The Concept of Bullying and Harassment at Work: The European Tradition

By Staale Einarsen, H. Hoel, Dieter Zapf, Cary L. Cooper. 2010

779 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/1b741adedf8b0dc98e00909a60bbe6c1b2eeccfd

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Citations in the corpus

Workplace bullying and employee silence (2017, background): “Introduction Workplace bullying – a form of interpersonal mistreatment – is defined as a situation in which an employee feels constantly and persistently subjected to negative behaviors at the hands of others in the workplace (Einarsen et al., 2011), typically by those in supervisory positions (D’Cr”
Workplace Bullying, Mobbing and General Harassment: A Review (2013, neutral): “While it is recognised that society can influence bullying in the workplace, very little is known about how this occurs (Einarsen et al. 2011).”
The impact of role stressors on workplace bullying in both victims and perpetrators, controlling for personal vulnerability factors: A longitudinal analysis (2012, background): “…act as ambient stressors, leading to the bullying of some individuals because they trigger aggressive behaviour on the part of potential perpetrators, an explanation that is gaining consensus among bullying researchers (see the theoretical model recently proposed by Einarsen et al., 2011, p. 29).”
Workplace bullying as an antecedent to job insecurity and intention to leave: a 6‐month prospective study (2014, methodology): “…in which an employee is subjected to frequentnegative acts (e.g. at least once a week) for a relatively long period of time (e.g. 6months) by peers or superiors, against which defence or retaliation is hindered by the recognition of a formal or informal power imbalance (Einarsen et al., 2011).”
Is workplace bullying related to the personality traits of victims? A two-year prospective study (2015, background): “Although personality is a central factor in some theoretical models of bullying (Bowling & Beehr, 2006; Einarsen et al., 2011) as well as in lay people’s explanations of bullying, this may be caused by an exaggerated focus on individual characteristics compared to situational factors (Glasø et al.,…”
Exposure to workplace harassment and the Five Factor Model of personality: A meta-analysis (2017, methodology): “For geographical regions countries were coded into the categories “USA”, “Europe”, and “Asia/Oceania”.”
Outcomes of exposure to workplace bullying: A meta-analytic review (2012, neutral): “Bullying, harassment, mobbing, emotional abuse, and victimization/victimisation are all concepts that have been used to describe exposure to long-lasting and systematic psychological aggression at work (Einarsen et al., 2011b; Zapf & Einarsen, 2005).”
What we know, what we do not know, and what we should and could have known about workplace bullying: An overview of the literature and agenda for future research (2018, methodology): “Taken together, the studies have established that exposure to workplace bullying has a long-term negative impact on mental health (e.g., Finne, Knardahl, & Lau, 2011; Kivimäki et al., 2003; Rugulies et al., 2012), suicidal ideation (Nielsen, Einarsen, Notelaers, & Nielsen, 2016; Nielsen, Nielsen, No”
Individual‐ and group‐level effects of social identification on workplace bullying (2013, background): “Research has suggested that workplace bullying develops from multiple causes (Baillien, Neyens, DeWitte, & DeCuyper, 2009; Einarsen et al., 2011; Zapf, 1999).”