Exposure to bullying behaviours and support from co-workers and supervisors: a three-way interaction and the effect on health and well-being

Disclosure Decisions of Workers Living with a Chronic Health Condition Causing Disability at Work: Are Decisions to Disclose to Co-workers and Supervisors Different?

PURPOSE

Individuals living with chronic physical or mental health/cognitive conditions must make decisions that are sometimes difficult about whether to disclose health information at work. This research investigated workers' decisions to not to disclose any information at work, disclosure to a supervisor only, co-workers only, or to both a supervisor and co-workers. It also examined personal, health, and work factors associated with disclosure to different groups compared to not disclosing information.

METHODS

Employed workers with a physical or mental health/cognitive condition were recruited for a cross-sectional survey from a national panel of Canadians. Respondents were asked about disclosure decisions, demographics, health, working experience, work context, and work perceptions. Multinomial logistic regressions examined predictors of disclosure.

RESULTS

There were 882 respondents (57.9% women). Most had disclosed to both co-workers and supervisors (44.2%) with 23.6% disclosing to co-workers only and 7% to a supervisor only. Age, health variability, and number of accommodations used were significant predictors of disclosure for all groups. Job disruptions were associated with disclosure to supervisors only and pain and comfort sharing were associated with co-worker disclosure.

CONCLUSION

The findings highlight that disclosure to co-workers is common despite being an overlooked group in workplace disclosure research. Although many similar factors predicted disclosure to different groups, further research on workplace environments and culture would be useful in efforts to enhance workplace support.

Psychometric properties and cut-off scores for the Swedish version of the Negative Acts Questionnaire: The full scale and short version

The present study investigates the psychometric properties and cut-off scores of a Swedish version of the Negative Acts Questionnaire, the most frequently used instrument to measure exposure to workplace bullying. Based on a probability sample of the Swedish workforce (n = 1853), we investigate the validity of both the full version (NAQ-R) and the short version (SNAQ). We suggest optimal cut-offs for the NAQ-R and SNAQ, and for the subscales measuring work- and person-related bullying. Based on the cut-off scores we provide estimates of prevalence in a Swedish context. The factor structure and psychometric properties are comparable to the Norwegian original and the English versions of the instrument. We also tested the criterion validity using 11 outcome and antecedent variables to bullying, and all provided support for its validity. The identified cut-off scores differentiate clearly when tested against the 11 variables used to test criterion validity in the study. The results showed that the Swedish version of the NAQ-R, including the SNAQ, is a valid measure of workplace bullying. To our knowledge, this study is the first study presenting statistical cut-offs for the NAQ-R subscales as well as investigating both the NAQ-R and the SNAQ simultaneously. The present study also provides some criticism against and suggestions for improving the NAQ-R, aiming to capture even more of the overall experience of exposure, ability to defend oneself, overall duration, and on- and offline exposure.

The Impact of Workplace Bullying on Turnover Intention and Psychological Distress: The Indirect Role of Support from Supervisors

Workplace bullying is characterized by negative, repetitive, and frequent behaviors towards a person, affecting his/her physical and mental health The present study aimed to assess the relationship between bullying, turnover intention, and psychological distress, considering the potential mediating effect of perceived supervisor support. A questionnaire was completed by 252 women and 172 men (n = 424) from 70 French companies and institutions. They were working in private (70%), public (28%), and parapublic (2%) sectors. Finally, 33 trades are represented in this study: commercial (21%), educational (12%), medical (8.3%), and industry (8.3%) were the most prominently represented. Regression analyses showed that bullying was significantly linked to turnover intention (ß = 0.52, p < 0.05) and psychological distress (ß = 0.78, p < 0.001). Moreover, supervisor support played a mediating role between workplace bullying and turnover intention, as well as between workplace bullying and psychological distress. The implications and perspectives of the present research were subsequently discussed.

Psychosocial study environment characteristics associated with exposure to sexual harassment at a large public university in southern Sweden: a cross-sectional study

BACKGROUND

Universities can be understood as work-like environments for students, with similar risks and expectations regarding psychosocial environment. Limited research has examined this study environment from a Demand-Control-Support perspective with regard to sexual harassment. Understanding this environment is key to designing protective measures. This study aimed to examine the association between individual and psychosocial study environment characteristics and exposure to sexual harassment among students at Lund University, Sweden.

