ITEM METADATA RECORD
Title: The development of workplace bullying: Atheory driven analysis
Authors: Baillien, Elfi
Issue Date: 31-May-2011
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/* Style Definitions */ table.MsoNormalTable {mso-style-name:"Table Normal"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin-top:0cm; mso-para-margin-right:0cm; mso-para-margin-bottom:10.0pt; mso-para-margin-left:0cm; line-height:115%; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-fareast-font-family:"Times New Roman"; mso-fareast-theme-font:minor-fareast; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin;}A growing body ofresearch has focused on ‘workplace bullying’ and elucidated its content,prevalence and consequences. A strong explorative focus regarding its antecedentshas however hampered progress in the understanding of how bullying may emerge. Adittionally,most studies to date have used cross-sectional designs and focused almostexclusively on the perspective of the target. Against this backdrop, we aimedto disentangle how work-related antecedents may trigger workplace bullyingusing (1) established theoretical frameworks, (2) longitudinal designs, and (3)the target’s and perpetrator’s perspective. These issues will be addressed infour chapters and eight studies. In Chapter I, we developed aqualitative incident based Three Way Model that integrates earlier theoretical frameworks(Study 1). The model defines three processes that may contribute to bullying.First, bullying may result from inefficient coping with strain. Such copingmechanisms are likely to be active for perpetrators, and passive for targets. Second,bullying may result from escalated conflicts. Third, bullying may result fromdestructive team and organizational cultures. The Three Way Model provided theoverarching framework for this dissertation in which the stress process and theconflict process, the most important processes in the model, will be sustainedby means of quantitative data. In Chapter II, weinvestigated the stress process applying well-established theoreticalframeworks. First, we tested whetherworkplace bullying may be predicted using Karasek’s ‘Job Demand Control’ Model (Karasek&amp; Theorell, 1990). In this context, we compared matched samples of Belgianand Spanish blue collar workers in view of being a target of bullying (Study 2), and we investigated thelongitudinal relationships between job demands, job control and being a targetor a perpetrator of bullying (Study 3). Second, we applied the ‘Job DemandsResources’ Model (Bakker &amp; Demerouti, 2007) to being a target and to beinga perpetrator of bullying using cross-sectional (Study 4) andlongitudinal data (Study 5). Both models proved to be valuable in explainingbeing a target or a perpetrator of bullying, and bullying may thus be regardedas a social, behavioral stress outcome (strain). Our findings however revealeddifferent processes for targets as compared to perpetrators: whereas being atarget of bullying appeared to be triggered by either job demands or jobcontrol/resources; being a perpetrator of bullying required both job demandsànd job control/resources (i.e. ‘and-and’).In Chapter III, threestudies focused on the conflict process and examined which specific conflictmanagement style triggers bullying, using the Dual Concern Theory (De Dreu,Weingart &amp; Kwon, 2000). First, we studied whether the conflict managementstyles used in the work unit moderated the relationship between the occurrenceof conflicts in the work unit and being a target of bullying (Study 6). As theresults only revealed main effects of problem solving and forcing, we thenstudied the more detailed association between the conflict management styles inthe work unit and being a target of bullying; applying more complex analyses (Study7). This study showed that the conflict management styles in the work unit couldonly be associated with being a target of bullying when taking into accountdifferent levels of conflict occurrence in the work unit. Finally, we testedwhether individual conflict management styles would moderate the relationshipbetween the occurrence of conflicts in the work unit and being a target andbeing a perpetrator of bullying using a longitudinal design (Study 8). Ourresults only showed main effects of problem solving and forcing when predictingbeing a perpetrator of bullying 6 months later. Overall, our results indicatedthat conflicts and conflict management styles may be regarded as triggers forbeing a perpetrator of bullying. How conflicts and conflict management stylesmight be related to being a target of bullying appeared less straightforward. In Chapter IV ouroverall results are summarized and discussed, in view of the differencesbetween processes that may influence being a target versus being a perpetratorof bullying.
Publication status: published
KU Leuven publication type: TH
Appears in Collections:Occupational & Organisational Psychology and Professional Learning - miscellaneous
Work, Organisational and Personnel Psychology
Research Centre for Work and Organisation Studies (WOS Bxl), Campus Brussels
Faculty of Economics and Business (FEB) - miscellaneous

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