On the relationship between mobbing factors, and job content, social work environment, and health outcomes

Zapf, Dieter; Knorz, Carmen; Kulla, Matthias

doi:10.1080/13594329608414856

Cited by 581 publications

(531 citation statements)

References 10 publications

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“…In their review of the JD-R model, Bakker and Demerouti (2007) concluded that employees might create job demands and resources as a result of their own behaviour. At the same time, job demands and resources could be affected by employees' perceptions of their work environment (Zapf et al, 1996). These causal effects would be consistent with the job crafting phenomenon in the sense that employees would not be passive receivers of information in their work environment, but instead would interpret their tasks actively (Daniels, 2006).…”

Section: The Meaning Of Job Craftingmentioning

confidence: 63%

Job change without changing job? Exploring job crafting in Spain

Ficapal‐Cusí¹,

Torrent‐Sellens²,

Boada-Grau³

et al. 2014

IN3 work. pap. ser.

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Section: The Meaning Of Job Craftingmentioning

confidence: 63%

Job change without changing job? Exploring job crafting in Spain

Ficapal‐Cusí¹,

Torrent‐Sellens²,

Boada-Grau³

et al. 2014

IN3 work. pap. ser.

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“…Dimensions of POS have been established as follows: role clarity (Eisenberger, Rhoades & Cameron, 1999;Zapf, Knorz & Kulla, 1996), job information (Schat & Kelloway, 2003), participation in decision-making (Allen, Shore & Griffeth, 2003), support from co-workers (Djurkovic, McCormick & Casimir, 2004), supervisory support (Settoon, Bennett & Liden, 1996), which leads to increased job satisfaction (Eisenberger, Cummings, Armeli & Lynch, 1997), performance (Shanock & Eisenberger, 2006), commitment (Hochwarter, Kacmar, Perrewe & Johnson, 2003) and reduced turnover (Allen et al, 2003;Rhoades & Eisenberger, 2002).…”

Section: Bullying and Perceived Organisational Supportmentioning

confidence: 99%

The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa

Schalkwyk¹,

Els²,

Rothmann

2011

SA j. hum. resour. manag.

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Orientation: Because workplace bullying has detrimental consequences on the profitability, work quality and turnover intention of organisations, this phenomenon should be addressed. Perceived Organisational Support (POS) was explored since factors such as role clarity, job information, participation in decision-making, colleague support and supervisory relationships might act as buffers against workplace bullying, subsequently influencing the turnover intention of the organisation.Research purpose: To investigate the role of POS as moderator in the relationship between workplace bullying and turnover intention across sectors in South Africa.Motivation for the study: Workplace bullying is a worldwide concern and it is unclear whether perceived organisational support moderates the relationship between workplace bullying and turnover intention.Research design, approach and method: A cross-sectional survey approach with a quantitative research design was used (N = 13 911). The South African Employee Health and Wellness Survey (SAEHWS) was administered to explore the experiences of bullying behaviour, POS and turnover intention.Main findings: Bullying by superiors is more prevalent than bullying by colleagues. A positive relationship exists between workplace bullying and turnover intention. Role clarity, participation in decision-making and supervisory relationship moderates the relationship between bullying by superiors and turnover intention.Practical/managerial implications: This study creates an awareness of the prevalence of workplace bullying in the South African context so that sufficient counteraction can be encouraged.Contribution/value-add: This study contributes to the limited research regarding workplace bullying in the South African context by quantifying the relationships between workplace bullying POS and turnover intention.How to cite this article: Van Schalkwyk, L., Els, C., & Rothmann, S. (Jr). (2011). The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 9(1), Art. #384, 13 pages. http://dx.doi.org/10.4102/sajhrm.v9i1.384

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“…The physical disorders faced by the victims include stress headaches, high blood pressure, digestive problems, increased risk of cardiovascular illness and impaired immune system. It is also responsible for the occurrence of psychosomatic illnesses (Yamada, 2008) and musculoskeletal health complaints within the victimized individuals (Zapf, Knorz, & Kulla, 1996). Moreover, as the episodes of bullying increase, the psychological, psychosomatic and musculoskeletal symptoms also increase (Einarsen, Raknes, Matthiesen, & Hellesoy, 1996).…”

Section: Literature Reviewmentioning

confidence: 99%