METHODS

This cross-sectional study utilised data from an online survey conducted among students. Questions on background characteristics, exposure to sexual harassment while at university and psychosocial study environment as measured by a Demand-Control-Support-instrument were used. Bivariate, and multivariable logistic regressions were used, together with Population Attributable Fractions (PAF), and synergy indexes (SI).

RESULTS

High demands and low control were independently associated with higher odds of being exposed to sexual harassment among both females and males (OR 1.41, OR 1.26 and OR 1.55, OR1.34, respectively). When adjusting for background characteristics, high study strain (combination of high demands and low control) was associated with exposure to sexual harassment among both female and male respondents (aOR 1.67 and 1.98 respectively) and could account for PAF of 14% and 15% of study environment sexual harassment for females and males, respectively. Low lecturer support was associated with higher odds for sexual harassment among females (aOR 1.19) but not males. Little evidence was found for a buffering effect of student support on high strain and sexual harassment (SI 0.7).

CONCLUSION

Working to reduce situations of high strain study environments could be an effective strategy for reducing sexual harassment in university settings. Improving support from lecturers could also modify this relationship, but more research is required to identify causal pathways underlying this result.

Workplace bullying, symptoms of anxiety and the interaction with leadership quality - a longitudinal study using dynamic panel models with fixed effects

OBJECTIVES

Workplace bullying has been suggested to increase symptoms of anxiety. A reverse relationship has also been proposed. However, so far only few earlier studies have investigated this topic and the reported associations might partly be explained by unmeasured individual characteristics. In this study, we aim to examine the temporality and directionality between workplace bullying and anxiety symptoms, taking time-invariant characteristics into account. Furthermore, we aim to examine whether leadership quality modifies these associations.

METHODS

We included 13 491 individuals from two nationwide cohort studies in Sweden and Denmark. Using cross-lagged structural equation models (SEM) and dynamic panel models with fixed effects, we examined contemporaneous and lagged associations between self-reported workplace bullying and anxiety. Cohort-specific results were estimated and combined using fixed-effect meta-analysis.

RESULTS

The cross-lagged SEM models supported contemporaneous and lagged relationships in both directions (from workplace bullying to symptoms of anxiety and vice versa). In contrast, only contemporaneous relationships remained statistically significant and of considerable magnitude in the dynamic panel models with fixed effects. Specifically, exposure to workplace bullying was related to a concurrent increase in anxiety symptoms (b=0.61, 95% confidence interval 0.32-0.90). No support of interaction with leadership quality was found.

CONCLUSIONS

The results indicate that onset of workplace bullying is associated with an immediate or short-term increase in anxiety symptoms. This study provides novel insights regarding temporal aspects and causal inference of the bullying-anxiety relationship useful for managing psychological hazards and preventing mental illness at work.

Exposure to work-related violence and/or threats of violence as a predictor of certified sickness absence due to mental disorders: a prospective cohort study of 16,339 Swedish men and women in paid work

OBJECTIVES

The aim of this prospective cohort study was to investigate if exposure to work-related violence and/or threats of violence predict certified sickness absence due to mental disorders.

METHODS

Information on work-related exposure to violence and/or threats of violence were derived from the biannual Swedish Longitudinal Occupational Survey of Health (SLOSH) study 2012-2016, including individuals in paid work across Sweden and from different occupations/sectors (n = 16,339). Certified sickness absence due to mental disorders were ascertained from register data from the Swedish Social Insurance Agency. Odds ratios of certified sickness absence due to mental disorders according to exposure to work-related violence were estimated using multiple logistic regression. Several potential confounding variables, such as demographic and socio-economic factors, age, sex, cohabitation, children living at home, socio-economic status, educational level, as well as other types of psychosocial work environmental factors, were adjusted for in the analyses.

RESULTS

In the total study sample, 9% reported exposure to violence and/or threats of violence and the prevalence of sickness absence due to mental disorders was 5%. Exposure to work-related violence and/or threats of violence was associated prospectively with certified sickness absence due to mental disorders (odds ratio 1.46, 95% confidence interval 1.17-1.82, p < 0.01). Analysis of possible interaction showed no difference in association when comparing women to men and different age groups.

