ABSTRACT Despite the serious consequences of exposure to workplace bullying for the wellbeing of ... more ABSTRACT Despite the serious consequences of exposure to workplace bullying for the wellbeing of individuals and functioning of organisations, few studies have investigated how organisational practices could reduce the negative impact of bullying on employee wellbeing. In the present study, we investigate the longitudinal association of exposure to workplace bullying with depressive symptoms and sleep problems, and whether high-involvement work practices (HIWP) and conflict management (CM) procedures moderate these associations. The data for the study were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH). The final sample comprised 21,029 individuals with 45,678 person-observations from 4 waves. Longitudinal multilevel models (with study waves nested under individuals) showed that exposure to workplace bullying increased depressive symptoms and sleep problems. Furthermore, both HIWPs and CM procedures were moderators of the association between exposure to bullying and depressive symptoms and sleep problems. The results support previous findings, suggesting that workplace bullying has severe consequences for subsequent wellbeing. Moreover, it extends previous research by showing that organisational practices, such as high-involvement work practices and collaborative conflict management procedures, may act as organisational resources that buffer the negative effects of exposure to bullying on wellbeing.
ABSTRACT Despite the serious consequences of exposure to workplace bullying for the wellbeing of ... more ABSTRACT Despite the serious consequences of exposure to workplace bullying for the wellbeing of individuals and functioning of organisations, few studies have investigated how organisational practices could reduce the negative impact of bullying on employee wellbeing. In the present study, we investigate the longitudinal association of exposure to workplace bullying with depressive symptoms and sleep problems, and whether high-involvement work practices (HIWP) and conflict management (CM) procedures moderate these associations. The data for the study were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH). The final sample comprised 21,029 individuals with 45,678 person-observations from 4 waves. Longitudinal multilevel models (with study waves nested under individuals) showed that exposure to workplace bullying increased depressive symptoms and sleep problems. Furthermore, both HIWPs and CM procedures were moderators of the association between exposure to bullying and depressive symptoms and sleep problems. The results support previous findings, suggesting that workplace bullying has severe consequences for subsequent wellbeing. Moreover, it extends previous research by showing that organisational practices, such as high-involvement work practices and collaborative conflict management procedures, may act as organisational resources that buffer the negative effects of exposure to bullying on wellbeing.
International Archives of Occupational and Environmental Health, 2022
Purpose Workplace bullying has severe negative consequences for the well-being of targeted employ... more 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 exha...
Previous research has demonstrated the crucial association between employee stressors and workpla... more Previous research has demonstrated the crucial association between employee stressors and workplace bullying. In this article, we argue that a nurturing organizational context will protect employees from exposure to workplace bullying and will interact with individual demands and resources known to have effect on exposure to bullying in the workplace. In specific, we look at high-involvement work practices (HIWPs)-which include participation, information-sharing, competence development, and rewards. Multilevel analyses on the data from 28,923 Belgian employees from 144 organizations show that organization-level HIWPs are negatively associated with bullying exposure. Moreover, HIWPs interact with individually experienced job demands and resources, by decreasing the association between employee work pressure and bullying and by somewhat compensating for the lack of experienced social support from colleagues at work. HIWPs did not moderate the relationship between employee job insecurity and bullying and social support from the supervisor and bullying. These findings highlight the important role HIWPs can play in protecting employees from workplace bullying, while also suggesting the difficulty of compensating for certain individual risk factors. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
Purpose The aim of this study was to analyze how employees’ position in the social network affect... more Purpose The aim of this study was to analyze how employees’ position in the social network affects their exposure to bullying behaviours at work and how this exposure in turn affects group dynamics. Design/Methodology Longitudinal data on exposure to bullying behaviours (NAQ – short version) and network data on relationship quality (friendship relations; difficult relations) were collected in eight Finnish organizations. Hypotheses were tested based on two waves of data (n = 249) using stochastic actor-oriented modeling for the coevolution of networks and attributes, as implemented in RSiena. Results Contrary to expectations, the number of friends and the number of difficult relations (T1) had no effect on exposure to bullying behaviour (T2). However, respondents with higher exposure to bullying behaviours at T1 reported both more friendships and more difficult relations at T2, suggesting that on the group level bullying behaviour might lead to group polarization. Also, employees’ e...
