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This article examines the phenomenon and concept of bullying in the workplace. Workplace bullying is a form of interpersonal aggression that can be both flagrant and subtle, but is mainly characterized by its persistency and long term duration. The relationships between bullying and related concepts such as workplace aggression and interpersonal conflict are discussed. With reference to previous empirical research as well as theoretical contributions, an attempt is made to clarify some important aspects about the phenomenon, such as various subtypes of workplace bullying. Empirical findings on prevalence, antecedents and outcome factors are outlined and reviewed. The paper also discusses the dose-response perspective.

Previous studies have demonstrated that perceived job insecurity climate denotes an individual-level stressor. The present study reiterated this notion and investigated whether leadership responsibility moderated the association between perceived job insecurity climate and work-related strain about one year into the coronavirus disease (COVID-19) pandemic.

A sample of full-time workers (N = 1,399) in the USA was recruited, comprising 663 leaders and 763 non-leaders. Employing a cross-sectional design, the authors hypothesized that perceived job insecurity climate would be associated with work-related strain (i.e. burnout, absenteeism and presenteeism) and that these associations were stronger for employees with leadership responsibilities compared to non-leaders.

Findings revealed main effects of perceived job insecurity climate on burnout but not on absenteeism or presenteeism. Furthermore, leadership responsibility moderated the associations between perceived job insecurity climate and two out of three burnout measures in the hypothesized direction. The findings also revealed interaction effects regarding absenteeism and presenteeism, indicating that these associations are only positive and significant for employees with leadership responsibilities.

Perceptions of widespread job insecurity engender strain among leaders while simultaneously implying a heightened need for effective leadership. Organizations and practitioners should take the present findings into consideration when implementing preventive and restorative measures to address leaders' health and organizational competitiveness when job insecurity increases.

This study found that, as an individual stressor, perceived job insecurity climate is more detrimental to employees with leadership responsibility than to non-leaders.

In the present paper direct as well as indirect relationships between organizational changes and exposure to bullying at work are investigated. Interpersonal conflicts are hypothesized to mediate changes on bullying. Data from a sample of 2408 Norwegian employees confirmed that different organizational changes were moderately associated with task-related bullying at work, and that exposure to more changes increased the likelihood of being bullied. Structural equation modelling supported the assumption that changes were directly related to bullying. However, the hypothesis that changes were mediated on bullying through interpersonal conflicts was not supported. Results indicate that organizational changes and interpersonal conflicts are separate, and mainly independent, precursors of bullying at work.

The purpose of this study is to examine the relationship of individual difference personality characteristics (Big Five, generalized self‐efficacy), workaholism components and work life factors on measures of job satisfaction, burnout and health complaints.

Data were gathered from 496 nursing staff caring for terminally ill patients in five health care facilities in Norway using questionnaires.

Hierarchical regression analyses, controlling for personal demographic and work setting characteristics, indicated strong relationships of particular Big Five personality factors, workaholism components and work life factors with both job satisfaction and burnout; health complaints were only predicted by personality factors.

Future research must examine the generalizability of these findings to other samples in different countries. Implications for management and organizations are offered.

This paper contributes to the understanding of personality factors to workaholics in work outcomes and well‐being.

The purpose of this paper is to investigate the relative impact of workplace bullying and risk perception on the mental health among employees in safety critical organisations. The paper also aims to examine whether self‐esteem moderates the relationship between bullying and risk perception as stressors and mental health as an outcome variable.

Employing a survey design, the variables were assessed in a cross‐sectional sample of 1,017 employees in the Norwegian offshore oil and gas industry.

The results show that workplace bullying is a stronger predictor of mental health problems than is risk perception. Self‐esteem had a buffering effect on the relationship between risk perception and mental health problems, whereas no protective effect of self‐esteem was found with regard to the association between bullying and mental health.

The findings have implications for how organisations may promote employee well‐being and health. It is suggested that organisations develop interventions that are aimed at reducing the occurrence of both.

The present study sets out to compare women (N=24) and men (N=613) working on Norwegian oil rigs in the North Sea on work experiences, work satisfaction, perception of safety attitudes and safety climate, and psychological health.

Data were collected using questionnaires from 1,022 women and men, a 59 percent response rate. Only those respondents working in traditionally male‐dominated jobs were considered.

Few differences were observed, suggesting that those women that continue in this occupation compare favorably with their male colleagues.

The findings should be considered tentative, given the small number of women taking part in the study.

For the past three decades, women were encouraged and supported to enter non‐traditional occupations (NTOs). NTOs were occupations that have traditionally been male‐dominated. Only modest inroads have been made by females during this time. Women in NTOs typically report work experiences reflecting unique challenges, most resulting from the gender culture of their workplace and findings show that women that survive in these jobs report similar experiences to those of their male colleagues.

The paper adds to one's knowledge of women's experiences in non‐traditional jobs.

Although workaholism in organizations has received considerable popular attention, our understanding of it based on research evidence is limited. This results from the absence of both suitable definitions and measures of the concept. The purpose of this paper is to examine gender differences in three workaholism components, workaholic job behaviors and work and well‐being outcomes among Norwegian journalists.

Data are collected from 211 journalists (138 males and 68 females) using anonymously completed questionnaires, with a 43 percent response rate.

Females and males are found to differ on some personal and situational demographic characteristics, and on one of three workaholism components (feeling driven to work, females scoring higher). Females however report higher levels of particular outcomes (e.g. negative affect, exhaustion) and less professional efficacy, likely to be associated with lower levels of satisfaction and well‐being. Females and males score similarly on the experience of flow at work and absenteeism.

All data are collected using self report questionnaires. It is not clear the extent to which these findings would generalize to men and women in other occupations.

This study adds to the small but growing literature on flow and optimal experience in organizations.

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