Relationships between stressful work environments and bullying: Results of a large representative study

By Lars Johan Hauge, A. Skogstad, Staale Einarsen. 2007

505 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Radiological and Ultrasound Technology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/5d7fd913494aba3674eda20baf29689ff11326b5

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

A job characteristics approach to explain workplace bullying (2010, background): “These findings were replicated in Norway (Hauge et al., 2007), The Netherlands (Hubert, Furda, & Steensma, 2001), and Belgium (Notelaers & De Witte, 2003).”
Workplace bullying and the employment relationship (2011, background): “Moreover, within organisational psychology, one issue of concern has been to establish the types of antecedents or risk factors of bullying, such as workload, role conflict, styles of leadership and control (e.g. Baillien et al., 2008; Hauge et al., 2007; Hoel et al., 2009), rather than investigatin”
Testing the Work Environment Hypothesis of Bullying on a Group Level of Analysis: Psychosocial Factors as Precursors of Observed Workplace Bullying (2011, background): “The strength of the relationships in the present study on a group level of analysis is systematically stronger compared to studies conducted on an individual level of analysis (e.g. Einarsen et al., 1994; Hauge et al., 2007; Vartia, 1996; Vartia & Hyyti, 2002).”
Workplace bullying, the development of job insecurity and the role of laissez-faire leadership: A two-wave moderated mediation study (2018, methodology): “Moreover, since the present data were collected as part of a larger study on psychosocial work environment factors (see Hauge et al., 2007) there is little reason to suspect that the respondents would be affected by presumptions about the study hypotheses.”
Job insecurity, perceived employability and targets' and perpetrators' experiences of workplace bullying (2009, result): “In line with previous studies in the realm of bullying (e.g. Einarsen & Skogstad, 1996; Hauge et al., 2007; Matthiesen & Einarsen, 2007), all items were included in one scale (Cronbach’s a .81).”
Individual and situational predictors of workplace bullying: Why do perpetrators engage in the bullying of others? (2009, background): “It is not bullying when two equally strong opponents are in conflict with each other’’ (for a full description of the measurement instruments applied, see Hauge et al., 2007).”
Perceived severity of various bullying behaviours at work and the relevance of exposure to bullying (2009, background): “One fact that appears to have contributed to the increased relevance of bullying at work is the recognition of direct negative effects, not only on the health and self-esteem of workers, but also on the efficiency and overall success of organizations (Hauge, Skogstad, & Einarsen, 2007 ; Hoel, Einar”
Workplace Bullying: A Complex Problem in Contemporary Organizations (2011, background): “Lutgen-Sandvik and McDermott (2008), contend organizational structures may support bullying by implementing " anti-employee policies " and laissez-faire management styles (Hauge, et al. 2007; Lutgen-Sandvik & McDermott, 2008).”
Do transformational leaders enhance their followers' daily work engagement? (2011, background): “…Torsheim, Aasland, and Hetland (2007) found that this ‘leaderless’ leadership style was positively associated with job stressors such as role ambiguity, role conflict and conflict with co-workers, while Hauge, Skogstad, and Einarsen (2007) supported its positive relationshipwith bullying at work.”