk factors for medium- and long-term sickness absence among Italian workers.

    Science.gov (United States)

    d'Errico, Angelo; Costa, Giuseppe

    2012-10-01

    Few studies investigated determinants of sickness absence in representative samples of the general population, none of which in Italy. Aim of this study was to assess influence and relative importance of socio-demographic and work-related characteristics on medium- and long-term sickness absence in a random sample of Italian workers. Approximately 60,000 workers participating in a national survey in 2007 were interviewed regarding sickness absence during the whole previous week, and on socio-demographics, employment characteristics and exposure to a set of physical and psychosocial hazards in the workplace. The association between sickness absence and potential determinants was estimated by multivariable logistic regression models stratified by gender. From the final multivariate models, in both genders sickness absence was statistically significantly associated with tenure employment, working in larger firms, exposure to risk of injury and to bullying or discrimination and, among employees, with shift work. In males, sickness absence was also associated with lower education, employment in the public administration and with exposure to noise or vibration, whereas among women also with manual work and ergonomic factors. In both genders, the attributable fraction for employment-related characteristics was higher than that for socio-demographic ones. The association with tenure or salaried jobs, and with employment in larger firms or in the public sector suggests that, besides illness, job security is the most important determinant of sickness absence, consistently with the results of previous studies. However, our results indicate that a reduction in exposure to workplace hazards may contribute to reduce absenteeism.

  10. Improving social corporate responsibility : the case of bullying behavior

    OpenAIRE

    Gago Rodríguez, Susana; Rodgers, Waymond

    2006-01-01

    This article highlights moral harassment at the workplace as a form of corruption in organizations. This form of corruption has cost organizations billions of dollars each year. A theoretical model is presented in this paper, which explains the main factors that affect bullying processes impact on organizations. Suggestions are provided in this paper, as tools to eliminate bullying within the workplace.

  11. Frequency of bullying at work, physiological response, and mental health.

    Science.gov (United States)

    Hansen, Åse Marie; Hogh, Annie; Persson, Roger

    2011-01-01

    The present study aimed to elucidate the relationship between bullying at work and cortisol secretion. Of particular interest was to examine whether frequently and occasionally bullied persons differed from nonbullied persons. The study included 1944 employees (1413 women and 531 men) from 55 workplaces in Denmark (16 private and 39 public workplaces). During a work day three saliva samples were collected at awakening, +30 min later, and at 20:00 hours, and analyzed for cortisol concentrations. Mental health was assessed using items on somatic, cognitive, stress, and depressive mood. Of the 1944 employees, 1.1% was frequently bullied and 7.2% occasionally bullied. Frequently bullied persons reported poorer mental health and had a 24.8% lower salivary cortisol concentration compared with the nonbullied reference group. Occasionally bullied persons had a poorer self-reported mental health, but their cortisol concentrations did not deviate from the group of nonbullied persons. The associations remained significant even after controlling for age, gender, exact time of sampling, mental health, and duration of bullying. Bullying occurred at 78% of the workplaces (43 workplaces); frequent bullying occurred at 21% of the workplaces (40%). Frequent bullying was associated with lower salivary cortisol concentrations. No such association was observed for occasional bullying. Whether the generally lower secretion of cortisol among the frequently bullied persons indicate an altered physiological status remains to be evaluated in future studies. Yet, the physiological response seems to underscore the possibility that bullying indeed may have measurable physiological consequences. Hence, the physiological response supports the mental symptoms found among the frequently bullied. Copyright © 2011 Elsevier Inc. All rights reserved.

  12. School bullying

    OpenAIRE

    Smith, Peter K.

    2013-01-01

    Bullying is defined as a systematic abuse of power; the development of the research program on school bullying is outlined over four phases. The distinctive nature of cyberbullying, and also of identity-based bullying, is outlined. Measurement methods are discussed, and the kinds of prevalence rates obtained. A range of risk factors for involvement as a bully, or victim, are summarized. A range of school-based interventions are described, together with discussion of a meta-analysis of their o...

  13. Car Sickness

    Science.gov (United States)

    ... Preventable Diseases Healthy Children > Health Issues > Conditions > Head Neck & Nervous System > Car Sickness Health Issues Listen Español Text Size Email Print Share Car Sickness Page Content ...

  14. Bullying nurses at work: theorizing a gendered experience.

    Science.gov (United States)

    Bray, C

    2001-03-01

    This paper is about bullying among nurses at work. It presents the psychoanalytically based theory that workplace bullies, impaired during infancy by primary caregivers who were less than loving, project their own hostile personalities onto others and then relate to others without empathy or understanding, in demeaning ways. When these hostile people are employed in a masculine workplace, they protest against the gendered imperatives imposed upon them, hysterically. Because of the masculinization of the workplace, hysterical bullying varies according to gender, with women bullying in a hostile connected way, and men bullying in a hostile separated way. Research data gathered in Canada in the 1990s is utilised in presenting the theories. Suggestions about anti-bullying practices that arise from this theoretical analysis conclude the work.

  15. Peranan Dukungan Organisasi dan Bullying di Tempat Kerja terhadap Komitmen Karyawan pada Organisasi

    OpenAIRE

    Nesya, Dita Prima

    2014-01-01

    This study aims to determine the role of organizational support and bullying at workplace toward organizational commitment. Data were collected using organizational commitment scale, organizational support scale and bullying at the workplace scale. This study involved 412 civil servants. The results showed that organizational support and bullying at workplace influence to organizational commitment (R=0.593, R2=0.351, F=110.816; p

  16. Nurse bullying: organizational considerations in the maintenance and perpetration of health care bullying cultures.

    Science.gov (United States)

    Lewis, Malcolm A

    2006-01-01

    To examine bullying within nursing from a micro-sociological perspective and elucidate interactive mechanisms contributing to its causes and continuation within the nursing profession. The paper is part of a doctoral research study into bullying within nursing. It considers issues pertinent to management, and in the role of negotiated interactions within the National Health Service when dealing with bullying problems. The complex dynamics involved can be problematic for management when dealing with bullying, while often managers have been targets of bullying themselves and not infrequently accused of it. Features of bullying activity are explored, along with issues of target and bully awareness, a central feature in bullying negotiations. Issues of awareness and emergence of bullying behaviour have been identified through vignettes and unstructured interviews, and the research has identified complex interactive events in the creation and maintenance of nurse bullying activity. It is hoped that with a clearer understanding of such mechanisms and manifestations that bullying in the workplace can be reduced or eliminated. The paper is of practical use to nurse managers in illuminating such mechanisms and bringing bullying awareness to the fore. Such activity is ultimately damaging to the organization in both cost and time; and significant for professional practice by its impact upon the nurse and their work in supportive and safe environments. It will also to allow managers to consider their own practice and reactions to bullying activity within the profession. The overall findings from the research point strongly to bullying activity being essentially 'learned behaviour' within the workplace rather than any predominantly psychological deficit within individual perpetrators and targets.

  17. Nurse Bullying: Impact on Nurses' Health.

    Science.gov (United States)

    Sauer, Penny A; McCoy, Thomas P

    2017-12-01

    Workplace bullying has been experienced by 27% to 80% of nurses who have participated in studies. Bullying behaviors negatively impact the health of nurses. This study examined whether nurses' resilience had an impact on the effects of bullying on the nurse's health. This cross-sectional descriptive study surveyed licensed registered nurses in one state. The sample ( N = 345) was predominately female (89%) and Caucasian (84%), with an average age of 46.6 years. In this sample, 40% of nurses were bullied. Higher incidence of bullying was associated with lower physical health scores ( p = .002) and lower mental health scores ( p = .036). Nurses who are bullied at work experience lower physical and mental health, which can decrease the nurses' quality of life and impede their ability to deliver safe, effective patient care.

  18. Evidence synthesis on the occurrence, causes, consequences, prevention and management of bullying and harassment behaviours to inform decision making in the NHS

    OpenAIRE

    Illing, Jan; Carter, Madeline; Thompson, Neill; Crampton, Paul; Morrow, Gill; Howse, Jenny; Cooke, A.; Burford, Bryan

    2013-01-01

    Background\\ud Workplace bullying is a persistent problem in the NHS with negative implications for individuals, teams, and organisations. Bullying is a complex phenomenon and there is a lack of evidence on the best approaches to manage the problem.\\ud \\ud Aims\\ud Research questions\\ud \\ud What is known about the occurrence, causes, consequences and management of bullying and inappropriate behaviour in the workplace?\\ud \\ud Objectives\\ud Summarise the reported prevalence of workplace bullying ...

  19. A Preliminary Typology of Organisational Response to Allegations of Workplace Bullying: See No Evil, Hear No Evil, Speak No Evil. A Personal View

    Science.gov (United States)

    Ferris, Patricia

    2004-01-01

    Organisational representative response is an important factor to consider when counselling employees who have experienced bullying and are considering approaching their organisation for assistance. The author argues that not all responses are supportive and that some responses can further harm an employee. The author presents a review of…

  20. Development of a workplace intervention for sick-listed employees with stress-related mental disorders: Intervention Mapping as a useful tool

    NARCIS (Netherlands)

    Oostrom, S.H. van; Anema, J.R.; Terluin, B.; Venema, A.; Vet, H.C.W. de; Mechelen, W. van

    2007-01-01

    Background. To date, mental health problems and mental workload have been increasingly related to long-term sick leave and disability. However, there is, as yet, no structured protocol available for the identification and application of an intervention for stress-related mental health problems at

  1. Factors associated with bullying at nurses' workplaces Factores asociados al acoso moral en el ambiente laboral del enfermero Fatores associados ao assédio moral no ambiente laboral do enfermeiro

    Directory of Open Access Journals (Sweden)

    Kátia Biagio Fontes

    2013-06-01

    Full Text Available OBJECTIVE: To identify nurses who are subject to workplace bullying and its associated factors. METHOD: Descriptive and exploratory study with a quantitative approach. The sample consisted of 199 nurses working in public and private sectors (N=388. For data collection, a graphic socio-professional questionnaire and the Leymann Inventory Psychological Terrorization were used, both in print or electronic format (May/September 2010. RESULTS: According to the data collected, 11.56% of the participants had been subject to bullying. Multivariate analysis showed that having children, working at Public Healthcare Units, working at an institution for a period between one and three years, currently dealing with acts of bullying and to feel bullied are risk factors for bullying. CONCLUSION: This study permitted a better understanding of the factors associated with bullying; however, a research based on samples of Brazilian nurses is only the first step to evaluate other factors of influence related to the organizational context. OBJETIVO: Identificar enfermeros víctimas de acoso moral en el trabajo y factores asociados. MÉTODO: Estudio descriptivo-exploratorio con aproximación cuantitativa. La muestra fue de 199 enfermeros, activos en el sector público y privado (N=388. Para recolectar los datos, fue utilizado un cuestionario sobre el perfil social y ocupacional y el Leymann Inventory Psychological Terrorization, ambos en formato impreso o electrónico (mayo/septiembre 2010. RESULTADOS: De acuerdo con los datos recolectados, el 11,56% de los sujetos estudiados fueron víctimas de acoso moral. En análisis multivariado indicó que tener hijos, actuar en las Unidades de Salud Pública, trabajar en la institución entre 1 y 3 años, afrontar actualmente conductas de acoso moral y sentirse asediado moralmente son factores de riesgo para el asedio moral. CONCLUSÍON: El estudio permitió una mejor comprensión de los factores asociados al acoso moral. Sin

  2. Bullying Prevention

    Science.gov (United States)

    Kemp, Patrice

    2016-01-01

    The focus of the milestone project is to focus on bridging the gap of bullying and classroom instruction methods. There has to be a defined expectations and level of accountability that has to be defined when supporting and implementing a plan linked to bullying prevention. All individuals involved in the student's learning have to be aware of…

  3. Cyber-Bullying in the Online Classroom: Instructor Perceptions of Aggressive Student Behavior

    Science.gov (United States)

    Eskey, Michael T.; Taylor, Cathy L.; Eskey, Michael T., Jr.

    2014-01-01

    The advent of online learning has created the medium for cyber-bullying in the virtual classroom and also by e-mail. Bullying is usually expected in the workplace and between students in the classroom. Most recently, however, faculty members have become surprising targets of online bullying. For many, there are no established policies nor is…

  4. Why it's important for it to stop: Examining the mental health correlates of bullying and ill-treatment at work in a cohort study.

    Science.gov (United States)

    Butterworth, Peter; Leach, Liana S; Kiely, Kim M

    2016-11-01

    There is limited Australian information on the prevalence and mental health consequences of bullying and ill-treatment at work. The aims of this study were to use data from an ongoing Australian longitudinal cohort study to (1) compare different measures of workplace bullying, (2) estimate the prevalence of bullying and ill-treatment at work, (3) evaluate whether workplace bullying is distinct from other adverse work characteristics and (4) examine the unique contribution of workplace bullying to common mental disorders in mid-life. The sample comprised 1466 participants (52% women) aged 52-58 from wave four of the Personality and Total Health (PATH) through Life study. Workplace bullying was assessed by a single item of self-labelling measure of bullying and a 15-item scale of bullying-related behaviours experienced in the past 6 months. Factor analysis the identified underlying factor structure of the behavioural bullying scale. Current bullying was reported by 7.0% of respondents, while 46.4% of respondents reported that they had been bullied at some point in their working life. Person-related and work-related bullying behaviours were more common than violence and intimidation. The multi-dimensional scale of bullying behaviours had greater concordance with a single item of self-labelled bullying (Area Under the Curve = 0.88) than other adverse work characteristics (all Area Under the Curves bullying and scales reflecting person-related and work-related bullying were independent predictors of depression and/or anxiety. This study provides unique information on the prevalence and mental health impacts of workplace bullying and ill-treatment in Australia. Workplace bullying is a relatively common experience, and is associated with increased risk of depression and anxiety. Greater attention to identifying and preventing bullying and ill-treatment in the workplace is warranted. © The Royal Australian and New Zealand College of Psychiatrists 2015.

