The impact of bystanding to workplace bullying on symptoms of depression among women and men in industry in Sweden: an empirical and theoretical longitudinal study

Improving the acceptability of social robots: Make them look different from humans

The social robots market will grow considerably in the coming years. What the arrival of these new kind of social agents means for society, however, is largely unknown. Existing cases of robot abuse point to risks of introducing such artificial social agents (ASAs) without considerations about consequences (risks for the robots and the human witnesses to the abuse). We believe that humans react aggressively towards ASAs when they are enticed into establishing dominance hierarchies. This happens when there is a basis for skill comparison. We therefore presented pairs of robots on which we varied similarity and the degree of stimulatability of their mechanisms/functions with the human body (walking, jumping = simulatable; rolling, floating = non-simulatable). We asked which robot (i) resembled more a human, (ii) possessed more "essentialized human qualities" (e.g. creativity). To estimate social acceptability, participants had also (iii) to predict the outcome of a situation where a robot approached a group of humans. For robots with simulatable functions, rating of essentialized human qualities decreased as human resemblance decreased (jumper < walker). For robots with non-simulable functions, the reversed relation was seen: robots that least resembled humans (floater) scored highest in qualities. Critically, robot's acceptability followed ratings of essentialized human qualities. Humans respond socially to certain morphological (physical aspects) and behavioral cues. Therefore, unless ASAs perfectly mimic humans, it is safer to provide them with mechanisms/functions that cannot be simulated with the human body.

Workplace Bullying Seen from the Perspective of Bystanders: Effects on Engagement and Burnout, Mediating Role of Positive and Negative Affects

The first and original aim of this study was to measure the impact of workplace bullying (WB) seen from the perspective of the witnesses (bystanders) on the work engagement and the burnout of these bystanders. The second aim was to test the mediating roles of affects between WB seen from the perspective of bystanders and two resulting variables, bystanders' work engagement and bystanders' burnout. This study was conducted using self-administered questionnaires with WB bystanders (n = 222) from the Cameroonian health sector. The results indicated that positive and negative affects played mediating roles between WB as seen by witnesses and the two resulting variables, burnout and work engagement. This study offers new avenues for intervention on the issue of WB bystanders. In addition to prevention for victims, witnesses experiencing bullying as bystanders in Cameroon must be supported and accompanied by occupational health services, occupational and psychosocial risk prevention workers, psychologists, as well as human resources.

Beyond Bullying, Aggression, Discrimination, and Social Safety: Development of an Integrated Negative Work Behavior Questionnaire (INWBQ)

Negative work behavior (NWB) threatens employee well-being. There are numerous constructs that reflect NWBs, such as bullying, aggression, and discrimination, and they are often examined in isolation from each other, limiting scientific integration of these studies. We aim to contribute to this research field by developing a diagnostic tool with content validity on the full spectrum of NWBs. First, we provide a full description of how we tapped and organized content from 44 existing NWB measurement instruments and 48 studies. Second, we discussed our results with three experts in this research field to check for missing studies and to discuss our integration results. This two-stage process yielded a questionnaire measuring physical, material, psychological, sociocultural, and digital NWB. Furthermore, the questions include a range of potential actors of NWB, namely, internal (employees, managers) and external actors (clients, customers, public, and family members) at work and their roles (i.e., target, perpetrator, perpetrator's assistant, target's defender, outsider, and witness of NWBs). Finally, the questionnaire measures what type of harm is experienced (i.e., bodily, material, mental, and social harm).

Hussenoeder F, Conrad I, Riedel-Heller S, Romero Starke K. Psychosocial Occupational Exposures and Mental Illness

BACKGROUND

The purpose of this study is to investigate the exposure-risk relationship between psychosocial occupational stress and mental illness.

METHODS

We conducted a systematic review with meta-analyses as an update of a systematic review published in 2014. The study protocol was registered in PROSPERO (CRD42020170032). Literature searches were carried out in the MEDLINE, PsycINFO, and Embase databases. All procedural steps were performed independently by two reviewers; discordances were solved by consensus. All of the included full texts were subject to a methodological appraisal. Certainty of evidence was determined with the GRADE procedure.

