Author:

Keywords:

Workplace bullying, Person-environment misfit, strain, task conflict, personal conflict

Abstract:

Aim This paper investigates whether and why workplace bullying can be predicted by person-environment misfit. Integrating the Person-Environment-Fit theory (French et al., 1982) in bullying research, we assume that low fit between the employee and his/her job (PJF), team (PTF) and/or organization (POF) are all positively associated with being a target and being a perpetrator of workplace bullying. Inspired by the Three Way Model (Baillien, Neyens, De Witte & De Cuyper, 2009), we moreover hypothesize an indirect effect between these dimensions of misfit and bullying through three processes: misfit leads to strain, to task conflict and to personal conflict which in turn encourage bullying. In all, this study contributes to the literature in multiple ways. First, this paper is among the frontrunners in exploring the combination of both personal and environmental factors as antecedents of workplace bullying, addressing calls from scholars in the field (Samnani & Singh, 2012). Second, further insight in the explanatory mechanisms behind the development of workplace bullying is provided. More specifically, by including strain and conflict as mediators, this study is the first to evaluate the Three Way Model of workplace bullying (Baillien et al., 2009). Third, in line with recent evolutions, both targets and perpetrators are taken in consideration. Fourth, we extend previous research on person-environment fit theory by focusing on misfit and exploring its negative effects. Finally, the study includes the recent multidimensional approach in fit theory. Method Hypotheses were tested by means of a cross-sectional data from a heterogeneous sample of 1078 Flemish employees. Data were analyzed using multiple mediator structural equation modeling (Mplus 7.2). Results For both targets as well as perpetrators, the results revealed a total effect of PTF and an indirect negative effect of this sub-dimension through task conflict, personal conflict and strain. Moreover, we found a direct negative effect of PTF on being a target. Finally, the results showed a total effect of POF on being a perpetrator and an indirect negative effect through strain. Additionally, we found a direct negative effect of POF on being a perpetrator of workplace bullying. Conclusions This study confirms the multi-causal view of workplace bullying; being a target as well as being a perpetrator relate to a misfit between employees and their team. Being a perpetrator associate also with a misfit between employees and their organization. In addition, the explaining mechanisms behind this multi-causal phenomenon partially align with the Three Way Model. Consequently, recruiting employees who fit best within the team as well as the organization could prevent bullying. Another avenue could be to ensure a proper socialization of new employees so that the fit between the employee and the work environment is at his best. From the perspective of fit research, the results align with scholars’ assumptions that misfit leads to negative outcomes, and in this case negative behavioral outcomes.