  5. Workplace Counselling: Implications For Enhanced Productivity ...

    African Journals Online (AJOL)

    It further presents a model of workplace counseling and concludes that increase in work related trauma and stress, accidents at the workplace, harassment and bullying, absenteeism, low productivity/poor performance and labour turnover will be nipped in the bud if counseling service is provided at the workplace.

  6. Mobbing: Workplace Violence in the Academy

    Science.gov (United States)

    Keim, Jeanmarie; McDermott, J. Cynthia

    2010-01-01

    Incidents of workplace violence are becoming all too common at colleges and universities. Generally, one thinks of shootings and assaults in relation to campus workplace violence. However, mobbing and bullying of faculty by other faculty are types of workplace violence that, while very common, are rarely discussed or reported. This article raises…

  7. Bullying and LGBTQ Youth

    Science.gov (United States)

    ... you provide is encrypted and transmitted securely. Menu Bullying What Is Bullying The Roles Kids Play Who Is at Risk Warning Signs for Bullying Effects of Bullying Diversity, Race & Religion LGBTQ Youth ...

  8. How Can We Prevent and Reduce Bullying amongst University Students?

    Science.gov (United States)

    Myers, Carrie Anne; Cowie, Helen

    2016-01-01

    While it has long been recognized that bullying occurs at school and in the workplace, recent research confirms that bullying also takes place among university students, including undergraduates, post-graduates and doctoral research students. In the UK, the National Union of Students (NUS) alerted staff and students to the issue in a series of…

  9. Job mismatching, unequal opportunities and long-term sickness absence in female white-collar workers in Sweden.

    Science.gov (United States)

    Sandmark, Hélène

    2009-01-01

    To investigate associations between long-term sick-listing and factors at work and in family life. Associations were investigated in a cross-sectional case-referent study. The study base included women in white-collar jobs, aged 30-55 years, living in three urban areas in Sweden between February 2004 and October 2004. A postal questionnaire was constructed with questions on occupational and family circumstances, and sent to 513 randomly selected female white-collar workers, of whom 233 had ongoing sick-leave of 90 days or more. The response rate was 81% (n = 413). Most of the women in this study were in managerial positions. The unadjusted associations showed that sick-listed women with children showed the highest estimates regarding reported long working hours, bullying, high mental strain, low control and low influence at work, and work-family imbalance. In a regression model, the strongest associations were: experiencing too high mental strain in work tasks (odds ratio (OR) = 2.57, 95% confidence interval (CI) = 2.09-3.15) and low control and influence at work (OR=2.17, 95% CI= 1.60-2.94). Sick-listed women reported an overall higher dissatisfaction with their workplace and working life. There seems to be a greater tendency for the sick-listed women in this study to experience low control and too high mental strain at work and to live in traditional family relationships with unequal opportunities. The women who were sick-listed were probably less able to cope with work stress and to find a balance between work and family life.

  10. Serum sickness

    Science.gov (United States)

    ... the problem should be stopped. Avoid using that medicine or antiserum in the future. ... Call your provider if you received medicine or antiserum in the last 4 weeks and have symptoms of serum sickness.

  11. Morning sickness

    Science.gov (United States)

    ... not predict how you will feel in future pregnancies. Causes The exact cause of morning sickness is unknown. It may be caused by hormone changes or lower blood sugar during early pregnancy. Emotional stress, fatigue, traveling, or some foods can ...

  12. Radiation sickness

    International Nuclear Information System (INIS)

    Endoh, Masaru; Ishida, Yusei; Saeki, Mitsuaki

    1983-01-01

    The frequency of radiation sickness in 1,060 patients treated at our Department was 12.8 percent. It was frequent in patients with brain cancer (12 percent), whole spine cancer (47 percent), uterus cancer (28 percent), lung cancer (22 percent) and esophagus cancer (12 percent). Radiation sickness following X-irradiation was studied in its relation to patient's age, size of radiation fields, dosis and white blood cell count. However, we could not find any definite clinical feature relevant to occurrence. There are many theories published concerning the mechanism of radiation sickness. Clinical experiences have shown that radiation sickness cannot be explained by one theory alone but by several theories such as those based on psychology, stress or histamine. (author)

  13. School bullying

    DEFF Research Database (Denmark)

    of open-ended, social, discursive, material and subjective forces. Instead of approaching bullying as a phenomenon that can be explained and defined in terms of one factor (e.g., aggression), the authors in this anthology focus on a range of different forces that are central in bullying: teachers (Hansen...... to the processes of material–discursive enactments establishes important premises for the recurring basic assumptions that the eXbus-team have developed about bullying being enacted by multiple intra-acting forces and about their entangled agencies (see Søndergaard on page XX for an explication of this idea...

  14. Asymmetric intergroup bullying: The enactment and maintenance of societal inequality at work

    OpenAIRE

    Soylu, Soydan; Sheehy-Skeffington, Jennifer

    2015-01-01

    What does inequality mean for dysfunctional organizational behaviours, such as workplace bullying? This article argues that workplace bullying can be understood as a manifestation of intergroup dynamics originating beyond the organization. We introduce the construct of asymmetric intergroup bullying: the disproportionate mistreatment of members of low status groups, with the intended effect of enhancing the subordination of that group in society at large. Analysis of data from 38 interviews w...

  15. A multi-faceted workplace intervention targeting low back pain was effective for physical work demands and maladaptive pain behaviours, but not for work ability and sickness absence

    DEFF Research Database (Denmark)

    Rasmussen, Charlotte Diana Nørregaard; Holtermann, Andreas; Jørgensen, Marie Birk

    2016-01-01

    trial with 594 nurses' aides was conducted. The intervention lasted 12 weeks and consisted of physical training (12 sessions), cognitive behavioural training (two sessions) and participatory ergonomics (five sessions). Occupational lifting, fear avoidance, physical exertion, muscle strength, support...... to the control. There were no significant effects on physical exertion, muscle strength, support from management, work ability or sickness absence due to low back pain. After the intervention, significant increased physical capacity and improvements in kinesiophobia were found, but no change in need for recovery...

  16. Bullying among trainee doctors in Southern India: A questionnaire study

    Directory of Open Access Journals (Sweden)

    Bairy K

    2007-01-01

    Full Text Available Background: Workplace bullying is an important and serious issue in a healthcare setting because of its potential impact on the welfare of care-providers as well as the consumers. Aims: To gauge the extent of bullying among the medical community in India; as a subsidiary objective, to assess the personality trait of the bullying victims. Settings and Design: A cross-sectional, anonymous, self-reported questionnaire survey was undertaken among a convenient sample of all the trainee doctors at a Government Medical College in Tamil Nadu, India. Materials and Methods: A questionnaire, in English with standard written explanation of bullying was used. Basic information like age, sex, job grade and the specialty in case of Postgraduates (PGs were also collected. Statistical Analysis: The results were subjected to descriptive statistical analysis and Chi-square test for comparison of frequencies. Results: A total of 174 doctors (115 PGs and 59 junior doctors, took part in the study with a cent percent response. Nearly half of the surveyed population reported being subjected to bullying. Nearly 54 (53% of the men and 35 (48% of women were subjected to bullying. Significant proportions ( P < 0.0001 of medical personnel and paramedical staff bullied the PGs and junior doctors, respectively. More than 85 (90% of bullying incidents went unreported. A significant ( P < 0.0001 percentage of PGs and junior doctors revealed a personality trait towards bully. Conclusions: Workplace bullying is common among trainee doctors and usually goes unreported.

  17. School bullying

    DEFF Research Database (Denmark)

    and relational practices – as well as the abjections by which subjects and social groups are formed – have inspired several of the articles, and the authors seek to reveal complex patterns of relating amongst children in school classes that are saturated by marginalisation and bullying practices. Foucault......School Bullying: New Theories in Context brings together the work of scholars who utilise ontological, epistemological and methodological approaches that challenge paradigm one, contributing to the shift in research on school bullying that we call paradigm two. Several of the authors have...... in these countries highlights both the similarities and differences amongst national school systems. Most importantly, the authors share an analytical ambition to understand bullying as a complex phenomenon that is enacted or constituted through the interactive/intra-active entanglements that exist between a variety...

  18. Understanding Bullying

    Science.gov (United States)

    ... likelihood of victimization include: • Poor peer relationships • Low self-esteem • Perceived by peers as different or quiet National ... ME, Lumpkin CD. Bullying surveillance among youths: Uniform definitions for public health and recommended data elements, Version ...

  19. School bullying

    DEFF Research Database (Denmark)

    the importance of qualitative research in the field of school bullying. However, the authors also acknowledge the importance of insights obtained through quantitative studies, such as survey material, and through mixed methods (see Hansen, Henningsen and Kofoed on page XX, and Cross and Barnes on page XX)....... seen amongst various the actors involved in bullying practices. Theoretical approaches based in deconstruction, discourse analysis and narrative analysis as well as mixed methods have been utilised to analyse the qualitative data. This anthology makes a particular contribution in highlighting......School Bullying: New Theories in Context brings together the work of scholars who utilise ontological, epistemological and methodological approaches that challenge paradigm one, contributing to the shift in research on school bullying that we call paradigm two. Several of the authors have...

  20. [School bullying].

    Science.gov (United States)

    Jacquart, J; Van Paemel, S; Pitchot, W

    2018-02-01

    School bullying consists of harassment behaviours in a school setting and is characterized by violence acts, mockery or even humiliations between students. More recently, with the development of new technologies, our society has seen the cyber-bullying born. This new type of harassment "on-line" comes and intersects the harassment at school. After the description of a clinical situation, we describe the impact of this phenomenon on the different actors concerned, the lines for prevention and for appropriate support.

  1. Correlates of New Graduate Nurses' Experiences of Workplace Mistreatment.

    Science.gov (United States)

    Read, Emily; Laschinger, Heather K

    2015-10-01

    This study explores correlates of new graduate nurses’ experiences of workplace mistreatment. New graduate nurses’ experiences of workplace mistreatment, such as bullying, coworker incivility, and supervisor incivility, negatively influence nurses’ work and health. It is unclear whether these forms of workplace mistreatment have similar precipitating factors and outcomes. We surveyed 342 new graduate nurses in Ontario to explore correlates of 3 forms of workplace mistreatment. Workplace incivility and bullying were significantly related to authentic leadership, structural empowerment, worklife fit, and psychological capital. Bullying was more strongly related to job satisfaction, emotional exhaustion, and mental and physical health outcomes than supervisor and coworker incivility. New graduate nurses’ experiences of 3 types of workplace mistreatment are related to organizational and health factors, although bullying appears to have stronger negative effects.

  2. Bullying in a caring profession: reasons, results, and recommendations.

    Science.gov (United States)

    Broome, Barbara S; Williams-Evans, Shiphrah

    2011-10-01

    The theories of Florence Nightingale and Jean Watson provide a framework for the caring work of nurses. Ironically, this caring profession struggles with bullying. Bullying has both physiological and psychological ramifications for the person being bullied and a negative impact on the organization and patient care. Strategies to address bullying include education, developing codes of acceptable conduct for the workplace, and a zero-tolerance policy. Mental health nurses have a vital role in helping nurses return to roles of caring. Copyright 2011, SLACK Incorporated.

  3. When healthcare workers get sick: exploring sickness absenteeism in British Columbia, Canada.

    Science.gov (United States)

    Gorman, Erin; Yu, Shicheng; Alamgir, Hasanat

    2010-01-01

    To determine the demographic and work characteristics of healthcare workers who were more likely to take sickness absences from work in British Columbia, Canada. Payroll data were analyzed for three health regions. Sickness absence rates were determined per person-year and then compared across demographic and work characteristics using multivariate Poisson regression models. The direct costs to the employer due to sickness absences were also estimated. Female, older, full-time workers, long-term care workers and those with a lower hourly wage were more likely to take sickness absences and had similar trends with respect to the costs due to sickness absence. For occupations, licensed practical nurses, care aides and facility support workers had higher rates of sickness absence. Registered nurses, and those workers paid high hourly wages were associated with highest sickness related costs. It is important to understand the demographic and work characteristics of those workers who are more likely to take sickness absences in order to make sure that they are not experiencing additional hazards at work or facing detrimental workplace conditions. Policy makers need to establish healthy, safe and in turn more productive workplaces. Further research is needed on how interventions can reduce sickness absence.

  4. WORRIED SICK? WORKER RESPONSES TO ORGANIZATIONAL TURMOIL

    OpenAIRE

    Bratberg, Espen; Monstad, Karin

    2012-01-01

    Sickness absence has risen over the past years in Norway. One explanation put forward is that a tougher labor market represents a health hazard, while a competing hypothesis predicts that loss of job security works as a disciplinary device. In this analysis we aim to trace a causal impact of organizational turmoil or job insecurity on sickness absence, applying a difference-in-difference approach. Utilizing a negative financial shock that hit specific employers and workplaces, we find that si...

  5. The New Age of Bullying and Violence in Health Care: Part 3: Managing the Bullying Boss and Leadership.

    Science.gov (United States)

    Fink-Samnick, Ellen

    PRIMARY PRACTICE SETTING(S):: Applicable to all health care sections where case management is practiced. This article is the third of a 4-part series on the topic of bullying in the health care workplace. Part 3 addresses the dimensions of the bullying boss and leadership, posing major implications for patient safety plus the mental health of staff members. The complex constructs and dynamics broached by the bullying boss and department leadership are explored. These include the underlying forces at play such as power, gender, leadership styles, plus weaves in assessment models. Strategic and proactive management of bullying by leadership is vital to workforce retention and well-being. The increasing incidence and impact of bullying across all sectors have made it a major workforce performance management challenge. Health care settings are especially tense environments, often making it difficult for individuals to distinguish between bullying behavior and high expectations for staff. Bullying impacts both direct targets and bystanders who witness the assaultive behaviors, with ethical implications as well.Case management is poised to promote a safe health care workplace for patients and practitioners alike amid these intricate circumstances. Understanding types of bullying bosses and leadership styles is integral to a case manager's success in the workplace.