RESULTS

The pooled risk of depression was found to be approximately doubled in workers exposed to high job strain, which is defined as high work demands combined with low job control (effect estimate [EE] = 1.99, 95% CI [1.68; 2.35], heterogeneity [I2] = 24.7%, n = 8). In particular, high work demands are associated with incident depression (ES = 13.8 [1.19; 1.61], I2 = 69.0%, n = 9) and with incident anxiety disorder (ES = 1.79 [1.44; 2.23], I2 = 48.1%, n = 5). There were only a small number of methodologically adequate studies available on burnout, somatoform disorders, suicidal ideation, and suicide. Thus, no pooled risk estimates were calculated, although some individual studies showed a considerably increased risk.

CONCLUSION

Psychosocial occupational stress is clearly associated with depression and anxiety disorders.

Burnout among Telecommunication Sales Managers

(1) Background: Various investigations have confirmed that burnout prevails in intensive and demanding contemporary working environments. Most of these studies have analyzed the associations between emotional exhaustion and various work factors. We studied the gap in the literature by simultaneously considering the three commonly recognized dimensions of burnout (emotional exhaustion, depersonalization, and reduced personal accomplishment) using a representative sample of telecommunication sales managers. (2) Methods: 849 survey respondents completed an anonymous questionnaire that included items representing psychosocial factors at work, lifestyle characteristics, and the Maslach Burnout inventory. The hierarchical regression analysis revealed the predictors of emotional exhaustion, depersonalization, and reduced personal accomplishment. (3) Results: job demands and witnessing bullying at the workplace were the most powerful predictors of emotional exhaustion, followed by self-rated health, night work, education, and physical inactivity. Witnessing bullying at the workplace, job control, self-rated health, and physical inactivity were the strongest predictors of depersonalization. Finally, direct experiences of negative acts at the workplace, job control, social support at work, bullying exposure duration, family crises, physical inactivity, smoking and alcohol, and body mass index were the most important predictors of reduced personal accomplishments. (4) Conclusions: the present study fills a gap in the research surrounding the three dimensions of burnout. The findings not only confirm that high job demands, low job control, and low social support at work contribute to burnout but also contribute to the novel understanding that workplace bullying plays an integral role.

Work-unit measures of psychosocial job stressors and onset of bullying: a 2-year follow-up study

OBJECTIVES

Numerous studies have examined the health consequences of workplace bullying, but little is known about workplace antecedents of workplace bullying. This study examines whether high psychological demands, low levels of justice at work, and low decision latitude increase the occurrence of being bullied or witnessing bullying.

METHODS

In 2007, 4489 Danish public employees answered a questionnaire with follow-ups in 2009 (72%) and 2011 (73% of 2009 respondents). We examined the longitudinal association between exposure to job stressors in 2007 and 2009 and bullying in 2009 and 2011, respectively, on an individual and work-unit level. For each working condition (psychological demands, decision latitude, procedural and relational justice), we calculated a mean value. Odds ratios were calculated by logistic regression.

RESULTS

Low levels of individual-level relational justice, compared to high levels, were associated with a higher risk of both witnessing episodes of bullying (OR 1.66, 95% CI 1.11-2.48) and perceiving oneself as a target of bullying (OR 2.21, 95% CI 1.17-4.16). Low levels of work-unit level relational justice were associated with a higher risk of witnessing bullying (OR 1.55, 95% CI 1.04-2.30) but not perceiving oneself as a target of bullying. The other workplace characteristics exhibited no or less consistent associations across the different analytical approaches.

CONCLUSION

Low levels of relational justice prospectively predicted the occurrence of workplace bullying within a 2-year period for three out of four methodological approaches, suggesting that relational justice plays a role in the prevention of workplace bullying.

