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The purpose of this paper is to provide empirical evidence of the linkages between such negative workplace behaviors as abusive supervision and coworker bullying (CB)/mobbing; also, the study explores the linkages between such negative behaviors and work-life outcomes.

The authors use “negative acts,” abusive supervision, and workplace bullying/mobbing and develop work-life outcomes scales to test a data set collected from randomly selected respondents in the Midwest of the USA. The two-stage data collection offsets common method variance.

The authors find evidence that American supervisors and employees commit negative behavioral acts rarely. However, the data analyses indicate that many significant relationships exist among negative acts, abusive supervision, CB/mobbing, and employee well-being.

Companies are reluctant to allow surveying their employees on the subject of negative acts. Therefore, respondents in this study are a random sample. Many statistically significant interrelationships were detected.

This study will reinvigorate discussion on workplace negative behaviors, bullying, and their effects on employee well-being.

Addressing and reducing negative workplace behaviors will reduce employee stress and anxiety and improve the quality of employees’ work and life.

The scales were selected and developed, and the data set was constructed specifically for this study; the interactions of negative acts, abusive supervision, CB and mobbing, and work-life outcomes are tested together in a workplace scenario for the first time.

An extensive amount of literature is available on workplace bullying in the Western context. With specific reference to the Indian context, there is limited literature on nature of workplace bullying in Indian organizations as well, as there is no valid instrument to measure the prevalence of workplace bullying in Indian organizations. This paper aims to explore the nature of workplace bullying in Indian organization and examine the psychometric properties of Negative Acts Questionnaire-Revised (NAQ-R) in Indian context.

Data were collected through a hardcopy version of a survey from 835 Indian managers during working hours.

The analysis identified three major categories and constituent sub-categories of bullying behaviors. The NAQ-R was found appropriate on psychometric criteria.

Gender-blind perspective towards approaching bullying and no sector-wise differentiation in nature of bullying are the limitations of the study.

An understanding of nature of workplace bullying in Indian organizational may help managers to identify and timely intervene the bullying situations. This study can help to strengthen the potentialities of NAQ-R as a major organizational diagnosis measure for examining bullying in Indian organizations. A validation of NAQ-R would also help to stimulate the academic work on bullying in India and allow for cross-cultural comparison of studies.

This is the first study to examine psychometric properties of the NAQ-R in Indian settings.

The purpose of this paper is to investigate the relationship between bullying and burnout and its effect on professional football players. Although the effects of both bullying and burnout have been studied in different contexts, the effects of these constructs have not been fully examined among professional football players in culturally different environments.

To measure bullying, the authors used a modified version of the Negative Acts Questionnaire-Revised (NAQ-R) adapted to the professional football environment. To measure burnout, we used Raedeke and Smith’s (2001) “Athlete Burnout Questionnaire”. Data for the study (n=102) were collected from the professional football players in the Turkish Secondary Football League. Explatory and confirmatory analysis were performed for validity and reliability of the questionnaires. Correlations and hierarchical regression analysis were performed for data.

Our findings showed that bullying influenced all three dimensions of burnout (reduced sense of accomplishment, emotional/physical exhaustion, and devaluation), particularly the emotional/physical exhaustion. High levels of burnout that the victims might experience because of bullying may reduce individual performance as well as team performance. Furthermore, higher levels of burnout contribute to attrition (losing a well-performing player prematurely), which could have a significant effect on team’s overall performance and competitiveness.

This study utilized the “Negative Acts Questionnaire-Football (NAQ-F)” adapted from the “Negative Acts Questionnaire-Revised (NAQ-R)”. Using NAQ-F, this study tested the relationship between bullying and burnout and its effect on professional football players. The study results showed that to reduce the negative consequences of potential bullying behaviour on players and teams, high-performing professional football clubs should develop social networks and mechanisms to minimize the effects of such behaviours and/or provide the needed support to the victims, as needed.

The aim of the study is to explore how organizational culture influences occurrences of workplace bullying in Estonia as a post‐transitional country. Another objective is to produce comprehensive empirical evidence of bullying in the specific cultural context.

The survey is based on the internationally well‐known research instrument, the Negative Acts Questionnaire Revised (NAQ‐R) (Mikkelsen and Einarsen) and the Questionnaire of Organizational Culture (QOC) (Vadi et al.).

Victims of bullying: 22 percent – at least one negative act per week; 9.3 percent – at least two negative acts per week; 0.6 percent – by definition (several times per week or daily); 8 percent – by definition (occasionally). The results reveal a clear negative relationship between bullying and task and relationship orientation of organizational culture.

The present study indicates clear factors at the organizational level where the preventive actions are needed to diminish the negative impact of bullying on employee's well‐being and encourages a discussion and further studies of workplace bullying in post‐transitional countries.

In Estonia and in other post‐transitional countries workplace bullying has not yet been studied closely. This study provides a comprehensive approach of workplace bullying related to organizational culture in a post‐transitional country.

The purpose of this paper is to investigate the prevalence of workplace bullying in an Italian university.

More than 200 workers have completed the Italian version of the Negative Acts Questionnaire and the General Health Questionnaire.

The results show a spread of low to medium negative actions in the specific setting. In addition, the effects of negative actions on health are less serious than believed by most of the studies on workplace bullying.

In particular, a quadratic regression model appears to be more appropriate than a linear model.

This paper aims to propose an organizing framework of a possible relationship between working environment and bullying at work.

A total of 926 Italian employees completed the Majer D'Amato Organizational Questionnaire 10 (MDOQ10) and the Negative Acts Questionnaire Revised (NAQ‐R) in order to test the relationship between climate and bullying.

The study finds that organizational climate is a critical antecedent of bullying at work. Organizational climate dimensions at a singular level, and interaction among them, impact on bullying at work.

