Mobbing at Work: Escalated Conflicts in Organizations.

By Dieter Zapf, Staale Einarsen. 2005

243 citations recorded by the source corpus.

Subfields: Information Systems and Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/9675f8e722c5569d51704a847b17efb29e274039

How researchers see this paper

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

In Information Systems and Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Unraveling respect in organization studies (2014, background): “Mobbing is a form of mistreatment that exemplifies this effect because a work group collectively chooses and then harasses a victim (Leymann, 1990; Zapf and Einarsen, 2005).”
Towards a multi‐foci approach to workplace aggression: A meta‐analytic review of outcomes from different perpetrators (2010, background): “Researchers have proposed several theoretical frameworks for understanding the effects of workplace aggression (e.g., Barling, 1996; Keashly & Harvey, 2005; Lim, Cortina, & Magley, 2008; Zapf & Einarsen, 2005).”
Measuring exposure to bullying and harassment at work: Validity, factor structure and psychometric properties of the Negative Acts Questionnaire-Revised (2009, methodology): “Based on previous research on bullying (Einarsen, Hoel, Zapf, & Cooper, 2003; Rayner & Keashly, 2005; Zapf & Einarsen, 2005), we hypothesized that the NAQ-R would show negative correlations with measures on subjective health and well-being, and negative correlations with perceptions of the quality…”
Managers in the firing line: Contributing factors to workplace bullying by staff – an interview study (2007, background): “Importantly, the intention of the perpetrator remains an unclear definitional aspect of workplace bullying (Keashly 2001; Zapf & Einarsen 2005).”
The world turns at 33 and 45: Defining simple cutoff scores for the Negative Acts Questionnaire–Revised in a representative sample (2013, background): “In fact, most researchers on bullying share the view that bullying manifests itself in a negative health outcome for the target (Zapf & Einarsen, 2005).”
Perceived severity of various bullying behaviours at work and the relevance of exposure to bullying (2009, background): “…23, No. 3, July September 2009, 191 205 While previous research on workplace bullying has paid considerable attention to its prevalence, causes and consequences (Bowling & Beehr, 2006; Hershcovis et al., 2007; Zapf & Einarsen, 2005), assessment of its severity has not received similar attention.”
Psychosocial safety climate (PSC) and enacted PSC for workplace bullying and psychological health problem reduction (2017, background): “Unclear roles and contradictory goals may create competition and low trust, and high work pressure likely indicates little time or concern within organizations to resolve conflict (Zapf & Einarsen, 2005).”
Individual‐ and group‐level effects of social identification on workplace bullying (2013, background): “This is in part at odds with Leymann (1996), who pointed out that there is often a group of people, a ‘‘mob’’, being engaged in aggressive acts against one or more victims (Zapf & Einarsen, 2005), though Leymann did not theorize on bullying as a group phenomenon any further.”
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, background): “Theoretically, it is likely that the effects of bullying are dependent upon a range of personal, situational and organizational characteristics such as individual dispositions and resilience, coping behaviors, social support, and leadership practices (Zapf & Einarsen, 2005).”
Perceived violence climate: A new construct and its relationship to workplace physical violence and verbal aggression, and their potential consequences (2007, background): “Furthermore, Zapf and Einarsen (2005) summarized evidence suggesting that individuals who are high on the personality traits of neuroticism and negative affectivity are more likely to be the victims of detrimental treatment (including violence and verbal aggression) by others.”
Bullying in the workplace: definition, prevalence, antecedents and consequences (2010, background): “According to Zapf and Einarsen (2005), however, it is not only pure national linguistic preferences which differentiate between the concepts of bullying and mobbing.”
Counterproductive work behavior as protest (2010, background): “Other forms of collective counterproductive behavior may include mobbing (e.g., Leymann, 1996; Zapf & Einarsen, 2005) or bullying (Rayner & Cooper, 2006), and collective acts of violence that occur in the context of a labor dispute (Francis, Cameron, & Kelloway, 2006).”
The Effects of Ethical Climates on Bullying Behaviour in the Workplace (2009, background): “Zapf and Einarsen (2005) made a distinction between the two terms by relating bullying to behaviour that is directed towards a subordinate by a manager, and mobbing to unwanted behaviour between peers.”