Bullying at Work: Do Industries Differ in the Estonian Case?

Tambur, Merle; Vadi, Maaja

doi:10.2139/ssrn.1998906

Cited by 3 publications

(2 citation statements)

References 25 publications

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“…However, in the post‐transitional countries in Europe, workplace bullying has not been explored up to now leading to a lack of relative awareness in these countries. Relevant studies have so far been conducted in Poland (Durniat, 2010) and Estonia (Tambur and Vadi, 2009, 2011). Our study attempts to highlight the risk of workplace bullying in post‐transitional countries and to contribute to coping with bullying behaviors in these cultures.…”

Section: Theoretical Approachmentioning

confidence: 99%

Workplace bullying and organizational culture in a post‐transitional country

Tambur

Vadi

2012

International Journal of Manpower

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Purpose -The aim of the study is to explore how organizational culture influences occurrences of workplace bullying in Estonia as a post-transitional country. Another objective is to produce comprehensive empirical evidence of bullying in the specific cultural context. Design/methodology/approach -The survey is based on the internationally well-known research instrument, the Negative Acts Questionnaire Revised (NAQ-R) (Mikkelsen and Einarsen) and the Questionnaire of Organizational Culture (QOC) (Vadi et al.). Findings -Victims of bullying: 22 percent -at least one negative act per week; 9.3 percent -at least two negative acts per week; 0.6 percent -by definition (several times per week or daily); 8 percent -by definition (occasionally). The results reveal a clear negative relationship between bullying and task and relationship orientation of organizational culture. Practical implications -The present study indicates clear factors at the organizational level where the preventive actions are needed to diminish the negative impact of bullying on employee's well-being and encourages a discussion and further studies of workplace bullying in post-transitional countries. Originality/value -In Estonia and in other post-transitional countries workplace bullying has not yet been studied closely. This study provides a comprehensive approach of workplace bullying related to organizational culture in a post-transitional country.

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Section: Theoretical Approachmentioning

confidence: 99%

Workplace bullying and organizational culture in a post‐transitional country

Tambur

Vadi

2012

International Journal of Manpower

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“…Consistent with D'Cruz and Noronha's (2010) findings, respondents in the present study found that organization polices were not put into practice. Social cartels among senior management, organizational politics and an aggressive work culture also promoted ill-treatment at work (Einarsen and Skogstad, 1996;Tambur and Vadi, 2012;Zapf, 1999). The quality of subordinate-supervisor relationships and differences in work styles also triggered bullying.…”

Section: Discussionmentioning

confidence: 99%

Exploring bullying among Indian managers: a grounded theory approach

Agarwal

Rai

2019

JABS

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Purpose This paper aims to explore the phenomenon of workplace bullying – its nature, antecedents, direct and indirect effects – from victim’s perspective. Design/methodology/approach The study adopted grounded theory approach and centered on the participants experiences and interpretations of bullying. A total of 23 self-reported victims formed the sample of our study. Data from interviews were analyzed using the coding procedure of grounded theory methodology. To enhance validity of results, in addition to interviews, creative drawings were used for triangulation. Findings The study reveals some similarities and culturally relevant variation in the sources and outcomes of bullying. The role of culture on bullying is visible. The study also adds to the limited literature on underlying and intervening factors in bullying–outcome relationship. Research limitations/implications The study examined bullying from the victim’s perspective. Perpetrator and bystander’s perspectives would have added interesting insights into the findings. Practical implications Effective identification of, prevention of and intervention in workplace bullying are imperative for individuals and organizations. Rich descriptions from victims on enablers of bullying and how these events have affected their everyday experiences may also boost practitioners’ and policymakers’ willingness to rectify the potential issues leading to bullying in organizations. Originality/value The present study contributes to the workplace bullying research in general and Indian context in particular by examining contextually relevant antecedents, consequences as well as underlying and intervening factors.

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The prevalence and mental health correlates of exposure to offensive behaviours at work in Hungary: results of a national representative survey

2023

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Background Within the last decades, a substantial number of reports have established bullying behaviours as a severe risk to the health and safety of workers. However, in Hungary, the severity of this issue remains largely unknown. Therefore, the current study aimed to 1) determine the prevalence of offensive workplace behaviours in the Hungarian working population and 2) examine the relationship between exposure to these offensive behaviours and certain mental health indicators. Methods The cross-sectional analyses of the present study are based on a sample of 13,104 active workers being representative of the Hungarian working population according to gender, age, educational level, and 18 occupational sectors. The mid-length version of the Copenhagen Psychosocial Questionnaire II (COPSOQ II) was used to measure workplace offensive behaviours (bullying, sexual harassment, threats of violence, and physical violence) in the 12 months preceding the survey. Examined mental health correlates included depressive symptomatology (Beck Depression Inventory), functional somatic symptoms (PHQ-15), perceived stress (Perceived Stress Scale), and general well-being (WHO Well-being Index). Results Almost half (48.7%) of the sample reported exposure to some form of offensive behaviour; 37.6% of participants reported occasional-, while 11.1% reported weekly or daily exposure. More women than men were exposed to offensive workplace behaviours, and those targeted the most were individuals aged 18–29 and in companies employing 20–49 employees. Top managers reported the lowest amount of bullying, while unskilled labourers reported the most frequent exposure. A moderately strong relationship was discovered between exposure to workplace offensive behaviours and all indicators of mental health. Conclusion Workplace bullying was revealed to be a significant public health concern according to this large, representative data set from Hungary. Strategies to reduce the occurrence and impact of these behaviours on employee health should be a priority for occupational health and safety interventions.

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Bullying at Work: Do Industries Differ in the Estonian Case?

Cited by 3 publications

References 25 publications

Workplace bullying and organizational culture in a post‐transitional country

Workplace bullying and organizational culture in a post‐transitional country

Exploring bullying among Indian managers: a grounded theory approach

The prevalence and mental health correlates of exposure to offensive behaviours at work in Hungary: results of a national representative survey

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