When the Going Gets Tough and the Environment Is Rough: The Role of Departmental Level Hostile Work Climate in the Relationships between Job Stressors and Workplace Bullying.

In line with the work environment hypothesis, the present study investigates whether department-level perceptions of hostile work climate moderate the relationship between psychosocial predictors of workplace bullying (i.e., role conflicts and workload) and exposure to bullying behaviours in the workplace.

When does exposure to daily negative acts frustrate employees' psychological needs? A within-person approach.

Based on self-determination theory, this two-sample study investigates the effects of negative acts on psychological need frustration in greater depth using a within-person perspective. More specifically, through two distinct diary studies, we aim to contribute to the dearth of research on the daily effects of bullying by investigating the daily relationship between exposure to negative acts and need frustration as well as the moderating role of perceived emotional support at work in this relationship. Overall, results from both studies show that employees experience greater need frustration (perceptions of rejection, oppression, and incompetence) on days they are confronted with negative acts and that daily emotional support buffers the impact of direct negative acts (humiliation, physical intimidation) on frustration of the needs for competence and relatedness at the daily level.

The impact of follower leadership position on transformational leadership as moderator of the association between work-related ambiguity and job satisfaction.

This two-part study examined if the buffering effect of transformational leadership on the association between work-related ambiguity and job satisfaction is contingent upon whether a follower holds a formal leadership position him/herself. Data from two separate surveys were employed: Study 1: A sample of 845 respondents from Belgium. Study 2: A national probability sample of 1,608 Norwegian employees.

High-Performance Work Practices and Interpersonal Relationships: Leadership as a Risk Factor.

Although high-performance work practices (HPWPs) have been shown to increase organizational performance and improve employee attitudes, it still remains unclear how they impact interpersonal relations in the workplace. While some argue that HPWPs lead to better interpersonal relations, others fear that HPWPs may increase competition and uncivil and abusive behaviors. In response to this, our aim is to examine whether and when HPWPs are associated with increased levels of competition and thereby more incivility.

High Performance Work Systems, Justice, and Engagement: Does Bullying Throw a Spanner in the Works?

High performance work systems (HPWS) have typically been shown to positively influence employee attitudes and well-being. Research in the realm of HPWS has, in this respect, established a clear connection between these systems and employee engagement through organizational justice. In this study, we analyzed if being bullied affects this relationship.

Putting workplace bullying in context: The role of high-involvement work practices in the relationship between job demands, job resources, and bullying exposure.

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.

Perceptions of Customer Incivility, Job Satisfaction, Supervisor Support, and Participative Climate: A Multi-Level Approach.

Perceived customer incivility can be a significant day-to-day demand that affects frontline service employees' job satisfaction. The current research focuses on job resources on multiple levels that serve as buffers in the face of this demand. We tested a multi-level model in which supervisor support (at the employee level) and participative climate (at the work-unit level) moderate the negative relationship between perceived customer incivility and job satisfaction.

Does bystander behavior make a difference? How passive and active bystanders in the group moderate the effects of bullying exposure.

Workplace bullying has negative effects on targets' well-being. Researchers are increasingly aware that bullying occurs within social contexts and is often witnessed by others in the organization, such as bystanders. However, we know little about how bystanders' responses influence outcomes for those exposed to bullying.

The influence of target personality in the development of workplace bullying.

The Victim Precipitation Theory states that people may exhibit certain characteristics or behaviors that may act as vulnerability factors for either being picked as a target or for provoking others, hence contributing to escalate an underlying conflict and then increase the risk of victimization from others. In line with this, previous research indicates that certain target personality characteristics may be risk factors for exposure to workplace bullying, particularly so trait-anxiety and trait-anger. The evidence is, however, mainly cross-sectional, and longitudinal studies are needed.

Aggression and Psychological Distress in Male and Female Anabolic-Androgenic Steroid Users: A Multigroup Latent Class Analysis.

The relationship between anabolic-androgenic steroid (AAS) use and aggression and psychological distress requires further elucidation. No previous study has examined whether the latent patterns of aggression and psychological distress are the same in male and female AAS users. Multigroup latent class analysis (MLCA) can be used to classify individuals into groups based on their responses on a set of variables, and to investigate measurement invariance across subgroups.

The Importance of Intra-Organizational Networking for Younger Versus Older Workers: Examining a Multi-Group Mediation Model of Individual Task Performance Enhancement.

The purpose of this paper is to investigate the effect of intra-organizational networking on individual task performance, via employability. Moreover, this study also examines whether this relationship differs for younger (<40 years) versus older employees (≥40 years). A self-report questionnaire was distributed among a sample of employees working in a range of different types of organizations ( = 374).

Cutoff scores for workplace bullying: The Spanish Short-Negative Acts Questionnaire (S-NAQ).

Background: Workplace bullying is considered a major social stressor at work. However, in the Spanish context, there is a lack of measures that allow researchers and practitioners to distinguish between non-targets and targets of workplace bullying.

Method: This study reports the psychometric properties, factor structure, and cutoff scores for the Short-Negative Acts Questionnaire (S-NAQ) in a Spanish sample (N = 1,409).

Effort-Reward Imbalance: A Risk Factor for Exposure to Workplace Bullying.

