Is workplace bullying related to the personality traits of victims? A two-year prospective study

Nielsen, Morten Birkeland; Knardahl, Stein

doi:10.1080/02678373.2015.1032383

Cited by 121 publications

(151 citation statements)

References 58 publications

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“…Finally, this study measured workplace bullying with a single self‐labelling item following a definition of bullying. The use of single‐item measures has by some scholars been discouraged because they are said to suffer from reliability and validity deficiencies (e.g., Nielsen & Knardahl, ). However, studies have also shown that single‐item measures of job stressors have high content and criterion validity (Gilbert & Kelloway, ) and that they are reliable and effective in predicting various outcomes (Fisher, Matthews, & Gibbons, ).…”

Section: Discussionmentioning

confidence: 99%

“…In line with this, the present single-item selflabelling measure of workplace bullying has been established as a valid and reliable measure of victimisation from workplace bullying (Nielsen, Notelaers, & Einarsen, 2011). An important advantage of using a self-labelling measure, as compared with a behavioural measure (e.g., the Negative Acts Questionnaire, Einarsen, Hoel, & Notelaers, 2009), is that the present self-labelling measure accounts for the respondents' subjective perception of being a victim of workplace bullying, taking all the presented characteristics of bullying into account (Nielsen & Knardahl, 2015).…”

Section: Methodological Considerationsmentioning

confidence: 99%

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The moderating effect of laissez‐faire leadership on the relationship between co‐worker conflicts and new cases of workplace bullying: A true prospective design

Ågotnes

Einarsen

Hetland

et al. 2018

Human Res Mgmt Journal

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In line with the work environment hypothesis, interpersonal conflict has been proposed as an important antecedent of workplace bullying. However, longitudinal studies on this relationship have been scarce. The aim of this study was to examine whether co‐worker conflict predicted new cases of self‐reported workplace bullying 2 years later and whether laissez‐faire leadership moderated this relationship. In a sample of 1,772 employees, drawn from the Norwegian working population, the hypotheses that co‐worker conflict increased the risk of subsequently reporting being a victim of workplace bullying and that laissez‐faire leadership strengthened this relationship were supported. This study empirically supports the work environment hypothesis by showing that co‐worker conflict within a true prospective research design is a source of new cases of bullying and that the lack and avoidance of leadership, through the enactment of a laissez‐faire leadership style, likely is a main source for co‐worker conflict to develop into workplace bullying.

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Section: Discussionmentioning

confidence: 99%

Section: Methodological Considerationsmentioning

confidence: 99%

The moderating effect of laissez‐faire leadership on the relationship between co‐worker conflicts and new cases of workplace bullying: A true prospective design

Ågotnes

Einarsen

Hetland

et al. 2018

Human Res Mgmt Journal

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show abstract

“…Other negative consequences include high production costs, inconsistent service quality and pricing, poor service reputation and loss of revenue and profits, (Biron, 2010;Nasir and Bashir, 2012). Besides, the physical and mental health of victims of WDB are affected (Nielsen and Knardahl, 2015).…”

Section: Introductionmentioning

confidence: 99%

Can Emotional Stability Buffer the Effect of Job Stress on Deviant Behavior?

Ahmad¹,

Omar²,

Radzali³

et al. 2017

American Journal of Applied Sciences

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Abstract:The interrelationships between job stress, WDB and emotional stability have not been studied in a model to comprehend whether emotional stability could weaken the impact of job stress on employee deviant behavior. We tested a model on the moderating role of emotional stability, a personality factor, in the relationship between job stress and workplace deviant behavior. The model was developed based on the general strain theory and the integrated general model of workplace deviant behavior. Structural equation modeling analysis was conducted on survey data from 261 employees from six Malaysian public service agencies. Our results supported the proposed model. The stress-deviance relationship is significant. The stress-deviance linkage is stronger among employees who are less emotionally stable than those who are more emotionally stable. The results suggest that emotional stability as a personality factor plays a vital role in further understanding the impact of job stress on employee deviant behavior. Based on the results, the general strain theory and the integrated general model of workplace deviant behavior could serve as the bases for explaining the stress-deviance relationship and the moderating role of emotional stability.

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“…Numerous papers have sought to investigate organizational and role factors that are related to adverse health outcomes and other occupational outcomes [27][28][29][30]. Part of the literature has focused instead on individual variables and personality traits in order to understand if and how the worker's personality could affect the perceived negative actions and the impact these have on well-being [31][32][33][34][35][36][37][38].…”

Section: Negative Actions At Work and Personalitymentioning

confidence: 99%

Straining at Work and Its Relationship with Personality Profiles and Individual Consequences in Healthcare Workers (HCWs)

Ramaci

Barattucci

Vella

et al. 2020

IJERPH

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Straining is an attenuated form of mobbing, in which the continuity of vexatious actions is not driven by a discriminatory intent. With the objective of testing the possible moderating role of personality in the relationship between perceptions about straining at work and individual consequences, a correlational design research involved 374 healthcare workers (HCWs) from two Italian hospitals. The following questionnaires were administered: (1) Short Negative Acts Questionnaire (S-NAQ), to assess discriminative actions at work); (2) the Italian version of the Big Five Inventory (BFI-10 scale), to assess personality factors; (3) Occupational Stress Indicator (OSI), to measure psychological and physical health. Regression analysis and Structural Equation Models (SEM) were computed in order to test the relationships between variables. Perceived straining showed significant correlations with both psychological and physical health. Conscientiousness was inversely proportional to work-related bullying (WB), as agreeableness was to personal bullying (PB). Emotional stability was negatively correlated with all the three component scales of S-NAQ: WB, PB, and social bullying. The results seem to confirm that straining perceptions especially elicit, through emotional stability, psychological consequences. As regards the role of emotional stability in risk perceptions, it seems management has to pay thorough attention to personal factors in organizational perceptions and to straining actions.

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Is workplace bullying related to the personality traits of victims? A two-year prospective study

Cited by 121 publications

References 58 publications

The moderating effect of laissez‐faire leadership on the relationship between co‐worker conflicts and new cases of workplace bullying: A true prospective design

The moderating effect of laissez‐faire leadership on the relationship between co‐worker conflicts and new cases of workplace bullying: A true prospective design

Can Emotional Stability Buffer the Effect of Job Stress on Deviant Behavior?

Straining at Work and Its Relationship with Personality Profiles and Individual Consequences in Healthcare Workers (HCWs)

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