Bullying at work: A comprehensive definition and consequences based on an empirical study

Anjum, Ambreen; Yasmeen, Kausar; Yasmeen, Kashifa

doi:10.5296/ijhrs.v1i1.907

Cited by 7 publications

(12 citation statements)

References 16 publications

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“…Work performance is a fundamental element of any organization (Khan et al, 2012) and entails successfully accomplishing an assigned task, subject to the normal constraints of reasonable utilization of the resources available (Dar, Akmal, Naseem, & Khan, 2011).In this context, the consequences of workplace bullying (low motivation, absenteeism, high turnover, and low job satisfaction) are liable to affect work performance (Anjum et al, 2011). Georgakopoulos et al (2011) use qualitative data collected from a series of focus groups (comprising 112 undergraduate students, 72 Master's students, and 40 doctoral students) to conduct interpretive structural modeling.…”

Section: Literature Reviewmentioning

confidence: 99%

“…In this context, many organizations recognize the need to change the culture of the workplace and have developed clear policies to protect their employees from bullying (Bashir & Hanif, 2011). A number of studies have also looked at the prevalence of this problem in Pakistan (see Anjum, Yasmeen, &Yasmeen, 2011;Bano & Malik, 2013;Bashir & Hanif, 2011;Imran, Jawaid, Haider, & Masood, 2010;Tahir & Konstantinos, 2011). While the Protection against Harassment of Women at the Workplace Act 2010 was designed to counter instances of bullying against women, the success of its implementation remains uncertain.…”

Section: Introductionmentioning

confidence: 99%

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Workplace Bullying and Employee Performance Among Bank Personnel in Pakistan

Hussain¹,

Aslam²

2015

LJB

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This study investigates the prevalence of workplace bullying for a sample of bank employees in Lahore. It also examines whether workplace bullying (measured as work-related bullying and person-related bullying) affects employees’ performance in this context. On analyzing the data in terms of frequency and correlation, we find evidence to support the prevalence of bullying in these organizations, but none to suggest any association between workplace bullying and work performance.

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Section: Literature Reviewmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Workplace Bullying and Employee Performance Among Bank Personnel in Pakistan

Hussain¹,

Aslam²

2015

LJB

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“…The variation and difficulties in the definitions ofdisruptive behaviors phenomenon may hinder the conceptualization in a more consistent way. 2 …”

Section: Introductionmentioning

confidence: 99%

Perceived Distributive Injustice, the Key Factor in Nurse’s Disruptive Behaviors: A Qualitative Study

et al. 2017

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Introduction: Disruptive behaviors are one of the most topics affecting the wellbeing of organizations, therefore, it has become a significant research area. The purpose of this study was to determine experiences and perceptions of nurses who were involved in disruptive behaviors. Methods: A qualitative study was conducted by using a conventional content analysis. The data was obtained through 15 unstructured and in-depth interviews with nurses in six hospitals of Tehran city, Iran. A purposive sampling method was used. All interviews were recorded, typed and analyzed simultaneously. Results: The main theme obtained from the nurses’ views and experiences analysis about disruptive behaviors were injustice and discrimination in hospitals including injustice in payments, work division, interactions, and judgment and evaluations. Conclusion: It seems that the best way to prevent and correct the disruptive behaviors was to eliminate the perceived nurses’ injustice feeling and establishment the justice and fairness in organizations.

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“…The variation in definitions may hinder the conceptualization of the workplace-bullying phenomenon in a more consistent way, inhibiting effective contributions among researchers and practitioners [7]. Bullying is commonly defined by its social manifestations, which are clearly classifiable under the same umbrella as aggressive behavior [8] that generally occurs during interpersonal interactions in work settings [9].…”

Section: Introductionmentioning

confidence: 99%

Workplace Bullying among Healthcare Workers

Ariza-Montes

Muñiz

Montero-Simó

et al. 2013

IJERPH

121

102

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This paper aims to assess consistent predictors through the use of a sample that includes different actors from the healthcare work force to identify certain key elements in a set of job-related organizational contexts. The utilized data were obtained from the 5th European Working Conditions Survey, conducted in 2010 by the European Foundation for the Improvement of Living and Working Conditions. In light of these objectives, we collected a subsample of 284 health professionals, some of them from the International Standard Classification of Occupations—subgroup 22—(ISCO-08). The results indicated that the chance of a healthcare worker referring to him/herself as bullied increases among those who work on a shift schedule, perform monotonous and rotating tasks, suffer from work stress, enjoy little satisfaction from their working conditions, and do not perceive opportunities for promotions in their organizations. The present work summarizes an array of outcomes and proposes within the usual course of events that workplace bullying could be reduced if job demands were limited and job resources were increased. The implications of these findings could assist human resource managers in facilitating, to some extent, good social relationships among healthcare workers.

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Bullying at work: A comprehensive definition and consequences based on an empirical study

Cited by 7 publications

References 16 publications

Workplace Bullying and Employee Performance Among Bank Personnel in Pakistan

Workplace Bullying and Employee Performance Among Bank Personnel in Pakistan

Perceived Distributive Injustice, the Key Factor in Nurse’s Disruptive Behaviors: A Qualitative Study

Workplace Bullying among Healthcare Workers

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