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

Giorgi, Gabriele; Pérez, José Antonio Portellano; Arenas, Alicia

doi:10.1007/s10551-014-2266-9

Cited by 98 publications

(84 citation statements)

References 56 publications

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“…Women are much more likely to report a higher perception of stress than men (Curtis, Meischke, Stover, Simcox, and Seixas, ). Women were also found to experience more severe psychological health consequences than men (Giorgi, Leon‐Perez, and Arenas, ). Giorgi, Leon‐Perez, and Arenas () found that women experienced more post‐traumatic stress disorder symptoms than men (PTSD).…”

Section: Review Of the Relevant Literaturementioning

confidence: 99%

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Women's experiences of workplace bullying: A content analysis of peer‐reviewed journal articles between 2000 and 2017

Misawa

Andrews

Jenkins

2019

New Horizons in Adult Education and Human Resource Development

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Bullying has been a serious social issue in contemporary society. Traditionally, bullying has been examined in various social contexts and different populations including academic, community, and workplace settings. In recent years, although there has been an increasing number of publications about women's experiences of harassment and sexual assaults at work, there has not been much research that specifically focuses on women and women's experiences of workplace bullying. The purpose of this article was to explore women's experiences of workplace bullying from a content analysis of the literature published between 2000 and 2017 on workplace bullying. While 180 peer‐reviewed published journal articles were initially identified, 53 of them met the inclusion criteria for the study. Four main themes emerged: 1) women's health, 2) social relationship, 3) work environment, and 4) victimization. Discussion of the findings and implications for research and practice for adult education, HROD, and workplace education will be provided.

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Section: Review Of the Relevant Literaturementioning

confidence: 99%

“…Women were also found to experience more severe psychological health consequences than men (Giorgi, Leon‐Perez, and Arenas, ). Giorgi, Leon‐Perez, and Arenas () found that women experienced more post‐traumatic stress disorder symptoms than men (PTSD).…”

Section: Review Of the Relevant Literaturementioning

confidence: 99%

Women's experiences of workplace bullying: A content analysis of peer‐reviewed journal articles between 2000 and 2017

Misawa

Andrews

Jenkins

2019

New Horizons in Adult Education and Human Resource Development

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“…Specifically in relation to culture, research suggests different levels of tolerance of bullying behaviour within countries (Giorgi et al 2015;Power et al 2013). Culture (rather than mode or type) could moderate how bystanders perceive the acceptability of behaviours and ultimately their fairness and emotional reaction to them.…”

Section: Limitationsmentioning

confidence: 99%

Bystander Responses to Bullying at Work: The Role of Mode, Type and Relationship to Target

Coyne

Gopaul²,

Campbell

et al. 2017

J Bus Ethics

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Framed within theories of fairness and stress, the current paper examines bystanders' intervention intention to workplace bullying across two studies based on international employee samples (N = 578). Using a vignettebased design, we examined the role of bullying mode (offline vs. online), bullying type (personal vs. work-related) and target closeness (friend vs. work colleague) on bystanders' behavioural intentions to respond, to sympathise with the victim (defender role), to reinforce the perpetrator (prosecutor role) or to be ambivalent (commuter role). Results illustrated a pattern of the influence of mode and type on bystander intentions. Bystanders were least likely to support the victim and more likely to agree with perpetrator actions for cyberbullying and work-related acts. Tentatively, support emerged for the effect of target closeness on bystander intentions. Although effect sizes were small, when the target was a friend, bystanders tended to be more likely to act and defend the victim and less likely to reinforce the perpetrator. Implications for research and the potential for bystander education are discussed.

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“…Since Serbia is highly collectivistic culture, it is possible that colleagues at work could act as a protective social shield from negative acts and thus, more negative acts are needed to provoke more severe consequences. The other possible explanation is tolerance of workplace bulling (Power et al, 2013; Giorgi et al, 2015b). Namely, in some cultures the workplace bullying could be more tolerated than in others.…”

Section: Discussionmentioning

confidence: 99%

Rocking at 81 and Rolling at 34: ROC Cut-Off Scores for the Negative Acts Questionnaire–Revised in Serbia

2017

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Researchers are still searching for the ways to identify different categories of employees according to their exposure to negative acts and psychological experience of workplace bullying. We followed Notelaers and Einarsen’s application of the ROC analysis to determine the NAQ-R cut-off scores applying a “lower” and “higher” threshold. The main goal of this research was to develop and test different gold standards of personal and organizational relevance in determining the NAQ-R cut-off scores in a specific cultural and economic context of Serbia. Apart from combining self-labeling as a victim with self-perceived health, the objectives were to test the gold standards developed as a combination of self-labeling with life satisfaction, self-labeling with intention to leave and a complex gold standard based on self-labeling, self-perceived health, life satisfaction and intention to leave taken together. The ROC analysis on Serbian workforce data supports applying of different gold standards. For identifying employees in a preliminary stage of bullying, the most applicable was the gold standard based on self-labeling and intention to leave (score 34 and higher). The most accurate identification of victims could be based on the most complex gold standard (score 81 and higher). This research encourages further investigation of gold standards in different cultures.

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

Cited by 98 publications

References 56 publications

Women's experiences of workplace bullying: A content analysis of peer‐reviewed journal articles between 2000 and 2017

Women's experiences of workplace bullying: A content analysis of peer‐reviewed journal articles between 2000 and 2017

Bystander Responses to Bullying at Work: The Role of Mode, Type and Relationship to Target

Rocking at 81 and Rolling at 34: ROC Cut-Off Scores for the Negative Acts Questionnaire–Revised in Serbia

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