This study investigated bullying in the workplace. More specifically, it explored the mental and physical health consequences of being bullied in the workplace and the role of coping as a moderating variable among 361 people living in the Netherlands who, at the time of the study, were employed for at least eight hours a week in an organization where they have both colleagues and a manager. Of these 361 employees, 139 (39%) reported having experienced at least one form of bullying listed in the questionnaire at least once a month and 64 (18%) reported having experienced at least one form of bullying once a week. Employees reporting weekly bullying also reported more health problems and poorer well-being, and were more frequently absent from work, than employees who reported monthly bullying or no bullying at all. Those who had been bullied on a weekly basis were also more inclined to cope with problems via compensation than those who were not bullied. The coping strategies of compensation, denial, and the adoption of an active positive attitude toward problem situations were found to moderate the relationship between being bullied, on the one hand, and health problems, well-being, and absenteeism, on the other. Unfortunately, these coping strategies as a response to being bullied have a detrimental effect on bullied individuals' health and well-being and are related to increased absenteeism. Additionally, negative organizational and leadership characteristics were found to be associated with bullying experiences at work.
We examined victims' perceived responsibility and bystanders' anticipated risk of being victimized themselves when others associate them with the victim (stigma by association, SBA) as possible antecedents of bystanders' helping behaviour towards a victim of workplace mobbing, and explored the effects of gender. Guided by the attribution model of social conduct (Weiner, 2006), a 2 × 2 vignette experiment was conducted. Participants were Dutch regional government employees (N = 161). Path analyses generally supported the hypotheses, but showed different results for women and men. In the strong (Vs. weak) responsibility condition, women reported less sympathy and more anger and men only more anger, which resulted in lower helping intention. Additionally, for men the results showed an unexpected direct positive effect of responsibility on helping intention. Furthermore, in the strong SBA condition, women and men reported more fear and men, unexpectedly, more anger. Consequently, helping intention decreased. The findings on gender are discussed in the context of social role theory, gender and emotion. Our findings suggest that to prevent and tackle mobbing, organizations and professionals should be aware of the attributional and emotional processes and gender differences in bystanders' helping behaviour.
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