Abusive Events at Work among Young Working Adults

Vaez, Marjan; Ekberg, Kerstin; Laflamme, Lucie

doi:10.7202/010925ar

Cited by 13 publications

(6 citation statements)

References 12 publications

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“…A recent study on PE (not using a validated measure of PE) and health-related outcomes in 28 European countries found that workers in PE were almost twice as likely to experience violence or harassment compared to non-precarious employed workers [ 16 ]. In the Swedish context, Vaez and colleagues [ 28 ] found that exposure to violence and threats was higher among temporary and part-time employees compared to permanent and full-time employees, and an Australian study found that sexual harassment was more common among temporary, casual, and self-employed workers compared to permanent full-time employees [ 29 ]. Multiple reasons could explain our differing results.…”

Section: Discussionmentioning

confidence: 99%

Precarious Employment and Psychosocial Hazards: A Cross-Sectional Study in Stockholm County

Kvart

Jönsson

Bodin

et al. 2021

IJERPH

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Precarious employment (PE) has been linked to adverse health effects, possibly mediated through psychosocial hazards. The aim of this cross-sectional study is to explore if higher levels of PE are associated with psychosocial hazards (experiences of violence, sexual harassment, bullying, discrimination, high demands, and low control) and to explore gender differences in these patterns. The study is based on survey- and register data from a sample of 401 non-standard employees in Stockholm County (2016–2017). The level of PE (low/high) was assessed with the Swedish version of the employment precariousness scale (EPRES-Se) and analysed in relation to psychosocial hazards by means of generalized linear models, with the Poisson family and robust variances. After controlling for potential confounders (gender, age, country of birth, and education), the prevalence of suffering bullying (PR 1.07, 95% CI: 1.01–1.13) and discrimination (PR 1.52, 95% CI: 1.00–2.32) was higher among individuals with a high level of PE. Regarding the demand/control variables, a high level of PE was also associated with low control (PR 1.59, 95% CI: 1.30–1.96) and passive work (the combination of low demands and low control) (PR 1.60, 95% CI: 1.23–2.08). Our findings suggest that workers in PE are more likely to experience psychosocial hazards, and these experiences are more prevalent among women compared to men. Future longitudinal studies should look further into these associations and their implications for health and health inequalities.

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Section: Discussionmentioning

confidence: 99%

Precarious Employment and Psychosocial Hazards: A Cross-Sectional Study in Stockholm County

Kvart

Jönsson

Bodin

et al. 2021

IJERPH

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“…Indeed, a commonly cited cause for the reported upswing in bullying is the increasingly insecure job environment brought about by corporate restructuring and outsourcing (Hearn and Parkin 2001). In this environment, top management bullies middle management to implement aggressive cost cutting and middle management passes on the abuse to frontline workers (Vaez et al. 2004).…”

Section: Routine Activities In Organizationsmentioning

confidence: 99%

“…2003:105–108). Moreover, the resulting shame and despair often last long after the harassment has ended (Hodson 2001; Vaez, Ekberg, and LaFlamme 2004).…”

mentioning

confidence: 99%

Power, Status, and Abuse at Work: General and Sexual Harassment Compared

Lopez

Hodson

Roscigno

2009

The Sociological Quarterly

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Workplace harassment can be devastating for employees and damaging for organizations. In this article, we expand the literature by identifying common and distinct processes related to general workplace harassment and workplace sexual harassment. Using both structural equation modeling and in-depth case immersion, we analyze content-coded data from the full population of workplace ethnographies-ethnographies that provide in-depth information on the nature and causes of both general and sexual harassment that would otherwise be difficult to gather. Importantly, both forms of harassment emerge in settings characterized by physically demanding work and minority work groups. In such contexts, both general and sexual harassment enforce formal and informal status hierarchies and social exclusion. Grievance mechanisms and "team models" of workplace organization reduce sexual harassment but have no effect on general harassment. We conclude with a discussion of theoretical, legal, and policy implications for identifying and remedying harassment as a widespread and devastating form of inequality and social exclusion in organizations.Workplace harassment can be devastating, seriously harming individuals and organizations by undermining norms of civility and mutual respect (Ashforth 1994). In legal terms, such injuries are termed "dignitary harm" (Kleinschmidt 2005), and studies report that between 10 and 20 percent of employees are subjected to it each year (Rayner, Hoel, and Cooper 2002:23; Zapf et al. 2003:105-108). Moreover, the resulting shame and despair often last long after the harassment has ended (Hodson 2001;Vaez, Ekberg, and LaFlamme 2004).The workplace is an arena rife with power differentials that are at the core of many forms of abusive workplace behavior (Walker and Zelditch 1993). Yet, various types of workplace harassment are, more often than not, examined separately rather than comparatively, and within distinct, nonoverlapping literatures. Consequently, how unique forms of workplace harassment relate to one another is not well understood. In particular, not enough is known about the extent to which different kinds of workplace harassment stem from the same or unique underlying causes-a question with important implications for prevention.In this article, we address the aforementioned question and extend the literature by comparing general workplace harassment with workplace sexual harassment. We adapt the "routine activities" model of deviance to organizational contexts, and then estimate the *Direct all correspondence to

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“…New or younger employees in the organisation are considered to be particularly vulnerable, as are ethnic minorities, owing to a lack of knowledge regarding their rights and the regulations of the workplace (Westhuses, 2004). Intimidation and blame in the organisation creates mutually held fears about future job security among employees (Vaez, Ekberg & LaFlamme, 2004). Job insecurity creates a climate of rivalry when employees see their colleagues as potential rivals for jobs.…”

Section: Bullying By Colleaguesmentioning

confidence: 99%

The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa

Schalkwyk¹,

Els²,

Rothmann

2011

SA j. hum. resour. manag.

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Orientation: Because workplace bullying has detrimental consequences on the profitability, work quality and turnover intention of organisations, this phenomenon should be addressed. Perceived Organisational Support (POS) was explored since factors such as role clarity, job information, participation in decision-making, colleague support and supervisory relationships might act as buffers against workplace bullying, subsequently influencing the turnover intention of the organisation.Research purpose: To investigate the role of POS as moderator in the relationship between workplace bullying and turnover intention across sectors in South Africa.Motivation for the study: Workplace bullying is a worldwide concern and it is unclear whether perceived organisational support moderates the relationship between workplace bullying and turnover intention.Research design, approach and method: A cross-sectional survey approach with a quantitative research design was used (N = 13 911). The South African Employee Health and Wellness Survey (SAEHWS) was administered to explore the experiences of bullying behaviour, POS and turnover intention.Main findings: Bullying by superiors is more prevalent than bullying by colleagues. A positive relationship exists between workplace bullying and turnover intention. Role clarity, participation in decision-making and supervisory relationship moderates the relationship between bullying by superiors and turnover intention.Practical/managerial implications: This study creates an awareness of the prevalence of workplace bullying in the South African context so that sufficient counteraction can be encouraged.Contribution/value-add: This study contributes to the limited research regarding workplace bullying in the South African context by quantifying the relationships between workplace bullying POS and turnover intention.How to cite this article: Van Schalkwyk, L., Els, C., & Rothmann, S. (Jr). (2011). The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 9(1), Art. #384, 13 pages. http://dx.doi.org/10.4102/sajhrm.v9i1.384

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Abusive Events at Work among Young Working Adults

Cited by 13 publications

References 12 publications

Precarious Employment and Psychosocial Hazards: A Cross-Sectional Study in Stockholm County

Precarious Employment and Psychosocial Hazards: A Cross-Sectional Study in Stockholm County

Power, Status, and Abuse at Work: General and Sexual Harassment Compared

The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa

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