Measuring exposure to bullying and harassment at work: Validity, factor structure and psychometric properties of the Negative Acts Questionnaire-Revised

By Staale Einarsen, H. Hoel, G. Notelaers. 2009

1,520 citations recorded by the source corpus.

Subfields: Radiological and Ultrasound Technology, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/a0dae974b7f50e8a80cd03864b03e1dbcb4f0629

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In Radiological and Ultrasound Technology

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Are Bullying Behaviors Tolerated in Some Cultures? Evidence for a Curvilinear Relationship Between Workplace Bullying and Job Satisfaction Among Italian Workers (2015, methodology): “The reduced Italian version of the Negative Acts Questionnaire-Revised (NAQ-R: Einarsen et al. 2009 ) validated by Giorgi et al. ( 2011 ) was used to measure the frequency of exposition to 17 specific negative acts (bullying behaviours) at work (response categories were 1: Never, 2: Now and then,…”
COVID-19, frontline hotel employees’ perceived job insecurity and emotional exhaustion: Does trade union support matter? (2021, background): “A short time frame between wave 1 and wave 2 was chosen to reduce the drop rate and memory bias (Einarsen et al., 2009).”
Workplace bullying as an antecedent to job insecurity and intention to leave: a 6‐month prospective study (2014, methodology): “Exposure to bullying behaviour was assessed with the 22 items of the Negative Acts Questionnaire – Revised (NAQ-R; Einarsen et al., 2009).”
Job insecurity, perceived employability and targets' and perpetrators' experiences of workplace bullying (2009, methodology): “D e C u y p er et a l. Dependent variables: Targets’ reports of workplace bullying were measured with the 9-item Short-Negative Acts Questionnaire (S-NAQ; Notelaers & Einarsen, 2008), which was adapted from the original Negative Acts Questionnaire by Einarsen, Hoel, and Notelaers (2009).”
Individual‐ and group‐level effects of social identification on workplace bullying (2013, methodology): “Statistical analyses show that it can be reliably divided into two subscales (Einarsen et al., 2009)—work-related bullying and person-related bullying—a common distinction that has also been used by other authors (e.g., Escartı́n et al., 2010).”
Escaping bullying: The simultaneous impact of individual and unit-level bullying on turnover intentions (2012, background): “Workplace bullying is the repeated exposure over time to mistreatment and acts of aggression by others within one’s organization, including from subordinates, supervisors and colleagues (Einarsen et al., 2009: 24).”
Do they stay or do they go (2011, methodology): “Exposure to bullying behaviours was measured using the negative acts questionnaire-revised (NAQ-R) ( Einarsen et al. , 2009”
Acceptability of workplace bullying: A comparative study on six continents (2013, methodology): “One method to reduce the number of confounds is to use a behaviorally based scale such as NAQ-R which allows for a focus on the acceptability of behaviors.”
The relationship between workplace aggression and target deviant behaviour: The moderating roles of power and task interdependence (2012, background): “However, the power imbalance between perpetrators and victims may limit a victim's ability to retaliate (Einarsen, Hoel, & Notelaers, 2009 ), as might the victim's working relationship with the perpetrator.”