Health and Risk Behaviors of Bystanders: An Integrative Theoretical Model of Bystanders' Reactions to Mistreatment

This article constructs a comprehensive theoretical model that outlines bystanders' emotional and behavioral responses to the mistreatment of adolescent peers. The model captures bystanders' risk and health risk behaviors, which have been overlooked in the context of their reactions; when addressed at all in connection with bystanders of bullying among adolescents, they have been treated separately. Here, we present bystanders' emotional and cognitive reactions and their impact on bystanders' responses including a set of responses that demonstrate risk and health risk behaviors that are directed to the bystander as a victim by proxy. The theoretical framework is the conservation of resources theory, which posits that personal resources (i.e., potency and moral disengagement) and social resources impact the process that leads to bystanders' reactions. Previous models have overlooked the integrative viewpoint of bystanders, and comprehensive models that explain bystanders' behavioral and emotional responses have received little attention especially with regards to adolescents. Two recent models overlooked core features embedded in the current model, including the risk and health risk behaviors that it integrates. The proposed model presents a novel and more comprehensive view of bystanders' reactions and the process underlying these reactions. It integrates existing knowledge embedded in other existing models. At the same time, this perspective indicates the centricity of potency as a key resource that dictates the emotional response and behaviors of bystanders. This potentially allows for new applications in the mitigation of adverse impacts that follow the witnessing of mistreatment. The article discusses these applications, which are based on previous findings, their implications for practice, and directions for future empirical research necessary to validate the model.

Killing two birds with one stone: how intervening when witnessing bullying at the workplace may help both target and the acting observer

Objective

This study examines under which conditions being an observer of bullying can be detrimental to health and well-being. It was hypothesized that health-related problems following observations of bullying are determined by (1) whether the observer has been exposed to bullying her/himself and (2) whether the observer have tried to intervene in the bullying situation that they witnessed.

Methods

The study was based on a longitudinal probability survey of the Swedish workforce, with an 18-month time lag between assessment points (N = 1096).

Results

Witnessing bullying at work were associated with an increase in subsequent levels of mental distress among the observers, although this association became insignificant when adjusting for the observers’ own exposure to bullying. Intervening against bullying moderated the relationship between observations of bullying and mental health problems. Observers who did not try to intervene reported a significant increase in mental health problems at follow-up, whereas there were no significant changes in levels of mental health problems among those who did intervene.

Conclusions

the findings suggest that observer interventions against bullying may be highly beneficial for both the targets and observers of bullying. Organizations should therefore invest in ways to increase constructive bystander behavior in negative social situations at the workplace.

Electronic supplementary material

The online version of this article (10.1007/s00420-020-01575-w) contains supplementary material, which is available to authorized users.

Workplace Bullying Among Nurses: Developing a Model for Intervention

Workplace bullying is endemic to the nursing profession and it threatens nurses' health and ability to work safely. However, effective interventions to prevent workplace bullying are lacking. A sample of hospital nurses (n = 15) explored experiences of bullying and ideas for intervention via four focus groups in 2016. Four main themes emerged from the qualitative content analysis: (a) characteristics that define bullying behavior; (b) facilitators of bullying; (c) consequences of bullying; and (d) possible interventions. Although personal characteristics played a role, bullying was primarily facilitated by workplace and organizational factors that hindered the establishment of collegiality and team trust among nurses. Findings have informed a conceptual model for prevention of nurse-to-nurse bullying with ethical leadership and communication, trust, and social cohesion in work teams as key elements.

Development of an e-health education program at the workplace using formative research - Technologies for improving quality of life

BACKGROUND

e-Learning, a means by which to expand people's access to information can be effective in promoting health in the workplace. This study to present steps in the development of an e-health education program at the workplace.

OBJECTIVE

This study aimed to present all steps of develop a telehealth education program for computer users using formative research to identify themes to health education for workers.

METHODS

A team of expert conducted focus groups with administrative workers (n = 36 participants) to identify thematic health to the development of program. Three meetings were audio video recorded, and notes. All data were based on constant analysis, classical content analysis and keywords in-context.

RESULTS

The content of the nine audio videos included four musculoskeletal health topics (Walking Program, Back School, Muscle Relaxation Techniques, and Work-related Musculoskeletal Diseases); three to healthy diet (Eating and Commensality, Ultra-processed Food and Food labeling, and Oil and Fat); two to mental health (Burnout Syndrome and the Meaning of work).

CONCLUSION

The proposed steps in the development of a workplace e-health education program were successfully achieved. The engagement of the workers' staged focus groups was fundamental to the choice of themes relevant to the population in question.

