Organisational effects of bullying

By H. Hoel, Staale Einarsen, Cary L. Cooper, Dieter Zapf. 2003

147 citations recorded by the source corpus.

Subfields: Health, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/58b76018bd2ab893d3d641f97d4d40b30703e22c

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Citations in the corpus

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 ”
Nightmares, Demons, and Slaves (2006, background): “The majority of bullying research is internationally situated, survey based, and authored by management or psychology scholars (Einarsen, Hoel, Zapf, & Cooper, 2003a; Hoel et al., 2003; Zapf, Einarsen, Hoel, & Vartia, 2003).”
Ways of Explaining Workplace Bullying: A Review of Enabling, Motivating and Precipitating Structures and Processes in the Work Environment (2003, background): “…higher absenteeism, and decreased commitment and 1 2 1 3 [0018-7267(200310)56:10] Volume 56(10): 1213–1232: 039826 Copyright © 2003 The Tavistock Institute ® SAGE Publications London, Thousand Oaks CA, New Delhi www.sagepublications.com productivity (Hoel et al., 2003; Keashly & Jagatic, 2003).”
Appreciation: a spiritual path to finding value and meaning in the workplace (2012, background): “At the opposite end of the spectrum, poor relationships at work, as exemplified by workplace abuse and/or bullying, can make a job a nightmare, in terms of both worker well-being and productivity (Einarsen and Mikkelsen 2003, Hoel et al. 2003).”
Relationships Between Machiavellianism, Organizational Culture, and Workplace Bullying: Emotional Abuse from the Target’s and the Perpetrator’s Perspective (2014, background): “consequences for affected individuals and the organization as a whole (Vartia 2001; Hoel et al. 2003).”
The battered apple: An application of stressor-emotion-control/support theory to teachers’ experience of violence and bullying (2010, background): “Consequences to the organization may include interference with workplace performance (productivity, rise in accidents and mistakes, diminished corporate reputation): withdrawal (high turnover, loss of the brightest, absenteeism); effects on organizational culture and climate (strained loyalty, distr”
Workplace bullying in a group context (2004, background): “…level, some attention has been paid to the consequences of bullying to an organisation in terms of absenteeism, turnover and productivity (see Hoel et al ., 2003 for a review) and to the notion that the organisation itself, through its policies and practices, can bully (Liefooghe & Mackenzie…”
Organisational responses to workplace harassment (2008, background): “Given the high costs associated with harassment (Hoel et al., 2003) and the existence of anti-harassment legislation in many countries (e.”
The prevention of workplace bullying as a question of human resource management: measures adopted and underlying organizational factors (2008, background): “…the bullying literature have been that (1) violations of employee dignity and well-being may have severe negative effects on work performance (e.g. Hoel et al., 2003) and that (2) bullying is closely linked to other organizational and managerial practices such as work organization, reward systems…”
Workplace bullying and psychological health at work: The mediating role of satisfaction of needs for autonomy, competence and relatedness (2013, background): “(Hoel et al., 2003).”