The aim of this study has been to analyze measures adopted to counteract workplace bullying from ... more The aim of this study has been to analyze measures adopted to counteract workplace bullying from the perspective of human resource management. First, the kind of measures that are adopted to prevent bullying were examined. Second, factors affecting the extent of such measures were explored. The introduction of written anti-bullying policies and the provision of information were found to be the most common measures adopted. The policies strongly emphasized the role of supervisors and the immediate superior. Measures to counteract bullying were positively related to the adoption of 'sophisticated' human resource practices, previous negative publicity concerning bullying and the presence of a young human resource manager. The results, however, also indicated that imitation seemed to provide an important impetus behind anti-bullying efforts.
Although workplace bullying is receiving increasing attention and has been widely studied, to dat... more Although workplace bullying is receiving increasing attention and has been widely studied, to date there has been little academic research on workplace bullying in southern Europe. The purpose of the present study was to explore the prevalence and forms of bullying in a sample of Spanish employees. In addition, several sociodemographic and work situation factors were examined in order to identify risk groups. The sample consisted of 103 employees from the Madrid Autonomous Region (Spain), and data were collected using the “Bullying at Work Questionnaire”, developed for this purpose. The employees in this study showed considerable experience of having been bullied. Furthermore, the present findings emphasise the importance of gender, work experience, type of contract and educational level in the bullying process.
This project started in the autumn of 1997 and it has been an interesting, but demanding journey.... more This project started in the autumn of 1997 and it has been an interesting, but demanding journey. However, this project could never have been finished without the help of many people around me, who have provided me with valuable feedback, practical and financial support, and personal encouragement throughout the process. First of all, I would like to express my gratitude to Ingmar Björkman, who acted as supervisor for my Master's thesis. His passion for research and his work sparked my interest to pursue a career in the same profession. Secondly, my thanks go to Anne Kovalainen, who became my thesis supervisor in 1998. During my time as a doctoral student she provided me with both valuable advice and personal encouragement. Thirdly, I would like to thank Jeff Hearn, who became my thesis co-supervisor in 2000. I strongly admire his willingness to always provide detailed and well-reasoned feedback at short notice, and I am very grateful for his sincere involvement in my doctoral process. I would like to extend my thanks to my pre-readers, Ståle Einarsen from Bergen University, and Michael Sheehan, Griffith University, for their valuable comments on my thesis manuscript, which I have found helpful in the final revisions of my thesis. I am also grateful to Helge Hoel, with whom I wrote the book chapter (Paper 1), which is included as an Appendix. Working with a more experienced researcher gave me many new insights into both my topic and the writing process itself. Furthermore, the four other articles included as Appendices have been read and commented upon by anonymous reviewers. Their constructive feedback has been tremendously helpful in developing both the specific papers and my way of thinking and writing. My work has greatly profited from taking part in numerous conferences on workplace bullying during my doctoral studies, and the presentations and discussions at these conferences have had a great influence on my work. In addition to those already mentioned, I would in particular like to extend my thanks to Duncan Lewis, Andy Liefooghe and Dieter Zapf for their active role in arranging conferences and tracks on the topic of bullying. During the conferences I have had an excellent chance to learn much new about bullying, test my own ideas and get valuable feedback. During the process I have received financial support for preparing my thesis and for participating in research conferences abroad. The following funding bodies are gratefully acknowledged: The Foundation for Economic Education, Näringslivets stipendiefond, Stiftelsen Svenska Handelshögskolans fonder, Svenska handelshögskolans lärares och forskares fond, Marcus Wallenbergs stiftelse för företagsekonomisk forskning, Stiftelsen Emelie och Rudolf Gesellius fond, and The Finnish Work Environment Fund. I have had the privilege to conduct this research with the cooperation of The Finnish Association of Graduates in Economics and Business Administration (SEFE). I would like to thank SEFE, and in particular Anja Uljas, for their help in contacting respondents and distributing my questionnaire. In addition, I am very grateful to all those SEFE members who gave their valuable time and participated in the study. Without them, this study would not have been possible. Several others also deserve my gratitude, for example, all my colleagues at the Department of Management and Organisation, who have contributed to making it a creative and supportive working atmosphere. In particular, I wish to extend my warmest of thanks to Wilhelm Barner-Rasmussen, Klaus Harju, Marjana Johansson and Mia Örndahl for rewarding discussions on both work and personal issues, good times spent together and for keeping me afloat through all the tough times in the process. Thanks also to Annika Vatanen for being good company and for proofreading many of my papers and funding applications. Last, but not least I would like to thank my family and friends for their support throughout the process. I am forever indebted to my parents for always believing in me and supporting me to develop myself further.
