Th-SYM-655-4 - A Two-Wave Study On Workplace Bullying After Organizational Change: A Moderated Mediation Analysis

Track:
Bullying and harassment
What:
Symposium
When:
1 hour
Where:
H1.51
Discussion:
0
 
Conflict in organizations
Bullying and harassment
Th-SYM-655-4
A two-wave study on workplace bullying after organizational change: a moderated mediation analysis
P. Spagnoli 1,*, C. Balducci, F. Fraccaroli 2
1Psychology, Second University of Napoli, Napoli, 2Psychology and Cognitive Sicences, University of Trento, Trento, Italy
 
Main Abstract Content: Purpose. Negative outcomes of organizational change, such as workload and psychological strain, may play a role in the escalation of workplace bullying. The present longitudinal study aimed at examining the mediating effect of psychological strain in the relationship between workload and workplace bullying. Additionally, it examined whether the postulated mediation was moderated by the experience of organizational change processes.
Design/Methodology. Data were available for 141 university employees (65.2% females). The moderating role of organizational change was tested through the Structural Equation Modeling with multi-group method by including in the analysis two groups of employees of the same organization: a group of employees who directly experienced organizational change (e.g. change of job tasks and supervisor) and a group of employees of the same organization who were not involved in organizational change.
Results. Bootstrap test of the indirect effects provided evidence of a mediating effect of strain in the relationship between workload and workplace bullying in the group of employees who directly experienced the organizational change process.
Limitations. The study adopted only the target perspective of workplace bullying, whereas also the perpetrator perspective would be necessary to obtain a more complete picture. Moreover, the adopted three-year time lag might have not effectively matched the underlying causal mechanism.
Research/Practical implications. Managers should avoid high levels of workload for employees by carefully designing the reengineering process.
Originality/Value. Although sound theoretical basis support these relationships, this constitutes one of the first comprehensive empirical studies including them.
 
 
 
 
 

 
 

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