Interventions for the Prevention and Management of Bullying at Work

By M. Vartia, S. Leka. 2010

105 citations recorded by the source corpus.

Subfields: Health, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/3ea80838ad8d6fbb6c11ee0845d5e62af3f17569

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In Social Psychology

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Citations in the corpus

Workplace bullying and psychological health at work: The mediating role of satisfaction of needs for autonomy, competence and relatedness (2013, background): “Unfortunately, such actions are far from being foolproof (Vartia & Leka, 2010), and bullying can nevertheless occur.”
The impact of role stressors on workplace bullying in both victims and perpetrators, controlling for personal vulnerability factors: A longitudinal analysis (2012, background): “In terms of implications, the results of this study strengthen the idea that problems of poor work organization should be addressed in order to prevent the escalation of extreme and destructive forms of interpersonal conflict such as bullying (Vartia & Leka, 2011).”
Neutralizing workplace bullying: the buffering effects of contextual factors (2013, background): “In particular, having a policy to deal with bullying and developing a clear procedure on how to handle complaints about bullying rank high on this list, and would be relatively non-contentious starting points (see also Vartia and Leka, 2011).”
Psychosocial safety climate (PSC) and enacted PSC for workplace bullying and psychological health problem reduction (2017, background): “Evidence that could inform future practice regarding what measures or interventions to implement to reduce bullying potentially derives from evaluated intervention studies – however there is a dearth of such studies (Escartín, 2016; Hodgins et al., 2014; Vartia & Leka, 2011).”
Workplace bullying, the development of job insecurity and the role of laissez-faire leadership: A two-wave moderated mediation study (2018, background): “Workplace bullying places complex demands on the leader, and juridical and interpersonal interests may suddenly demand attention (Hoel & Einarsen, 2011; Lippel, 2010; Vartia & Leka, 2011).”
Workplace bullying and employee silence (2017, background): “Given that bullying is an organizational reality (Rayner and Hoel, 1997), it is often impossible to create a completely bullying-free environment (Vartia et al., 2011); therefore, in addition to attempting to put a stop to the situation, by gaining a better understanding of the prevalent bullying dy”