Organisational antecedents of workplace bullying

By H. Hoel, Denise Salin. 2003

279 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/90e11f887ed214289d9cf92c176ebeef42841719

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

In Radiological and Ultrasound Technology

In Sociology and Political Science

Citations in the corpus

The Moderating Effects of Psychological Detachment and Thoughts of Revenge in Workplace Bullying (2008, unknown): “This approach has been named the work environment hypothesis (Hoel & Salin, 2003).”
Interventions in workplace bullying: A multilevel approach (2010, background): “…fierce internal competition, certain forms of reward systems, dissatisfaction and frustration with the working situation, a politicized climate, or restructuring, cost-cutting, and reengineering; see Hoel & Salin, 2003; Neuman & Baron, 2003; Salin, 2003a, 2003b; Zapf, 1999; Zapf & Einarsen, 2003).”
Perceptions of and reactions to workplace bullying: A social exchange perspective (2010, methodology): “For example, the (luxury) restaurant kitchen is a sector where there has been a prevailing myth that abusive and abrasive supervision and blind subordination are necessary to produce high-quality, creative food (c.f. Hoel and Salin, 2003; Johns and Menzel, 1999).”
Workplace Bullying: Causes, Consequences, and Corrections (2010, unknown): “Generally speaking, two management styles are associated with harassment and bullying: coercive/authoritarian (Hoel & Salin, 2003) and laizzefaire (Di Martino, Hoel, & Cooper, 2003).”
Discouraging Bullying: The Role of Ethical Leadership and its Effects on the Work Environment (2010, background): “In this context, scholars have detected valuable links between aggressive behavior and poor physical working conditions (Lawrence and Leather, 1999) such as a noisy work environment (Hoel and Salin, 2003) or working in uncomfortably high temperatures (Bell, 1992).”
A New Trilogy to Understand the Relationship among Organizational Climate, Workplace Bullying and Employee Health (2014, background): “Organizational climate The organizational environment/climate has been defined “as how work is organized, the culture or climate of the organization, and the nature of the leadership within the organization” (Zapf, 1999 p162; Hoel & Salin, 2003 p 619).”
Managers in the firing line: Contributing factors to workplace bullying by staff – an interview study (2007, background): “…procedures (Baron & Neuman 1996), and increased diversity within the workforce (Baron & Neuman 1998), for example the increase of women in managerial positions (Hammond & Holton 1993), have all been suggested as enabling or triggering factors for workplace bullying (Hoel & Salin 2003).”
Ways of Explaining Workplace Bullying: A Review of Enabling, Motivating and Precipitating Structures and Processes in the Work Environment (2003, background): “The fact that many victims consider complaining about bullying to be an act of disloyalty further emphasizes the potential strength and impact of the socialization process (Hoel & Salin, 2003).”
Why is Organizational Change Related to Workplace Bullying? Role Conflict and Job Insecurity as Mediators (2009, methodology): “This aligns with Berkowitz’s (1989) Revised Frustration–Aggression Theory: a stressful work environ ment can lead to aggression towards others through negative affects (see also Hoel and Salin, 2003).”
Organisational responses to workplace harassment (2008, background): “…psychological workplace harassment (see e.g. Ilies et al., 2003 and Zapf et al., 2003 for reviews) and factors increasing the risk for different forms of harassment (see e.g. Hoel & Salin, 2003; Pryor & Fitzgerald, 2003 for reviews), we know little about organisational responses to these problems.”
Leadership Styles as Predictors of Self-Reported and Observed Workplace Bullying (2009, unknown): “Managers who fail to manage their own pressures and stress, reverting to or falling into an autocratic or even tyrannical style of leadership in particularly stressful circumstances (Hoel and Salin, 2003), where involvement and constructive criticism may be replaced by rage and shouting, exhibit beh”
Cross-lagged relationships between workplace bullying, job satisfaction and engagement: Two longitudinal studies (2009, background): “However, quite a few ‘‘other’’ antecedents of well-being have been identified as antecedents of bullying, such as workload and autonomy (Agervold & Mikkelsen, 2004; De Cuyper, Baillien, & De Witte, in press; Hauge et al., 2007; Hoel & Salin, 2003).”
Bullying in the workplace: definition, prevalence, antecedents and consequences (2010, background): “Culture tends to manifest itself at the group level, with specific norms and rules for the behavior of group members (Hoel & Salin, 2003).”
Faculty Experiences with Bullying in Higher Education (2010, background): “Cultures that “breed” bullying and hostility are variously characterized as competitive, adversarial, and highly politicized, with autocratic or authoritarian leadership that does not tolerate nonconformity (Hoel & Salin, 2003).”
Target personality and workplace victimization: A prospective analysis (2010, background): “Although research has shown that the work environment is related to victimization, it does not account for all the variance in victimization (Bowling & Beehr, 2006; Einarsen, Raknes, & Matthiesen, 1994; Hoel & Salin, 2003).”
The nature, causes and consequences of bullying at work: The Norwegian experience (2005, background): “The aim of this paper is to present research on workplace bullying conducted during the last decade by the bullying research team at the University of Bergen (see also Einarsen, 1999; 2000; Einarsen, Zapf, Hoel & Cooper, 2003).”