Exploring personal and organizational determinants of workplace bullying and its prevalence in a Japanese sample.

Giorgi, Gabriele; Ando, Masakazu; Arenas, Alicia; Shoss, Mindy K.; Pérez, José Antonio Portellano

doi:10.1037/a0028049

Cited by 73 publications

(52 citation statements)

References 41 publications

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“…Sex, seniority and job status were used to control for the relationship between perceived employability, fear of the economic crisis and psychological distress, since these demographic variables might be related to stress related constructs (e.g., Berntson et al, 2006, Giorgi, Ando, Arenas, Shoss, & Leon-Perez, 2013b. We also controlled for other known predictors of psychological distress, specifically job demands, lack of job control and workplace bullying.…”

Section: Study Aimmentioning

confidence: 99%

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Going beyond workplace stressors: Economic crisis and perceived employability in relation to psychological distress and job dissatisfaction.

Giorgi

Shoss

Pérez

2015

International Journal of Stress Management

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The macro-economic context and crisis management are now becoming salient issues among employees. Low levels of fear about the economic situation and the belief that one is capable of obtaining new employment may enable individuals to maintain mental health and job satisfaction in austere times. The aim of the present study is to investigate the relationship of fear of the economic crisis and non-employability with job satisfaction and psychological distress, while controlling for demographics factors, stress exposures, and high conflict perceptions. This cross-sectional study was conducted in three Italian organizations comprising 679 workers with a response rate over 60%. Hierarchical regression analysis showed that, after controlling for demographics, psychological demands, lack of job control, and workplace bullying, low perceived employability and fear of the economic crisis were positively associated with psychological distress and negatively associated with job satisfaction. As an emerging topic of study, it appears that economic stress is an important construct in the nomological network for studying organizational health. The present study complements existing stress theories by suggesting that features of the external environment are relevant and important determinants of psychological distress and job dissatisfaction.

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Section: Study Aimmentioning

confidence: 99%

“…Sex, seniority and job position were included as control variables because they have been identified as possible confounders of the relation between working conditions and employee well-being (e.g., Berntson et al, 2006;Giorgi et al, 2013b).…”

Section: Stress Questionnaire (Sq)mentioning

confidence: 99%

Going beyond workplace stressors: Economic crisis and perceived employability in relation to psychological distress and job dissatisfaction.

Giorgi

Shoss

Pérez

2015

International Journal of Stress Management

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“…Scarce research confirms that bullying may differ from country to country (Jiménez et al, 2007; Lutgen-Sandvik et al, 2007; Baillien and De Witte, 2009; Tambur and Vadi, 2009; Tsuno et al, 2010; Öcel and Aydin, 2012; Seo et al, 2012; Giorgi et al, 2013; Vukelić et al, 2015). Since workplace bullying is a sensitive social phenomenon it is always useful to understand specific national, cultural and economic research context.…”

Section: Introductionmentioning

confidence: 93%

“…Both the Negative Acts Questionnaire (NAQ), and its newest version the Negative Acts Questionnaire–Revised, are probably the most internationally used and most thoroughly psychometrically explored workplace bullying inventories based on behavioral experience (e.g., McCormack et al, 2006; Jiménez et al, 2007; Lutgen-Sandvik et al, 2007; Baillien and De Witte, 2009; Einarsen et al, 2009; Tambur and Vadi, 2009; Tsuno et al, 2010; Öcel and Aydin, 2012; Seo et al, 2012; Giorgi et al, 2013; Notelaers and Einarsen, 2013; Arenas et al, 2015; Vukelić et al, 2015). The NAQ-R was developed based on previous versions of the NAQ scale that went through several quantitative and qualitative research analyses (Einarsen et al, 2009).…”

Section: Introductionmentioning

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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“…Undoubtedly, not all preventive measures are suitable for absolutely all organisations and all individuals without exception. For example, results of research made by Giorgi, Ando, Arenas, Shoss, and Leon-Perez (2013) demonstrate the importance of considering individual differences as predictors of bullying and, in particular, it suggests that mental health promotion might play a role in bullying prevention. The authors state that, in addition, findings indicate that organisational interventions for workplace bullying may benefit from introducing elements aimed at improving group cohesion and organisational climate.…”

Section: Introductionmentioning

confidence: 99%

Management culture and mobbing in a social organisation: whether a special status provides a guarantee of safety

Vveinhardt

Štreimikienė

2016

Economic Research-Ekonomska Istraživanja

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The authors of the article present the findings of the research conducted in a social organisation. The main findings reveal that cases of mobbing in employees' interrelations have been recorded in the organisation. Moreover, the correlation (from strongest to weakest) of relations of mobbing in the employees' relations and management culture have also been determined. The research revealed the mistakes in organization of management culture processes which prevent the achievement of a higher level of management culture within the organization. According to the authors of this article, after the implementation of changes in management culture, the management quality of all processes would also improve. On the basis of the results of the research, the authors provide the developed model intended for social organizations. The purpose of this model is preventive: it is designed to reduce the number of interpersonal conflicts, and also to facilitate conflict resolution and to improve psycho-social climate. The increase of the social competence of employees provided for in the model can be identified as a certain instrument, which allows the potential victim to avoid conflict, to resolve it independently, or deal with it with the help of the organization, which would spend less resources in this case and could allocate greater efforts for the implementation of its mission.

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Exploring personal and organizational determinants of workplace bullying and its prevalence in a Japanese sample.

Cited by 73 publications

References 41 publications

Going beyond workplace stressors: Economic crisis and perceived employability in relation to psychological distress and job dissatisfaction.

Going beyond workplace stressors: Economic crisis and perceived employability in relation to psychological distress and job dissatisfaction.

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

Management culture and mobbing in a social organisation: whether a special status provides a guarantee of safety

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