Surviving Workplace Bullying, Emotional Abuse and Harassment

Heugten, Kate van; D’Cruz, Premilla; Mishra, Nidhi

doi:10.1007/978-981-13-0935-9_10

Cited by 3 publications

(3 citation statements)

References 75 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The originality of the present study is associated with the indication that a drop in individual creativity is a result of exposure to bullying and organisational bullying risk factors . Previous studies have focused on the consequences of exposure to bullying for individual health and well-being (Mikkelsen et al ., 2020;Conway et al ., 2021;Hansen et al ., 2021;van Heugten et al ., 2021) and the effects of bullying on organisational productivity and efficiency (Salin & Hoel, 2020) . However, to the best of our knowledge, this is one of the first studies to indicate the negative effects of organisational bullying risk factors and exposure to bullying on employees' creativity .…”

Section: Discussionmentioning

confidence: 99%

“…Workplace bullying is a long-lasting process (about six months) of frequent (appearing at least once a week) and repeated acts of hostile communication that humiliate an employee, who then experiences discomfort and personal and health problems (Einarsen et al ., 2020;D'Cruz & Noronha, 2021) . This type of bullying is one of the biggest challenges for organisations, as it has numerous negative effects on the victim (Mikkelsen et al ., 2020;Conway et al ., 2021;Hansen et al ., 2021;van Heugten et al ., 2021) and the organisation as a whole (Hogh et al ., 2017;Salin & Hoel, 2020) .…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

How the Workplace Influences Teachers’ Creativity: A Two-Wave Study on Workplace Bullying, Organisational Bullying Risk Factors and Creativity

Elżbieta Strutyńska-Laskus,

Madeja-Bień,

Gamian-Wilk

2023

PBE

View full text Add to dashboard Cite

Based on affective events theory, the present two-wave study investigated the predictive role of organisational features and exposure to workplace bullying in generating decreased creativity. Although several inhibitors of creativity at work have been identified, few longitudinal studies have aimed to determine whether affective events such as workplace bullying impact employees’ creativity. In the present two-wave, time-lagged panel design study (N = 261), teachers. completed the Negative Activities Questionnaire, the Risk Assessment of Workplace Bullying Questionnaire and the Creative Behavior Questionnaire twice, with a six-month interval between waves. The results indicate that specific negative workplace conditions – that is, workplace bullying risk factors – in the first wave were related to exposure to workplace bullying in the first and second waves and also led to a decrease in individual creativity in the second wave. Moreover, exposure to workplace bullying in the first wave predicted a drop in two creativity facets, self-realisation and ego strength, in the second wave. However, when organisational factors were included in the model, exposure to bullying no longer predicted a decrease in creative aspects. It is suggested that to promote teachers’ creativity, it is essential to prevent workplace bullying by building a constructive social climate and fostering proper leadership practices.

show abstract

Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

How the Workplace Influences Teachers’ Creativity: A Two-Wave Study on Workplace Bullying, Organisational Bullying Risk Factors and Creativity

Elżbieta Strutyńska-Laskus,

Madeja-Bień,

Gamian-Wilk

2023

PBE

View full text Add to dashboard Cite

show abstract

“…Generally, the retaliating behavior is aimed at reinforcing the source of abuse but it is always challenging to retaliate someone who is at higher ranks in vertical hierarchy of an organization (Pradhan et al , 2019). Often, employees adopt overt/active (an open and disclosed) or covert/passive (close and indirect way) retaliation, while the overt response is considered costlier and damaging for employees (van Heugten et al , 2021). Thus, aggrieved employees often tend to adopt passive or covert response to abusive supervision at work as it can serve the purpose without being identified, pointed or punished (Liang et al , 2022).…”

Section: Literature Reviewmentioning

confidence: 99%

Abusive supervision, dehumanization, knowledge hiding behavior and psychological capital – a daily diary method study

Ahmed,

Mohamed Makhbul

2024

JKM

View full text Add to dashboard Cite

Purpose Knowledge is the source of competitive advantage, but when shared at all levels. Unfortunately, there is a universal unruly present in the form of knowledge hiding at employees’ level, but the causes and remedies are still vague as past studies have rarely investigated the causes of daily knowledge hiding behavior. Against this backdrop, this study aims to entail a daily diary method investigation of the role of daily abusive supervision in daily employees’ knowledge hiding through the mediation of dehumanization and moderation of psychological capital. Design/methodology/approach The data for this study is collected using a daily diary method approach, which estimates the daily workplace events and their continuous influence on employees’ feelings (i.e. dehumanization) and actions (knowledge hiding). The daily responses of 279 respondents were considered useful for analysis purposes. Findings The findings of the study revealed that the daily events of abusive supervision have both direct and indirect (through dehumanization) influence on employees’ daily knowledge hiding behavior. Moreover, psychosocial capital has a significant conditional influence in the relationships of negative workplace treatments (abusive supervision and dehumanization) and their outcomes (i.e. knowledge hiding). Research limitations/implications The study provides some theoretical and practical insights by providing the explanatory and coping mechanism between continuous abusive supervision and daily knowledge hiding behavior. Originality/value There is a dearth of literature that has focused on daily episodes of abusive supervision, dehumanization and knowledge hiding behavior. Furthermore, the moderating role of psychological capital has also been rarely investigated.

show abstract

Workplace Bullying from the Lens of Malaysian Frontline Employees

Mokhtar

Kamaluddin

2021

Asian Perspectives on Workplace Bullying and Harassment

View full text Add to dashboard Cite

Surviving Workplace Bullying, Emotional Abuse and Harassment

Cited by 3 publications

References 75 publications

How the Workplace Influences Teachers’ Creativity: A Two-Wave Study on Workplace Bullying, Organisational Bullying Risk Factors and Creativity

How the Workplace Influences Teachers’ Creativity: A Two-Wave Study on Workplace Bullying, Organisational Bullying Risk Factors and Creativity

Abusive supervision, dehumanization, knowledge hiding behavior and psychological capital – a daily diary method study

Workplace Bullying from the Lens of Malaysian Frontline Employees

Contact Info

Product

Resources

About