CONCLUSIONS

Exposure to work-related violence and/or threats of violence appear to increase the odds of certified sickness absence due to mental disorders. Preventive measures aiming to lower the risk of exposure is thus of great importance.

Examining the job burnout of Chinese hospitality management students in internships via the transactional model

The ongoing COVID-19 pandemic has increased the psychological burden on employees in hotels, which is not conducive to the development of the hospitality industry. Based on a survey of 379 hotel interns from higher vocational colleges in China, this study empirically analyzed the status quo of job burnout in future hotel employees and its influencing factors. The results showed that interns’ job burnout and reduced personal accomplishment were at a medium level. Secondly, according to the transaction model, this study classified the antecedents of job burnout into two categories: personal factors and contextual factors. The results showed that personal factors such as attitude and self-efficacy, and contextual factors such as perceived co-worker support and job satisfaction all had a negative effect on job burnout. However, the influence of ability and perceived supervisor support on job burnout was not significant. This study also investigated the influencing factors of each sub-dimension of job burnout. Self-efficacy, attitude and job satisfaction all had a negative influence on the three sub-dimensions. Ability and perceived co-worker support only had a negative impact on reduced personal accomplishment. There was no statistical correlation between perceived supervisor support and the three sub-dimensions. The results of this study will lay a theoretical foundation so that higher vocational colleges can better organize and implement internships, and hotels can recruit energetic future employees.

The Role of Job Resources in the Relationship between Job Demands and Work-Related Musculoskeletal Disorders among Hospital Nurses in Thua Thien Hue Province, Vietnam

(1) Background: This cross-sectional study aimed to determine the moderating effect of job resources (JR) in the relationship between job demands (JD) and work-related musculoskeletal disorders (WRMSDs) among hospital nurses in the Thua Thien Hue province, Vietnam. (2) Methods: Data were collected via a self-reporting questionnaire administrated to 225 nurses from two hospitals in the Thua Thien Hue province of Vietnam from August to September 2020. The questionnaire included information on musculoskeletal symptoms, JD and JR, and the demographics and job characteristics of participants. The simple moderation analysis was used for data analysis. (3) Results: The findings indicated that 87.6% of nurses had experienced WRMSDs in at least one body region during the previous 12 months, with lower back (65.3%), neck (61.8%), and shoulders (61.8%) being the three most common sites. Physical workloads (PW) and psychological demands (PDs) were significantly correlated with WRMSDs severity (p < 0.05). This study further underlined the moderating role of coworker support (CS) on the relationship between PW and WRMSD severity. WRMSDs severity significantly increased when PW was high alongside a low level of CS. (4) Conclusions: The current study indicated that nurses should be provided with appropriate CS to minimize WRMSDs severity. Furthermore, an intervention program for managing WRMSDs in nurses may involve minimizing physical risk factors and PDs.

Bullying behavior and employee well-being: how do different forms of social support buffer against depression, anxiety and exhaustion?

PURPOSE

Workplace bullying has severe negative consequences for the well-being of targeted employees. Previous research suggests that social support may buffer against such adverse effects. However, it remains unclear if different forms of support have equally strong effects and if support buffers equally effectively against different outcomes. Further, little is known about social support as a mitigating factor in remote occupational groups such as seafarers. This study examines the buffering effects of four forms of support (instrumental and emotional peer support, company support, non-work support) on three aspects of employee well-being (depression, anxiety, and exhaustion) among seafarers.

METHODS

Responses to a cross-sectional online survey from a convenience sample of 414 seafarers on international commercial vessels were analyzed using moderated regression analyses with PROCESS.

RESULTS

Exposure to workplace bullying behavior increased seafarers' depression, anxiety and exhaustion. Instrumental peer support and non-work support buffered the negative impact of bullying on depression. The impact of bullying on exhaustion was buffered by company support. The impact of bullying on anxiety was not buffered by any of the four forms of support.

CONCLUSION

Extending previous research, the findings suggest that the interaction between workplace bullying and support depends not only on the source of support, but also on the type of support and the outcome considered. While support from colleagues on board was important for seafarers, company and non-work support must not be overlooked. Interventions should, therefore, encourage the development of peer support and ensure access to shore-based support for workers in remote locations.

