Workplace Bullying: Organizational Antecedents and HRM Prevention Program

Ahmed, Sahar M.; Omran, Kamel

doi:10.1007/978-3-030-40160-3_3

Cited by 2 publications

(2 citation statements)

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“…Organizational factors influencing the frequency of bullying, among others, are chaotic and unpredictable work environment, reduced work control, lack of procedural justice, destructive management style, and ethical climate (Ahmed and Omran, 2020;Samsudin et al, 2020). However, there is a scarcity of empirical research, and it is not clear yet which factors in the workplace environment increase bullying or under which mechanism a poor workplace breeds bullying (Samsudin et al, 2020).…”

Section: Literature Review and Hypotheses Development Work Demand Con...mentioning

confidence: 99%

Impact of work demand constraints on psychological distress through workplace bullying and personality traits: A moderated-mediation model

Naseem

Ali

2023

Front. Psychol.

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IntroductionThis study addressed the human aspects of sustainable development in organizations by applying work demand resource theory and the main focus of the study is to investigate the negative aspects of workplace bullying on human’s mental health. This study investigated how the work demand constraints play a role in increasing psychological distress among employees through the mediation of workplace bullying. This study also considers personality traits that play a role in preventing psychological distress resulting from workplace bullying.MethodsThe authors collected data by means of a self-administered questionnaire. The questionnaire was distributed among 1000 employees selected using a systematic sampling technique, patronized among three service sectors: the health sector, education sector, and forest department in the city of Lahore in Pakistan. The data was analyzed by employing Partial Least Square Structural Equation Modeling (PLS-SEM) using Smart PLS 3.3.3.ResultsResults of this study reveal that work demand constraints (WDC) play a significant role in workplace bullying and impact increasing psychological distress. Personality traits play a moderating role between work demand constraints and workplace bullying behavior on the one hand and psychological distress on the other hand; however, openness to experiences was found to have a moderating relationship between work demand constraints and workplace bullying. Meanwhile, agreeableness and openness to experiences were found to have a moderating relationship between work demand constraints (WDC) and psychological distress.DiscussionThis study also has practical implications for employers, such as providing psychological counseling, personality development training at the workplace etc. The relationship of work demand constraints with psychological distress and workplace bullying through direct and indirect moderating effects of personality traits in Pakistan’s service sector are unique contributions of this study.

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Section: Literature Review and Hypotheses Development Work Demand Con...mentioning

confidence: 99%

Impact of work demand constraints on psychological distress through workplace bullying and personality traits: A moderated-mediation model

Naseem

Ali

2023

Front. Psychol.

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“…Toxic leaders create a demotivating, dehumanizing, fearful and unfair business environment [ 6 ]. Previous studies about toxic leadership reveal negative outcomes at the employee level, such as decreased representative fulfillment and responsibility, deterioration in health, demotivation, fear and perceptions of unfairness [ 5 , 7 , 8 ]. In addition, employees’ perceptions of toxic leadership will often lead to punitive evaluations of those leaders and vengeful behaviors [ 9 , 10 , 11 ].…”

Section: Introductionmentioning

confidence: 99%

Examining Nurses’ Vengeful Behaviors: The Effects of Toxic Leadership and Psychological Well-Being

Koç

Şahın

Öngel

et al. 2022

Behavioral Sciences

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Toxic leadership is becoming increasingly common in healthcare organizations and there is strong need for studies focusing on organizational factors that can trigger revenge. Additionally, how psychological well-being functions in shielding against toxicity has not been adequately studied. Hence, this study aims to examine the relationship between toxic leadership and vengeful behaviors of nurses, along with the contingency of psychological well-being on the relationship during the COVID-19 pandemic. In this exploratory cross-sectional study, we attempt to examine the antecedent effect of toxic leadership on vengeful behaviors based on self-reports from 311 nurses. Using partial least squares and moderation analyses, the results show that toxic leadership is an important antecedent of vengeful behaviors among nurses. However, the results provide no statistical evidence to support a moderating role of psychological well-being in the relationship between toxic leadership and vengeful behaviors. This study reveals that nurses exposed to toxic behaviors by their superiors are more likely to engage in vengeance and highlights the fact that nurses are suffering psychologically during the pandemic.

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Workplace Bullying: Organizational Antecedents and HRM Prevention Program

Cited by 2 publications

References 32 publications

Impact of work demand constraints on psychological distress through workplace bullying and personality traits: A moderated-mediation model

Impact of work demand constraints on psychological distress through workplace bullying and personality traits: A moderated-mediation model

Examining Nurses’ Vengeful Behaviors: The Effects of Toxic Leadership and Psychological Well-Being

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