Assessing Psychological Violence and Harassment at Work: Reliability and Validity of the Japanese Version of the Inventory of Violence and Psychological Harassment (IVAPT) Comparing NAQ‐R and LIPT

Moreno, Manuel Pando; Beltrán, Carolina Aranda; Tsuno, Kanami; Inoue, Akiomi; Norito, Kawakami

doi:10.1539/joh.12-0231-oa

Cited by 6 publications

(20 citation statements)

References 10 publications

(13 reference statements)

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“…Although workplace bullying is a particularly sensitive topic, overall response rate in the present study was high (73.4%) as compared with the results of other studies that ranged from 38.5% to 68% [13] , [28] , [29] , [30] .…”

Section: Discussioncontrasting

confidence: 70%

Prevalence and Forms of Workplace Bullying Among Health-care Professionals in Cyprus: Greek Version of “Leymann Inventory of Psychological Terror” Instrument

Zachariadou¹,

Zannetos

Chira³

et al. 2018

Safety and Health at Work

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BackgroundWorkplace bulling is a pervasive phenomenon with negative consequences for the health of victims and the productivity of organizations. The aim of this study was to measure the prevalence and forms of workplace bullying among employees working at the public health-care sector of Cyprus using the Greek version of Leymann Inventory of Psychological Terror (LIPT) instrument.MethodsA translation process was followed from the French to the Greek version of LIPT questionnaire. Test–retest reliability expressed by Pearson's correlation coefficient was 0.98 indicating excellent reproducibility. Internal consistency reliability assessed by Cronbach α coefficient was 0.87 suggesting high reliability. LIPT instrument was distributed among 403 employees working at the primary health-care setting and at the largest public hospital of Cyprus with response rate of 73.4%.ResultsWomen comprised the majority of participants (71.4%). Mean age was 43.3 years. Prevalence of workplace bulling according to Leymann's definition was 5.9%. Most common forms of bullying were “Being continuously interrupted” (17.2%) and “continuously being given new work assignments” (13.5%). Women were significantly more often exposed to at least one mobbing behavior than men within the previous year (49% vs. 35.7%, p = 0.038), whereas nurses were significantly exposed to at least one mobbing behavior as compared to physicians (53.3% vs. 31.4%, p = 0.004).ConclusionThis was the first study that examined the prevalence of workplace bullying in the public health-care sector by elaborating the Greek version of LIPT instrument. Results showed that workplace bullying is a common and complex phenomenon among health-care organizations.

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Section: Discussioncontrasting

confidence: 70%

Prevalence and Forms of Workplace Bullying Among Health-care Professionals in Cyprus: Greek Version of “Leymann Inventory of Psychological Terror” Instrument

Zachariadou¹,

Zannetos

Chira³

et al. 2018

Safety and Health at Work

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“…The remaining 10 studies within the review used previously validated measurement tools. The Negative Acts Questionnaire—Revised (NAQ‐R) was used in six studies 9,20,22,28,29,39 . Each study focused on different psychometric qualities of the NAQ‐R.…”

Section: Resultsmentioning

confidence: 99%

“…For two of the remaining papers, this was the first published article of the identified measurement tool. These were the Inventory of Violence and Psychological Harassment (IVAPT) by Moreno et al 26 and the Civility Norms Questionnaire Brief (CNQB) by Walsh et al 32 The final two papers with validated measures also linked to other measurement tools in the review. The study by Martin and Hine 25 developed the Uncivil Workplace Behaviour Questionnaire (UWBQ) which was contrasted within this study with the Workplace Incivility Scale (WIS) 40 .…”

Section: Resultsmentioning

confidence: 99%

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Psychometric qualities of measurement tools used to determine workplace horizontal violence: A rapid review

