Psychological safety climate and workplace bullying in Vietnam’s public sector

The bureaucratic and impersonal nature of public management can fertilize workplace bullying and risks for psychological health and safety. Psychological safety climate (PSC) is an important indicator to reduce psychological hazards. Yet, there have been few studies conducted to examine the existence of PSC in the public sector in non-Western economies. This study examined the implementation of PSC and its effects on 274 employees from six branches of a Vietnamese public sector organization. The results suggest that senior management in organizations should consider positive work conditions and an effective system of policies, procedures, and practices for the prevention of psychosocial hazards.     

From schoolyard to workplace: The impact of bullying on sales and business employees' machiavellianism,job satisfaction,and perceived importance of an ethical issue

Bullying can precipitate many negative outcomes at work, but previous research does not adequately address how such misbehavior affects employee dispositions and attitudes; how these characteristics impact ethical decision making is also underexplored. Given these research gaps, the purpose of this study is to assess (1) the impact of bullying on Machiavellianism and job satisfaction, and (2) the influences of Machiavellianism and job satisfaction on perceived ethical issue importance, a measure of ethical decision making. Three hundred eighty‐four sales and business employees working for different firms operating in the United States answered a self‐report questionnaire. The findings showed that, after accounting for social desirability bias, workplace bullying was positively associated with Machiavellianism and negatively associated with job satisfaction. Machiavellianism was negatively related to the perceived importance of an ethical issue embedded in a vignette highlighting Machiavellianism and latent bullying behaviors. In addition, job satisfaction was positively related to ethical issue importance. Finally, both Machiavellianism and job satisfaction mediated the relationship between bullying experiences and importance of an ethical issue, as evidenced by their significant indirect effects. HR professionals should minimize bullying and Machiavellianism to reduce the corrosive effect on the ethical environment and enhance work attitudes and ethical decisions.     

“The Worse You Behave, The More You Seem, to be Rewarded”: Bullying in Nursing as Organizational Corruption

This paper reports findings from the first, qualitative stage of a national sequential, mixed method study of bullying in the Australian nursing workplace. Twenty-six nurses who had experience of workplace bullying were recruited from two Australian public sector health care organizations. Examining the narrative data from the viewpoint of bullying being a corrupt activity we present an alternative perspective on group acts of bullying. By exploring bullying as corrupt behaviour, this paper challenges the assumption that bullying can be principally considered a series of isolated events stemming from interpersonal conflict, organizational pressures, or poor work design. Corruption in organizations has not previously been linked with or compared to bullying. In revealing the manner in which actors can engage in corrupt conduct that includes bullying, the findings from our study offer important implications for the management of workplace bullying as a serious and corrupt activity.     

Sticks and Stones may Break Your Bones, but Words can Break Your Spirit: Bullying in the Workplace

Workplace bullying has a well-established body of research internationally, but the United States has lagged behind the rest of the world in the identification and investigation of this phenomenon. This paper presents a managerial perspective on bullying in organizations. The lack of attention to the concept of workplace dignity in American organizational structures has supported and even encouraged both casual and more severe forms of harassment that our workplace laws do not currently cover. The demoralization victims suffer can create toxic working environments and impair organizational productivity. Some methods of protecting your organization from this blight of bullying are proposed. Bullying has always been part of the human condition; history is rife with references to abuse of power and unnecessary or excessive force. The classic bully story is of Joseph and his brothers, a tale of envy and hostility. The refinement of bullying to include various forms of legally defined social harassment is a relatively late phenomenon, however, dating to the Civil Rights Act of 1964. In the United States, bullying is not illegal, whereas it is illegal in many other countries. Bullying is not about benign teasing, nor does it include the off-color jokes, racial slurs, or unwelcome advances that are the hallmarks of legally defined harassment. Workplace bullying is the pattern of destructive and generally deliberate demeaning of co-workers or subordinates that reminds us of the activities of the schoolyard bully. Unlike the schoolyard bully, however, the workplace bully is an adult, usually (but not always) aware of the impact of his or her behavior on others. Bullying in the workplace, often tacitly accepted by the organizational leadership, can create an environment of psychological threat that diminishes corporate productivity and inhibits individual and group commitment. The two examples that follow will help to clarify the difference between harassment and bullying.     