  6. Attitudes towards sickness absence and sickness presenteeism in health and care sectors in Norway and Denmark: a qualitative study.

    Science.gov (United States)

    Krane, Line; Larsen, Eva Ladekjær; Nielsen, Claus Vinther; Stapelfeldt, Christina Malmose; Johnsen, Roar; Risør, Mette Bech

    2014-08-27

    In the health and care sector, sickness absence and sickness presenteeism are frequent phenomena and constitute a field in need of exploration. Attitudes towards sickness absence involve also attitudes towards sickness presenteeism, i.e. going to work while sick, confirmed by previous studies. Sickness behavior, reflecting attitudes on work absence, could differ between countries and influence absence rates. But little is known about attitudes towards sickness absence and sickness presenteeism in the health and care sectors in Norway and Denmark. The aim of the present paper is therefore to explore attitudes towards sickness absence and sickness presenteeism among nursing home employees in both countries. Eight focus group discussions (FGDs) were conducted using a semi-structured interview guide, the main attention of which was attitudes towards sickness absence and sickness presenteeism. FGDs were conducted in two nursing homes in Norway and two in Denmark, with different geographic locations: one in a rural area and one in an urban area in each country. FGDs were recorded, transcribed and analyzed using framework analysis to identify major themes and explanatory patterns. Four major significant themes were identified from the FGDs: a) sickness absence and sickness presenteeism, b) acceptable causes of sickness absence, c) job identity, and d) organization of work and physical aspects of the workplace. Our analyses showed that social commitment and loyalty to residents and colleagues was important for sickness absence and sickness presenteeism, as were perceived acceptable and non-acceptable reasons for sickness absence. Organization of work and physical aspects of the workplace were also found to have an influence on attitudes towards sickness absence. The general interpretation of the findings was that attitudes towards sickness absence and sickness presenteeism among nursing home employees were embedded in situational patterns of moral relationships and were

  7. "It Was Not Me That Was Sick, It Was the Building": Rhetorical Identity Management Strategies in the Context of Observed or Suspected Indoor Air Problems in Workplaces.

    Science.gov (United States)

    Finell, Eerika; Seppälä, Tuija; Suoninen, Eero

    2018-07-01

    Suffering from a contested illness poses a serious threat to one's identity. We analyzed the rhetorical identity management strategies respondents used when depicting their health problems and lives in the context of observed or suspected indoor air (IA) problems in the workplace. The data consisted of essays collected by the Finnish Literature Society. We used discourse-oriented methods to interpret a variety of language uses in the construction of identity strategies. Six strategies were identified: respondents described themselves as normal and good citizens with strong characters, and as IA sufferers who received acknowledge from others, offered positive meanings to their in-group, and demanded recognition. These identity strategies located on two continua: (a) individual- and collective-level strategies and (b) dissolved and emphasized (sub)category boundaries. The practical conclusion is that professionals should be aware of these complex coping strategies when aiming to interact effectively with people suffering from contested illnesses.

  8. Effect of Perceived Politics and Perceived Support on Bullying and Emotional Exhaustion: The Moderating Role of Type A Personality.

    Science.gov (United States)

    Naseer, Saima; Raja, Usman; Donia, Magda Bezerra Leite

    2016-07-03

    Recognizing that bullying can occur in varying degrees of severity, the current study suggest the importance of individual traits in individual perceptions of being targets of bullying and ensuing emotional exhaustion. The present study extends the work environment hypothesis and trait activation theory by a joint investigation of the mediating role of (a) workplace bullying in linking perceived organization politics and perceived organization support with emotional exhaustion and (b) the moderating role of Type A behavioral pattern in influencing the mediation. Using a field sample of 262 employees working in different organizations of Pakistan, this study tested a moderated mediation model. Results were consistent with the hypothesized model, in that workplace bullying mediated the relationship of perceived organization politics and perceived organization support with emotional exhaustion. Type A behavior moderated the perceived politics-bullying, perceived support-bullying, and bullying-emotional exhaustion relationships. The mediation of bullying varied with levels of Type A behavior in these relationships.

  9. Warning Signs of Bullying

    Science.gov (United States)

    ... of Aggressive Behavior Print Share Warning Signs for Bullying There are many warning signs that may indicate ... Get help right away . Signs a Child is Bullying Others Kids may be bullying others if they: ...

  10. The Power of Paradigms: A Discussion of the Absence of Bullying Research in the Context of the University Student Experience

    Science.gov (United States)

    Coleyshaw, Liz

    2010-01-01

    The literature on bullying is vast and this social phenomenon has been studied in depth in relation to schooling and the workplace. Between school and workplace lies higher education (HE), but there is a marked absence of published work regarding undergraduate student-to-student bullying in this setting. This theoretical paper explores possible…

  11. Sickness presence, sick leave and adjustment latitude

    Directory of Open Access Journals (Sweden)

    Joachim Gerich

    2014-10-01

    Full Text Available Objectives: Previous research on the association between adjustment latitude (defined as the opportunity to adjust work efforts in case of illness and sickness absence and sickness presence has produced inconsistent results. In particular, low adjustment latitude has been identified as both a risk factor and a deterrent of sick leave. The present study uses an alternative analytical strategy with the aim of joining these results together. Material and Methods: Using a cross-sectional design, a random sample of employees covered by the Upper Austrian Sickness Fund (N = 930 was analyzed. Logistic and ordinary least square (OLS regression models were used to examine the association between adjustment latitude and days of sickness absence, sickness presence, and an estimator for the individual sickness absence and sickness presence propensity. Results: A high level of adjustment latitude was found to be associated with a reduced number of days of sickness absence and sickness presence, but an elevated propensity for sickness absence. Conclusions: Employees with high adjustment latitude experience fewer days of health complaints associated with lower rates of sick leave and sickness presence compared to those with low adjustment latitude. In case of illness, however, high adjustment latitude is associated with a higher pro­bability of taking sick leave rather than sickness presence.

  12. Reflexões sobre o indivíduo desejante e o sofrimento no trabalho: o assédio moral, a violência simbólica e o movimento homossexual Reflections on the desiring individual and suffering at work: workplace bullying, symbolic violence, and the homosexual movement

    Directory of Open Access Journals (Sweden)

    Alexandre de Pádua Carrieri

    2013-03-01

    Full Text Available Este artigo apresenta uma reflexão teórica sobre assédio moral. Mais especificamente, trata-se de uma análise acerca da violência simbólica sofrida pelo trabalhador homossexual, buscando delimitar o contexto social e de produção de subjetividade no qual ocorre tal violência. Os homossexuais, assim como diversas outras minorias sociais, têm sido alvo de violência simbólica nas organizações laborais brasileiras. Este artigo tem sua origem em um projeto de pesquisa acerca de assédio moral sobre trabalhadores masculinos homossexuais em algumas das principais capitais do Brasil e representa uma reflexão final acerca da possibilidade de ir além do conceito de assédio moral, aprofundando o conceito de violência simbólica e introduzindo a violência no espaço social e de produção de subjetividade contemporâneos.This paper presents a theoretical reflection on workplace bullying. More specifically, this is an analysis on the symbolic violence underwent by the homosexual worker, seeking to delimit the social and the subjectivity production context within which such violence occurs. Homosexuals, like many other social minorities, have been the target of symbolic violence in Brazilian labor organizations. This paper has as its origin a research project on workplace bullying towards homosexual male workers in some major cities in Brazil and it represents an ultimate reflection on the possibility of going beyond the concept of workplace bullying, deepening the concept of symbolic violence and introducing violence into the social and the contemporary subjectivity production space.

  13. An Economic Model of Workplace Mobbing in Academe

    Science.gov (United States)

    Faria, Joao Ricardo; Mixon, Franklin G., Jr.; Salter, Sean P.

    2012-01-01

    Workplace bullying or mobbing can be defined as the infliction of various forms of abuse (e.g., verbal, emotional, psychological) against a colleague or subordinate by one or more other members of a workplace. Even in the presence of academic tenure, workplace mobbing remains a prevalent issue in academe. This study develops an economic model that…

  14. KEPRIBADIAN MUSLIM TERHADAP PERILAKU BULLYING DI RUMAH SAKIT ISLAM WILAYAH KOTA PALEMBANG

    Directory of Open Access Journals (Sweden)

    Budiman Budiman

    2018-02-01

    Full Text Available Purpose of the research to know the influence of Muslim Personality on Bullying Behaviours in Islamic Hospital of Palembang City Region. Some research that has been done in the West states that 56% of nurses become victims of bullying in their of workplacecausing harm to both individuals and organizations. The hypothesis of this research is that there is influence of Muslim personality on bullying behaviours in the workplace. The higher the comprehensionand practice of Muslim personality, the lower the occurrence of bullying behaviours in the workplace. This research using correlation research methods, research sample 214 nurses from 2 Islamic Hospital in Palembang, data collected using scalemethod, namely: Bullying Behaviour scale and Muslim Personality Scale and data analysis methods using simple regression analysis with SPSS programming. 22.5 for windows. Based on the results obtained r = 0.412in other word,there is influence of Muslim personality on bullying behaviours in the workplace. The higher the understanding and practice of Muslim personality, the lower the occurrence of bullying behaviours in the workplace and r2  of 0.170 means that 17% of Muslim personality contributed to bullying behaviours  in the workplace.

  15. Radiation sickness

    International Nuclear Information System (INIS)

    Chin, A.; Leer, J.W.H.; Craandijk, M.; Feenstra, W.F.F.

    1990-01-01

    In a prospective inventory analysis of 169 irradiated patients concerning the incidence and course of Acute Radiation Sickness (fatigue, loss of appetite, nausea and vomiting), it was found that 2/3 of the patients had these complaints. The complaints started during the first week of treatment and mostly even within a few hours after each radiotherapy session. All complaints were progressive during the radiotherapy course, but disappeared spontaneously within one week after completion of the treatment. The possible occurrence of these symptoms soon after the start of radiotherapy should be kept in mind, especially since they can be reduced by simple retimens. (author). 14 refs.; 2 tabs

  16. Bully, Bullied, Bystander...and beyond

    Science.gov (United States)

    Coloroso, Barbara

    2011-01-01

    Bullying is seldom the only factor in a teenager's suicide. Often, mental illness and family stresses are involved. But bullying does plainly play a role in many cases. These students feel that they have no way out of the pain heaped on them by their tormentors so they turn the violence inward with a tragic and final exit. Bullying involves three…

  17. Bullying in the family: sibling bullying.

    Science.gov (United States)

    Wolke, Dieter; Tippett, Neil; Dantchev, Slava

    2015-10-01

    Sibling relationships have a substantial and lasting effect on children's development. Many siblings experience some occasional conflict, however, up to 40% are exposed to sibling bullying every week, a repeated and harmful form of intrafamilial aggression. We review evidence on the precursors, factors relating to peer bullying, and mental health consequences of sibling bullying. Parenting quality and behaviour are the intrafamilial factors most strongly associated with bullying between siblings. Sibling bullying increases the risk of being involved in peer bullying, and is independently associated with concurrent and early adult emotional problems, including distress, depression, and self-harm. The effects appear to be cumulative, with those children bullied by both siblings and peers having highly increased emotional problems compared with those bullied by siblings or peers only, probably because they have no safe place to escape from bullying. The link between sibling and peer bullying suggests interventions need to start at home. Health professionals should ask about sibling bullying and interventions are needed for families to prevent and reduce the health burden associated with sibling bullying. Copyright © 2015 Elsevier Ltd. All rights reserved.

  18. Bullying among siblings.

    Science.gov (United States)

    Wolke, Dieter; Skew, Alexandra J

    2012-01-01

    Parents are often concerned about repeated conflicts between their daughters and sons. However, there is little empirical research of sibling bullying. To conduct a review of existing studies of sibling bullying. Are there any associations between sibling bullying and peer bullying at school? What are the consequences of sibling bullying? Is there good justification why sibling bullying has been so neglected in research? Studies of sibling relationships were reviewed. Four quantitative studies were identified that report on both sibling and peer bullying. Sibling bullying is frequent with up to 50% involved in sibling bullying every month and between 16% and 20% involved in bullying several times a week. Experience of sibling bullying increases the risk of involvement in bullying in school. Both, bullying between siblings and school bullying make unique contributions to explaining behavioral and emotional problems. There is a clear dose-effect relationship of involvement of bullying at home and at school and behavioral or emotional problems. Those involved in both have up to 14 times increased odds of behavioral or emotional problems compared to those involved in only one context or not at all. The empirical evidence is limited and studies are mostly cross-sectional studies. Nevertheless, the review suggests that for those victimized at home and at school behavioral and emotional problems are highly increased. Sibling relationships appear to be a training ground with implications for individual well-being. Strengthening families and parenting skills and increasing sibling support is likely to reduce bullying and increase well-being.

  19. Bullying is Detrimental to Health, but All Bullying Behaviours Are Not Necessarily Equally Damaging

    Science.gov (United States)

    Hoel, Helge; Faragher, Brian; Cooper, Cary L.

    2004-01-01

    The aim of this paper is to investigate the impact of 'negative behaviours' and 'bullying' in the workplace on the health and well-being of employees, to what extent the effects remain beyond the period of the experience as well as the extent to which they affect third-parties or witnesses. The paper also raises the question whether some…

  20. Bullying in work groups: the impact of leadership.

    Science.gov (United States)

    Nielsen, Morten Birkeland

    2013-04-01

    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. © 2012 The Author. Scandinavian Journal of Psychology © 2012 The Scandinavian Psychological Associations.

