Conflict escalation and coping with workplace bullying: A replication and extension

By Dieter Zapf, C. Gross. 2001

651 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/ca4cffad46cff210f24de8db80fa70fa9e0042b0

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Citations in the corpus

A job characteristics approach to explain workplace bullying (2010, background): “This finding adds to the results of studies in which conflict management strategies and leadership styles are found to be related to workplace bullying (Einarsen, 1996; Skogstad, Einarsen, et al., 2007; Zapf & Gross, 2001).”
Organisational responses to workplace harassment (2008, background): “Although such measures may be useful in the early stages of conflicts, they are of limited use in highly escalated conflicts (cf. Zapf & Gross, 2001).”
Evidence for a curvilinear relationship between abusive supervision and creativity in South Korea (2013, background): “…to rapidly enhance individual performance or to convey the importance of specific objectives to their employees (Campbell, White, & Durant, 2007; Ferris, Zinko, Brouer, Buckley, & Harvey, 2007; Zapf & Gross, 2001), little is known about the relationship between abusive supervision and creativity.”
Perceptions of and reactions to workplace bullying: A social exchange perspective (2010, background): “Furthermore, it is important to note that targets of bullying typically start by utilizing different constructive, problem-solving conflict management techniques before resorting to any more radical responses, such as exiting the organization (Niedl, 1995; Zapf and Gross, 2001).”
Nightmares, Demons, and Slaves (2006, background): “The persistent character of bullying at work is also linked to escalated aggression; the intensity of hostility and toxic effects increase when bullying is left unchecked (Harlos & Pinder, 2000; Leymann, 1996; Zapf & Gross, 2001).”
Workplace bullying, the development of job insecurity and the role of laissez-faire leadership: A two-wave moderated mediation study (2018, background): “Moreover, since bullying scenarios can go on for several years (e.g. Zapf & Gross, 2001) we believe that high levels of bullying-related job insecurity will be evident over a relatively long time lag.”
The role of the psychosocial safety climate in coping with workplace bullying: A grounded theory and sequential tree analysis (2016, methodology): “As mentioned earlier, coping with bullying could only be successful within a particular organizational framework (Zapf & Gross, 2001).”
The impact of role stressors on workplace bullying in both victims and perpetrators, controlling for personal vulnerability factors: A longitudinal analysis (2012, background): “…factors may be sufficient to trigger the initial stages of bullying; then, when stigmatizing processes start and the victim becomes ‘‘the problem’’ (see Zapf & Gross, 2001), bullying may fuel itself, so that being the target of victimizing behaviour has a progressively stronger impact on…”
When prey turns predatory: Workplace bullying as a predictor of counteraggression/bullying, coping, and well-being (2006, methodology): “…attribute such acts as a desire to seek power, as in the case of petty tyrants (Ashforth, 1994) in which perpetrators are seen as undermining the targets’ emotional welfare (Glasl, 1982), targets may be more likely to employ confrontational and/or political coping approaches (Zapf & Gross, 2001).”