Workplace bullying and presenteeism in the cruise industry: Evaluating the effect of social support

A cruise ship constitutes a unique research laboratory for the study of workplace bullying and presenteeism because of its manifestation of the phenomena and situations that traditionally characterize total institutions. This study analyzes the role of workplace bullying as a potential risk factor for presenteeism in the workplace and the moderating role of social support. Results confirmed that work-related bullying is positively connected to the phenomenon of presenteeism, whereas person-related bullying is negatively related. The findings also confirmed the role of social support, specifically supervisor support, as a moderating agent of this relationship. The supporting details are further elaborated, and the main implications for the future of the cruise industry are presented. The findings can facilitate cruise line companies in designing prevention plans and implementing well-targeted anti-bullying policies according to the type of workplace bullying experienced by workers that can substantially improve their effectiveness.     

The price of fear: Estimating the financial cost of bullying and harassment to the NHS in England

Using a spectrum of measures, this paper estimates some of the financial costs of bullying and harassment to the NHS in England. By means of specific impacts resulting from bullying and harassment to staff health, sickness absence costs to the employer, employee turnover, diminished productivity, sickness presenteeism, compensation, litigation and industrial relations costs, we conservatively estimate bullying and harassment to cost the taxpayer £2.281 billion per annum.     

The negative consequences of school bullying on academic performance and mitigation through female teacher participation: evidence from Ghana

Exploiting data from Ghanaian schools’ eighth grade students collected in 2011, we estimate the causal effects of school bullying on academic achievement and gender-based mitigating approaches by using propensity score matching (PSM) and doubly robust (DR) estimator approach. We find that students victimized by bullying score at least 0.22 standard deviation lower than their peers in a standardized mathematics examination. Meanwhile, we document that the effect of bullying is significantly attenuated in the presence of female teachers in the classroom. These results hold through a set of robustness checks including placebo regressions and matching quality test. We explain the results through gender difference in teaching paradigm and conclude that a feminine management approach in class is required to reduce the effect of bullying.     

简析新形势下校园欺凌行为的特征、成因和对策

校园欺凌指以直接或间接的方式故意伤害他人的行为,本文通过对近年来对校园欺凌行为的研究和访谈调查。主要从校园欺凌行为的定义、特征、产生的原因以及合理的解决策略等四个角度对此进行探讨。有利于引导学生健康成长和学校的管理。     

Towards typologies of virtual maltreatment: sport,digital cultures & dark leisure

Abstract

A changing technological context, specifically that of the growth of social media, is transforming aspects of leisure behaviour, especially in terms of negative interactions between followers of sport and athletes. There is a growing body of research into the maltreatment of adult athletes, exploring issues such as abusive acts or behaviours against the individual, including acts of physical and/or psychological violence to the person. Existing research, however, focuses upon face-to-face behaviours, and to date the nature of abuse in online spaces has been overlooked. It is becoming ever more apparent that virtual environments create optimal climates for abuse to occur due to the ability for individuals to communicate in an instantaneous, uncontrolled and often anonymous manner in virtual worlds. Using a netnographic approach, an analysis of a popular social media platform (Twitter) was conducted to examine the types of abuse present in online environments. This paper presents a conceptual typology, identifying four broad types of abuse in this setting; physical, sexual, emotional and discriminatory; examples of each form are presented. Findings highlight how online environments can pose a significant risk to individual emotional and psychological safety.     

攻击型受欺负儿童的特点研究

攻击型受欺负儿童是与攻击者及单纯受欺负者有关的不同群体,这类儿童在社交、学习等方面均表现较差,且有不良情绪问题,是处境较为不利的一类儿童。因此,本研究将系统考察攻击型受欺负儿童的特点,以期系统把握其整体状况,了解家庭各相关变量的影响作用,为家庭教育和心理健康指导提供依据。