received growing attention, especially in Northern Europe, in the past few decades, little resear... more received growing attention, especially in Northern Europe, in the past few decades, little research has so far been conducted about the prevention of and intervention in such phenomena. This paper provides a review of different organizational measures typically recommended for preventing and intervening in workplace bullying and other forms of inappropriate treatment in the workplace. These measures include anti-bullying policies, training and information, appropriate job designs, active monitoring, and early intervention. As for intervention, both informal and formal strategies are discussed. Furthermore, the paper reports findings from a study among Finnish municipalities on the extent to which these measures are actually used in Finland, a country that has fairly recently introduced anti-bullying legislation.
Workplace bullying consists of repeated, long-term exposure to a variety of negative behaviors. H... more Workplace bullying consists of repeated, long-term exposure to a variety of negative behaviors. However, it remains unclear when behaviors are seen as morally acceptable vs. become bullying. Moral judgments affect whether third parties deem it necessary to intervene. In this qualitative study, we first conceptualize and then explore via 27 interviews with Austrian HR professionals and employee representatives whether twelve diverse negative behaviors elicit distinct causal attributions and moral judgments. In particular, we examine how a perpetrator’s hierarchical position and gender shape the third parties’ evaluations. A qualitative content analysis reveals the behaviors vary in their perceived acceptability and associations with workplace bullying. Ambiguous behaviors require specific cues such a perpetrator’s malicious intent to be labeled workplace bullying. Overall, third parties judge behaviors by supervisors more harshly, particularly when managerial role expectations are vi...
PurposeThe purpose of this paper is to examine the perspectives of human resource professionals (... more PurposeThe purpose of this paper is to examine the perspectives of human resource professionals (HRPs) and employee representatives (ERs) on the role of HRPs in managing workplace bullying.Design/methodology/approachIndividual interviews were conducted with 12 HRPs and five ERs from a wide range of industries. Interview questions were open-ended and sought to gain insight on the views of the individual interviewees.FindingsThe findings address the role of HRPs in bullying scenarios and in the prevention of bullying. Regarding the role of HRPs in bullying, the responses of the participants suggest confusion and ambiguity, with a variety of roles being described ranging from a support-based role through to a protector of management. The participants also noted the importance of the HRP task of policy development, while a distrust of HRPs in bullying scenarios was mentioned. Regarding the effective management and prevention of bullying, the findings demonstrate that HRPs are viewed as ...
Abstract Studies on workplace bullying outcomes have increased, highlighting its detrimental effe... more Abstract Studies on workplace bullying outcomes have increased, highlighting its detrimental effects on both employees and organizations. Results from systematic reviews and metanalyses have underlined the importance of longitudinal designs (panel and diary studies) to deepen our knowledge of both the long-term and the daily process of workplace bullying. Since Nielsen and Einarsen’s (2012) metanalysis, most systematic reviews and metanalyses have included both cross-sectional and longitudinal findings pertaining to specific outcomes of bullying and provide little insight into the mechanisms at play. Since only longitudinal studies can take into account the persistency of the negative acts encountered, the purpose of this study is to present a systematic review of the longitudinal studies (n = 55) on workplace bullying outcomes and the mechanisms involved (n = 18 of the 55 articles) published since 2012 and integrate them in a conceptual model. Results revealed that the majority (n = 45) of these studies have investigated health impairment (e.g., depression) and occupational outcomes (e.g., absenteeism), whereas scant attention has been given to the outcomes beyond the workplace (e.g., home conflicts). Studies which have investigated mechanisms have mainly focused on psychological indicators (e.g., emotional fatigue). Recommendations for future research are presented throughout this review.
