Workplace Bullying and Occupational Stress Among University Teachers: Mediating and Moderating Factors

Stress, subjective wellbeing and self-knowledge in higher education teachers: A pilot study through bodyfulness approaches

Work-related stress is a major cause of health problems worldwide. Faculty in educational institutions, including universities, also face high levels of stress, which undoubtedly affects their performance, level of personal satisfaction and wellbeing, and the relationship with students. Training interventions based on embodied learning can promote self-knowledge, emotional regulation and stress reduction, thereby increasing levels of psychological well-being. The present pilot study analyzed the impact of body awareness training in 31 university teachers using a controlled, randomized pre-post experimental design, with two experimental groups and a control group (n = 10). The two interventions were: Hatha Yoga (n = 11) and Dance Movement Therapy/Body Mind Centering (n = 10), which we have termed Body Movement Awareness. Variables related to body awareness, mindfulness, wellbeing, life satisfaction and stress were measured using self-perception tests. Cortisol levels, heart rate variability and sleep quality were also analyzed. Finally, participants' reflections were analyzed according to a qualitative approach. The results showed significant differences between the control group and the Hatha Yoga group in terms of stress reduction and wellbeing. The Body Movement Awareness group exhibited evidence of contributions on self-knowledge, communication and kinesthetic empathy, key elements in the educational field. Despite the inherent limitations of the study, the conclusions are encouraging and open new lines of research from embodied approaches that introduce creative movement and group experience as part of the process of emotional regulation and self-knowledge.

Workplace bullying and team performance: the mediating role of team psychological contract breach

Purpose

This paper aims to examine the relationship between workplace bullying (WPB) and team performance (TP). And it also attempts to investigate the mediating role of team psychological contract breach (TPCB) in the relationship between WPB and TP.

Design/methodology/approach

Multiple sources and a time-lagged approach were applied at six-week intervals to 64 work teams across 12 different firms in Turkey to test the hypotheses. A linear regression analysis was conducted to evaluate the association between variables.

Findings

The results indicate that WPB leads to negative perceptions of TPCB, which, in turn, have a negative impact on TP.

Research limitations/implications

This study design cannot establish causality, in spite of the fact that the authors used time-lagged data to decrease common method bias.

Practical implications

Managers or team leaders can design activities or programs (i.e. counselling sessions) to promote group cohesiveness, as well as immediately address complaints from team members who feel aggrieved to counteract the negative effects of bullying and reprimand perpetrators; such actions can mitigate perceptions of psychological contract breach.

Originality/value

Few studies have been conducted to test the mediating role of TPCB in the team context. This study stands out as it examines the mediating effect of TPCB in the relationship between WPB and TP. The findings advance the understanding of how WPB could negatively affect TP in a mediation model.

Stress, anxiety and depression among gastronomes: association with workplace mobbing and work-family interaction

INTRODUCTION

The work in commercial restaurant kitchens is characterized by many labor´s demands and strict commands that can cause damage to the mental health of gastronomes. The aim of this study was to verify the presence of stress, anxiety, and depression among gastronomy workers and associate them with the presence of mobbing at work. Still, it sought to evaluate the work-family interference and test its mediating role in the relationship between mobbing and psychopathology indicators.

MATERIALS AND METHODS

This is an observational-analytical, cross-sectional study with a quantitative approach, in which 160 gastronomes participated (59.4% women), with an average age of 30.81 years. All answered a Sociodemographic and Labor Data Questionnaire, Negative Acts at Work Questionnaire, Depression Anxiety and Stress Scale, and Work-Family Interaction Scale, whose data were analyzed using descriptive and inferential statistics.

RESULTS

A positive association was found between bullying and indicators of stress, anxiety, and depression, as well as negative interference between work-family and family-work with the same indicators. It was also observed the mediating effect of negative interference from work in family, in the relationship between mobbing and indicators of stress, anxiety, and depression.

CONCLUSION

It was concluded, therefore, that the experience of mobbing affects the family and intensifies the psychological illness in gastronomes.

Identification of Workplace Bullying: Reliability and Validity of Indonesian Version of the Negative Acts Questionnaire-Revised (NAQ-R)

Bullying can pose a risk to health and safety, including the risk for damage to the emotional, psychosocial, mental, or physical health of employees in the workplace. Since bullying has a detrimental impact on victims and organizations, several studies on this issue had been conducted using the Negative Acts Questionnaire-Revised (NAQ-R), which is one of the most widely used tools to assess and minimize the occurrence of workplace bullying. However, this tool has not been validated for the Indonesian contexts. In this study, the author tested the reliability and constructed validity of the Indonesian version of NAQ-R. A total of 3140 participants were recruited in this study from various companies from different industries. NAQ-R, Psychosocial Distress (K10), and Satisfaction with Life Scale (SWLS) were administrated through an online survey. The results showed that 22 items yielded three model factors, i.e., person-related bullying, work-related bullying, and intimidation towards a person. Cronbach’s alpha coefficients for the total and sub-scales of the Indonesian NAQ-R was acceptable, ranging from 0.721 to 0.897. This study confirmed that the Indonesian version of NAQ-R has an internal consistency reliability, and the concurrent and construct validity are at acceptable levels. Thus, this tool can be used as the screening instrument in assessing workplace bullying.

Is a CSR Policy an Equally Effective Vaccine Against Workplace Mobbing and Psychosocial Stressors?

In this study, the problem question was raised whether corporate social responsibility (CSR) is/can be an effective tool against workplace mobbing and psychosocial stressors in organizations. Therefore, the purpose of the study is to determine the prevalence of workplace mobbing in Lithuanian and Polish organizations in order to compare in which organizations the manifestation of the phenomenon is the strongest and analyzing psychosocial stressors in parallel. To achieve the purpose, 823 employees of three types of organizations were surveyed. The respondents belonged to organizations that implement the principles of corporate social responsibility, organizations that intend to become socially responsible and organizations that do not implement corporate social responsibility and do not seek to become socially responsible. The empirical study was conducted using the questionnaire "Mobbing as a Psychosocial Stressor in the Organizations Accessing and Implementing Corporate Social Responsibility-MOB-CSR". This questionnaire is valid and reliable; the correlation relationships between subscales show interconnectedness and statistically reliable relationships. The research results were calculated using the chi-squared test and the linear regression model. Statistically reliable relationships were found between the prevalence of workplace mobbing, psychosocial work stressors and corporate social responsibility. The results of the study show that along with the weakening of variables of corporate social responsibility, the probability of workplace mobbing is increasing but CSR in itself does not ensure the prevention of workplace mobbing in the case of Lithuanian and Polish organizations. If the findings of the study are considered by the managers of organizations, this can affect both employees' quality of life towards improvement and more transparent/purposeful implementation of corporate social responsibility, i.e., responding to the true meaning of CSR.