The impact of methodological moderators on prevalence rates of workplace bullying. A meta‐analysis

By M. B. Nielsen, S. B. Matthiesen, Staale Einarsen. 2010

496 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/7c7e60bc6f7a03a3a69a85669b9b0b185130336a

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Citations in the corpus

Exposure to workplace harassment and the Five Factor Model of personality: A meta-analysis (2017, methodology): “…which measure harassment with a behavioral experience inventory provide both higher prevalence rates of harassment and stronger associations with relevant correlates compared to studies based on single item self-labeling measures of harassment (Nielsen & Einarsen, 2012; Nielsen et al., 2010).”
Outcomes of exposure to workplace bullying: A meta-analytic review (2012, methodology): “The latter seems to produce a more conservative estimate of workplace bullying than the former (Nielsen et al., 2010).”
Psychosocial work environment, work engagement, and employee commitment: A moderated, mediation model (2020, background): “Approximately 5.6 % of European hospitality employees (Ariza-Montes et al., 2017), 14 % of Canadian hospitality workers (Nieweler, 2015), and 30 % of US hospitality workers (Golshan, 2017) have experienced these behaviors.”
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): “, 2009; Notelaers, Van der Heijden, Hoel, & Einarsen, 2018) has been utilized in more than 50% of all published studies and is by far the most frequently used measurement inventory in research on workplace bullying (Nielsen et al., 2010; Nielsen & Einarsen, 2012).”
Understanding internal, external, and relational attributions for abusive supervision (2014, background): “Nielsen, Matthiesen, and Einarsen (2010) estimate that perhaps as many as 1 in 5 employees world-wide have experienced abuse in the workplace.”
Workplace Bullying: Considering the Interaction Between Individual and Work Environment (2015, background): “Bullying can also take subtle forms such as unmanageable workloads from a supervisor (Nielsen et al. 2010; Robinson and O’Leary-Kelly 1998).”
Individual‐ and group‐level effects of social identification on workplace bullying (2013, methodology): “The NAQ is frequently used as a single factor measure (Einarsen, Hoel, & Notelaers, 2009; Nielsen et al., 2010), especially when estimating prevalence rates of bullying.”
Is workplace bullying related to the personality traits of victims? A two-year prospective study (2015, methodology): “Meta-analytic evidence of prevalence and outcomes of workplace bullying has shown that assessments of selflabelling victimization provide more conservative findings compared to the behavioural exposure method (Nielsen & Einarsen, 2012; Nielsen et al., 2010).”