  1. Examining paid sickness absence by shift workers.

    Science.gov (United States)

    Catano, V M; Bissonnette, A B

    2014-06-01

    Shift workers are at greater risk than day workers with respect to psychological and physical health, yet little research has linked shift work to increased sickness absence. To investigate the relationship between shift work and sickness absence while controlling for organizational and individual characteristics and shift work attributes that have confounded previous research. The study used archive data collected from three national surveys in Canada, each involving over 20000 employees and 6000 private-sector firms in 14 different occupational groups. The employees reported the number of paid sickness absence days in the past 12 months. Data were analysed using both chi-squared statistics and hierarchical regressions. Contrary to previous research, shift workers took less paid sickness absence than day workers. There were no differences in the length of the sickness absence between both groups or in sickness absence taken by female and male workers whether working days or shifts. Only job tenure, the presence of a union in the workplace and working rotating shifts predicted sickness absence in shift workers. The results were consistent across all three samples. In general, shift work does not seem to be linked to increased sickness absence. However, such associations may be true for specific industries. Male and female workers did not differ in the amount of sickness absence taken. Rotating shifts, regardless of industry, predicted sickness absence among shift workers. Consideration should be given to implementing scheduled time off between shift changes. © The Author 2014. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

  2. Testing the strain hypothesis of the Demand Control Model to explain severe bullying at work

    NARCIS (Netherlands)

    Notelaers, G.; Baillien, E.; de Witte, H.; Einarsen, S.; Vermunt, J.K.

    2013-01-01

    Workplace bullying has often been attributed to work-related stress, and has been linked to the Job Demand Control Model. The current study aims to further these studies by testing the model for bullying in a heterogeneous sample and by using latent class (LC)-analyses to define different demands

  3. Violence-prevention summit at Virginia Tech tackles bullying, gender-based violence, more

    OpenAIRE

    Elliott, Jean

    2010-01-01

    Bullying in schools, aggression in the workplace, violence against women -- all are complex problems. On Nov. 12 and 13, Virginia Tech hosts a gathering to make recommendations about violence prevention.

  4. Bullying among nurses and its relationship with burnout and organizational climate.

    Science.gov (United States)

    Giorgi, Gabriele; Mancuso, Serena; Fiz Perez, Francisco; Castiello D'Antonio, Andrea; Mucci, Nicola; Cupelli, Vincenzo; Arcangeli, Giulio

    2016-04-01

    Workplace bullying is one of the most common work-related psychological problems. Bullying costs seem higher for organizations composed of health-care workers who perform direct-contact patients-complex tasks. Only a few studies have been carried out among nurses in Italy and integrated models of bullying antecedents and consequences are particularly missing. The aim of this study was to develop a bullying model focused on the interaction between bullying and burnout in the setting of a climate-health relationship. Research involved 658 nurses who completed a survey on health, burnout, bullying and organizational climate. Structural equation modeling was used to test the hypothesis. Results suggest that workplace bullying partially mediates the relationship between organizational climate and burnout and that bullying does not affect health directly, but only indirectly, via the mediation of burnout. Our study demonstrates the key-role of workplace bullying and burnout in the climate-health relationship in order to understand and to improve nurses' health. © 2015 John Wiley & Sons Australia, Ltd.

  5. Cuts and Bruises Caused by Arrows, Sticks, and Stones in Academia: Theorizing Three Types of Racist and Homophobic Bullying in Adult and Higher Education

    Science.gov (United States)

    Misawa, Mitsunori

    2015-01-01

    Bullying is a serious problem in contemporary society because it negatively affects not only people who are victims of bullying and bystanders but also organizations and workplaces. It occurs almost everywhere including K-12 education, postsecondary education, and workplaces. Based on the author's narrative study, this article explores and…

  6. Bullying and Parents

    DEFF Research Database (Denmark)

    Søndergaard, Dorte Marie

    2017-01-01

    Bullying is an extreme form of social exclusion that affects a significant number of children in schools and other childhood institutions. The definition of bullying is a matter of debate among researchers. Some researchers emphasize aggressive contra vulnerable individual personality traits...... as a basic premise for the emergence of bullying behavior. Others conceptualize bullying as an effect of dysfunctional social mechanisms in groups. In line with such diverse understandings of how to define and understand bullying, researchers also discuss the part played by parents in children’s bullying...... practices. Researchers who understand bullying as an effect of deficits in individual children tend to explain such deficits as a consequence of inadequate upbringing. Researchers who explain bullying behavior as an effect of dysfunctional social patterns in groups of children (and adults), meanwhile, tend...

  7. Bullying Laws and Policies

    Science.gov (United States)

    ... origin, sex, disability, or religion*, bullying overlaps with harassment and schools are legally obligated to address it. Read more about when bullying overlaps with harassment and how to report it to the U.S. ...

  8. Cyber space bullying

    Directory of Open Access Journals (Sweden)

    Popović-Ćitić Branislava

    2009-01-01

    Full Text Available Cyber space bullying is a relatively new phenomenon that has received increased attention by scientists, researchers and practitioners in recent years. It is usually defined as an intentionally and repeatedly expression of aggression towards other people through information and communication technologies. Cyber space bullying is characterized by all the primary characteristics of traditional bullying and some specifics ones that clearly differ it from other forms of bullying. In addition to the analysis of characteristics and specifics of cyber space bullying, the paper describes the basic forms of cyber space bullying (flaming, harassment, denigration, impersonation, outing, trickery, exclusion, stalking and happy slapping, as well as, the types of cyber space bullies (vengeful angel, power-hungry, revenge of the nerd, mean girls and inadvertent. The main goal of this paper is to provide initial theoretical guidelines for designing future empirical research on the complex phenomenon of cyber space bullying.

  9. Cyber space bullying

    OpenAIRE

    Popović-Ćitić Branislava

    2009-01-01

    Cyber space bullying is a relatively new phenomenon that has received increased attention by scientists, researchers and practitioners in recent years. It is usually defined as an intentionally and repeatedly expression of aggression towards other people through information and communication technologies. Cyber space bullying is characterized by all the primary characteristics of traditional bullying and some specifics ones that clearly differ it from other forms of bullying. In addition to t...

  10. [Workplace mobbing].

    Science.gov (United States)

    Soljan, Ivana; Josipović-Jelić, Zeljka; Jelić Kis, I Anita

    2008-03-01

    Workplace mobbing is a hostile and unethical communication, systematically aimed from one or more individuals towards mostly one individual, who are forced into a helpless position and are held in it by constant bullying. This article describes some of the most important characteristics of mobbing: offensive behaviour, organizational and non-organizational causes of this behaviour, the victim and the consequences. Modern business environment is complex, dynamic, volatile, and requires better ability to adjust. Constant changes are a part of organizational reality, but they also produce an ideal environment for all kinds of conflicts. Conflicts are inevitable in every organization, but the task of its management is to identify them and resolve before they affect the workforce, productivity and costs. The idea is to avert psychological abuse and aberrant behaviour such as mobbing which that may cause physical and mental disorders. Mobbing is a problem of the modern society; as a violation of human rights it is relatively new and unrecognised in Croatia. Abuse is mostly psychological: it affects the victim's health and life, quality of work, productivity, profitability, and may lead to significant economic losses in the community. Mobbing can be averted by joint forces that would involve employee and management, medical and legal professionals, and even community as a whole. The more an organization pursues excellence based on trust and business ethics, the higher the probability that mobbing will be averted or stopped.

  11. Take that, You Bully!

    Science.gov (United States)

    Fogg, Piper

    2008-01-01

    Academics can be found all over the Internet commiserating about academic bullying, including on "The Chronicle's" own forums and blogs. There are debates over how to resolve bullying, warnings to other scholars, and even primal cries for help. This article describes three blogs on bullying: (1) Historiann (http://www.historiann.com); (2) On…

  12. Bullying: It's Not OK

    Science.gov (United States)

    ... and generally feel helpless. Facts About Bullying Both girls and boys can be bullies. Bullies target children who cry, ... teasing, threatening, or hurting someone. All children can learn to treat others ... with others. Together with the school principal, teachers, counselors, and parents ...

  13. [Sickness absence associated with major life events].

    Science.gov (United States)

    Markussen, Simen; Røgeberg, Ole

    2012-05-29

    Sickness absence in the Norwegian workplace doubled in the period 1993-2003. However, the extent to which the driving factors were medical or non-medical remains unclear, as does the extent to which the cause may be found in the composition of the workforce. A differences-in-differences regression model was used to estimate the added sickness absence associated with major life events such as separation, death of spouse and pregnancy in the period 1993-2005. The data were obtained from administrative registers covering the entire Norwegian population, and include all absence periods of 16 days' duration or more reported by a doctor's medical certificate. The primary outcome measures were incidence (the proportion of absentees in a given time window) and absence (the proportion of sick days in a given time window). The level of absence among employees exposed to the specified life events was compared to control groups matched for gender, age, education and income. In 1993, people in each of the three groups exposed to major life events had more frequent and longer periods of absence than people in the control groups. This added sickness absence increased between 1993 and 2005. The changes in added sickness absence were at times significant, particularly for pregnant women. While sickness absence among pregnant women in 1993 was 15.4 percentage points higher than in the control group, the difference had increased to 24.8 percentage points in 2005. We find it improbable for the increase in added sickness absence to be caused by changes in the medical impact of life events or alterations in the workforce composition. We believe the increase is caused by changing attitudes among the working population and in the medical profession towards sickness absence on grounds that are not strictly medical, combined with improved social acceptance and diagnosis of mental health issues, and/or a medicalisation of natural health variations (pregnancy) and emotional distress (grief).

  14. Does Ability to Defend Moderate the Association between Exposure to Bullying and Symptoms of Anxiety?

    Directory of Open Access Journals (Sweden)

    Morten Birkeland Nielsen

    2017-11-01

    Full Text Available In the context of workplace bullying, the ability to defend refers to whether or not a target feels able to deal with those negative behaviors that typically constitute bullying. The aim of this study was to determine whether the perceived ability to defend oneself moderates the association between exposure to bullying behaviors at work and symptoms of anxiety as predicted by the definition of workplace bullying. It was hypothesized that exposure to bullying behaviors would be more strongly related to symptoms of anxiety among targets feeling unable to defend oneself than among targets who do feel that they are able to defend themselves in the actual situation. This survey study was based on a probability sample of 1,608 Norwegian employees (response rate 32%. Only respondents exposed to at least one bullying behavior were included (N = 739. In contrast to hypothesis, the findings showed that ability to defend only had a protective effect on the relationship between exposure to bullying behaviors and anxiety in cases of low exposure. In cases of high exposure, there was a stronger increase in anxiety among employees able to defend themselves than among those who generally felt unable to defend. Hence, the ability to defend against exposure to bullying behaviors does not seem to protect high-exposed targets against symptoms of anxiety. Organization should therefore intervene against bullying in early stages rather than relying on the individual resilience of those exposed.

  15. Does Ability to Defend Moderate the Association between Exposure to Bullying and Symptoms of Anxiety?

    Science.gov (United States)

    Nielsen, Morten Birkeland; Gjerstad, Johannes; Jacobsen, Daniel Pitz; Einarsen, Ståle Valvatne

    2017-01-01

    In the context of workplace bullying, the ability to defend refers to whether or not a target feels able to deal with those negative behaviors that typically constitute bullying. The aim of this study was to determine whether the perceived ability to defend oneself moderates the association between exposure to bullying behaviors at work and symptoms of anxiety as predicted by the definition of workplace bullying. It was hypothesized that exposure to bullying behaviors would be more strongly related to symptoms of anxiety among targets feeling unable to defend oneself than among targets who do feel that they are able to defend themselves in the actual situation. This survey study was based on a probability sample of 1,608 Norwegian employees (response rate 32%). Only respondents exposed to at least one bullying behavior were included ( N = 739). In contrast to hypothesis, the findings showed that ability to defend only had a protective effect on the relationship between exposure to bullying behaviors and anxiety in cases of low exposure. In cases of high exposure, there was a stronger increase in anxiety among employees able to defend themselves than among those who generally felt unable to defend. Hence, the ability to defend against exposure to bullying behaviors does not seem to protect high-exposed targets against symptoms of anxiety. Organization should therefore intervene against bullying in early stages rather than relying on the individual resilience of those exposed.

  16. Bullying among radiation therapists: effects on job performance and work environment.

    Science.gov (United States)

    Trad, Megan; Johnson, Jordan

    2014-01-01

    To identify the effects of workplace bullying in the radiation therapy department on job performance and explore the environment and morale of individuals who work with a bully. A quantitative research study was designed to assess the prevalence and effects of bullying in the radiation therapy workplace. A total of 308 radiation therapists participated in the study for a return rate of 46%. Of those, 194 indicated that workplace bullying was present either in their current workplace or in a previous radiation therapy environment and that it negatively affected job performance and satisfaction. Findings of this study indicate a need for evaluation of the radiation therapy workplace, education on how to identify and prevent bullying behavior, and better communication among members of the radiation therapy environment. Participants indicated that working in a hostile environment led to forgetfulness, ineffective communication, and perceived discrepancies in promotion and treatment by management. Any bullying behavior contributes to an overall toxic work environment, which is unhealthy and unsafe for patients and therapists. Those who manage therapists should promote a culture of safety and embrace their staff's independence.