Assédio moral no trabalho: do enfrentamento individual ao coletivo

Resumo Objetivo: relatar uma experiência de acolhimento de trabalhadores em um serviço escola de psicologia e apresentar os resultados obtidos por meio de ações desenvolvidas para o enfretamento, individual e coletivo, de assédio moral no trabalho. Métodos: relato de intervenção vivenciada em serviço de psicologia. A intervenção se deu em dois momentos: 1) acolhimento terapêutico individual do caso inicial, 2) acolhimento em grupo. O atendimento individual ocorreu em oito encontros e o de grupo, constituído por sete trabalhadores, em nove encontros. A análise se deu com a leitura de prontuários e diários e de reuniões para discussão e convergência dos conteúdos emergidos. Resultados: foram sistematizados dois dispositivos de análise, o assédio ao indivíduo e o assédio ao grupo. O primeiro apontou as reelaborações do trabalhador frente ao fenômeno. O segundo promoveu o fortalecimento enquanto grupo, por meio da partilha e da construção coletiva dos meios de enfrentamento. Conclusão: reafirma-se a importância do acolhimento ao assediado e/ou testemunhas como modo inicial para enfrentar o assédio, seguido da necessidade de espaços coletivos para ressignificação dos efeitos psicossociais que o assédio moral produz ao trabalhador e ao seu trabalho.

Workplace Bullying and Psychological Distress: A Longitudinal Multilevel Analysis Among Japanese Employees

OBJECTIVE

We sought to investigate the contextual effect of workplace bullying on subsequent individual psychological distress and intention to leave.

METHODS

A longitudinal study was conducted among 3142 Japanese employees in the public sector. Both the baseline and follow-up questionnaires inquired about demographic and occupational characteristics, workplace bullying, psychological distress, and intention to leave.

RESULTS

The results of three-level (individual-division-department) multilevel analyses revealed that division-level workplace bullying was associated with increased individual-level psychological distress after adjustment for individual experience of workplace bullying, while the association between individual experience of bullying and psychological distress was not statistically significant in the same model.

CONCLUSION

The results of the current study suggest that the presence of bullying in the workplace can have a detrimental effect on employees' mental health even if they are not personally victimized.

Organizational justice, justice climate, and somatic complaints: A multilevel investigation

OBJECTIVE

Organizational justice refers to perceived fairness at the workplace. Individual perceptions of injustice have been linked to reduced mental and physical health. However, perceptions of injustice also exist at the aggregate level of departments, reflecting a shared perception, denoted as justice climate. There is evidence that this shared perception independently predicts individual distress levels (e.g., anxiety, depression), which might negatively affect somatic symptom perception and reporting. Hence, the objective of this study was to examine whether individual perceptions of poor justice as well as a poor justice climate are related to elevated somatic complaints. In addition, this study examined if justice climate moderates the relationship between individual-level justice perceptions and somatic symptom reporting.

METHODS

Cross-sectional data from a large industrial manufacturing company was used, involving 1,102 employees in 31 departments. A validated scale covering interactional and procedural justice assessed individual-level organizational justice. A 19-item symptom checklist measured somatic complaints. Multilevel analyses estimated individual-level associations (within-department effects) with somatic complaints, department-level associations (between-department effects), and the cross-level interaction of both.

RESULTS

Individual-level justice perceptions were negatively associated with somatic complaints. Collective justice climate was likewise significantly associated with somatic complaints. There was no indication for a moderation effect of justice climate.

CONCLUSION

A poor justice climate correlated positively with individual somatic complaints while controlling for individual perceptions, i.e., above and beyond individual justice perceptions. These findings may imply that interventions targeting department-level perceptions of justice may have the potential to reduce individual somatic complaints beyond the effects of individual-level interventions.

Enemies of Ethics Equals Environmental Exodus, Part 2

Bullying and mobbing in the workplace have accelerated at alarming rates around the world in the past decade. Health care workers, nurses, managers, physicians, and owners of organizations, sometimes choose unethical methodology as a means to obtain personal and/or organizational goals. The consequences of these unethical decisions have a profound impact on the victim, bystanders, the organization, as well as the nursing profession. As a result, victims (nurses) often suffer from physiological and psychological distress, posttraumatic stress disorder, suicide, and erosion of professional confidence; patient's quality of care is undermined; nurses exit the profession; and organizations suffer from decreased morale, decline in productivity, financial loss, and a tarnished reputation.