ABSTRACT Despite the serious consequences of exposure to workplace bullying for the wellbeing of ... more ABSTRACT Despite the serious consequences of exposure to workplace bullying for the wellbeing of individuals and functioning of organisations, few studies have investigated how organisational practices could reduce the negative impact of bullying on employee wellbeing. In the present study, we investigate the longitudinal association of exposure to workplace bullying with depressive symptoms and sleep problems, and whether high-involvement work practices (HIWP) and conflict management (CM) procedures moderate these associations. The data for the study were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH). The final sample comprised 21,029 individuals with 45,678 person-observations from 4 waves. Longitudinal multilevel models (with study waves nested under individuals) showed that exposure to workplace bullying increased depressive symptoms and sleep problems. Furthermore, both HIWPs and CM procedures were moderators of the association between exposure to bullying and depressive symptoms and sleep problems. The results support previous findings, suggesting that workplace bullying has severe consequences for subsequent wellbeing. Moreover, it extends previous research by showing that organisational practices, such as high-involvement work practices and collaborative conflict management procedures, may act as organisational resources that buffer the negative effects of exposure to bullying on wellbeing.
ABSTRACT Despite the serious consequences of exposure to workplace bullying for the wellbeing of ... more ABSTRACT Despite the serious consequences of exposure to workplace bullying for the wellbeing of individuals and functioning of organisations, few studies have investigated how organisational practices could reduce the negative impact of bullying on employee wellbeing. In the present study, we investigate the longitudinal association of exposure to workplace bullying with depressive symptoms and sleep problems, and whether high-involvement work practices (HIWP) and conflict management (CM) procedures moderate these associations. The data for the study were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH). The final sample comprised 21,029 individuals with 45,678 person-observations from 4 waves. Longitudinal multilevel models (with study waves nested under individuals) showed that exposure to workplace bullying increased depressive symptoms and sleep problems. Furthermore, both HIWPs and CM procedures were moderators of the association between exposure to bullying and depressive symptoms and sleep problems. The results support previous findings, suggesting that workplace bullying has severe consequences for subsequent wellbeing. Moreover, it extends previous research by showing that organisational practices, such as high-involvement work practices and collaborative conflict management procedures, may act as organisational resources that buffer the negative effects of exposure to bullying on wellbeing.
International Archives of Occupational and Environmental Health, 2022
Purpose Workplace bullying has severe negative consequences for the well-being of targeted employ... more 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 exha...
Previous research has demonstrated the crucial association between employee stressors and workpla... more Previous research has demonstrated the crucial association between employee stressors and workplace bullying. In this article, we argue that a nurturing organizational context will protect employees from exposure to workplace bullying and will interact with individual demands and resources known to have effect on exposure to bullying in the workplace. In specific, we look at high-involvement work practices (HIWPs)-which include participation, information-sharing, competence development, and rewards. Multilevel analyses on the data from 28,923 Belgian employees from 144 organizations show that organization-level HIWPs are negatively associated with bullying exposure. Moreover, HIWPs interact with individually experienced job demands and resources, by decreasing the association between employee work pressure and bullying and by somewhat compensating for the lack of experienced social support from colleagues at work. HIWPs did not moderate the relationship between employee job insecurity and bullying and social support from the supervisor and bullying. These findings highlight the important role HIWPs can play in protecting employees from workplace bullying, while also suggesting the difficulty of compensating for certain individual risk factors. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
Purpose The aim of this study was to analyze how employees’ position in the social network affect... more Purpose The aim of this study was to analyze how employees’ position in the social network affects their exposure to bullying behaviours at work and how this exposure in turn affects group dynamics. Design/Methodology Longitudinal data on exposure to bullying behaviours (NAQ – short version) and network data on relationship quality (friendship relations; difficult relations) were collected in eight Finnish organizations. Hypotheses were tested based on two waves of data (n = 249) using stochastic actor-oriented modeling for the coevolution of networks and attributes, as implemented in RSiena. Results Contrary to expectations, the number of friends and the number of difficult relations (T1) had no effect on exposure to bullying behaviour (T2). However, respondents with higher exposure to bullying behaviours at T1 reported both more friendships and more difficult relations at T2, suggesting that on the group level bullying behaviour might lead to group polarization. Also, employees’ e...