  17. Bullying and Teachers

    DEFF Research Database (Denmark)

    Søndergaard, Dorte Marie

    2017-01-01

    Approaching the relevance of teachers and their role in children’s bullying practices depends on the definition of bullying implied. If bullying is understood as an effect of individual traits and behavior, teachers are most often considered to be in a position to determine whether...... or not the reported or observed events can be defined as real cases of bullying. In cases deemed as bullying, they are considered responsible for taking further action in relation to the individual children involved. If bullying is understood as an effect of a dysfunctional culture in the school and in the classroom......, and enacted by the social structures in schools and other childhood institutions, it is instead seen as the teacher’s responsibility to analyze and seek to transform the climate and norms among the children. In those contexts the teachers are to transform the complex social processes in which bullying...

  18. Addressing Issues of Workplace Harassment: Counseling the Targets.

    Science.gov (United States)

    Lewis, Jacqueline; Coursol, Diane; Wahl, Kay Herting

    2002-01-01

    Workplace harassment includes dysfunctional personal interactions characterized by bullying behaviors, personal attacks, and attempts to denigrate others. Targets of workplace harassment may experience stress, depression, low self-esteem, loss of sleep, and even posttraumatic stress disorder. Strategies that counselors can use to work effectively…

  19. Sickness Absence: a Pan-European Study

    OpenAIRE

    Livanos, Ilias; Zangelidis, Alexandros

    2010-01-01

    This study, using the EU-LFS, examines the determinants of sickness absence in 26 EU countries. The analysis highlights the importance of demographic and workplace characteristics and of institutional and societal conditions. Female workers aged 26-35 exhibit higher absenteeism, possibly reflecting the level of high household labour pressure. Increased job insecurity, captured by temporary contracts, and labour market uncertainty, reflected in higher unemployment rates, have a negative effect...

  20. Prediction of sickness absenteeism, disability pension and sickness presenteeism among employees with back pain.

    Science.gov (United States)

    Bergström, Gunnar; Hagberg, Jan; Busch, Hillevi; Jensen, Irene; Björklund, Christina

    2014-06-01

    The primary aim of this study was to evaluate the predictive ability of the Örebro Musculoskeletal Pain Screening Questionnaire (ÖMPSQ) concerning long-term sick leave, sickness presenteeism and disability pension during a follow-up period of 2 years. The study group consisted of 195 employees visiting the occupational health service (OHS) due to back pain. Using receiver operating characteristic (ROC) curves, the area under the curve (AUC) varied from 0.67 to 0.93, which was from less accurate for sickness presenteeism to highly accurate for the prediction of disability pension. For registered sick leave during 6 months following the baseline the AUC from the ROC analyses was moderately accurate (0.81) and a cut off score of 90 rendered a high sensitivity of 0.89 but a low specificity of 0.46 whereas a cut off score of 105 improves the specificity substantially but at the cost of some sensitivity. The predictive ability appears to decrease with time. Several workplace factors beyond those included in the ÖMPSQ were considered but only social support at the workplace was significantly related to future long-term sick leave besides the total score of the ÖMPSQ. The results of this study extend and confirm the findings of earlier research on the ÖMPSQ. Assessment of psychosocial risk factors among employees seeking help for back pain at the OHS could be helpful in the prevention of work disabling problems.

  1. How can we prevent and reduce bullying amongst university students

    Directory of Open Access Journals (Sweden)

    Carrie Anne Myers

    2016-04-01

    Full Text Available While it has long been recognized that bullying occurs at school and in the workplace, recent research confirms that bullying also takes place among university students, including undergraduates, post-graduates and doctoral research students. In the UK, the National Union of Students (NUS alerted staff and students to the issue in a series of reports but it is not confined to the UK. Authors in the book edited by Cowie and Myers (2016a, 2016b present cross-national findings on the theme of bullying among university students (Pörhöla et al., 2016. In this article we discuss the urgent need for interventions to prevent and reduce bullying in this context. We also indicate the areas where little or no intervention is taking place, notably in the field of university policy.

  2. A proposed typology of the military bully | Kalamdien | Scientia ...

    African Journals Online (AJOL)

    Workplace bullying is a pervasive problem faced by organisations globally. Although progress has been made in augmenting our understanding of the phenomenon within diverse work settings, the military remains one work environment where dialogue into the phenomenon is not forthcoming. Scientific enquiry into ...

  3. Bullying as intra-active process in neoliberal universities

    Czech Academy of Sciences Publication Activity Database

    Zábrodská, Kateřina; Sheridan, L.; Cath, L.; Bronwyn, D.

    2011-01-01

    Roč. 17, č. 8 (2011), s. 709-719 ISSN 1077-8004 R&D Projects: GA ČR GPP407/10/P146 Institutional research plan: CEZ:AV0Z70250504 Keywords : intra-action * neoliberal university * workplace bullying Subject RIV: AN - Psychology Impact factor: 0.839, year: 2011

  4. An Anti-Bullying Training Course for Adults

    Science.gov (United States)

    Ridgeway, Richard

    2012-01-01

    Workplace bullying is a phenomenon that is currently affecting as many as 70% of the workforce in the United States (Lutgen-Sandvic & McDermott, 2011). This phenomenon decreases morale, increases turn-over, and could soon lead to massive and costly litigation. In response to this I have proposed a two hour training course meant to educate workers…

  5. School Climate as a Predictor of Incivility and Bullying among Public School Employees: A Multilevel Analysis

    Science.gov (United States)

    Powell, Joshua E.; Powell, Anna L.; Petrosko, Joseph M.

    2015-01-01

    We surveyed public school educators on the workplace incivility and workplace bullying they experienced and obtained their ratings of the organizational climate of the school. We used multilevel modeling to determine the effects of individual-level and school-level predictors. Ratings of school climate were significantly related to incivility and…

  6. [Bullying, work organization and employee well-being.].

    Science.gov (United States)

    Rafnsdóttir, Guðbjœrg Linda; Tómasson, Kristinn

    2004-12-01

    The study assessed the association between well-being, work-environment and employees? health among the personnel in savings- and other banks? branches with reference to whether they had been exposed to bullying at work. A questionnaire based on the General Nordic Questionnaire for Psychological and Social Factors at Work was sent to all employees (N=1847) in the spring of 2002. The data was analyzed using the SPSS statistical package. The response rate was 80% with 1475 employees returning the questionnaire. Women were 86% (n=1192) of the responders. About 15% of the employees (n=209) had experienced some form of harassment in connection with work. The majority of those had experienced bullying (8% (n=110)). The victims of bullying were more likely to have poor psychosocial work-environment and were less likely to have experienced a positive relationship with supervisors and other staff. There was only minimal association between bullying and seeking medical attention for a selected number of medical conditions. The victims of bullying were more likely to have experienced significant stress recently (p=0.025), to be mentally exhausted at the end of the workday (p=0.013), to have significant sleep difficulties (p=0.001), and poor mental health (pworkplace, that they will quit their job. In light of this it is of importance to study the experience of bullying among those receiving benefits due to long-term sickness absence or disability.

  7. Physiotherapy students' experiences of bullying on clinical internships: a qualitative study.

    Science.gov (United States)

    Whiteside, Diana; Stubbs, Brendon; Soundy, Andy

    2014-03-01

    To consider the experiences of final-year physiotherapy students who have experienced workplace bullying on a clinical internship. Qualitative methodology using individual semi-structured interviews. A university in the Midlands region of the UK. Eight undergraduate physiotherapy students who had experienced one incident of bullying on a clinical internship. Thematic analysis of semi-structured interviews. Four main themes were identified: (1) external and situational influences of bullying; (2) students' reactions to the experience of bullying; (3) inability to reveal the experience; and (4) overcoming problems. Bullying had a range of adverse effects on the students, with many expressing self-doubt in their competence and viewing their supervisor as unapproachable and unsupportive. Five students were not initially able to recognise the experience as bullying. In addition, students did not feel able to report the experience and use the support mechanisms in place. This may have been a result of having concerns that the problem would escalate if they reported the experience and, as a consequence, have a negative effect on their grade. Students were keen to offer a range of strategies for clinical practice in order to prevent bullying for future generations of students. Students' health, security and confidence in their ability as a physiotherapist can be at great risk from bullying. Steps are needed to ensure that students are better protected from bullying, and feel more able to address bullying behaviour during clinical internships. Copyright © 2013 Chartered Society of Physiotherapy. Published by Elsevier Ltd. All rights reserved.

  8. Paid sick days and stay-at-home behavior for influenza

    OpenAIRE

    Piper, Kaitlin; Youk, Ada; James, A. Everette; Kumar, Supriya

    2017-01-01

    Access to paid sick days (PSD) differs by workplace size, race/ethnicity, gender, and income in the United States. It is not known to what extent decisions to stay home from work when sick with infectious illnesses such as influenza depend on PSD access, and whether access impacts certain demographic groups more than others. We examined demographic and workplace characteristics (including access to PSD) associated with employees' decisions to stay home from work for their own or a child's ill...

  9. Psychosocial work factors and sickness absence in 31 countries in Europe.

    Science.gov (United States)

    Niedhammer, Isabelle; Chastang, Jean-François; Sultan-Taïeb, Hélène; Vermeylen, Greet; Parent-Thirion, Agnès

    2013-08-01

    The studies on the associations between psychosocial work factors and sickness absence have rarely included a large number of factors and European data. The objective was to examine the associations between a large set of psychosocial work factors following well-known and emergent concepts and sickness absence in Europe. The study population consisted of 14,881 male and 14,799 female workers in 31 countries from the 2005 European Working Conditions Survey. Psychosocial work factors included the following: decision latitude, psychological demands, social support, physical violence, sexual harassment, discrimination, bullying, long working hours, shift and night work, job insecurity, job promotion and work-life imbalance. Covariates were as follows: age, occupation, economic activity, employee/self-employed status and physical, chemical, biological and biomechanical exposures. Statistical analysis was performed using multilevel negative binomial hurdle models to study the occurrence and duration of sickness absence. In the models, including all psychosocial work factors together and adjustment for covariates, high psychological demands, discrimination, bullying, low-job promotion and work-life imbalance for both genders and physical violence for women were observed as risk factors of the occurrence of sickness absence. Bullying and shift work increased the duration of absence among women. Bullying had the strongest association with sickness absence. Various psychosocial work factors were found to be associated with sickness absence. A less conservative analysis exploring each factor separately provided a still higher number of risk factors. Preventive measures should take psychosocial work environment more comprehensively into account to reduce sickness absence and improve health at work at European level.

  10. A multi-faceted workplace intervention targeting low back pain was effective for physical work demands and maladaptive pain behaviours, but not for work ability and sickness absence: Stepped wedge cluster randomised trial.

    Science.gov (United States)

    Rasmussen, Charlotte Diana Nørregaard; Holtermann, Andreas; Jørgensen, Marie Birk; Ørberg, Anders; Mortensen, Ole Steen; Søgaard, Karen

    2016-08-01

    The aims of this study were to test whether a multi-faceted intervention effective for low back pain was effective for physical capacity, work demands, maladaptive pain behaviours, work ability and sickness absence due to low back pain. A stepped wedge cluster randomised, controlled trial with 594 nurses' aides was conducted. The intervention lasted 12 weeks and consisted of physical training (12 sessions), cognitive behavioural training (two sessions) and participatory ergonomics (five sessions). Occupational lifting, fear avoidance, physical exertion, muscle strength, support from management, work ability and sickness absence due to low back pain were measured every 3 months. Before and after the intervention we measured physical capacity, kinesiophobia and need for recovery. Linear mixed models adjusted for baseline values of the outcome were used to estimate the effect. Significant reduction in occupational lifting (-0.35 (95% confidence interval -0.61 to -0.08)), and improvement in two measures of fear avoidance ((-0.75 (95% confidence interval -1.05 to -0.45) and -0.45 (95% confidence interval -0.80 to -0.11)) were found for the intervention group compared to the control. There were no significant effects on physical exertion, muscle strength, support from management, work ability or sickness absence due to low back pain. After the intervention, significant increased physical capacity and improvements in kinesiophobia were found, but no change in need for recovery. CONCLUSIONS THE INTERVENTION WAS SIGNIFICANTLY EFFECTIVE FOR PHYSICAL WORK DEMANDS AND MALADAPTIVE PAIN BEHAVIOURS, BUT NOT FOR WORK ABILITY AND SICKNESS ABSENCE DUE TO LOW BACK PAIN TO IMPROVE WORK ABILITY OR REDUCE SICKNESS ABSENCE DUE TO LOW BACK PAIN MORE SPECIFIC INTERVENTIONS SHOULD PROBABLY BE DEVELOPED. © 2016 the Nordic Societies of Public Health.

  11. TÜRKİYE’DE İŞYERİNDE PSİKOLOJİK TACİZ ORANININ VE TÜRLERİNİN BELİRLENMESİ: BİR ÖLÇEK GELİŞTİRME ÇALIŞMASI, MEASURING THE OCCURRENCE AND TYPES OF WORKPLACE BULLYING IN TURKEY: A SCALE DEVELOPMENT STUDY

    Directory of Open Access Journals (Sweden)

    Sibel GÖK

    2012-11-01

    scale had highinternal consistency (Cronbach’s Alpha value=0,933. 13,5%of the participants were found to be the victims and ‘workrelated’and ‘downward’ workplace bullying were among themost frequently encountered types. Our findings reveal that“Workplace Bullying Scale - Turkey” is a valid and reliablescale for measuring workplace bullying and the findingssupport the use of the scale in future researches.

