Does Personality Influence Workplace Bullying and Lead to Depression Among Nurses?

Halim, Hairul Akmal Mohd; Halim, Fatimah Wati; Khairuddin, Rozainee

doi:10.17576/pengurusan-2018-53-01

Cited by 7 publications

(4 citation statements)

References 26 publications

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“…Especially in cases where a work environment is characterized by the above elements, the effect of neuroticism to workplace victimization is strengthened (Halim et al, 2018). Under negative and distressing working conditions, highly neurotic employees may engage in annoying behaviours more often, which could lead potential perpetrators to bully them, and treat them unjustly.…”

Section: Workplace Bullying and Victimization And The Role Of Workpla...mentioning

confidence: 99%

Workplace Bullying and Victimization: A Mixed Method Approach

Stylianou

Stavrinides

Panayiotou

et al. 2023

Int. J. Criminol. Sociol.

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Purpose: The main scope of the survey was to examine how school bullying and victimization experiences affect workplace bullying and victimization, as also the role of the personality traits and workplace environment to this relation. It also aimed to investigate the consequences on mental health of employees who are targets of workplace victimization, as well as the reaction mechanisms of employees against bullying. Method: 302 employees from four private companies in Cyprus completed the Organizational Culture Assessment Instrument, Five Factor Personality Inventory Questionnaire, Retrospective Bullying Questionnaire, Post-traumatic Embitterment Disorder Self-Rating, Negative Acts Questionnaire – Revised, and a list of coping skills, in one-time phase. Results: Based on the results, school victimization experiences and neuroticism, influenced the occurrence of workplace victimization, as also workplace climate affected the above relationship. Workplace climate, workplace victimization and neuroticism, found to be related with the development of Post-Traumatic Embitterment Disorder. In addition, neuroticism and workplace victimization mediated by employees’ coping skills.

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Section: Workplace Bullying and Victimization And The Role Of Workpla...mentioning

confidence: 99%

Workplace Bullying and Victimization: A Mixed Method Approach

Stylianou

Stavrinides

Panayiotou

et al. 2023

Int. J. Criminol. Sociol.

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show abstract

“…Workplace bullying and work-related depression WPB is associated with prolonged stress, which increases employees' vulnerability to depression as it poses serious consequences for people's psychological and mental health (Halim et al, 2018). Drawing from Seligman's (1975) concept of learned helplessness, an individual persistently exposed to bullying in the workplace may feel that she or he has no control and nothing can be done to change the situation or circumstances they experience, making them vulnerable and leading to depression.…”

Section: High Involvement Work Practicesmentioning

confidence: 99%

Exploring the role of climate for conflict management and high involvement work practices as moderators in the workplace bullying and work-related depression link

Ekmekcioglu,

Nabawanuka,

Mohammed Alhassan

et al. 2023

IJCMA

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Purpose This paper aims to examine how organizational practices such as climate for conflict management (CCM) and high involvement work practices (HIWPs) reduce the negative consequences of workplace bullying (WPB) on work-related depression (WRD). Design/methodology/approach Data were collected from 468 full-time employees working in the financial sector in Türkiye by applying a student-recruited sampling strategy. The aforesaid relationships were assessed using SPSS AMOS 29. Findings The results indicated that WPB leads to WRD; however, this effect is alleviated by employee perceptions of strong CCM and the administration of HIWPs in workplace settings. Research limitations/implications Collecting data from a single source poses the risks of self-report data bias; however, in the future, data may be collected from multiple sources to lessen this potential threat. The study was a cross-sectional study, which makes it hard to make casual inferences; longitudinal data would be more beneficial to establish casual associations. Practical implications Business owners and managers can draw from the study results to create a work environment perceived by employees to be fair when dealing with conflicts and the negative vices of bullying in workplaces. Also, organizations may administer practices that empower employees’ confidence and competence to deal with negative persecution in organizations. Originality/value Few studies, if any, have focused on examining the moderating effect of CCM and HIWPs in the association between WPB and WRD. Drawing upon conservation of resources theory, the study stands out as it tests the moderating effect of CCM and HIWPs in the connection between WPB and WRD. The findings contribute to the few available studies tackling organizational factors relevant to alleviating the negative consequences of WPB in organizations.

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“…[29] Nurses affected also bear personal burden in the form of depression, anxiety, and in some cases even symptoms of posttraumatic stress disorder. [30][31][32] Unresolved, manifestations of decreased emotional well-being can lead to increased absenteeism and turnover. Increased turnover rates perpetuate the destructive cycle resulting in staffing vacancies that create stressful working conditions and inadequate staff to provide care.…”

Section: Disruptive Behaviorsmentioning

confidence: 99%

Responding to disruptive behaviors in nursing: One-year follow-up of quasi-experimental research measuring links to turnover, intent to leave, and patient care quality

Sanner-Stiehr

2020

JNEP

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Background and objectives: Disruptive behaviors among nurses are a prevalent problem in health care, contributing to nursing staff turnover and compromising patient care. Newly licensed nurses may be unprepared to respond to disruptive behaviors effectively, negatively impacting them, patients, and organizations. Cognitive rehearsal can increase self-efficacy to respond effectively to disruptive behaviors. The purpose of this study was to determine the longitudinal impact of a cognitive rehearsal intervention delivered to nursing students during the final semester of their pre-licensure program on self-efficacy to respond to disruptive behaviors, turnover and intent to stay in a job, frequency of disruptive behaviors, and perceived impact on patient care.Methods: Design: This study was the second phase in a quasi-experimental, longitudinal project. Participants and Setting: In Phase 1, 129 participants were recruited from three pre-licensure nursing programs in the Midwestern United States. All participants received the intervention. In Phase 2, one year after graduating, 95 remained enrolled. Methods: An electronic survey was used to collect data. Paired t-tests were used to detect changes in self-efficacy; bi-variate correlations were utilized to determine relationships between outcome variables.Results: Multiple measures of self-efficacy to respond remained statistically significantly increased one year after graduating (p < .05). Experiencing (r = .489; p < .000) and witnessing (r = .432; p < .000) disruptive behaviors was significantly linked to patient care.Conclusions: Cognitive rehearsal had a sustained, positive impact on self-efficacy to respond to disruptive behaviors and should be included in pre-licensure curricula.

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Does Personality Influence Workplace Bullying and Lead to Depression Among Nurses?

Cited by 7 publications

References 26 publications

Workplace Bullying and Victimization: A Mixed Method Approach

Workplace Bullying and Victimization: A Mixed Method Approach

Exploring the role of climate for conflict management and high involvement work practices as moderators in the workplace bullying and work-related depression link

Responding to disruptive behaviors in nursing: One-year follow-up of quasi-experimental research measuring links to turnover, intent to leave, and patient care quality

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