Organisational, work group related and personal causes of mobbing/bullying at work

Zapf, Dieter

doi:10.1108/01437729910268669

Cited by 652 publications

(681 citation statements)

References 17 publications

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“…Em geral, uma pessoa é considerada assediada se teve um sentimento de constrangimento frente a um ou mais comportamentos perpetrados por uma ou mais pessoas no trabalho, pelo menos uma vez durante seis meses, repetido semanalmente. Os trabalhos de Matthiesen e Einarsen (2001), Mikkelsen e Einarsen (2001), Quine (1999Quine ( , 2002, Zapf (1999), entre outros, são estudos sobre a prevalência do assédio em diferentes amostras de trabalhadores, utilizando os questionários com auto-relatos de situações constrangedoras ou comportamentos negativos.…”

Section: O Que é Assédio Moral No Trabalhounclassified

Auto relato de situações constrangedoras no trabalho e assédio moral nos bancários: uma fotografia

et al. 2007

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Suzineide RodriguesSindicato dos Bancários de Pernambuco, Recife, Brasil RESUMO: As definições existentes do assédio moral no trabalho, apesar de ainda não haver um consenso, apontam para a ocorrência de atos negativos ou situações constrangedoras no trabalho que perdurem por um certo período de tempo e freqüência e onde a vítima se sinta intimidada. O objetivo deste trabalho foi identificar e analisar a ocorrência de situações constrangedoras no trabalho, relatadas por bancários brasileiros. O método consistiu na aplicação de um questionário em 2609 bancários. 33,89% da amostra relata ter sido exposta a pelo menos uma das situações constrangedoras apresentadas no questionário. Quando se considera o período de exposição de seis meses e freqüência semanal, 7,97% da amostra relata ter sido assediada. Além disso, as mulheres e o grupo de homo ou bissexuais relatam terem sido assediadas com maior freqüência. Esses resultados mostram que os bancários brasileiros estão expostos ao assédio moral com uma taxa similar às encontradas em estudos europeus. PALAVRAS-CHAVE: Assédio moral no trabalho; bancários; gênero; orientação sexual. SELF REPORT OF NEGATIVE ACTS AND BULLYING IN WORK SITUATIONS AMONG BANK EMPLOYEES: A PHOTOGRAPHYABSTRACT: The actual definition of bullying at work, although not a consensus, focuses on the occurrence of negative acts or constraining situations in the workplace, that lasts for a certain period of time; occurring on a weekly basis; and the victim feels intimidated. The objective of this work was to identify and analyze the occurrence of constraining situations, self-reported by Brazilian bank employees. A questionnaire was applied in 2609 bank employees. 33,89% of the sample reported at least one of the constraining situations presented in the questionnaire. When a period of exposition of six months and weekly frequency are taken into consideration, 7,97% of the sample reported bullying. Besides, the women and the homo or bisexual group reported bullying with a higher frequency than the other groups. Those results show that the Brazilian bank employees are exposed to bullying at work with a frequency similar to those found in European studies.

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Section: O Que é Assédio Moral No Trabalhounclassified

Auto relato de situações constrangedoras no trabalho e assédio moral nos bancários: uma fotografia

et al. 2007

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“…Einarsen, Raknes and Matthiesen (1994) highlight the fact that employees who are uncertain about their job expectations will experience a lack of support from the organisation. Moreover, targets of bullying rated the work environment more negatively, particularly with respect to the experience of role ambiguity (Vartia, 1996;Zapf, 1999). Therefore, role clarity can buffer the impact of workplace bullying through providing a sense of perceived support from the organisation.…”

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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“…E. Baillien ir H. De Witte (2009) parodė, kad aukštesnis patyčių darbe lygis buvo susijęs su retesniu problemų sprendimu ir dažnesniu prievartos naudojimu. Na, o D. Zapf (1999) tyrime, kai kurios patyčių darbe aukos pripažino, kad jų agresyvumas ir prievartos naudojimas galėjo būti patyčių darbe priežastis. Remiantis kai kurių ankstesnių tyrimų rezultatais galima manyti, kad problemų sprendimas, kaip bendradarbiaujantis konfliktų sprendimo stilius turėtų būti neigiamai susijęs su patyčiomis darbe.…”

Section: Konfliktai Ir Konfliktų Sprendimasunclassified

Patyčios darbe : individualios ir organizacinės priežastys

Astrauskaitė¹

2014

MOSR

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Straipsnyje atskleidžiamos individualių ir organizacinių veiksnių sąsajos su patyčiomis darbe ir įvertinama veiksnių svarba, aiškinant patyčių darbe reiškinį Lietuvos darbuotojų grupėje. Rezultatai atskleidžia didesnę organizacinių veiksnių svarbą ir iš dalies patvirtina H. Leymann (1996) darbo aplinkos hipotezę. Raktiniai žodžiai: patyčios darbe, vadovavimas, darbo charakteristikos, organizaciniai veiksniai, individualūs veiksniai.The present study reveals the relationships between individual and organizational factors and workplace bullying as well as indentifies the importance of the factors in explaining workplace bullying in Lithuanian group of employees. The results demonstrate higher importance of organizational factors and partially support the work environment hypothesis raised by H. Leymann (1996).

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Organisational, work group related and personal causes of mobbing/bullying at work

Cited by 652 publications

References 17 publications

Auto relato de situações constrangedoras no trabalho e assédio moral nos bancários: uma fotografia

Auto relato de situações constrangedoras no trabalho e assédio moral nos bancários: uma fotografia

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

Patyčios darbe : individualios ir organizacinės priežastys

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