An Operative Measure of Workplace Bullying: The Negative Acts Questionnaire Across Italian Companies

Abstract

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. . 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.

Are Bullying Behaviors Tolerated in Some Cultures? Evidence for a Curvilinear Relationship Between Workplace Bullying and Job Satisfaction Among Italian Workers

“…The reduced Italian version of the Negative Acts Questionnaire-Revised (NAQ-R: Einarsen et al 2009 ) validated by Giorgi et al ( 2011 ) was used to measure the frequency of exposition to 17 specific negative acts (bullying behaviours) at work (response categories were 1: Never, 2: Now and then, 3: Monthly, 4: Weekly, and 5: Daily) within the last 6 months (e.g., "being withheld information which affects your performance").…”

“…First, several studies have reported a high bullying prevalence in Italy, where more than 15 % of the employees have been exposed to at least two negative behaviors in a weekly or daily basis during the last 12 months (Giorgi 2009 ;Giorgi et al 2011 ), which suggest that bullying is very common and frequent in Italian organizations (high consensus and consistency). Furthermore, when bullying is very widespread, some researchers have shown that bullying behaviors can be considered as part of the job and the work group culture or as a reasonable managerial practice in professions such as chefs (Bloisi and Hoel 2008 ) or police officers (Segurado et al 2008 ).…”

Bullying behavior and mental health in healthcare and educational sectors in Kaunas, Lithuania

“…This variation could be explained by cultural differences, diverse level of knowledge of the phenomenon, the inconsistency of bullying measurement methods and the variety of instruments used worldwide [7,8].…”

Investigating Workplace Bullying in India: Psychometric Properties, Validity, and Cutoff Scores of Negative Acts Questionnaire–Revised

“…NAQ-R is the most widely tested and extensively used indirect measure of workplace bullying (Giorgi, Arenas, & Leon-Perez, 2011;Kakoulakis et al, 2015) that has been used in more than 300 research projects (Notelaers & Einarsen, 2013) across different sectors with more than 50,000 respondents and over 40 countries worldwide. Although an internationally acclaimed indirect standardized measure of workplace bullying (Ciby & Raya, 2015), NAQ-R has been developed in Norway (Einarsen, Hoel, & Notelaers, 2009) and tested mostly in Western countries.…”