Workplace harassment from the victim's perspective: a theoretical model and meta-analysis.

By N. Bowling, T. Beehr. Journal of Applied Psychology, 2006

1,262 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/bba5f93b5b41ede230a556e229119640092b58cf

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Citations in the corpus

Target personality and workplace victimization: A prospective analysis (2010, background): “many people), the length of time over which the behaviours occur, the intentionality (of hurting the victim), and the nature and severity of the behaviour (Aquino & Lamertz, 2004 ; Bowling & Beehr, 2006 ; Lapierre, Spector, & Leck, 2005 ).”
A New Trilogy to Understand the Relationship among Organizational Climate, Workplace Bullying and Employee Health (2014, background): “…bullying, multiple negative behaviours have been described, that includes insulting remarks, physical assaults, the unjust removal of responsibilities and work tasks, rumors spreading and social exclusion (Zapf, & Cooper, 2003; Bowling & Beehr, 2006; Einarsen, Hoel, Harvey & Treadway, 2006).”
Depression in the workplace: An economic cost analysis of depression-related productivity loss attributable to job strain and bullying (2013, background): “Bowling and Beehr (2006) argue that bullying is a threat to a person’s self-image and can lead to depression.”
Cross-lagged relationships between workplace bullying, job satisfaction and engagement: Two longitudinal studies (2009, background): “Similarly, Bowling and Beehr (2006) in a meta-analysis revealed that bullying was negatively associated with job satisfaction and organizational commitment.”
Towards a multi‐foci approach to workplace aggression: A meta‐analytic review of outcomes from different perpetrators (2010, methodology): “Numerous studies have shown that job stressors are associated with both psychological and physical strain (e.g., Barling et al., 2005; Bowling & Beehr, 2006; Jex & Beehr, 1991; Kahn & Byosiere, 1992), increased anxiety, hostility, and depression (e.g., LeBlanc & Kelloway, 2002; Schat & Kelloway,…”
A job characteristics approach to explain workplace bullying (2010, background): “Even though previous research seems to suggest that job characteristics are more likely to cause bullying than vice versa (Bowling & Beehr, 2006), causal inferences can only be tested using a longitudinal design (Hauge et al., 2007).”
Are Bullying Behaviors Tolerated in Some Cultures? Evidence for a Curvilinear Relationship Between Workplace Bullying and Job Satisfaction Among Italian Workers (2015, background): “Accordingly, the prevailing assumption is that exposure to bullying behaviors will lead employees to perceive their work environment as hostile and negative and, therefore, bullying will be positively associated with job dissatisfaction (Bowling and Beehr 2006 ; Einarsen et al. 2011 ).”
Relationships between stressful work environments and bullying: Results of a large representative study (2007, background): “Such characteristics of the work environment may influence bullying directly, but they may also contribute to creating a stressful work climate in which bullying can flourish (Bowling & Beehr, 2006).”
The impact of role stressors on workplace bullying in both victims and perpetrators, controlling for personal vulnerability factors: A longitudinal analysis (2012, methodology): “Building upon previous evidence (Bowling & Beehr, 2006), we operationalized the work environmental context of bullying in terms of role conflict and role ambiguity.”
Workplace victimization: aggression from the target's perspective. (2009, background): “Among the ones appearing frequently in the literature are workplace harassment (Björkqvist et al. 1994, Bowling & Beehr 2006), mobbing (Leymann 1996, Zapf et al. 1996), petty tyranny (Ashforth 1997), bullying (e.g., Einarsen & Skogstad 1996, Salin 2003b, Vartia 1996), emotional abuse (Keashly…”
Workplace incivility: A review of the literature and agenda for future research (2016, background): “This research has shown that targets of these negative workplace behaviors engage less in organizational citizenship behaviors (Dalal, 2005), have higher turnover intentions (Chiaburu & Harrison, 2008), and experience more stress than their colleagues (Bowling & Beehr, 2006).”
Exposure to workplace harassment and the Five Factor Model of personality: A meta-analysis (2017, background): “Valid knowledge about correlates of workplace harassment is important for the understanding of the phenomenon (Bowling & Beehr, 2006), and is needed for theoretical, applied, and methodological reasons.”