Enemies of ethics equals environmental exodus, part 1

Nursing is known as a respected profession in society. Nursing is also ranked as a leading career fostering unethical behavior amongst one another. Historically, nurses are known to "eat their young," meaning new graduate nurses may undergo a brief period of hazing conducted by the experienced nurse. In the past two decades, research demonstrates an increasing trend, often acceptable within an organization, of bullying, lateral violence and mobbing amongst nurses. This type of intentional repetitive harassment inflicts physical and psychological harm to nursing colleagues. It is important for nurses to be familiar with signs of bullying, feel confident in sharing the observation with leadership, and possess the knowledge to make an ethical decision. This type of aggression within an organization affects all employees, the organization's finances and reputation, and most importantly, the quality of patient care, all negatively. The culture of an organization reflects the leadership. Transformational management style, open communication, behavioral expectations, policies and procedures, along with a zero-tolerance course of action for bullying behaviors, are necessary when developing a healthy workplace environment. Laws and regulations in certain states are in place supporting healthy workplace environments. Public awareness concerning bullying, mobbing, and harassment within the workplace has increased secondary to the media's publicity on the subject. Nurses should reflect on the theoretical frameworks of the nursing profession and strive to role model virtues of integrity, ethics and civility within their personal and professional life.

Nurse Bullying: Impact on Nurses’ Health

Workplace bullying has been experienced by 27% to 80% of nurses who have participated in studies. Bullying behaviors negatively impact the health of nurses. This study examined whether nurses’ resilience had an impact on the effects of bullying on the nurse’s health. This cross-sectional descriptive study surveyed licensed registered nurses in one state. The sample ( N = 345) was predominately female (89%) and Caucasian (84%), with an average age of 46.6 years. In this sample, 40% of nurses were bullied. Higher incidence of bullying was associated with lower physical health scores ( p = .002) and lower mental health scores ( p = .036). Nurses who are bullied at work experience lower physical and mental health, which can decrease the nurses’ quality of life and impede their ability to deliver safe, effective patient care.

Defending behaviors, bullying roles, and their associations with mental health in junior high school students: a population-based study

BACKGROUND

Students should be encouraged to help prevent or stop bullying. However, defending victims of bullying can impact on mental health. It is not only bystanders who may defend victims, but bullies, victims and bully-victims can also have defending behaviors. Nevertheless, most studies of defending behaviors have been limited to an examination of the reactions of bystanders or those not involved in bullying and have ignored the other players. The aim of this study is to investigate the associations between defending behaviors and mental health among bullies, victims, bully-victims and bystanders.

METHODS

Associations among defending behaviors, mental health (including depressive symptoms and social anxiety), and bullying experiences were cross-sectionally examined in 3441 students (13-15 years old.) from 20 randomly selected junior high schools in Taiwan using a self-report questionnaire. SAS 9.3 Survey Analysis procedures were used to conduct descriptive analysis and multiple regression models.

RESULTS

Defending behaviors were associated with bullying roles and were higher in victims than in bullies or bystanders. Defending behaviors were positively associated with social anxiety and depressive symptoms. After stratifying by bullying roles, defending behaviors were positively associated with social anxiety in bystanders, and were positively associated with depressive symptoms in victims and bystanders. However, defending behaviors were not significantly associated with mental health indicators in bullies.

CONCLUSIONS

The associations between defending behaviors and mental health varied according to bullying roles. The results suggest that bystanders and victims experience more mental health effects than bullies. Intervention programs aimed at preventing bullying should focus on strategies that minimize social anxiety and depression in victims and bystanders, and urge students to help vulnerable peers during bullying events.

