Workplace Bullying: A Review of the Defining Features, Measurement Methods and Prevalence across Continents

Ciby, Mariam Anil; Raya, R. Prabhakara

doi:10.1177/2277975215587814

Cited by 35 publications

(33 citation statements)

References 51 publications

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“…The total prevalence of workplace bullying was 39.1% and 58.9% for the last 12 months and at some point in their working life, respectively. In Ciby and Raya’s (2015) review, they reported that the highest prevalence of workplace bullying was found in Asia (over 52% in Turkey and Pakistan) [ 35 ]. Although it is difficult to compare the prevalence rates due to the use of different measurement methods, tools, and operational criteria [ 36 ], our results are concerning as the rates are more than double the global prevalence rate of 15% [ 37 , 38 ], suggesting that the issue must be addressed urgently.…”

Section: Discussionmentioning

confidence: 99%

Prevalence of Workplace Bullying and Risk Groups in Chinese Employees in Hong Kong

Chan

2021

IJERPH

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Most studies on workplace bullying have been conducted in high-income countries and on Caucasian samples. Little is known about workplace bullying in Asian countries despite its recognition as a serious public health issue in the workplace. We examined the annual and lifetime prevalence of workplace bullying and its risk factors among Chinese employees in Hong Kong. The study was part of a larger project consisting of two waves. Respondents were recruited from a convenience sampling technique and completed a self-reported survey. Respondents reported whether they had been bullied at work for the past 12 months and during their lifetime. A multivariate logistic regression was conducted to explore the sociodemographic risk factors for workplace bullying. There were a total of 2657 respondents (54.6% male), with a mean age of 41.53 years. The annual and lifetime prevalence of workplace bullying were 39.1% and 58.9%, respectively. Multivariate analyses showed that workplace bullying in the past 12 months was associated with a high monthly income, and the combination of a high monthly income and higher educational attainment was associated with bullying at some point in the participants’ career. Suitable policies and interventions to reduce the extent of workplace bullying in Hong Kong are warranted.

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Section: Discussionmentioning

confidence: 99%

Prevalence of Workplace Bullying and Risk Groups in Chinese Employees in Hong Kong

Chan

2021

IJERPH

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“…While research on the association between societal gender equality and school climate is scarce, research has pointed out that educational systems in feminine cultures tend to value social adaptation (rather than academic performance), friendliness in teachers (rather than their brilliance), and mutual solidarity (rather than competition) (Hofstede et al 2010). Negative social behaviors, such as bullying, are less common (Inchley et al 2016) and appear to be less accepted (Ciby and Raya 2015; Hofstede et al 2010) in countries with feminine cultures, compared to masculine cultures. Importantly, the characteristics of the school climate on which countries with feminine cultures score typically higher (i.e., high teacher and classmate support), have been consistently associated with better mental health outcomes in adolescents (García-Moya et al 2015; Ottova et al 2012).…”

Section: Introductionmentioning

confidence: 99%

The Happiest Kids on Earth. Gender Equality and Adolescent Life Satisfaction in Europe and North America

Looze

Huijts

Stevens

et al. 2017

J Youth Adolescence

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Cross-national differences in adolescent life satisfaction in Europe and North America are consistent, but remain poorly understood. While previous studies have predominantly focused on the explanatory role of economic factors, such as national wealth and income equality, they revealed weak associations, at most. This study examines whether societal gender equality can explain the observed cross-national variability in adolescent life satisfaction. Based on the assumption that gender equality fosters a supportive social context, for example within families through a more equal involvement of fathers and mothers in child care tasks, adolescent life satisfaction was expected to be higher in more gender-equal countries. To test this hypothesis, national-level data of gender equality (i.e., women’s share in political participation, decision making power, economic participation and command over resources) were linked to data from 175,470 adolescents aged 11–16 years old (M age = 13.6, SD = 1.64, 52% girls) from 34 European and North American countries involved in the 2009/10 Health Behaviour in School-aged Children (HBSC) study. Results of linear multilevel regression analyses indicate that adolescents in countries with relatively high levels of gender equality report higher life satisfaction than their peers in countries with lower levels of gender equality. The association between gender equality and adolescent life satisfaction remained significant after controlling for national wealth and income equality. It was equally strong for boys and girls. Moreover, the association between gender equality and life satisfaction was explained by social support in the family, peer and school context. This analysis suggests that gender equality fosters social support among members of a society, which in turn contributes to adolescent life satisfaction. Thus, promoting gender equality is likely to benefit all members of a society; not just by giving equal rights to women and girls, but also by fostering a supportive social climate for all.

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“…Further, the changing corporate culture in Indian firms marked by increased workplace pressure and highly competitive work environments also directly or indirectly relates to onset as well as the promotion of bullying acts (Rai & Agarwal, 2017c). D'Cruz (2015), Ciby and Raya (2015), and Agarwal (2016, 2017a) are few of the Indian researchers involved in studying workplace bullying. Recent studies (D'Cruz & Rayner, 2013;Rai & Agarwal, 2017b) and popular surveys (e.g., ASSOCHAM, 2012;Job Portal Career Builder, 2014) have ascertained a high prevalence of bullying in Indian organizations (42-55%).…”

Section: Discussionmentioning

confidence: 99%

Examining the Relationship Between Personality Traits and Exposure to Workplace Bullying

Rai

Agarwal

2019

Global Business Review

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Workplace bullying is a common and constantly occurring phenomenon in organizations. Various factors render a workplace conducive to the occurrence of bullying-like features of the work environment and personality traits of the employees. While work environment features are well-established antecedents of workplace bullying, much of the research on personality traits as antecedents of bullying remains inconclusive. Drawing on the victim precipitation theory and the Big Five personality taxonomy, the present study aims to examine the relationship between four personality traits (conscientiousness, agreeableness, extraversion and openness to experience) and exposure to workplace bullying. We have excluded neuroticism, as it is a well-established antecedent of workplace bullying, whereas literature suggests mixed findings on the relationships between the remaining four personality traits and workplace bullying. A total of 835 full-time Indian managers working across different Indian organizations served as the sample for our study. The results suggest that conscientiousness, agreeableness, extraversion and openness to experience negatively correlate with workplace bullying. Implications for theory and practice are also discussed in this article.

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Workplace Bullying: A Review of the Defining Features, Measurement Methods and Prevalence across Continents

Cited by 35 publications

References 51 publications

Prevalence of Workplace Bullying and Risk Groups in Chinese Employees in Hong Kong

Prevalence of Workplace Bullying and Risk Groups in Chinese Employees in Hong Kong

The Happiest Kids on Earth. Gender Equality and Adolescent Life Satisfaction in Europe and North America

Examining the Relationship Between Personality Traits and Exposure to Workplace Bullying

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