Insights into abusive workplace behavior

• DOI: 10.3389/fpsyg.2023.990501
• Publication Date: 2023-07-28T21:07:25Z
• Authors: Aharon Tziner; Hadara Bar-Mor; Daphna Shwartz-Asher; Or Shkoler; Lilach Geva; Haim Levi
• Keywords: Phenomenon; Sample (material)

Objectives This paper explores definitions, incidences, and outcomes of workplace abuse – a widespread, worldwide social phenomenon impinging on the well-being workers in developing labor market possible directions for delineating standardizing classifications that facilitate workers’ protection. Furthermore, we employ Tepper’s Abusive Supervision Survey Questionnaire [ASSQ] to identify managerial organizations regarding type organization (public/private), gender perpetrator, target, role, each items. Finally, suggest further research practical measures designed diminution behavioral foreseeable future. Hypotheses No hypotheses are submitted this exploratory paper. Methods Employees two large (the Katzrin Local Council Tigbur Ltd.) another small national Israel were approached, requesting their assistance investigation. We introduced questionnaire, noting its anonymity academic context, subject participation was voluntary. The questionnaire consisted fifteen statements five-point response scale ranging from 1 = “I cannot remember him/her ever using behavior with me” 5 “He/she uses very often (alpha 0.97, M 1.81, SD 1.03). One hundred five respondents comprised final sample: men (39%) women (61%) aged 23–66. 66.7% employed public organization, 28.5% private 4.8% organization. Years education: less than 12 (14.3%); full years (17.1%); tertiary education (10.5%); bachelor’s degree (40%); master’s above (18.1%). While 28.6% held positions, 71.4% did not. Job tenure ranged between 0.5 42 years. participants combined avoid problem unbalanced groups. Notably, balance managers (50.5%) (49.5%). To ensure statistical validity, conducted factor analysis performed Pearson correlations examine relationships general latent variable items intercorrelations. Additionally, t -tests independent samples (with Bonferroni corrections multiple comparisons: see, example) compare (1) respondent’s gender; (2) manager’s (3) role items, (4) (private/public); including variable. Results High, positive, significant recorded item total score abusive behavior. results r 0.92 statement, “Puts me down front others” ( 0.92) 0.69 “Does not allow interact my co-workers” 0.69). Reported respondents’ relatively low (1.81), while among marginally male equivalents (in absolute value, mean difference scores fell 0.28 1.25). more prevalent concerns. Not surprisingly, reported incidents managers: employees 0 0.67 scores. Women fewer men; however, differences found insignificant. Conclusion reports behaviors meager. Explanations include: Any instance alleged can be interpreted variously by different individuals, function subjective perceptions interpretations objective data informed several internal external factors wellness at work. extant “trust gap,” which is part pervading culture, mitigates against honest reporting fear reprisals. A single report work may attributable same perpetrator repeating aggression times. lower incidence female could understood line studies indicate display frequently playing out expected respective stereotypical roles society. following reflect stable personality dispositions likely aggress others without provocation. In these observations, women’s management style projects “an ethics care,” focusing interpersonal relations greater tendency toward cooperation, creativity, innovation, shared decision-making. Because all variables our investigation investigated significant, conclude trend. assume appropriate sanctions perpetrators regulation would reduce abuse. optimistic vein, recommend HR personnel initiate positive raise awareness eliminate it organizations. They should training workshops, events, support groups akin those focused eliminating racial prejudice advocating sustainability workplace. Ultimately, goal protect dignity, integrity organizations, welfare