Beyond Bullying, Aggression, Discrimination, and Social Safety: Development of an Integrated Negative Work Behavior Questionnaire (INWBQ).

Negative work behavior (NWB) threatens employee well-being. There are numerous constructs that reflect NWBs, such as bullying, aggression, and discrimination, and they are often examined in isolation from each other, limiting scientific integration of these studies. We aim to contribute to this research field by developing a diagnostic tool with content validity on the full spectrum of NWBs.

A Systematic Review of Negative Work Behavior: Toward an Integrated Definition.

The objective of this systematic review was to identify the overlapping and unique aspects of the operationalizations of negative work behaviors (NWBs) to specify a new integrative definition of NWB. More specifically, we examined (1) how many operationalizations and conceptualizations of NWB can be identified, (2) whether these operationalizations can be categorized into facets, i. e.

The Design, Implementation, and Evaluation of a Health-Themed Residential Learning Community for Undergraduate Students.

College students face significant health concerns. In recent years, there has been an emergence of health-related residential learning communities (RLCs) at institutions of higher education, which endeavor to improve students' academic and health outcomes by offering a communal living environment and programming. However, there is negligible literature describing health-related RLCs as a health promotion intervention, the kind of experience residents have, or the impact that health-related RLCs have on student outcomes.

Facilitating Eudaimonic Well-Being in Mental Health Care Organizations: The Role of Servant Leadership and Workplace Civility Climate.

Demanding and complex work within mental health care organizations places employee well-being at risk and raises the question of how we can positively influence the psychological well-being and functioning of these employees. This study explores the role of servant leadership and workplace civility climate in shaping eudaimonic well-being among 312 employees in a Dutch mental health care organization. The findings showed that servant leadership had a stronger relationship with eudaimonic well-being when workplace civility climate was high.

An Interpersonal Perspective on HR Attributions: Examining the Role of Line Managers, Coworkers, and Similarity in Work-Related Motivations.

Given that various studies have linked Human Resource (HR) attributions to important individual and organizational outcomes, the question that arises is what causes these HR attributions. By taking an interpersonal perspective it is examined how employees both individually as well as collectively interpret HR practices. Based on social information processing theory this study among 87 line manager-employee-coworker triads shows that line managers affect HR attributions of employees, and that employees also mutually influence each other's HR attributions.