Neuroticism and the psychosomatic model of workplace bullying

Abstract

Purpose

To examine the role of neuroticism in the psychosomatic model of workplace bullying.

Design/methodology/approach

A survey approach was used in this research. Partial Least Squares analyses on data from 127 participants were used to determine whether the effects of bullying on negative affect are independent of, or are moderated by, neuroticism.

Findings

Revealed that neuroticism does not moderate the relationship between bullying and negative affect. Bullying and neuroticism were found to act independently on negative affect. The results supported the psychosomatic model of bullying.

Research limitations/implications

Limitations are the nature of the sample, the use of self‐report and cross‐sectional data. Future research could use a larger sample, include multi‐rater data, and a longitudinal research design.

Practical implications

Dealing effectively with bullying is a concern for individuals and organizations. The findings highlight the need for anti‐bullying policies. Management need to be trained in the prevention of bullying and in how to deal effectively with bullying. Victims should not be held accountable for the psychosomatic effects of bullying, the onus remains on managers and employers to prevent bullying from occurring.

Originality/value

This paper extends the psychosomatic model of workplace bullying by examining the role of neuroticism. The findings have both theoretical implications for researchers in increasing understanding of the psychosomatic model of bullying, and practical implications for managers in organizations in terms of developing strategies for countering workplace bullying and its effects.

Citation

Djurkovic, N., McCormack, D. and Casimir, G. (2006), "Neuroticism and the psychosomatic model of workplace bullying", Journal of Managerial Psychology, Vol. 21 No. 1, pp. 73-88. https://doi.org/10.1108/02683940610643224