The aim of this study has been to analyze measures adopted to counteract workplace bullying from ... more The aim of this study has been to analyze measures adopted to counteract workplace bullying from the perspective of human resource management. First, the kind of measures that are adopted to prevent bullying were examined. Second, factors affecting the extent of such measures were explored. The introduction of written anti-bullying policies and the provision of information were found to be the most common measures adopted. The policies strongly emphasized the role of supervisors and the immediate superior. Measures to counteract bullying were positively related to the adoption of 'sophisticated' human resource practices, previous negative publicity concerning bullying and the presence of a young human resource manager. The results, however, also indicated that imitation seemed to provide an important impetus behind anti-bullying efforts.
Although workplace bullying is receiving increasing attention and has been widely studied, to dat... more Although workplace bullying is receiving increasing attention and has been widely studied, to date there has been little academic research on workplace bullying in southern Europe. The purpose of the present study was to explore the prevalence and forms of bullying in a sample of Spanish employees. In addition, several sociodemographic and work situation factors were examined in order to identify risk groups. The sample consisted of 103 employees from the Madrid Autonomous Region (Spain), and data were collected using the “Bullying at Work Questionnaire”, developed for this purpose. The employees in this study showed considerable experience of having been bullied. Furthermore, the present findings emphasise the importance of gender, work experience, type of contract and educational level in the bullying process.
This project started in the autumn of 1997 and it has been an interesting, but demanding journey.... more This project started in the autumn of 1997 and it has been an interesting, but demanding journey. However, this project could never have been finished without the help of many people around me, who have provided me with valuable feedback, practical and financial support, and personal encouragement throughout the process. First of all, I would like to express my gratitude to Ingmar Björkman, who acted as supervisor for my Master's thesis. His passion for research and his work sparked my interest to pursue a career in the same profession. Secondly, my thanks go to Anne Kovalainen, who became my thesis supervisor in 1998. During my time as a doctoral student she provided me with both valuable advice and personal encouragement. Thirdly, I would like to thank Jeff Hearn, who became my thesis co-supervisor in 2000. I strongly admire his willingness to always provide detailed and well-reasoned feedback at short notice, and I am very grateful for his sincere involvement in my doctoral process. I would like to extend my thanks to my pre-readers, Ståle Einarsen from Bergen University, and Michael Sheehan, Griffith University, for their valuable comments on my thesis manuscript, which I have found helpful in the final revisions of my thesis. I am also grateful to Helge Hoel, with whom I wrote the book chapter (Paper 1), which is included as an Appendix. Working with a more experienced researcher gave me many new insights into both my topic and the writing process itself. Furthermore, the four other articles included as Appendices have been read and commented upon by anonymous reviewers. Their constructive feedback has been tremendously helpful in developing both the specific papers and my way of thinking and writing. My work has greatly profited from taking part in numerous conferences on workplace bullying during my doctoral studies, and the presentations and discussions at these conferences have had a great influence on my work. In addition to those already mentioned, I would in particular like to extend my thanks to Duncan Lewis, Andy Liefooghe and Dieter Zapf for their active role in arranging conferences and tracks on the topic of bullying. During the conferences I have had an excellent chance to learn much new about bullying, test my own ideas and get valuable feedback. During the process I have received financial support for preparing my thesis and for participating in research conferences abroad. The following funding bodies are gratefully acknowledged: The Foundation for Economic Education, Näringslivets stipendiefond, Stiftelsen Svenska Handelshögskolans fonder, Svenska handelshögskolans lärares och forskares fond, Marcus Wallenbergs stiftelse för företagsekonomisk forskning, Stiftelsen Emelie och Rudolf Gesellius fond, and The Finnish Work Environment Fund. I have had the privilege to conduct this research with the cooperation of The Finnish Association of Graduates in Economics and Business Administration (SEFE). I would like to thank SEFE, and in particular Anja Uljas, for their help in contacting respondents and distributing my questionnaire. In addition, I am very grateful to all those SEFE members who gave their valuable time and participated in the study. Without them, this study would not have been possible. Several others also deserve my gratitude, for example, all my colleagues at the Department of Management and Organisation, who have contributed to making it a creative and supportive working atmosphere. In particular, I wish to extend my warmest of thanks to Wilhelm Barner-Rasmussen, Klaus Harju, Marjana Johansson and Mia Örndahl for rewarding discussions on both work and personal issues, good times spent together and for keeping me afloat through all the tough times in the process. Thanks also to Annika Vatanen for being good company and for proofreading many of my papers and funding applications. Last, but not least I would like to thank my family and friends for their support throughout the process. I am forever indebted to my parents for always believing in me and supporting me to develop myself further.