  12. Work environment antecedents of bullying: A review and integrative model applied to registered nurses.

    Science.gov (United States)

    Trépanier, Sarah-Geneviève; Fernet, Claude; Austin, Stéphanie; Boudrias, Valérie

    2016-03-01

    This review paper provides an overview of the current state of knowledge on work environment antecedents of workplace bullying and proposes an integrative model of bullying applied to registered nurses. A literature search was conducted on the databases PsycInfo, ProQuest, and CINAHL. Included in this review were empirical studies pertaining to work-related antecedents of workplace bullying in nurses. A total of 12 articles were maintained in the review. An examination of these articles highlights four main categories of work-related antecedents of workplace bullying: job characteristics, quality of interpersonal relationships, leadership styles, and organizational culture. A conceptual model depicting the interplay between these factors in relation to bullying is also presented. Suggestions regarding other factors to incorporate within the model (e.g., individual factors, outcomes of bullying) are provided to increase our understanding of bullying in registered nurses. This paper hopes to guide future efforts in order to effectively prevent and/or address this problem and ultimately ensure patient safety and quality of care provided by health care organizations. Copyright © 2015 Elsevier Ltd. All rights reserved.

  13. ‘It feels like being trapped in an abusive relationship’: bullying prevalence and consequences in the New Zealand senior medical workforce: a cross-sectional study

    Science.gov (United States)

    Frampton, Christopher M A; McKee, Martin; Barclay, Murray

    2018-01-01

    Objectives To estimate prevalence of and factors contributing to bullying among senior doctors and dentists in New Zealand’s public health system, to ascertain rates of reporting bullying behaviour, perceived barriers to reporting and the effects of bullying professionally and personally. Design Cross-sectional, mixed methods study. Setting New Zealand. Participants Members of the Association of Salaried Medical Specialists (40.8% response rate). Main outcome measures Prevalence of bullying was measured using the Negative Acts Questionnaire (revised) (NAQ-r). Workplace demands and level of peer and managerial support were measured with the Health and Safety Executive Management Standards Analysis tool. Categories of perpetrators for self-reported and witnessed bullying and barriers to reporting bullying were obtained and qualitative data detailing the consequence of bullying were analysed thematically. Results The overall prevalence of bullying, measured by the NAQ-r, was 38% (at least one negative act on a weekly or daily basis), 37.2% self-reported and 67.5% witnessed. There were significant differences in rates of bullying by specialty (P=0.001) with emergency medicine reporting the highest bullying prevalence (47.9%). The most commonly cited perpetrators were other senior medical or dental specialists. 69.6% declined to report their bullying. Bullying across all measures was significantly associated with increasing work demands and lower peer and managerial support (P=0.001). Consequences of bullying were wide ranging, affecting workplace environments, personal well-being and subjective quality of patient care. Conclusions Bullying is prevalent in New Zealand’s senior medical workforce and is associated with high workloads and low peer and managerial support. These findings help identify conditions and pressures that may encourage bullying and highlight the significant risk of bullying for individuals and their patients. PMID:29555792

  14. 'It feels like being trapped in an abusive relationship': bullying prevalence and consequences in the New Zealand senior medical workforce: a cross-sectional study.

    Science.gov (United States)

    Chambers, Charlotte N L; Frampton, Christopher M A; McKee, Martin; Barclay, Murray

    2018-03-19

    To estimate prevalence of and factors contributing to bullying among senior doctors and dentists in New Zealand's public health system, to ascertain rates of reporting bullying behaviour, perceived barriers to reporting and the effects of bullying professionally and personally. Cross-sectional, mixed methods study. New Zealand. Members of the Association of Salaried Medical Specialists (40.8% response rate). Prevalence of bullying was measured using the Negative Acts Questionnaire (revised) (NAQ-r). Workplace demands and level of peer and managerial support were measured with the Health and Safety Executive Management Standards Analysis tool. Categories of perpetrators for self-reported and witnessed bullying and barriers to reporting bullying were obtained and qualitative data detailing the consequence of bullying were analysed thematically. The overall prevalence of bullying, measured by the NAQ-r, was 38% (at least one negative act on a weekly or daily basis), 37.2% self-reported and 67.5% witnessed. There were significant differences in rates of bullying by specialty (P=0.001) with emergency medicine reporting the highest bullying prevalence (47.9%). The most commonly cited perpetrators were other senior medical or dental specialists. 69.6% declined to report their bullying. Bullying across all measures was significantly associated with increasing work demands and lower peer and managerial support (P=0.001). Consequences of bullying were wide ranging, affecting workplace environments, personal well-being and subjective quality of patient care. Bullying is prevalent in New Zealand's senior medical workforce and is associated with high workloads and low peer and managerial support. These findings help identify conditions and pressures that may encourage bullying and highlight the significant risk of bullying for individuals and their patients. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2018. All rights reserved

  15. Implementation of the Participatory Approach to increase supervisors' self-efficacy in supporting employees at risk for sick leave; design of a randomised controlled trial

    NARCIS (Netherlands)

    Kraaijeveld, Ruben A.; Schaafsma, Frederieke G.; Boot, Cecile R. L.; Shaw, William S.; Bultmann, Ute; Anema, Johannes R.

    2013-01-01

    Background: The burden of sick leave for society and organisations underlines the urgent need to prevent sick leave. An effective workplace intervention for organisations to shorten sick leave episodes is the Participatory Approach (PA). In this study, we hypothesize that implementation of the PA

  16. Bullying in the American Graduate Medical Education System: A National Cross-Sectional Survey

    Science.gov (United States)

    2016-01-01

    Objectives To deliver an estimate of bullying among residents and fellows in the United States graduate medical education system and to explore its prevalence within unique subgroups. Design/Setting/Participants A national cross-sectional survey from a sample of residents and fellows who completed an online bullying survey conducted in June 2015. The survey was distributed using a chain sampling method that relied on electronic referrals from 4,055 training programs, with 1,791 residents and fellows completing the survey in its entirety. Survey respondents completed basic demographic and programmatic information plus four general bullying and 20 specific bullying behavior questions. Between-group differences were compared for demographic and programmatic stratifications. Main Outcomes/Measures Self-reported subjected to workplace bullying from peers, attendings, nurses, ancillary staff, or patients in the past 12 months. Results Almost half of the respondents (48%) reported being subjected to bullying although both those subjected and not subjected reported experiencing ≥ 1 bullying behaviors (95% and 39% respectively). Attendings (29%) and nurses (27%) were the most frequently identified source of bullying, followed by patients, peers, consultants and staff. Attempts to belittle and undermine work and unjustified criticism and monitoring of work were the most frequently reported bullying behaviors (44% each), followed by destructive innuendo and sarcasm (37%) and attempts to humiliate (32%). Specific bullying behaviors were more frequently reported by female, non-white, shorter than bullying in the United States graduate medical education programs. Including specific questions on bullying in the Accreditation Council for Graduate Medical Education annual resident/fellow survey, implementation of anti-bullying policies, and a multidisciplinary approach engaging all stakeholders may be of great value to eliminate these pervasive behaviors in the field of

  17. Bullying in the American Graduate Medical Education System: A National Cross-Sectional Survey.

    Directory of Open Access Journals (Sweden)

    Amar R Chadaga

    Full Text Available To deliver an estimate of bullying among residents and fellows in the United States graduate medical education system and to explore its prevalence within unique subgroups.A national cross-sectional survey from a sample of residents and fellows who completed an online bullying survey conducted in June 2015. The survey was distributed using a chain sampling method that relied on electronic referrals from 4,055 training programs, with 1,791 residents and fellows completing the survey in its entirety. Survey respondents completed basic demographic and programmatic information plus four general bullying and 20 specific bullying behavior questions. Between-group differences were compared for demographic and programmatic stratifications.Self-reported subjected to workplace bullying from peers, attendings, nurses, ancillary staff, or patients in the past 12 months.Almost half of the respondents (48% reported being subjected to bullying although both those subjected and not subjected reported experiencing ≥ 1 bullying behaviors (95% and 39% respectively. Attendings (29% and nurses (27% were the most frequently identified source of bullying, followed by patients, peers, consultants and staff. Attempts to belittle and undermine work and unjustified criticism and monitoring of work were the most frequently reported bullying behaviors (44% each, followed by destructive innuendo and sarcasm (37% and attempts to humiliate (32%. Specific bullying behaviors were more frequently reported by female, non-white, shorter than < 5'8 and BMI ≥ 25 individuals.Many trainees report experiencing bullying in the United States graduate medical education programs. Including specific questions on bullying in the Accreditation Council for Graduate Medical Education annual resident/fellow survey, implementation of anti-bullying policies, and a multidisciplinary approach engaging all stakeholders may be of great value to eliminate these pervasive behaviors in the field of

  18. Bullies, Bullying and Power in the Contexts of Schooling

    Science.gov (United States)

    Bansel, Peter; Davies, Bronwyn; Laws, Cath; Linnell, Sheridan

    2009-01-01

    In this paper the four authors explore the experience of school bullying, drawing on stories of bullying generated in a collective biography workshop and on fictional accounts of bullying. They counter the current trend of reading bullying as individual or family pathology with a post-structuralist analysis of subjectification and power.

  19. Dysfunctional workplace behavior among municipal employees in Spanish and Finnish cities: a cross-national comparison.

    Science.gov (United States)

    Varhama, Lasse M; Báguena, María José; Toldos, María Paz; Beleña, María Angeles; Roldán, María Consuelo; Díaz, Amelia; Osterman, Karin; Björkqvist, Kaj

    2010-04-01

    A comparative study measuring differences in the prevalence of conflicts, burnout, bullying, and sexual harassment among municipal employees between two European cities was conducted using a self-report instrument, the Psychosocial Workplace Inventory. The cities were Valencia, Spain (n=1,007) and Vaasa, Finland (n=1,979). Significant differences were found between reports of employees from the two cities. The Spanish employees reported higher scores on every type of dysfunctional workplace behavior measured: conflicts, burnout, bullying, and sexual harassment.

  20. Victims of Bullying in Schools

    Science.gov (United States)

    Graham, Sandra

    2016-01-01

    This article provides an overview of current research on bullying (peer victimization, peer harassment) in school, with a focus on victims of such bullying. The 1st section provides a working definition of bullying and its many forms. The 2nd section describes some of the known consequences of being bullied for mental health, physical health, and…

  1. Workplace phobia, workplace problems, and work ability among primary care patients with chronic mental disorders.

    Science.gov (United States)

    Muschalla, Beate; Linden, Michael

    2014-01-01

    Work-related anxieties are frequent and have a negative effect on the occupational performance of patients and absence due to sickness. Most important is workplace phobia, that is, panic when approaching or even thinking of the workplace. This study is the first to estimate the prevalence of workplace phobia among primary care patients suffering from chronic mental disorders and to describe which illness-related or workplace-specific context factors are associated with workplace phobia. A convenience sample of 288 primary care patients with chronic mental disorders (70% women) seen by 40 primary care clinicians in Germany were assessed using a standardized diagnostic interview about mental disorders and workplace problems. Workplace phobia was assessed by the Workplace Phobia Scale and a structured Diagnostic and Statical Manual of Mental Disorders-based diagnostic interview. In addition, capacity and participation restrictions, illness severity, and sick leave were assessed. Workplace phobia was found in 10% of patients with chronic mental disorders, that is, approximately about 3% of all general practice patients. Patients with workplace phobia had longer durations of sick leave than patients without workplace phobia and were impaired to a higher degree in work-relevant capacities. They also had a higher degree of restrictions in participation in other areas of life. Workplace phobia seems to be a frequent problem in primary care. It may behoove primary care clinicians to consider workplace-related anxiety, including phobia, particularly when patients ask for a work excuse for nonspecific somatic complaints. © Copyright 2014 by the American Board of Family Medicine.

  2. Bullying and PTSD Symptoms

    Science.gov (United States)

    Idsoe, Thormod; Dyregrov, Atle; Idsoe, Ella Cosmovici

    2012-01-01

    PTSD symptoms related to school bullying have rarely been investigated, and never in national samples. We used data from a national survey to investigate this among students from grades 8 and 9 (n = 963). The prevalence estimates of exposure to bullying were within the range of earlier research findings. Multinomial logistic regression showed that…

  3. Bullying in primary school.

    NARCIS (Netherlands)

    Mooij, Ton

    2016-01-01

    This chapter is focussed on the bullying of, and by, Dutch students below age 13. The first questions to be answered are what is 'bullying', and how can it be distinguished from other types of disruptive behaviours? The answers to these questions are given by means of conceptual definitions, based

  4. Joining Hands against Bullying

    Science.gov (United States)

    Weissbourd, Richard; Jones, Stephanie

    2012-01-01

    Over the last 20 years, high-profile episodes of bullying have stirred up broad public alarm. This attention may appear to be merely trendy, but it's important. Bullying--commonly defined as systematic exclusion, aggression, or harassment that one child or a group of children inflicts on less powerful children--is pervasive in schools. Many…

  5. Bullying and employee turnover among healthcare workers: a three-wave prospective study.

    Science.gov (United States)

    Hogh, Annie; Hoel, Helge; Carneiro, Isabella G

    2011-09-01

    To investigate the risk of turnover among targets of bullying at work. Exposure to bullying seems to leave targets with intentions to leave their workplaces. However, it is uncertain to what extent they actually leave. Data were collected by questionnaires in a three-wave study among Danish healthcare workers at the time of graduation (T₁ ), 1 (T₂ ) and 2 years (T₃ ) later. We followed 2154 respondents who participated in all three waves. The first year after graduation, 9.2% reported being bullied at work, 1.8% frequently. Follow-up analyses showed a strong relationship between exposure to bullying at T₂ and turnover at T₃ [odds ratio (OR) for frequently bullied = 3.1]. The inclusion of push factors such as low social support and low sense of community, intention to leave and ill health did not change the relation between bullying and turnover significantly. Three reasons for quitting stood out among reasons given by the bullied respondents: poor leadership, being exposed to negative behaviour and health problems. Bullying may be costly to an organization in terms of staff turnover and subsequent recruitment and training of replacements. IMPACT FOR NURSING MANAGEMENT: Managers should regularly monitor the psychosocial work environment. To prevent bullying local policies and procedures should be developed, implemented and evaluated. 2011 Blackwell Publishing Ltd.

