Ways of Explaining Workplace Bullying: A Review of Enabling, Motivating and Precipitating Structures and Processes in the Work Environment

By Denise Salin. 2003

1,068 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/173860d9b8a63965cc4f7d76740a3d1358f89db4

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Citations in the corpus

Destructive Leadership (2013, background): “…it has been argued that managers are more likely to bully their poorly performing followers when their own performance ratings depend on their followers’ performance, and very highly performing followers when they are perceived as competitors threatening the manager’s own career (Salin, 2003).”
Neuroticism and the psychosomatic model of workplace bullying (2006, background): “Many of the consequences of bullying, such as ill health, are associated strongly with the victim's own evaluation of the situation ( Salin, 2003”
Psychosocial safety climate (PSC) and enacted PSC for workplace bullying and psychological health problem reduction (2017, background): “Hence, poor work design creates fertile soil for bullying (Salin, 2003).”
Bad Apples, Bad Barrels, and Broken Followers? An Empirical Examination of Contextual Influences on Follower Perceptions and Reactions to Aversive Leadership (2011, background): “perpetrator costs, high intraorganizational competition, reward systems for bullying behavior, and a highly politicized organizational climate, (Salin, 2003), and widespread organizational change such as downsizing and restructuring (McCarthy, 1996; Sheehan, 1996) are associated with bullying in the”
Perceived severity of various bullying behaviours at work and the relevance of exposure to bullying (2009, background): “Salin (2003) and Einarsen (2000) pointed out that to measure bullying one must take the victim’s perception of the severity of the behaviour into account.”
Frustration-based outcomes of entitlement and the influence of supervisor communication (2010, background): “Such behaviors can take the form of insults, displaced aggression, and broken promises, among others (e.g. Greenberg and Barling, 1999; Salin, 2003).”
"He just didn't seem to understand the banter": Bullying or simply establishing social cohesion? (2012, background): “00 a social integration role (Salin, 2003), determining their ability to cope with the environment and strengthening workplace functionality (Haueter et al.”
Workplace Bullying, Mobbing and General Harassment: A Review (2013, neutral): “Similarly, Salin (2003b) identified three classifications for explanations of bullying which often interact with each other.”
Power, Status, and Abuse at Work: General and Sexual Harassment Compared (2009, background): “Minority workforces may also be more vulnerable to general workplace harassment (Salin 2003)—quite apart from racially motivated harassment (an analysis of which is beyond the scope of the current article).”
Cross-lagged relationships between workplace bullying, job satisfaction and engagement: Two longitudinal studies (2009, background): “Definitions of workplace bullying usually emphasize exposure to a range of repeated and enduring negative acts, directed towards one or more targets who typically end up unable to defend themselves (Einarsen, 2000; Einarsen, Hoel, Zapf, & Cooper, 2003).”
Workplace bullying: The role of psychosocial work environment factors. (2009, background): “To recap, the most stressful psychosocial work environment combination presaged bullying, supporting the notion that bullying has its basis, in part, in the work environment (see also Hoel & Salin, 2003; Salin, 2003).”