Individual Consequences of Workplace Bullying/Mobbing

Keashly, Loraleigh; Jagatic, Karen

doi:10.1201/ebk1439804896-7

Cited by 150 publications

(197 citation statements)

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“…In this respect, there is wide empirical evidence of the negative effects of exposure to bullying behaviours. Consequently, models of workplace bullying have assumed that this phenomenon leads to health problems and reduced well-being Høgh, Mikkelsen, & Hansen, 2011). However, the vast majority of bullying at work studies has employed cross-sectional and correlational research designs, which strongly limits conclusions about the direction and duration of its effects.…”

mentioning

confidence: 99%

Reciprocal relations between workplace bullying, anxiety, and vigor: a two-wave longitudinal study

Rodríguez‐Muñoz

Moreno‐Jiménez

Sanz‐Vergel

2015

Anxiety, Stress, & Coping

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confidence: 99%

Reciprocal relations between workplace bullying, anxiety, and vigor: a two-wave longitudinal study

Rodríguez‐Muñoz

Moreno‐Jiménez

Sanz‐Vergel

2015

Anxiety, Stress, & Coping

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“…Several authors have found that bullying can lead to severe consequences for the victims' health and wellbeing, including low self-esteem, several psychosomatic complaints, anger, concentration difficulties, chronic fatigue, sleep problems, anxiety, depression, symptoms analogue to post-traumatic stress disorder and even suicide (e.g., 2,3) ). Furthermore, some studies have also shown that bullying witnesses reported higher stress and less job satisfaction than non-observers (e.g., 4) ).…”

Section: Introductionmentioning

confidence: 99%

An Operative Measure of Workplace Bullying: The Negative Acts Questionnaire Across Italian Companies

2011

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Workplace bullying has been a topic of increasing interest since the 90s. Several studies have contributed to a better understanding of the antecedents and consequences of being exposed to negative acts at work during a prolonged period of time. However, there is a lack of validated instruments in Italian to map workplace bullying. Consequently, the goal of the present study is twofold. . Furthermore, significant correlations between bullying dimensions and organizational climate were found, which provided additional support for using the NAQ-Italian reduced version. Implications to prevent bullying and improve employees' well-being using this method are discussed.

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“…Mobbing and discrimination in the workplace entail a series of negative effects, not only in the individual aspect (Hogh, Mikkelsen, & Hansen, 2011;cf. Chudzicka-Czupała, 2013), but also for the whole organization, like the possibility of losing its good image,leading to substantial financial losses (Di Martino, Hoel, & Cooper, 2003), as well as a decline in morale across the company (Dorman, 2000;Hallberg, & Strandmark, 2006).…”

Section: Introductionmentioning

confidence: 99%

Mobbing and discrimination in companies. The importance of prevention

Chudzicka‐Czupała¹,

Grabowski²,

Wilczynska³

2017

Polish Journal of Applied Psychology

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Mobbing and discrimination in companies.The importance of prevention Streszczenie:Autorzy tego artykułu poszukiwali odpowiedzi na pytanie o to, jaką rolę odgrywa wewnętrzna polityka firmy i postawa zarządu w zakresie walki z mobbingiem i dyskryminacją. Zbadano pracowników dwóch przedsiębiorstw -34,7% załogi dużej zagranicznej firmy produkcyjnej (201 osób) i 54,5% załogi średniej polskiej firmy usługowej (110 osób). W badaniu posłużono się metodą kwestionariuszową. Przeprowadzono też analizę jakościową danych, uzyskanych na podstawie wywiadów z pracownikami i obserwacji.Wyniki koncentrują się na porównaniu badanych przedsiębiorstw. Odnoszą się one do rodzajów i częstotliwości zachowań o charakterze mobbingu i dyskryminacji oraz do reakcji zarządu obydwu firm na otrzymane raporty. Słowa kluczowe:mobbing, dyskryminacja, prewencja mobbingu, klimat organizacji, kodeks etyczny Abstract:The authors of this paper sought to determine the role of companies' internal policy and of the position of their management boards with regard to the fight against mobbing and discrimination. Employees at two companies were studied: 34.7% of the staff of a large foreign manufacturing company (201 people) and 54.5% of the staff of a medium-sized Polish service provider company 80(110 people). The research used the questionnaire method. A qualitative analysis was also performed on the data obtained on the basis of interviews with the employees and of observation. The results focus on a comparison of the two companies in the study. They refer to the types and frequencies of behavior bearing the hallmarks of mobbing and discrimination as well as to the reactions of the two companies' management boards to the reports they received.

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Individual Consequences of Workplace Bullying/Mobbing

Cited by 150 publications

References 62 publications

Reciprocal relations between workplace bullying, anxiety, and vigor: a two-wave longitudinal study

Reciprocal relations between workplace bullying, anxiety, and vigor: a two-wave longitudinal study

An Operative Measure of Workplace Bullying: The Negative Acts Questionnaire Across Italian Companies

Mobbing and discrimination in companies. The importance of prevention

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