  6. Bus drivers' exposure to bullying at work: an occupation-specific approach.

    Science.gov (United States)

    Glasø, Lars; Bele, Edvard; Nielsen, Morten Birkeland; Einarsen, Ståle

    2011-10-01

    The present study employs an occupation-specific approach to examine bus drivers' exposure to bullying and their trait anger, job engagement, job satisfaction and turnover intentions. A total of 1,023 bus drivers from a large public transport organization participated in the study. The findings show that bus driving can be a high risk occupation with regard to bullying, since 70% of the bus drivers had experienced one or more acts typical of bullying during the last six months. As many as 11% defined themselves as victims of bullying, 33% of whom (i.e. 3.6% of the total sample) see themselves as victims of frequent bullying. Colleagues were most frequently reported as perpetrators. Exposure to bullying was negatively related to job engagement and job satisfaction and positively related to turnover intentions. Job engagement and job satisfaction mediated the relationship between bullying and intention to leave, respectively. Trait anger had an interaction effect on the relationship between bullying and turnover intentions. This study indicates that workplace bullying has context-specific aspects that require increased use of context-specific policies and intervention methods. © 2011 The Authors. Scandinavian Journal of Psychology © 2011 The Scandinavian Psychological Associations.

  7. Prevalence and Determinants of Bullying Among Health Care Workers in Portugal.

    Science.gov (United States)

    Norton, Pedro; Costa, Viviana; Teixeira, Joel; Azevedo, Ana; Roma-Torres, António; Amaro, Joana; Cunha, Liliana

    2017-05-01

    Bullying is defined as systematic exposure to humiliation as well as hostile and violent behaviors against one or more individuals. These behaviors are a serious, growing problem, which affects a significant proportion of health care professionals. To support the hospital's risk management policy, a cross-sectional study was undertaken to determine the prevalence of bullying in this institution and identify the determinants of bullying. Bullying was measured using the Negative Acts Questionnaire-Revised, Portuguese version (NAQ-R), a self-administered tool. The questionnaire was made available in digital format on the hospital's internal network (Intranet) and in hard copy; questionnaires were returned via nonidentified internal mail addressed to the occupational health unit or deposited in suggestion boxes located throughout the hospital. Multiple questionnaire delivery methods guaranteed data anonymity and confidentiality. The prevalence of bullying in this hospital was 8% (95% confidence interval [CI] = [6.2, 10.2]). Reported bullying was predominantly vertical and more frequently occurring among nurses, clerical staff, and health care assistants (12.5%, 7.6%, 6.4%, respectively; p = .005). After adjusting for gender, age, occupation, type of contract, and work schedule, only type of contract was significantly associated with bullying in the workplace; the risk of bullying was twice as high among government employees compared to workers with indefinite duration employment contracts ( p = .038). This study identified a high prevalence of bullying among health professionals; hence a program to prevent and control this phenomenon was implemented in this institution.

  8. The Context of Workplace Sex Discrimination: Sex Composition, Workplace Culture and Relative Power

    Science.gov (United States)

    Stainback, Kevin; Ratliff, Thomas N.; Roscigno, Vincent J.

    2011-01-01

    Building on prior work surrounding negative work-related experiences, such as workplace bullying and sexual harassment, we examine the extent to which organizational context is meaningful for the subjective experience of sex discrimination. Data draw on the 2002 National Study of the Changing Workforce, which provides a key indicator of…

  9. Analyses of Sickness Absence

    NARCIS (Netherlands)

    Heijnen, S.M.M.

    2014-01-01

    Sickness absence is an empirical phenomenon of all time. Generally, it has a medical cause. However, other factors also appear to have an impact on the actual rate of sickness absence, such as the institutional setting, the business cycle and the economic structure. Many questions on the different

  10. Presenteeism among sick workers

    NARCIS (Netherlands)

    Houtman, I.L.D.

    2003-01-01

    Much attention has been focused on absenteeism. However, ‘presenteeism’ is also an issue, i.e. staying at work even when feeling sick. Analyses have shown that, the greater the work pressure, the higher the percentage of people who keep working when feeling sick.

  11. What is bullying?

    DEFF Research Database (Denmark)

    Søndergaard, Dorte Marie

    as teachers, parents and school leaders. These data are generated within eXbus: Exploring Bullying in School, an interdisciplinary research project on bullying among children (www.exbus.dk). The conceptual framework is aimed to enhance understanding of bullying practices and thereby form a knowledge basis......Bullying can be understood as an extreme extension of an everyday social dynamic among children in school. In order to contemplate which conditions might hinder the movement from the normal flow of inclusions and exclusions to bullying, it is vital to understand the mechanisms that can cause...... come under pressure in any number of ways, enacted by intra-activity among a range of material-discursive forces – and when it happens uneasiness circulates around the group. One apparently effective alleviation strategy in relation to social exclusion anxiety is the production of contempt...

  12. Bullying and Victimization Among Children

    Science.gov (United States)

    Shetgiri, Rashmi

    2013-01-01

    Bullying among children is a significant public health problem world-wide. Bullying is most commonly defined as repeated, intentional aggression, perpetrated by a more powerful individual or group against a less powerful victim. Trends in victimization and moderate to frequent bullying may be decreasing slightly in the United States, but over 20% of children continue to be involved in bullying. Direct bullying consists of physical and verbal aggression, whereas indirect bullying involves relational aggression. Cyber bullying is an emerging problem which may be more difficult to identify and intervene with than traditional bullying. Bullies, victims, and bully-victims are at risk for negative short and long-term consequences such as depression, anxiety, low self-esteem, and delinquency. Various individual, parental, and peer factors increase the risk for involvement in bullying. Anti-bullying interventions are predominantly school-based and demonstrate variable results. Healthcare providers can intervene in bullying by identifying potential bullies or victims, screening them for co-morbidities, providing counseling and resources, and advocating for bullying prevention. PMID:24007839

  13. Sickness absence and sickness attendance--what people with neck or back pain think.

    Science.gov (United States)

    Hansson, Margareta; Boström, Carina; Harms-Ringdahl, Karin

    2006-05-01

    This study explores the decision of 33 men and women to be sick-listed from work for neck pain or low-back pain. Qualitative interviews with the subjects, who lived in a city or a sparsely populated area of Sweden, were tape-recorded, transcribed and analysed in the interpretive tradition by the three authors. New, intense and threatening pain quickly made persons report sick. For other pain, sickness absence, its timing and duration, were negotiated on the basis of the subjects' self-image, work-duty norms, organisational and extra-organisational work factors. Thirty-one people aimed to return to work, but spine-related pain was a hindrance. Five strategies to avoid, delay or shorten sickness absence were identified. Concepts of the illness flexibility model well described how the workers balanced the factors driving them from work and those forcing them or attracting them to remain. The conclusion is that reporting sick is neither undertaken lightly nor for short-term reasons only. Instead, personal history and anticipated future, spine-related pain, workplace and labour market factors are also important considerations.

  14. Cyber Bullying and Traditional Bullying: Differential Association with Depression

    Science.gov (United States)

    Wang, Jing; Nansel, Tonja R.; Iannotti, Ronald J.

    2010-01-01

    Purpose The study compared levels of depression among bullies, victims and bully-victims of traditional (physical, verbal and relational) and cyber bullying, and examined the association between depression and frequency of involvement in each form of bullying. Methods A U.S. nationally-representative sample of students in grades 6 to 10 (N = 7313) completed the bullying and depression items in the Health Behavior in School-Aged Children (HBSC) 2005 Survey. Results Depression was associated with each of four forms of bullying. Cyber victims reported higher depression than bullies or bully-victims, a finding not observed in other forms of bullying. For physical, verbal and relational bullies, victims and bully victims, the frequently-involved group reported significantly higher level of depression than the corresponding occasionally-involved group. For cyber bullying, differences were found only between occasional and frequent victims. Conclusion Findings indicate the importance of further study of cyber bullying as its association with depression is distinct from traditional forms of bullying. PMID:21402273

  15. Asymmetric intergroup bullying: The enactment and maintenance of societal inequality at work.

    Science.gov (United States)

    Soylu, Soydan; Sheehy-Skeffington, Jennifer

    2015-07-01

    What does inequality mean for dysfunctional organizational behaviours, such as workplace bullying? This article argues that workplace bullying can be understood as a manifestation of intergroup dynamics originating beyond the organization. We introduce the construct of asymmetric intergroup bullying: the disproportionate mistreatment of members of low status groups, with the intended effect of enhancing the subordination of that group in society at large. Analysis of data from 38 interviews with public and private sector workers in Turkey depicts a pattern of asymmetric intergroup bullying, undertaken to achieve organizational and broader sociopolitical goals. Respondents reported bullying acts used to get rid of unwanted personnel, with the goal of avoiding severance pay, or of removing supporters of the former government from positions of political and economic influence. Bullying was also described as working towards the dominance of the sociocultural worldview of one political group over another. We discuss asymmetric intergroup bullying as one mechanism through which acute intergroup hierarchy in the broader society corrupts management practice and employee interactions, in turn exacerbating economic inequality along group lines.

  16. Asymmetric intergroup bullying: The enactment and maintenance of societal inequality at work

    Science.gov (United States)

    Soylu, Soydan; Sheehy-Skeffington, Jennifer

    2015-01-01

    What does inequality mean for dysfunctional organizational behaviours, such as workplace bullying? This article argues that workplace bullying can be understood as a manifestation of intergroup dynamics originating beyond the organization. We introduce the construct of asymmetric intergroup bullying: the disproportionate mistreatment of members of low status groups, with the intended effect of enhancing the subordination of that group in society at large. Analysis of data from 38 interviews with public and private sector workers in Turkey depicts a pattern of asymmetric intergroup bullying, undertaken to achieve organizational and broader sociopolitical goals. Respondents reported bullying acts used to get rid of unwanted personnel, with the goal of avoiding severance pay, or of removing supporters of the former government from positions of political and economic influence. Bullying was also described as working towards the dominance of the sociocultural worldview of one political group over another. We discuss asymmetric intergroup bullying as one mechanism through which acute intergroup hierarchy in the broader society corrupts management practice and employee interactions, in turn exacerbating economic inequality along group lines. PMID:26819482

  17. Implementation and outcomes of a zero tolerance of bullying and harassment program.

    Science.gov (United States)

    Meloni, Marion; Austin, Michelle

    2011-02-01

    This case study describes the implementation of a zero tolerance of bullying and harassment program and its outcomes in an ACT hospital. The significance of bullying and harassment within this hospital workplace and its impact became apparent in the 2005 employee satisfaction survey. The results showed low staff satisfaction, a relatively high occurrence of perceived bullying and harassment in the workplace, and a low level of trust by staff in the management of bullying and harassment issues in comparison to the health sector norms. A bullying and harassment program was therefore put in place led by the hospital's Organisational Development Unit and a zero-tolerance approach towards bullying and harassment was adopted and embraced by the leadership group. After nearly 3 years the program has had a positive impact, including contributing to an overall increase in staff satisfaction and improvements in the bullying and harassment section of the latest employee satisfaction survey. Additional initiatives have been implemented and improved employee satisfaction results are expected in 2010-11.

  18. School environment as predictor of teacher sick leave: data-linked prospective cohort study.

    Science.gov (United States)

    Ervasti, Jenni; Kivimäki, Mika; Kawachi, Ichiro; Subramanian, S V; Pentti, Jaana; Oksanen, Tuula; Puusniekka, Riikka; Pohjonen, Tiina; Vahtera, Jussi; Virtanen, Marianna

    2012-09-11

    Poor indoor air quality (IAQ) and psychosocial problems are common in schools worldwide, yet longitudinal research on the issue is scarce. We examined whether the level of or a change in pupil-reported school environment (IAQ, school satisfaction, and bullying) predicts recorded sick leaves among teachers. Changes in the school environment were assessed using pupil surveys at two time points (2001/02 and 2004/05) in 92 secondary schools in Finland. Variables indicating change were based on median values at baseline. We linked these data to individual-level records of teachers' (n = 1678) sick leaves in 2001-02 and in 2004-05. Multilevel multinomial logistic regression models adjusted for baseline sick leave and covariates showed a decreased risk for short-term (one to three days) sick leaves among teachers working in schools with good perceived IAQ at both times (OR = 0.6, 95% CI: 0.5-0.9), and for those with a positive change in IAQ (OR = 0.6, 95% CI: 0.4-0.9), compared to teachers in schools where IAQ was constantly poor. Negative changes in pupil school satisfaction (OR = 1.8, 95% CI: 1.1-2.8) and bullying (OR = 1.5, 95% CI: 1.0-2.3) increased the risk for short-term leaves among teachers when compared to teachers in schools where the level of satisfaction and bullying had remained stable. School environment factors were not associated with long-term sick leaves. Good and improved IAQ are associated with decreased teacher absenteeism. While pupil-related psychosocial factors also contribute to sick leaves, no effect modification or mediation of psychosocial factors on the association between IAQ and sick leave was observed.

  19. Deconstructing contributing factors to bullying and lateral violence in nursing using a postcolonial feminist lens.

    Science.gov (United States)

    Croft, Rhonda Kathleen; Cash, Penelope Anne

    2012-10-01

    Bullying and lateral violence is a reality in the workplace for many nurses and has been explored in nursing literature for at least three decades. Using a postcolonial feminist approach this paper examines what contributes to bullying and lateral violence in the nursing workplace by deconstructing the findings from a British Columbia Nurses Union and Union of Psychiatric Nurses study. Theories of oppression and organizational context which have appeared in the literature serve to inform the discussion. A postcolonial lens provides an opportunity to come to grips with the insidiousness of bullying and lateral violence. An adaption of Phillips, Lawrence, and Hardy's (2004) framework is used to unpack discourses, actions, texts, and organizational practices to challenge taken-for-granted hegemonies in the workplace. Taking this different view has enabled new prisms of understanding to emerge from the contributing factors identified in the study. Based on this analysis it is clear that bullying and lateral violence is deeply institutionalized. Nurses, managers, and organizations need to interrupt and interrogate the embeddedness of bullying and lateral violence in order to create a civil workplace.

