Coping with bullying in the workplace: the effect of gender, age and type of bullying

By Hanna L. Jóhannsdóttir, Ragnar F. Ólafsson. 2004

215 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/eb5fcee586a0edd229a5a2d98956c1be567ef31d

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Citations in the corpus

Mindfulness, Self-compassion, Self-efficacy, and Gender as Predictors of Depression, Anxiety, Stress, and Well-being (2015, background): “Dimensions of self-compassion may reflect aspects of coping strategies, which differ across age and gender (Ólafsson & Jóhannsdóttir, 2004).”
Measuring bullying at work with the short-negative acts questionnaire: identification of targets and criterion validity (2019, background): “For example, Fevre, Robinson, Jones, and Lewis (2010) and Ólafsson and Jóhannsdóttir (2004) claimed that some workrelated behaviours, e.g. “excessive monitoring of work” or “being given tasks with unreasonable deadlines,” may not be perceived as behaviours attributed to bullying.”
Contrapower Harassment in Academia: A Survey of Faculty Experience with Student Incivility, Bullying, and Sexual Attention (2009, background): “In fact, recent research on coping with workplace bullying found that men were less likely to seek help and more likely to use avoidance coping strategies than women ( Olafsson and Johannsdottir 2004 ).”
Coping with Cyberbullying: Differences Between Victims, Bully‐victims and Children not Involved in Bullying (2013, unknown): “…research that individuals tend to first utilise problem-focused coping and then, when the situation appears unchangeable, emotion-focused coping (Olafssen & Johansdottir, 2004; Zapf & Gross, 2001), it is likely that the longer one experiences cyberbullying, the more likely they are to employ…”
Workplace bullying as an antecedent to job insecurity and intention to leave: a 6‐month prospective study (2014, background): “Work-related bullying may include unfair criticism and providing the target with excessive workloads or work tasks irrelevant to the job (Jóhannsdóttir and Ólafsson, 2004).”
Workplace bullying: a cross‐level assessment (2006, background): “The question arises; do these three disparate entities cope with the negative spillover of bully in a similar manner? Understanding how each entity copes with the stress created by bullying behavior is important as it can serve to identify the severity of the bullying event, the potential spillage, ”
Bullying in the 21st Century Global Organization: An Ethical Perspective (2009, background): “Bullying in organizations will continue to be an important consideration in the management of global organizations (Einarsen and Raknes, 1997), as it has detrimental effects on productivity (Keelan, 2000), financial bottom-line (Field, 2003), and employee morale (Olafsson and Johannsdottir, 2004).”
Antecedents of Abusive Supervision: a Meta-analytic Review (2015, unknown): “Gender, organizational tenure, working time with supervisor and age are normally included in abusive supervision literature, but more importantly, established theory provides a conceptual rationale for their role as moderators (Olafsson and Johannsdottir 2004).”
The role of the psychosocial safety climate in coping with workplace bullying: A grounded theory and sequential tree analysis (2016, background): “Prolonged bullying was associated with increased avoidance by seeking a transfer or reporting sick (Jóhannsdóttir & Ólafsson, 2004).”