Previous research shows that work environment factors are important antecedents of workplace bullying (WB), because of the stress they may induce. While previous studies have typically used Karasek's Job Demand-Control model or the Demands-Resources model, the present study investigates whether another important occupational stress model, that is the Effort-Reward Imbalance model, is also associated to WB. A survey study in 19 Belgian organizations ( = 5727) confirmed that employees experiencing an imbalance between efforts and reward were more likely to be targets of exposure to bullying.

A Latent Class Approach for Classifying the Problem and Disordered Gamers in a Group of Adolescence.

Gaming disorder is not yet recognized as a formal psychiatric disorder, and consensus is still lacking in the field concerning the definition of gaming disorder and what methods should be used to measure it. In order to deal with methodological challenges related to previously suggested approaches, the aim of the present study was to develop an alternative assessment procedure for gaming disorder using a latent class cluster approach, and to compare the criterion validity of this procedure with existing assessment procedures. A representative sample of 3,000 adolescents ( = 1,500 female) aged 17.

Do Interpersonal Conflict, Aggression and Bullying at the Workplace Overlap? A Latent Class Modeling Approach.

In this paper, we tackle an important but unresolved research question: How distinct are workplace conflict, aggression and bullying? We study this question by means of latent class (LC) analysis using cross-industry data from 6,175 Belgian workers. We find a two-factor solution (conflict-aggression versus bullying) to provide the best fit to the data. Employees with low exposure to conflict-aggression and bullying perceived the phenomena as mostly overlapping.

Introduction of a new instrument to measure motivation for gaming: the electronic gaming motives questionnaire.

Aims: To adapt the four-dimensional Gambling Motives Questionnaire-Revised (GMQ-R) to measure the motivation for engaging in electronic gaming, and to validate the internal structure and investigate the criterion validity of the new Electronic Gaming Motives Questionnaire (EGMQ).

Design And Setting: The GMQ-R was adapted to measure motivation for playing video games and the new instrument was tested on a sample of Norwegian conscripts selected randomly from the pool of conscripts who started their military service between 2013 and 2015.

Participants: The questionnaire was administered to all those who had played video games during the last 6 months and consisted of 853 gamers (86.

Aggression from Patients or Next of Kin and Exposure to Bullying Behaviors: A Conglomerate Experience?

Although workplace violence and aggression have been identified as important stressors in the nursing profession, studies simultaneously comparing patient-initiated aggression and exposure to bullying behaviors at work are rather scarce. The aim of this study was to compare aggression from patients or next of kin and exposure to bullying behaviors in terms of prevalence, health-related quality of life outcomes, and potential overlap in those targeted. In the period of 2008-2009, data were collected among 2059 members of the Norwegian Nurses Organization.

When Task Conflict Becomes Personal: The Impact of Perceived Team Performance.

Although potentially beneficial, task conflict may threaten teams because it often leads to relationship conflict. Prior research has identified a set of interpersonal factors (e.g.

Is the Gambling Motives Questionnaire really three-dimensional? A proposition of a four-dimensional Gambling Motives Questionnaire - Revised.

The aim of the present study was to improve the weaknesses of the three-dimensional Gambling Motives Questionnaire and to examine the psychometric properties and factor structure of the Gambling Motives Questionnaire-Revised. The Gambling Motives Questionnaire was administered to a sample of 418 gamblers (92% men, mean age 19.5years).

Identifying victims of workplace bullying by integrating traditional estimation approaches into a latent class cluster model.

Research findings underline the negative effects of exposure to bullying behaviors and document the detrimental health effects of being a victim of workplace bullying. While no one disputes its negative consequences, debate continues about the magnitude of this phenomenon since very different prevalence rates of workplace bullying have been reported. Methodological aspects may explain these findings.

Workplace bullying, emotions, and outcomes.

This study examines emotional experiences as potential mediators between exposure to workplace bullying and job satisfaction, organizational commitment, and intention to leave the organization, respectively. A total of 5,520 respondents participated in the study. Drawing upon affective events theory (AET), the results show that emotions partly mediate these relationships and, hence, support the notion that emotions play a central part in the relationship between bullying and essential occupational outcomes.

Exploring risk groups workplace bullying with categorical data.

In this study, we first explore whether different exposure groups of workplace bullying exist, employing a large, heterogeneous sample. The results show six different exposure groups: almost 30.5% is not bullied since they report hardly any negative act at work at all, 27.

Job insecurity and employability in fixed-term contractors, agency workers, and permanent workers: associations with job satisfaction and affective organizational commitment.

This study investigates how job insecurity and employability relate to job satisfaction and affective organizational commitment in permanent workers, fixed-term contract workers, and temporary agency workers. The authors hypothesized that (a) job insecurity relates negatively to job satisfaction and affective organizational commitment, and this relationship is strongest in permanent workers and weakest in temporary agency workers; and that (b) employability relates positively to job satisfaction and negatively to affective organizational commitment, and this relationship is strongest in temporary agency workers and weakest in permanent workers. Hypotheses were tested in workers (permanent: n = 329; fixed term; n = 160; temporary agency: n = 89) from 23 Belgian organizations.