Psychological and Social Work Factors as Predictors of Mental Distress and Positive Affect: A Prospective, Multilevel Study

Occupational health research has mainly addressed determinants of negative health effects, typically employing individual-level self-report data. The present study investigated individual- and department-level (means of each work unit) effects of psychological/social work factors on mental distress and positive affect. Employees were recruited from 63 Norwegian organizations, representing a wide variety of job types. A total of 4158 employees, in 918 departments, responded at baseline and at follow-up two years later. Multilevel linear regressions estimated individual- and department-level effects simultaneously, and accounted for clustering of data. Baseline exposures and average exposures over time ([T1+T2]/2) were tested. All work factors; decision control, role conflict, positive challenge, support from immediate superior, fair leadership, predictability during the next month, commitment to organization, rumors of change, human resource primacy, and social climate, were related to mental distress and positive affect at the individual and department level. However, analyses of baseline exposures adjusted for baseline outcome, demonstrated significant associations at the individual level only. Baseline “rumors of change” was related to mental distress only and baseline “predictability during the next month” was not a statistical significant predictor of either outcome when adjusted for outcome at baseline. Psychological and social work factors were generally related to mental distress and positive affect in a mirrored way. Impact of exposures seemed most pervasive at the individual level. However, department-level relations were also discovered. Supplementing individual-level measures with aggregated measures may increase understanding of working conditions influence on employees`health and well-being. Organizational improvements focusing on the work factors in the current study should be able to reduce distress and enhance positive affect. Furthermore, both targeting individual employees and redesigning working conditions at the work unit level seems important.

Associations of workplace bullying and harassment with stress reactions: a two-year follow-up study

The purpose of this prospective study was to investigate the effect of the patterning of workplace bullying and harassment over two time points (chronic, remission, onset, and never) on psychological and physical stress reactions. The subjects were 543 workers at welfare facilities for the elderly in Japan who completed a self-administered questionnaire at Time 1 (from August to September, 2009) and at Time 2 (from September to October, 2011). Workplace bullying and harassment were assessed using the Negative Acts Questionnaire (NAQ). Stress reactions were assessed using the Brief Job Stress Questionnaire. In the multiple logistic regression analyses, onset of person-related bullying was significantly (p<0.05) positively associated with both psychological and physical stress reactions at Time 2. Chronic form of person-related bullying was significantly (p<0.05) positively associated with psychological stress reaction at Time 2. Onset of sexual harassment was significantly (p<0.05) positively, and remission of sexual harassment was significantly (p<0.05) negatively associated with physical stress reaction at Time 2. Onset and chronic form of person-related bullying and onset of sexual harassment can cause stress reactions. Remission of sexual harassment can terminate physical stress reaction.

Psychological and social work factors as predictors of mental distress: a prospective study

Studies exploring psychological and social work factors in relation to mental health problems (anxiety and depression) have mainly focused on a limited set of exposures. The current study investigated prospectively a broad set of specific psychological and social work factors as predictors of potentially clinically relevant mental distress (anxiety and depression), i.e. “caseness” level of distress. Employees were recruited from 48 Norwegian organizations, representing a wide variety of job types. A total of 3644 employees responded at both baseline and at follow-up two years later. Respondents were distributed across 832 departments within the 48 organizations. Nineteen work factors were measured. Two prospective designs were tested: (i) with baseline predictors and (ii) with average exposure over time ([T1+T2]/2) as predictors. Random intercept logistic regressions were conducted to account for clustering of the data. Baseline “cases” were excluded (n = 432). Age, sex, skill level, and mental distress as a continuous variable at T1 were adjusted for. Fourteen of 19 factors showed some prospective association with mental distress. The most consistent risk factor was role conflict (highest odds ratio [OR] 2.08, 99% confidence interval [CI]: 1.45–3.00). The most consistent protective factors were support from immediate superior (lowest OR 0.56, 99% CI: 0.43–0.72), fair leadership (lowest OR 0.52, 99% CI: 0.40–0.68), and positive challenge (lowest OR 0.60, 99% CI: 0.41–0.86). The present study demonstrated that a broad set of psychological and social work factors predicted mental distress of potential clinical relevance. Some of the most consistent predictors were different from those traditionally studied. This highlights the importance of expanding the range of factors beyond commonly studied concepts like the demand-control model and the effort-reward imbalance model.