  20. Sick of Taxes?

    DEFF Research Database (Denmark)

    Ljunge, Jan Martin

    I estimate a price elasticity of sickness absence. Sick leave is an intensive margin of labor supply where individuals are free to adjust. I exploit variation in tax rates over two decades, which provide thousands of differential incentives across time and space, to estimate the price responsiven...... of sick leave, -0.7, with respect to the net of tax rate. Though large relative to traditional labor supply elasticities, Swedes are half as price elastic as bike messengers, and just as elastic as stadium vendors on the margin which they can adjust freely....

  1. Bullying in Elementary School

    DEFF Research Database (Denmark)

    Eriksen, Tine L. Mundbjerg; Nielsen, Helena Skyt; Simonsen, Marianne

    2014-01-01

    Bullying is a widespread social phenomenon that is thought to have detrimental effects on life outcomes. This paper investigates the link between bullying and later school performance. We rely on rich survey and register-based data for children born in a region of Denmark during 1990–92, which...... allows us to carefully consider possible confounders including psychological factors. We implement an IV strategy inspired by Carrell and Hoekstra (2010) where we instrument victim status with the proportion of peers from troubled homes in one’s classroom. We show that bullied children suffer in terms...

  2. Bullying in Schools

    DEFF Research Database (Denmark)

    Søndergaard, Dorte Marie

    2017-01-01

    Definitions of school bullying vary, when it comes to more detailed descriptions of what this entails and, not least, of why bullying occurs. Some definitions emphasize the individual’s personality and upbringing to explain the cause of bullying behavior. Other, more recent, definitions point...... by a peer or a teacher. A complication in relation to these strategies is that neither of them take into account that the sheltered space of facilitated dialogue differs radically from the shared community of the classroom, with its norms and positionings unchallenged by the mediated conversation. Many...

  3. How do job characteristics, family situation, domestic work, and lifestyle factors relate to sickness absence? A study based on Sweden Post

    DEFF Research Database (Denmark)

    Voss, Margaretha; Floderus, Birgitta; Diderichsen, Finn

    2004-01-01

    associations with sickness absence were observed for complaints attributed to heavy, arduous work, and sickness presenteeism. The use of tranquilizers, occurrence of bullying, and the existence of a high total workload from paid and unpaid work were associated with sickness absence in women. In men, the use...... of alcohol as sedative, anxiety of reorganization, not holding a supervisor position, adverse life events, and divorce were related with sickness absence. CONCLUSIONS: Our study identified different areas at work and outside work for women and men that could be targets for actions aiming at preventing high...

  4. An Empirical Study Analyzing Job Productivity in Toxic Workplace Environments

    Directory of Open Access Journals (Sweden)

    Amna Anjum

    2018-05-01

    Full Text Available Purpose: This empirical study aims to determine the effects of a toxic workplace environment, which can negatively impact the job productivity of an employee. Methodology: Three hundred questionnaires were randomly distributed among the staff members of seven private universities in Pakistan with a final response rate of 89%. For analysis purposes, AMOS 22 was used to study the direct and indirect effects of the toxic workplace environment on job productivity. Confirmatory Factor Analysis (CFA was conducted to ensure the convergent and discriminant validity of the factors, while the Hayes mediation approach was used to verify the mediating role of job burnout between the four dimensions of toxic workplace environment and job productivity. A toxic workplace with multiple dimensions, such as workplace ostracism, workplace incivility, workplace harassment, and workplace bullying, was used in this study. Findings: By using the multiple statistical tools and techniques, it has been proven that ostracism, incivility, harassment, and bullying have direct negative significant effects on job productivity, while job burnout was shown to be a statistical significant mediator between the dimensions of a toxic workplace environment and job productivity. Finally, we concluded that organizations need to eradicate the factors of toxic workplace environments to ensure their prosperity and success. Practical Implications: This study encourages managers, leaders, and top management to adopt appropriate policies for enhancing employees’ productivity. Limitations: This study was conducted by using a cross-sectional research design. Future research aims to expand the study by using a longitudinal research design.

  5. An Empirical Study Analyzing Job Productivity in Toxic Workplace Environments.

    Science.gov (United States)

    Anjum, Amna; Ming, Xu; Siddiqi, Ahmed Faisal; Rasool, Samma Faiz

    2018-05-21

    Purpose: This empirical study aims to determine the effects of a toxic workplace environment, which can negatively impact the job productivity of an employee. Methodology: Three hundred questionnaires were randomly distributed among the staff members of seven private universities in Pakistan with a final response rate of 89%. For analysis purposes, AMOS 22 was used to study the direct and indirect effects of the toxic workplace environment on job productivity. Confirmatory Factor Analysis (CFA) was conducted to ensure the convergent and discriminant validity of the factors, while the Hayes mediation approach was used to verify the mediating role of job burnout between the four dimensions of toxic workplace environment and job productivity. A toxic workplace with multiple dimensions, such as workplace ostracism, workplace incivility, workplace harassment, and workplace bullying, was used in this study. Findings: By using the multiple statistical tools and techniques, it has been proven that ostracism, incivility, harassment, and bullying have direct negative significant effects on job productivity, while job burnout was shown to be a statistical significant mediator between the dimensions of a toxic workplace environment and job productivity. Finally, we concluded that organizations need to eradicate the factors of toxic workplace environments to ensure their prosperity and success. Practical Implications: This study encourages managers, leaders, and top management to adopt appropriate policies for enhancing employees’ productivity. Limitations: This study was conducted by using a cross-sectional research design. Future research aims to expand the study by using a longitudinal research design.

  6. Bullied at school, bullied at work

    DEFF Research Database (Denmark)

    Andersen, Lars Peter; Labriola, Merete; Andersen, Johan Hviid

    2015-01-01

    of the participants was derived from a national register at Statistics Denmark. Results Several risk factors were identified. Being obese, low self-assessed position in school class, overprotective parents, low self-esteem, low sense of coherence and low socioeconomic status were risk factors for being bullied...

  7. Workplace violence: the dark side of organisational life.

    Science.gov (United States)

    Speedy, Sandra

    2006-05-01

    This paper draws on a diverse range of research literature addressing workplace violence, which constitutes one component of the dark side of organisational life. This selective review of the literature has been drawn from the disciplines of nursing, management, psychology and organisational culture. The paper focuses bullying and mobbing in the workplace, addressing its types, causes, the characteristics of bullies and targets and the generalised impact of bullying and mobbing. It also examines whether there are gender issues pertinent to the health care sector. Consideration will also be given to the impact on the individual, group and organization, given the apparent epidemic proportions workplace violence has reached. Ultimately, the question will arise: how can the workplace violence be abolished, specifically within the health care sector, given that we live in a global environment characterised by international bullying (Crawford 1999)? This is a challenge because workplace violence is perpetuated within organisations, due either to cultures of acceptance, or fear of retribution should it be acknowledged and acted upon (or both).

  8. Travelers' Health: Motion Sickness

    Science.gov (United States)

    ... sickness, especially when pregnant, menstruating, or on hormones. Race/ethnicity—Asians may be more susceptible to motion ... it, sitting in the front seat of a car or bus, sitting over the wing of an ...

  9. Dizziness and Motion Sickness

    Science.gov (United States)

    ... that extends into the inner ear can completely destroy both the hearing and equilibrium function of that ... motion sickness: •Do not read while traveling •Avoid sitting in the rear seat •Do not sit in ...

  10. Acute mountain sickness

    Science.gov (United States)

    ... GO About MedlinePlus Site Map FAQs Customer Support Health Topics Drugs & Supplements Videos & Tools Español You Are Here: Home → Medical Encyclopedia → Acute mountain sickness URL of this page: //medlineplus.gov/ency/article/ ...

  11. Motion Sickness: First Aid

    Science.gov (United States)

    ... com. Accessed July 29, 2017. Priesol AJ. Motion sickness. https://www.uptodate.com/content/search. Accessed July 29, 2017. Brunette GW, et al. CDC Health Information for International Travel 2018. New York, N. ...

  12. Workplace Violence

    Science.gov (United States)

    ... to reduce workplace violence. Management Commitment: Provides the motivation and resources to deal effectively with workplace violence ... physical health of the employee. Appropriate allocation of authority and resources to responsible parties. Equal commitment to ...

  13. Childhood Bullying: Implications for Physicians.

    Science.gov (United States)

    Stephens, Mary M; Cook-Fasano, Hazel T; Sibbaluca, Katherine

    2018-02-01

    Childhood bullying is common and can lead to serious adverse physical and mental health effects for both the victim and the bully. In teenagers, risk factors for becoming a victim of bullying include being lesbian, gay, bisexual, or transgender; having a disability or medical condition such as asthma, diabetes mellitus, a skin condition, or food allergy; or being an outlier in weight and stature. An estimated 20% of youth have been bullied on school property, and 16% have been bullied electronically in the past year. Bullying can result in emotional distress, depression, anxiety, social isolation, low self-esteem, school avoidance/refusal, and substance abuse for the victim and the bully. Preventive measures include encouraging patients to find enjoyable activities that promote confidence and self-esteem, modeling how to treat others with kindness and respect, and encouraging patients to seek positive friendships. For those who feel concern or guilt about sharing their experiences, it may be useful to explain that revealing the bullying may not only help end the cycle for them but for others as well. Once bullying has been identified, family physicians have an important role in screening for its harmful effects, such as depression and anxiety. A comprehensive, multitiered approach involving families, schools, and community resources can help combat bullying. Family physicians are integral in recognizing children and adolescents who are affected by bullying-as victims, bullies, or bully- victims-so they can benefit from the intervention process.

  14. Bullied at school, bullied at work: a prospective study

    OpenAIRE

    Andersen, Lars Peter; Labriola, Merete; Andersen, Johan Hviid; Lund, Thomas; Hansen, Claus D.

    2015-01-01

    Background The consequences of childhood bullying victimisation are serious. Much previous research on risk factors for being bullied has used a cross-sectional design, impeding the possibility to draw conclusions on causality, and has not considered simultaneous effects of multiple risk factors. Paying closer attention to multiple risk factors for being bullying can provide a basis for designing intervention programmes to prevent or reduce bullying among children and adolescents. Methods Ris...

  15. Workplace violence

    NARCIS (Netherlands)

    Bossche, S. van den

    2014-01-01

    Workplace violence refers to incidents where workers are abused, threatened or assaulted, either by people from within or outside their workplace. Workplace violence may have severe negative consequences for the workers affected, their co-workers and families; as well as for organisations and the

  16. Is Sickness Presenteeism a Risk Factor for Depression?

    DEFF Research Database (Denmark)

    Conway, Paul Maurice; Hogh, Annie; Rugulies, Reiner Ernst

    2014-01-01

    was associated with an increased risk of depression among initially nondepressed participants (odds ratio, 2.45; 95% confidence interval, 1.06 to 5.64). No significant sex-related differences were observed in this relationship. CONCLUSION:: Adding to previous evidence on the health effects of SP, this study......OBJECTIVE:: To examine the prospective association between sickness presenteeism (SP), that is, working while ill, and the onset of depression. METHODS:: We carried out a two-wave (2006 to 2008) questionnaire-based study among 1271 employees from 60 Danish workplaces. Sickness presenteeism...... suggests that working while ill may also be a significant risk factor for the development of depression....

  17. #bully: Uses of Hashtags in Posts about Bullying on Twitter

    Science.gov (United States)

    Calvin, Angela J.; Bellmore, Amy; Xu, Jun-Ming; Zhu, Xiaojin

    2015-01-01

    To understand how bullying is represented within social media, the characteristics of hashtags associated with public mentions of bullying on Twitter between January 1, 2012 and December 31, 2012 are explored in this study. The most frequently used 500 hashtags among the 552,831 distinct hashtags used with the keywords "bully,"…

  18. Explicit- and Implicit Bullying Attitudes in Relation to Bullying Behavior

    NARCIS (Netherlands)

    Goethem, A.A.J. van; Scholte, R.H.J.; Wiers, R.W.H.J.

    2010-01-01

    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

  19. Explicit- and implicit bullying attitudes in relation to bullying behavior

    NARCIS (Netherlands)

    van Goethem, A.A.J.; Scholte, R.H.J.; Wiers, R.W.

    2010-01-01

    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

  20. Nurse Bullying: A Review And A Proposed Solution.

    Science.gov (United States)

    Castronovo, Marie A; Pullizzi, Amy; Evans, ShaKhira

    2016-01-01

    Nurse bullying is an extremely common phenomenon which has detrimental consequences to nurses, patients, health care institutions, and to the nursing profession itself. It has even been linked to increased patient mortality. This article demonstrates the critical need to resolve the issue of nurse bullying. It also shows that previous attempts of resolution have not been successful, which may be partly due to the fact that the problem is relatively unacknowledged outside the nursing profession. To resolve the problem of nurse bullying, we believe that the solution must include an incentive for institutions to implement the necessary interventions and to ensure that they are effective. We propose that a measurement pertaining to the level of nurse bullying be factored into the calculation of the value-based incentive payment in the Hospital Value-Based Purchasing program. To facilitate this, we propose that a survey be developed and implemented which is similar to the Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) survey. However, whereas the HCAHPS survey measures patients' perspectives of hospital care, this survey would measure nurses' perspectives of workplace bullying. Copyright © 2015 Elsevier Inc. All rights reserved.