Kiprillis

Gray

McKenna

2022

Evaluation Clinical Practice

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Rationale Aims and Objectives Horizontal violence has been defined as aggressive or hostile behaviour directed at an individual or between colleagues from the same working group. Measuring the prevalence of horizontal violence requires valid measures. To date, there has not been a review of the psychometric properties of available measurement tools for horizontal violence. Method A rapid review of the MEDLINE and BUSINESS EBSCO databases was conducted to identify studies testing the validity of any measure of horizontal violence in any workplace setting. Title and abstract and full‐text screening, data extraction and quality appraisal were completed by two researchers working independently. The COnsensus‐based Standards for the selection of health Measurement Instruments (COSMIN) was used to determine the methodological quality of studies, including details of the psychometric properties of included papers. Results Fourteen papers reporting 17 studies were included in the review. Seven measures of horizontal violence (Civility Norms Questionnaire Brief; Negative Acts Questionnaire—Revised; Inventory of Violence and Psychological Harassment; Leyman Inventory Psychological Terror Mobbing of Single Cases of Harassment in Employees Relations; Shortened Negative Acts Questionnaire—Revised; Uncivil Workplace Behaviour Questionnaire) were identified. Most included studies were methodologically robust. Six measures had strong psychometric properties except for the Mobbing of Single Cases of Harassment in Employees Relations (MSCH) where key information about psychometric properties was not reported. Conclusions We identified six measures of horizontal violence that had good psychometric properties. The Negative Acts Questionnaire—Revised has been most extensively tested in different settings but is not necessarily a more precise measure than others.

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“…Although the NAQ-R contains three factors, an analysis has shown that all of the items within these factors load onto one factor that has a high Cronbach alpha value of 0.90, which supports its use as a single factor measure [14]. The NAQ-R has been shown to be a valid and reliable measures in diverse workplace settings [36,[67][68][69][70]. It consists of 22 items, each of which is scored on a five point Likert scale ranging from 1-5.…”

Section: Methodsmentioning

confidence: 91%

Bullying in Fly-In-Fly-Out employees in the Australian resources sector: A cross-sectional study

et al. 2020

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BackgroundWorkplace bullying has diverse consequences at both the organisational and individual level. Anecdotal reports indicate that workplace bullying is an issue of particular concern for Australian FIFO workers, which may impact on psychosocial distress. However, no prior studies have examined this issue empirically in a FIFO worker cohort. Methods and materialsA cross-sectional survey study design was used to establish the prevalence of bullying in Australian FIFO, antecedents of bullying, and its association with psychosocial distress. Responses were received from 580 FIFO workers in the Australian resources sector. Primary outcome measures were Negative Acts Questionnaire-Revised, Beck Depression Inventory II, and Beck Hopelessness Scale. Logistic regression models were constructed to examine the association between bullying, suicide risk, and clinical depression. ResultsOver half of the respondents experienced workplace bullying (55.7%), and about one-third reported moderate or more severe depression (32.3%). Being above the median age (OR = 0.51; 95% CI = 0.31-0.83) and having a supervisor who failed to promote collaboration (OR = 3.04; 95% CI = 1.84-5.04) were both significantly associated with experiencing bullying. Bullying was associated with an almost threefold increase in the likelihood of participants reporting increased suicide risk (OR = 2.70; 95% CI = 1. 53-4.76). Bullying was also associated with participants being almost two and a half times more likely to report clinical depression (OR = 2.38; 95% CI = 1.40-4.05). ConclusionThe incidence of bullying in Australian FIFO workers has reached alarming proportions. Bullying was significantly associated with higher levels of clinical depression and suicide risk.

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Assessing Psychological Violence and Harassment at Work: Reliability and Validity of the Japanese Version of the Inventory of Violence and Psychological Harassment (IVAPT) Comparing NAQ‐R and LIPT

Cited by 6 publications

References 10 publications

Prevalence and Forms of Workplace Bullying Among Health-care Professionals in Cyprus: Greek Version of “Leymann Inventory of Psychological Terror” Instrument

Prevalence and Forms of Workplace Bullying Among Health-care Professionals in Cyprus: Greek Version of “Leymann Inventory of Psychological Terror” Instrument

Psychometric qualities of measurement tools used to determine workplace horizontal violence: A rapid review

Bullying in Fly-In-Fly-Out employees in the Australian resources sector: A cross-sectional study

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