The impact of working environment on bullying at work is supported.

Purpose: Previous research identified a measurement gap in the individual assessment of social misconduct in the workplace related to gender. This gap implies that women respond to comparable self-reported acts of bullying or sexual discrimination slightly more often than men with the self-labeling as “bullied” or “sexually discriminated and/or harassed.” This study tests this hypothesis for women and men in the scientific workplace and explores patterns of gender-related differences in self-reporting behavior.

Basic design: The hypotheses on the connection between gender and the threshold for self-labeling as having been bullied or sexually discriminated against were tested based on a sample from a large German research organization. The sample includes 5,831 responses on bullying and 6,987 on sexual discrimination (coverage of 24.5 resp. 29.4 percentage of all employees). Due to a large number of cases and the associated high statistical power, this sample for the first time allows a detailed analysis of the “gender-related measurement gap.” The research questions formulated in this study were addressed using two hierarchical regression models to predict the mean values of persons who self-labeled as having been bullied or sexually discriminated against. The status of the respondents as scientific or non-scientific employees was included as a control variable.

Results: According to a self-labeling approach, women reported both bullying and sexual discrimination more frequently. This difference between women and men disappeared for sexual discrimination when, in addition to the gender of a person, self-reported behavioral items were considered in the prediction of self-labeling. For bullying, the difference between the two genders remained even in this extended prediction. No statistically significant relationship was found between the frequency of self-reported items and the effect size of their interaction with gender for either bullying or sexual discrimination. When comparing bullying and sexual discrimination, it should be emphasized that, on average, women report experiencing a larger number of different behavioral items than men.

Interpretation and relevance: The results of the study support the current state of research. However, they also show how volatile the measurement instruments for bullying and sexual discrimination are. For example, the gender-related measurement gap is considerably influenced by single items in the Negative Acts Questionnaire and Sexual Experience Questionnaire. The results suggest that women are generally more likely than men to report having experienced bullying and sexual discrimination. While an unexplained “gender gap” in the understanding of bullying was found for bullying, this was not the case for sexual discrimination.

The paper seeks to validate a structural model wherein workplace bullying is depicted as related to health by way of mediating the relationship between organizational climate with health.

Over 700 Japanese employees completed a shorter version of the Majer D'Amato organizational questionnaire 10, the Negative Acts Questionnaire Revised and the Center for Epidemiologic Study for Depression. Lifestyle variables (alcohol consumption and sleeping hours) were also collected from participants. Structural equation modelling was used to test the hypothesis.

A model of bullying at work was developed which incorporated relationships among organizational and health factors. Workplace bullying partially mediated the climate‐health relationship.

The model developed within this paper integrates prior theoretical work on workplace bullying and helps researchers and organizations understand the process through organizational risk factors that might have a negative association with employees' health. Further, this paper contributes an understanding of workplace bullying in a non‐Western context.

This study aims to answer two research questions: first, to what extent can workplace bullying be explained by ageism? And second, does the likelihood of workplace bullying increase when age interacts with gender and ethnic minority?

The authors report results from a survey carried out in 11 organizations in Estonia (N = 1,614) using the Negative Acts Questionnaire-Revised (Einarsen et al., 2009).

The results show that ageism does not explain bullying in Estonia. As in some earlier studies, older age correlates negatively with negative acts, and women report less work-related bullying than men. These findings were unexpected because Estonia's post-socialist background and the highest gender wage gap in Europe suggested otherwise. However, there is gendered ageism in work-related bullying such that older women report more negative acts in their workplace. Respondents from ethnic minority groups do not experience more bullying in general, nor in combination with age. Surprisingly, managers reported both person- and work-related bullying more than employees with no subordinates.

The study contributes to intersectionality literature with a view to workplace bullying in post-socialist study context.

The study aims to estimate the prevalence of workplace bullying, personal and work-related impacts, reporting practices for bullying, and the reasons for not reporting bullying incidents in the New Zealand pharmacy sector.

An online survey was conducted among registered pharmacists and pharmacist interns in New Zealand from June to August 2020. The questionnaire comprises both close-ended and semi-structured free-text questions. Goldberg’s 12-item General Health Questionnaire (GHQ-12) assessed the respondents’ general psychological health status, and a 22-item Negative Acts Questionnaire-Revised (NAQ-R) was used to estimate bullying prevalence together with the self-rated/self-labeled questions. The qualitative information obtained from the free-text responses was used to support and elaborate on the quantitative results.

The self-labeled prevalence of workplace bullying was 36.9%, with almost 10% reporting it occurring almost daily to several times per week. The 54.7% prevalence based on the NAQ-R assessment compares well with the prevalence of witnessing the incidents (58.5%). Psychological distress symptoms were experienced by 37.1% in pre-COVID and 45.3% during COVID-year 1. Supervisors or direct managers were the commonest perpetrators (32.7%). Only 28.8% of those who experienced bullying had reported the incidents formally.

This study is cross-sectional, and the relationships indicated are bi-directional. The consistency of the results is reassuring, however inferring causality of effect is challenging. Future studies and analyses should focus on this. This study suggests that in the pharmacy environment bullying from the top is reasonably prevalent, is not commonly reported and requires the design and implementation of prevention and management strategies that take into account and mitigate these bullying factors. Professional pharmacy leadership organizations, National Health Authority and Pharmacy regulators could play a significant role in awareness and training to reduce bullying with the development and promotion of strategies to curb it and improve reporting.

This is the first paper to describe the prevalence and impact of workplace bullying, and the practices of reporting bullying incidents in the New Zealand pharmacy sector. Based on empirical evidence, pharmacists represent a small share of total healthcare workforce, yet the overall prevalence of bullying is consistent with professions with much larger numbers such as medicine and nursing.