A qualitative study on the development of workplace bullying: Towards a three way model

By Elfi Baillien, Inge Neyens, Hans De Witte, Nele de Cuyper. 2009

333 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/9f0eda71d31f6c130c147176ff0302fd6f96b211

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Citations in the corpus

A job characteristics approach to explain workplace bullying (2010, background): “Scholars have frequently highlighted the importance of conflict theory in the explanation of bullying at work (Baillien et al., 2009; Zapf, 2001; Zapf & Einarsen, 2005).”
Workplace Bullying: Considering the Interaction Between Individual and Work Environment (2015, background): “The childhood (e.g., Olweus and Limber 2010) and workplace (e.g., Baillien et al. 2009; D’Cruz and Noronha 2011; Strandmark and Hallberg 2007) bullying literatures have both consistently found that individuals will typically target those who appear unlikely to defend themselves.”
Workplace Bullying, Mobbing and General Harassment: A Review (2013, positive): “Indeed, Baillien et al. (2009) identified nine characteristics of perpetrators, such as “intolerant and being very strict” which may suggest an inability to accommodate and adopt flexible attitudes and behaviours (p. 9) .”
Job insecurity, perceived employability and targets' and perpetrators' experiences of workplace bullying (2009, background): “This is a response to earlier calls to include the perpetrator’s perspective, and it allows a test of earlier speculations that the processes that may lead to becoming a target versus perpetrator of workplace bullying are largely similar (Baillien et al., 2009; Bowling & Beehr, 2006).”
Why is Organizational Change Related to Workplace Bullying? Role Conflict and Job Insecurity as Mediators (2009, background): “Second, organizational change may indirectly affect workplace bullying through various stressors, such as increased workload, job insecurity and more autocratic leadership styles (e.g. Baillien et al., 2009; Hoel and Cooper, 2000; McCarthy et al., 1995; Salin, 2003).”
Discouraging Bullying: The Role of Ethical Leadership and its Effects on the Work Environment (2010, background): “Within the three-way model of workplace bullying it is described that conditions of workload and poor working conditions have a significant impact on employees’ stress levels (Baillien et al., 2009).”
The impact of role stressors on workplace bullying in both victims and perpetrators, controlling for personal vulnerability factors: A longitudinal analysis (2012, background): “treating others in a disrespectful manner, constantly complaining about the situation, withdrawal – see also Baillien, Neyens, De Witte, & de Cuyper, 2009 ), which may induce coercive reactions against them in the form of bullying.”
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): “flict perspective on bullying could therefore be highly beneficial due to the insights on conflicts development, escalation, and conflict resolution that has described in the conflict literature (Baillien et al., 2009; Hoel, Rayner, & Cooper, 1999; Keashly & Nowell, 2003).”
Are Bullying Behaviors Tolerated in Some Cultures? Evidence for a Curvilinear Relationship Between Workplace Bullying and Job Satisfaction Among Italian Workers (2015, background): “…may perceive that receiving negative acts (e.g., personal jokes) suggests that she/he “fits in” with her/his work group or organizational culture (see Baillien et al. 2009 ), which increases “in-group” feelings that are incompatible to key bullying characteristics such as perceptions of isolation…”