Symposium 655 - New Advancements In Workplace Bullying, Part 1: Insights In Factors Leading To Workplace Bullying

Bullying and harassment
Thursday May 18   11:30 AM to 01:00 PM (1 hour 30 minutes)
Conflict in organizations
Bullying and harassment
NEW ADVANCEMENTS IN WORKPLACE BULLYING, PART 1: Insights in factors leading to workplace bullying
E. Baillien  1,*, I. Vranjes 1 2
1Research Center of Work and Organisation Studies, KU Leuven, Brussels, 2Occupational & Organisational Psychology and Professional Learning, KU Leuven, Leuven, Belgium
Main Abstract Content: State of the Art: The work environment hypothesis (Leymann, 1996) defines the psychosocial work environment as the primary cause of workplace bullying. Many empirical studies supported this idea: existing reviews and meta-analyses revealed various characteristics of the job (e.g. workload), of the team (e.g. interpersonal conflicts) and of the organizational context (e.g. leadership style) as risk factors for workplace bullying. However, more precise knowledge on how and why these factors lead to bullying is still lacking. Additionally, while the knowledge on the antecedents of bullying victimization has been growing, still very little is known about the drivers of workplace bullying enactment as a perpetrator.
New Perspectives/Contributions: In reply, this symposium presents innovative studies in which new explanatory processes for workplace bullying are investigated (i.e. coping strategies together with self-efficacy, intraunit justice climate in relation to transformational leadership and workload in relation to organizational change and psychological strain). In addition, not only factors leading to bullying victimization, but also factors leading to perpetration are explored (i.e. conflict management styles and person-environment fit).  
Research/Practical implications: The results from different studies add to our understanding of the processes leading to the emergence of workplace bullying, both for victims and perpetrators. Furthermore, they spark interest into further research regarding the antecedents of this phenomenon. Lastly, they offer guidance to practitioners in preventing this negative behavior from occurring.


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