Abstract Up to now, researchers have identified various individual and work‐related factors as potential antecedents of workplace bullying. The aim the present study is integrate this line research in view explaining how these may develop into Key informants, such union representatives, employees with a confidence role concerning bullying, human resource managers, prevention workers social service employees, analysed bullying incidents or cases within their organization. We combined...

The current study aims to test the hypotheses that are central Karasek's Job Demand Control Model in relation workplace bullying. Particular contributions are, first, focus upon both targets and perpetrators of bullying, second, two-wave design with a 6-month time lag. We assume (a) workload at Time 1 associates positively being target/perpetrator 2, (b) job autonomy negatively (c) positive relationship between 2 is stronger under condition low (vs. high) (i.e., interaction autonomy)....

Objectives: This study aimed to investigate the curvilinear relationship between extent of telecommuting and work-related well-being (ie, burnout, work engagement, cognitive stress complaints), as well test whether job characteristics act explanatory mechanisms underlying this relationship. Methods: A sample 878 employees from an international telecommunication company with a long history participated in survey on psychosocial risk factors at work. Mediation path analyses were conducted...

Abstract Digital disconnection has emerged as a concept describing the actions people take to limit their digital connectivity enhance well-being. To date, evidence on its effectiveness is mixed, leading calls for greater consideration of why, how, when, and whom works. This article responds these calls, presenting framework that differentiates four key harms contribute experiences ill-being (time displacement, interference, role blurring, exposure effects). Using starting point, explains:...

Abstract We aimed to investigate (1) the association between job insecurity and workplace bullying from perspective of both targets perpetrators (2) perceived employability as a moderator these relationships. argue that is associated with social or interpersonal strain in case bullying. Furthermore, workers who feel they have alternative opportunities for employment may find it easier cope insecurity. Stated differently, we whether relationship depended on level employability. Hypotheses...

Although organizational change has often been cited as an important cause of workplace bullying, only few studies have investigated this relationship. The current article aims to address issue by exploring a direct well indirect relationship (i.e. mediation various job and team-related stressors) between bullying. Data were collected in 10 private organizations the Dutch-speaking part Belgium ( N = 1260). Results show significant Role conflict, insecurity, workload, role ambiguity, frequency...

Abstract Workplace bullying has been defined as a stressor that negative consequences. However, the direction of bullying–well-being relationship largely based on cross-sectional findings, which does not permit conclusions in terms causality. The purpose this research was to investigate cross-lagged relationships between and job-related well-being. We hypothesized Time 1 predicted 2 well-being over time (normal causation model). In addition, we compared alternative models (baseline or...

Abstract This study aims to further knowledge on the mechanisms through which job insecurity is related negative outcomes. Based appraisal theory, two explanations—perceived control and psychological contract breach—were theoretically integrated in a comprehensive model simultaneously examined as mediators of insecurity–outcome relationship. Different categories outcomes were considered, namely work‐related (i.e. vigour need for recovery) general strain mental physical health complaints),...

The aim of the present study was to investigate how organizational communication and participation influence job insecurity its relationship with poor work-related well-being. results a cross-sectional 3881 employees from 20 organizations in Flanders Brussels (Belgium) showed that were negatively related insecurity. Furthermore, one exception, interaction terms between either or did not contribute explaining variance outcome variables (i.e. work engagement need for recovery).

The aim of this study was to gain insight in the importance job demands and resources validity Job Demands Resources Model across sectors.We used one-way analyses variance examine mean differences, multi-group Structural Equation Modeling test strength relationships among demands, resources, burnout, work engagement health care, industry, service, public sector.The four sectors differed experience engagement, but they did not vary how (strongly) associated with burnout engagement.More...

In this study, we first explore whether different exposure groups of workplace bullying exist, employing a large, heterogeneous sample. The results show six groups: almost 30.5% is not bullied since they report hardly any negative act at work all, 27.2% face some limited criticism, 20.8% encounters, 8.3% occasionally bullied, 9.5% are predominately related and total 3.6% can be seen victims severe bullying. second step, the relationship between identified target social demographics were...

In this study the causal relationships between work characteristics, in terms of job demands and resources, both targets' perpetrators' reports workplace bullying, are investigated. line with Job Demands-Resources model bullying literature, we assumed that high (i.e. workload, role conflict insecurity) low resources task autonomy, social support skill utilization) increase over time normal causation). Our sample included 177 employees various establishments a large Belgian organization. The...

Several scholars in the field of volunteering emphasized pivotal role psychological contract (PC) violation explaining maladaptive behavioural reactions—such as counterproductive work behaviour (CWB)—of volunteers. Reactions to feelings are, however, interrelated and may intensify over time. Extending this dynamic perspective, we introduce momentary leader–member exchange (LMX) a buffering social resource relationship between (1) CWB (2) likelihood perceive PC breach. Using weekly diary...

Workplace bullying has often been attributed to work-related stress, and linked the Job Demand Control Model. The current study aims further these studies by testing model for in a heterogeneous sample using latent class (LC)-analyses define different demands control groups targets of severe bullying. High job were associated with higher probability being target bullying, which was particularly true very high group. Low also Moreover, buffered negative effects on when employees reported...

This study investigates the defining features that distinguish workplace bullying from interpersonal conflict – being frequency, negative social behaviour, power imbalance, length and perceived intent by contrasting characteristics of incidents in a group victims versus non-victims. A 47 62 non-victims were identified based on questionnaire time 1 2 (time lag 6 months). The assessed between using an event-based diary was filled out for period two times 20 working days with break 4 months...

Organization studies have investigated transformational leadership and employee engagement as key variables in the field. Recent calls literature propose further investigation of link between engagement, through different levels within organization. Hence, current study examines leadership–engagement relationship more depth introduces perceived corporate social responsibility an organizational level mediator. Hypotheses were tested amongst employees a European bank ( N = 5313) supported....

There has been an increase in the use of Information Communication Technologies workplace. This change extends scope bullying behaviours at work to online context. However, a generally accepted measure workplace cyberbullying is still lacking. The purpose present paper construct and validate Inventory Cyberbullying Acts Work, order contribute this emerging field. Building on existing knowledge, we expected three types emerge context: person related, related intrusive. First, items scale were...

Orientation: Workplace bullying is characterised as a counterproductive interpersonal behaviour, yielding severe consequences for both the individual and organisation. The occurrence of workplace often attributed to stressful work environment.Research purpose: purpose study was test environment hypothesis by applying Job Demands-Resources model bullying. We expected job demands resources relate perpetrators’ actors’ reports bullying.Motivation study: aimed extend outcomes examined in...

Perceived employability (PE; i.e. the worker's perception about available job opportunities) is portrayed as upcoming resource for workers and organizations. However, organizations might particularly want to stimulate perceptions of opportunities on internal labor market (i.e. PE). In contrast, they may be hesitant in stimulating external PE), this foster workers' voluntary turnover. The contextual influences adding these different types PE are relatively unknown. Building upon...

The current study examined the relationships between conflicts in work unit, employee's conflict management style and workplace bullying a full panel two-wave longitudinal design with 6 months’ time lag (n = 277). We assumed that as well styles of “problem solving” “forcing” at T1 would predict being target or perpetrator T2. Structural Equation Modelling (SEM) showed normal causation model fitted our data best. In this model, forcing related positively problem solving negatively to T2; line...