Construction and validation of an instrument to measure workplace bullying

Purpose

This paper aims to develop and test an instrument to measure workplace bullying in the Thai context.

Design/methodology/approach

The research has three phases. Phase 1 involved the development of an instrument and constructs/items as well as testing of content validity and reliability. Phase 2 used exploratory factor analysis to identify the appropriate constructs and items to be included in the instrument. Phase 3 consisted of confirmatory factor analyses to confirm that the measurement instrument built in this research is effective for measuring workplace bullying. Data were collected through interviews of experts and stakeholders in human resource (HR), and through online questionnaires completed by 340 HR employees in Thailand.

Findings

Results revealed that workplace bullying can be classified into three types: work-related bullying, personal-related bullying and physical-related bullying. Findings confirmed the constructs using theoretical concepts and empirical evidence with values of χ2 = 120.473, df = 98, p = 0.061, χ2/df = 1.229, goodness of fit index = 0.961, adjusted goodness of fit index = 0.938, Tucker-Lewis Index = 0.992, comparative fit index = 0.994 and root mean square error of approximation = 0.026.

Research limitations/implications

The findings of this study add further knowledge to the field of organizational behaviour and could be valuable for developing management theories regarding building an effective work climate. The three types of workplace bullying (work-related, personal-related and physical-related bullying) can be studied as independent, dependent or mediating variables that can both influence and mediate. Results can be used to explain behavioural aspects of workplace bullying in clear and accurate terms.

Practical implications

The developed instrument can accurately measure levels of workplace bullying behaviours of employees in different organizations with high levels of validity and reliability. Results can be used to develop interventions and guidelines for managing or reducing workplace bullying of employees. The instrument can also be used as a research tool for further studies of bullying behaviour.

Social implications

Diversity, equality and sustainability are characteristics of organizations that have developed an effective and happy work culture. Allowing workplace bullying to occur can negatively affect such a productive organizational climate. Therefore, the research findings have social implications in terms of their ability to monitor workplace, as well as community bullying.

Originality/value

The instrument to measure workplace bullying was developed and improved by blending Western concepts with interview data about workplace bullying behaviours experienced by HR employees in Thailand. The instrument can facilitate the measurement of employee bullying levels in companies and can contribute to future studies of bullying behaviours in organizations or workplaces.

Mediating Effects of Work Eudemonic Well-being for the Association Between Psychosocial Work Environment and Overall Eudemonic Well-being Among Japanese Workers: A Cross-sectional Study

OBJECTIVE

This study aimed to investigate the mediating effects of eudemonic well-being (EWB) at work for the associations between psychosocial work environment and overall EWB among Japanese workers.

METHODS

We conducted a cross-sectional study using data from a 2018 survey. psychosocial work environment measures included: job demands, job control, and supervisor and coworker support. Path analysis using structural equation modeling and mediation analysis were applied to examine the mediating effects of work EWB.

RESULTS

A total of 834 workers were analyzed. Work EWB completely mediated the associations of job control (β = 0.288, P < 0.001) and coworker support with overall EWB (β = 0.178, P < 0.001).

CONCLUSIONS

The effects of job control and coworker support associated with overall EWB were fully mediated by work EWB.

Gender Matters: Workplace Bullying, Gender, and Mental Health

The aim of this study was to examine the role of gender in the process of workplace bullying. In particular, we examined how gender affects reported prevalence rates and health consequences of bullying. In addition, we pay particular attention to if the measurement method – self-labelling or behavioural experience methods – affects potential gender differences. A longitudinal study, with two measurement points 18 months apart, was conducted in Sweden (n = 1854 at T1; n = 1096 at T2). It was a probability sample out of a population of all 3.3 million people in Sweden working at workplaces with ten or more employees. The results showed a slightly higher tendency for women to self-label as bullied (8% vs. 6%), while a higher proportion of men than women could be labelled as bullied based on the negative acts they had been exposed to (21% vs. 14%). Exposure to negative acts was associated with more subsequent mental health problems for both men and women, whereas self-labelling was associated with mental health problems for men only. Mental health problems at baseline also increased the risk of bullying for both men and women; however, the measurement method affected if the effect was stronger for men or women. Overall, the study advances our understanding of the role of gender in bullying, in particular highlighting the importance of the measurement method for understanding such gender differences.