Strategic Human Resource Management (MANBCU008A|STRATEGICHUMANRESOURCEMANAGEMENT)
All documents for this subject (20)
1
review
By: mauritskamp • 2 year ago
Seller
Follow
tessapeters2
Reviews received
Content preview
Climate for conflict management exposure to workplace bullying and work engagement
a moderated mediation analysis
1. Introduction
Exposure to bullying in the workplace is not only associated with reduced health and well-being
among those targeted , it is also associated with individual and organizational level outcomes
related to performance and productivity, such as reduced creativity, increased absenteeism
rates, increased turnover rates and reduced work engagement. Because of this, employers have
an obvious interest in both preventing bullying from occurring and in reducing its potential
negative outcomes.
• Brodsky (1976) claimed that for harassment to take place the victimizing elements must
occur within a climate that permits or rewards this kind of (mis)behavior.
• In line with this, Einarsen, Hoel, Zapf, and Cooper (2011) forwarded the hypothesis that
if employees perceive the organizational climate as being characterized by proper
procedures and policies to manage interpersonal problems, there will both be fewer
bullying episodes and a reduction of the potential outcomes of bullying, e.g. retaining
the work engagement of those targeted.
In this paper, we will investigate this hypothesis using the concept of Climate for Conflict
Management (CCM) which refers to the employees’ assessments of the organization’s conflict
management procedures, and of how fair and predictable the interaction patterns between
managers and employees are perceived to be in this regard (Rivlin, 2001). Employing a
moderated mediation analysis we will investigate if perceived CCM moderates the likely
relationship between exposure to bullying and reduced work engagement.
The nature of workplace bullying. Bullying can be viewed as a particularly serious form of
interpersonal conflict at work (Zapf & Einarsen, 2005) where the targeted employee over a
prolonged time period is increasingly exposed to hostile social acts from peers or superiors
finding it difficult to defend oneself in the actual situation due to a power imbalance between
the parties.In this context, the term hostile social acts overlaps with the concepts of social
exclusion, incivility and abusive supervision.
Work engagement as a likely outcome of bullying. The concept of work engagement refers
to a condition in which the personal self and the work role are merged together. Employee
engagement positively affects employees, there factors that reduce the work engagement should
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller tessapeters2. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for £2.56. You're not tied to anything after your purchase.