Putting workplace bullying in context: The role of high-involvement work practices in the relationship between job demands, job resources, and bullying exposure.

Abstract

Previous research has demonstrated the crucial association between employee stressors and workplace bullying. In this article, we argue that a nurturing organizational context will protect employees from exposure to workplace bullying and will interact with individual demands and resources known to have effect on exposure to bullying in the workplace. In specific, we look at high-involvement work practices (HIWPs)-which include participation, information-sharing, competence development, and rewards. Multilevel analyses on the data from 28,923 Belgian employees from 144 organizations show that organization-level HIWPs are negatively associated with bullying exposure. Moreover, HIWPs interact with individually experienced job demands and resources, by decreasing the association between employee work pressure and bullying and by somewhat compensating for the lack of experienced social support from colleagues at work. HIWPs did not moderate the relationship between employee job insecurity and bullying and social support from the supervisor and bullying. These findings highlight the important role HIWPs can play in protecting employees from workplace bullying, while also suggesting the difficulty of compensating for certain individual risk factors.

Organisational caring ethical climate and its relationship with workplace bullying and post traumatic stress disorder: The role of type A/B behavioural patterns

“… Taris (2022) further argued that bullying is a time-dependent and contextual phenomenon. Initially, the preparator shows mild aggression that turns into hard-line aggression with time to become more explicit ( Leymann, 1990 ; Vranjes et al, 2022a ). Various studies explored the adverse effects of such regular exploitations from several perspectives, such as post-traumatic stress ( Mikkelsen and Einarsen, 2002 ), anxiety ( Rai and Agarwal, 2018 ), turnover intentions ( Djurkovic et al, 2008 ), strain and wellbeing ( Rai and Agarwal, 2018 ), depression and propensity to leave ( Naseer et al, 2016 ), exhaustion and weak health ( Hauge et al, 2007 ), isolation within group/teams ( Samnani and Singh, 2012 ) and deviant work behaviour ( Naseer et al, 2016 ).…”

How to Organize Silence at work: An Organizational Politics Perspective on Pragmatic Mistreatment at work

“…Workplace mistreatment involves manipulation, which is tied to organizational setting (Gul et al, 2019;Verdasca, 2010;Vranjes et al, 2022). Silence or manipulation characterize workplace mistreatment communication, as does judgmentalism (Täuber, 2019).…”

Exploring bullying behaviors from the perspective of physicians and nurses in Jordanian public hospitals

“…Moreover, hospital administrators in Jordan should establish a safe, positive, ethical, and participative culture that increases the trust of employees, mainly during bullying incidents. Recently, Vranjes et al (2022) found that high-involvement work practices including participation, information-sharing, competence development, and rewards are negatively associated with bullying exposure. Although cyberbullying ranked last in the practice policymakers should address this type significantly.…”