Individual effects of exposure to bullying at work

By Staale Einarsen, E. G. Mikkelsen. 2002

355 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/039fe3ceb679e4ec45509651d42edfce1b011d3b

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Citations in the corpus

Nightmares, Demons, and Slaves (2006, background): “This body of work convincingly links the consequences of bullying to serious harm for targeted workers, nontargeted coworkers, and organizations (Bassman, 1992; Einarsen & Mikkelsen, 2003; Hirigoyen, 1998; Leymann, 1990; Vartia, 1996; Yamada, 2000).”
Burned by Bullying in the American Workplace: Prevalence, Perception, Degree and Impact† (2007, neutral): “…evidence suggests that bullying is a ‘crippling and devastating problem’ (Adams and Crawford, 1992, p. 13) with the potential to damage targets’ self-esteem, physical health, cognitive functioning, and emotional health (Brodsky, 1976; Einarsen and Mikkelsen, 2003; Keashly and Harvey, 2005).”
Perceptions of and reactions to workplace bullying: A social exchange perspective (2010, background): “This research has firmly established that workplace bullying is a relatively common phenomena with a number of negative outcomes for both targets and bystanders, including reduced wellbeing, health, job satisfaction, and commitment, as well as increased absenteeism and intentions to leave (Einarsen ”
Workplace Bullying: A Complex Problem in Contemporary Organizations (2011, background): “Although the source of these feelings is emotional abuse at work, the targets often carry the negative effects into their personal lives (Einarsen & Mikkelsen, 2003).”
Prevalence and Forms of Workplace Bullying Among University Employees (2012, background): “2003; Leymann 1996), leading to numerous negative outcomes for the affected workers (Einarsen and Mikkelsen 2003) as well as organizations (Hoel et al.”
Managers in the firing line: Contributing factors to workplace bullying by staff – an interview study (2007, background): “Second, definitions of workplace bullying emphasise that inappropriate behaviors occur persistently or regularly over a period of time (Einarsen 2000; Einarsen et al. 2003; Einarsen & Mikkelsen 2003; Hoel 1997; Smith 1997).”
Acceptability of workplace bullying: A comparative study on six continents (2013, background): “Einarsen et al.'s (2009) article on the NAQ-R, which provides evidence of reliability and validity of the NAQ-R, divides the scale into subscales, two of which are the focus of this study: work related bullying (WRB) and physically intimidating bullying (PIB).”
Interventions in workplace bullying: A multilevel approach (2010, background): “Negative consequences of bullying activities on the victim are well-documented (first order externalities; for a recent overview see Einarsen & Mikkelsen, 2003).”
Target personality and workplace victimization: A prospective analysis (2010, background): “Nevertheless, a few studies have examined the role of target personality (for reviews see Einarsen, 2000; Einarsen & Mikkelsen, 2003; Hoel et al., 1999; Zapf & Einarsen, 2003), and a recently developed model (Bowling & Beehr, 2006) proposes target personality as a factor in predicting victimization.”
Intensive Remedial Identity Work: Responses to Workplace Bullying Trauma and Stigmatization (2008, methodology): “US workers were chosen because, to date, bullying research has been conducted predominantly in Scandinavia, the UK, Australia/New Zealand and the European Union (e.g. Einarsen et al., 2003).”
The nature, causes and consequences of bullying at work: The Norwegian experience (2005, background): “Looking at both our own research and the research of others in this field, a clear conclusion can be drawn from all the research findings: Exposure to systematic bullying at work causes a host of negative health effects in the target (see also Einarsen & Mikkelsen (2003) for a review).”