‘Varieties of Workplace Bullying’ in India: Towards a Contextualized Understanding

D’Cruz, Premilla; Noronha, Ernesto; Syal, Ananya

doi:10.1007/978-981-13-1017-1_1

Cited by 9 publications

(6 citation statements)

References 67 publications

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“…Bullying is covert and dyadic in cultures that have greater power distance (Jacobson et al , 2014). Describing the Indian context as a paradoxical setting for workplace bullying, D’Cruz et al (2018) noted that while spirituality and social relationships could alleviate the effects of bullying, power disparity and social inequality could trigger bullying. It is also pertinent to note that in high power distance and collectivist cultures such as that of India, employees may feel an added pressure to remain silent even though they experience bullying (Krishna et al , 2023; Rai and Agarwal, 2018b) and may thus, eventually feel more alienated and emotionally worn out.…”

Section: Discussionmentioning

confidence: 99%

“…As a gradually escalating process with a risk of increasing intensity, workplace bullying experiences have been known to leave the targets in a state of emotional distress, vulnerability and entrapment (D'Cruz et al, 2018;Nielsen and Einarsen, 2018;Vukeli c et al, 2019). As per AET, bullying has been considered an affective event that can trigger reactive negative emotions and behaviors among employees (Branch et al, 2013;Glasø et al, 2011).…”

Section: Workplace Bullyingmentioning

confidence: 99%

“…Workplace bullying studies in the Indian context (Ciby and Raya, 2014; D’Cruz and Rayner, 2013; Rai and Agarwal, 2018b) undertaken in industry settings such as information technology enabled services and business process outsourcing confirm a greater occurrence of this phenomenon in India than in Scandinavian and other European nations. While explaining the varieties of workplace bullying in India, D’Cruz et al (2018) note that the Indian context is a paradoxical setting for this phenomenon with the presence of power disparity and social inequality which serve as triggering factors, and spirituality and social relationships which help alleviate the effects of bullying.…”

Section: Introductionmentioning

confidence: 99%

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Consequences of workplace bullying on hotel employees: a three-wave longitudinal approach

Singh¹,

Srivastava

2023

IJCMA

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Purpose Workplace bullying has appalling fallouts for organizations and employees. While the association between bullying and employees’ exit intentions has been sufficiently established in research, the underlying conditions remain overlooked. Using the affective events and conservation of resources theories as the theoretical lens, the purpose of this study is to probe work alienation and emotional exhaustion as sequential mediators in the association between bullying and employees’ exit intentions. Design/methodology/approach A sequential mediation model was examined using three-wave longitudinal data gathered from 406 employees working with hotels situated in tourist destinations of India. Findings Work alienation serves as a significant mediator between bullying and emotional exhaustion. More importantly, work alienation and emotional exhaustion emerged as sequential mediators in the association between bullying and exit intentions. Originality/value Research on workplace bullying is often cross-sectional, and researchers have called for time-lagged and/or longitudinal examination. While responding to the frequent calls made by researchers to examine underlying conditions, this three-wave longitudinal study advocates for holistic cognizance, i.e., how workplace bullying results in employees’ exit.

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Section: Discussionmentioning

confidence: 99%

Section: Workplace Bullyingmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Consequences of workplace bullying on hotel employees: a three-wave longitudinal approach

Singh¹,

Srivastava

2023

IJCMA

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“…"Workplace bullying does not exist in a vacuum, as it is affected by a societal hierarchy that structures along the lines of race, gender and heterosexuality" (Johnson-Bailey, 2015, p. 46). A country's socio-cultural landscape impacts workplace bullying (D'Cruz et al, 2021;Samnani and Singh, 2012). South Africa is a patriarchal, classed and racially polarised society.…”

Section: Literature Reviewmentioning

confidence: 99%

Workplace Bullying and Its Implications for Gender Transformation in the South African Higher Education Sector

Mangolothi¹,

Mnguni²

2022

IJCDS

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While transformation in the higher education sector in South Africa has been the subject of intensive research since 1994, few studies have explored the link between workplace bullying and transformation. Whereas workplace bullying has drawn researchers’ attention for decades, it is only recently that scholars have started to interrogate the phenomenon through the intersectional lens. This paper employs intersectionality to explore women academics’ experiences of workplace bullying and to suggest links between workplace bullying and gender transformation in the higher education sector in South Africa. Semi-structured interviews were conducted with a cross-section of 25 women academics who had experienced workplace bullying. As part of data triangulation, four union representatives and three human resources practitioners were also interviewed. The study’s main findings indicate that gender, race and class mediate women academics’ experiences of workplace bullying. In historically White universities, African, Coloured and Indian women academics, particularly those from working-class backgrounds, are more likely to be bullied, by seniors, peers, administrators and students. For White women academics, race ameliorates their workplace bullying experiences. The simultaneous effects of race, gender and class derail transformation as members of previously disadvantaged groups either remain stuck in junior academic positions, or exit the sector.

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“…Employee well-being in the hospitality sector has also been recognized at the global level (Ariza Montes et al, 2018), among the several work-related issues and concerns prevailing in any organization, workplace bullying (WPB) is considered to be central of all, leading to health and emotional issues (Einarsen et al, 2011). In addition, the rising, power and socioeconomic gaps have concreted way or triggered the phenomenon of WPB in India (D'Cruz, 2018). WPB is defined as the phenomenon of negatively impacting someone; its varied forms can be harassment, social exclusion and so on.…”

Section: Introductionmentioning

confidence: 99%

Workplace bullying and organizational citizenship behavior: the parallel mediating effects of job satisfaction and resilience

Mendiratta

Srivastava

2021

IJOEM

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PurposeUpholding congruency with conservation of resources (COR) theory, the study intends to analyze the impact of workplace bullying on organizational citizenship behavior (OCB) via job satisfaction and resilience as parallel mediators in the Indian hospitality sector.Design/methodology/approachThe study used a data of 240 respondents working in the hospitality sector in India. Direct and indirect effects were assessed through statistical techniques such as structural equation modeling and mediation analysis (Preacher and Hayes, 2004) for hypotheses testing using SPSS and AMOS tools.FindingsThe findings of the study suggest the negative correlation between workplace bullying and OCB. This study demonstrates the role of job satisfaction and resilience as parallel mediators in combating the cascading ill effect of workplace bullying on OCB.Research limitations/implicationsThe results help India's hospitality sector to understand the intensity and impact of workplace bullying on job satisfaction and OCB.Originality/valueThis is the original and first study examining the role of workplace bullying on OCB via job satisfaction and resilience as parallel mediators in the non-Western context.

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‘Varieties of Workplace Bullying’ in India: Towards a Contextualized Understanding

Cited by 9 publications

References 67 publications

Consequences of workplace bullying on hotel employees: a three-wave longitudinal approach

Consequences of workplace bullying on hotel employees: a three-wave longitudinal approach

Workplace Bullying and Its Implications for Gender Transformation in the South African Higher Education Sector

Workplace bullying and organizational citizenship behavior: the parallel mediating effects of job satisfaction and resilience

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