received growing attention, especially in Northern Europe, in the past few decades, little resear... more received growing attention, especially in Northern Europe, in the past few decades, little research has so far been conducted about the prevention of and intervention in such phenomena. This paper provides a review of different organizational measures typically recommended for preventing and intervening in workplace bullying and other forms of inappropriate treatment in the workplace. These measures include anti-bullying policies, training and information, appropriate job designs, active monitoring, and early intervention. As for intervention, both informal and formal strategies are discussed. Furthermore, the paper reports findings from a study among Finnish municipalities on the extent to which these measures are actually used in Finland, a country that has fairly recently introduced anti-bullying legislation.
Workplace bullying consists of repeated, long-term exposure to a variety of negative behaviors. H... more Workplace bullying consists of repeated, long-term exposure to a variety of negative behaviors. However, it remains unclear when behaviors are seen as morally acceptable vs. become bullying. Moral judgments affect whether third parties deem it necessary to intervene. In this qualitative study, we first conceptualize and then explore via 27 interviews with Austrian HR professionals and employee representatives whether twelve diverse negative behaviors elicit distinct causal attributions and moral judgments. In particular, we examine how a perpetrator’s hierarchical position and gender shape the third parties’ evaluations. A qualitative content analysis reveals the behaviors vary in their perceived acceptability and associations with workplace bullying. Ambiguous behaviors require specific cues such a perpetrator’s malicious intent to be labeled workplace bullying. Overall, third parties judge behaviors by supervisors more harshly, particularly when managerial role expectations are vi...
PurposeThe purpose of this paper is to examine the perspectives of human resource professionals (... more PurposeThe purpose of this paper is to examine the perspectives of human resource professionals (HRPs) and employee representatives (ERs) on the role of HRPs in managing workplace bullying.Design/methodology/approachIndividual interviews were conducted with 12 HRPs and five ERs from a wide range of industries. Interview questions were open-ended and sought to gain insight on the views of the individual interviewees.FindingsThe findings address the role of HRPs in bullying scenarios and in the prevention of bullying. Regarding the role of HRPs in bullying, the responses of the participants suggest confusion and ambiguity, with a variety of roles being described ranging from a support-based role through to a protector of management. The participants also noted the importance of the HRP task of policy development, while a distrust of HRPs in bullying scenarios was mentioned. Regarding the effective management and prevention of bullying, the findings demonstrate that HRPs are viewed as ...
Abstract Studies on workplace bullying outcomes have increased, highlighting its detrimental effe... more Abstract Studies on workplace bullying outcomes have increased, highlighting its detrimental effects on both employees and organizations. Results from systematic reviews and metanalyses have underlined the importance of longitudinal designs (panel and diary studies) to deepen our knowledge of both the long-term and the daily process of workplace bullying. Since Nielsen and Einarsen’s (2012) metanalysis, most systematic reviews and metanalyses have included both cross-sectional and longitudinal findings pertaining to specific outcomes of bullying and provide little insight into the mechanisms at play. Since only longitudinal studies can take into account the persistency of the negative acts encountered, the purpose of this study is to present a systematic review of the longitudinal studies (n = 55) on workplace bullying outcomes and the mechanisms involved (n = 18 of the 55 articles) published since 2012 and integrate them in a conceptual model. Results revealed that the majority (n = 45) of these studies have investigated health impairment (e.g., depression) and occupational outcomes (e.g., absenteeism), whereas scant attention has been given to the outcomes beyond the workplace (e.g., home conflicts). Studies which have investigated mechanisms have mainly focused on psychological indicators (e.g., emotional fatigue). Recommendations for future research are presented throughout this review.
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