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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.

The purpose of the paper is to evaluate the effect of mobbing in workers’ health.

Using a dataset of Spanish workers from the VI Spanish Survey on Working Conditions, the authors identify mobbed and not mobbed workers and use two different health indicators: the worker's perception that work affects health, and the presence of bad health symptoms. The authors analyze the incidence of both indicators in mobbed and not mobbed workers then estimate an econometric model to explain the probability of suffering bad health in terms of mobbing and a set of job and workers’ characteristics. The authors deal with the potential endogeneity of mobbing.

It is found that, regardless of the health indicator used, the probability of suffering bad health is significantly higher among mobbed workers than among those not being mobbed. Moreover, when the health indicator is based on the worker's perception, not taking into account the endogeneity of mobbing leads to underestimation of its effect on health.

The results can be of interest for workers, firms and policy makers in charge of designing policies related to working conditions. Given the well‐known link between worker's health and productivity, the paper's results can have implications from the economic point of view.

To the authors’ knowledge, this paper is the first attempt to empirically analyze the relationship between mobbing and health at Spanish workplaces.

The purpose of this paper is to explore targets’ coping strategies in dealing with workplace bullying and to determine the possible contributing effects of these strategies to the escalation or de-escalation of bullying process.

Based on a qualitative design, 20 self-reported targets were interviewed in-depth and data were analysed using the content analysis method.

Five main themes were identified in the targets’ coping with workplace bullying: first, underestimation of the problem – avoidance; second, losing patience – confrontation; third, perceiving threats to personal health – seeking support; fourth, despair – destructive coping; and fifth, giving up – exit. The use of coping strategies both influenced the course of workplace bullying and were affected by the escalating nature of the bullying process itself. The most effective strategies included problem-solving strategies like coping collectively with colleagues, seeking support of managerial staff and filing complaints to management.

The present study contributed to the workplace bullying research by describing workplace bullying as a process in which targets’ coping strategies and their consequences were evaluated and by providing data in a new national context (Turkey).

During the past decade, there has been increased attention into bullying behaviours in workplaces. Research to date has varied in design, the definition of what constitutes bullying behaviour, as well as the methods used to collect data and measure bullying incidence and prevalence. Nonetheless, studies demonstrate that bullying is a significant issue, which warrants an increased research focus to develop greater understanding of the concept, its effects and implications in, and for, the workplace. The purpose of this paper is to focus on capturing a range of international and Australian literature regarding workplace bullying behaviours in a health context from a management perspective. As a result, this paper identified the gaps in the literature when expanded specifically to an Australian health context.

The purpose of this review is to summarise the existing literature, both internationally and in Australia which examines workplace bullying behaviours in a health context from a management perspective. This describes the review of the literature on workplace bullying in a health context undertaken from January to April 2014. The “Preferred Reporting Systematic Reviews and Meta-Analyses” method was used to structure the review, which covered a wide range of literature from databases including MEDLINE, Embase, CINAHL and InformIT, as well as reports, and grey literature.

The review included 62 studies that met the inclusion criteria and reported either: factors contributing to workplace bullying, at least one significant example of workplace bullying behaviour or the impact of workplace bullying behaviours in a health context.

There is limited data on workplace bullying behaviours in an Australian health context. The literature supports there is value in future research to develop consistent definitions, policies, procedures and frameworks, which could help to prevent or address workplace bullying behaviours based on work being undertaken internationally.

The term “workplace bullying” migrated to the UK from Scandinavian countries in the early 1990s as an interpretation of persistent, offensive, abusive, intimidating, malicious or insulting behaviour, abuse of power or unfair penal sanctions which makes the recipient feel upset, threatened, humiliated or vulnerable, undermines their self‐confidence and which may cause them to suffer stress. This article traces the emergence of workplace bullying in UK media presentations, trade union publications, self‐help literature and academic discussions. An analysis is offered of whether workplace bullying should be considered a new problem, or instead whether it might be viewed as a new interpretation for an existing problem. I draw from qualitative interviews with bullied men and women to discuss how workers are deploying the concept of workplace bullying. My analysis demonstrates that “workplace bullying” supplies a helpful interpretation for a range of unfair practices, but that the current emphasis on persistent and/or harmful experiences should be problematised.

This study seeks to identify 172 American elementary, middle, and high school teachers' perceptions of the major sources and intensity of the experience of mistreatment by a principal, the effects of such mistreatment, how these perceptions varied by demographic variables, teachers' coping skills, and teachers' perceptions of contributing factors.

Participants completed a piloted, validated online questionnaire.

The participants reported experiencing a wide range of abusive principal behaviors that resulted in serious or extensive harmful psychological/emotional, physical/physiological, and work‐related effects to themselves, their work, and their families. An overwhelming majority (77 percent) indicated they would leave their job for another because of the harm caused by the principal's mistreatment. Mistreated teachers typically did not enact problem‐focused coping strategies. Differences were found among teachers of various demographic categories for several variables.

The findings of this current, quantitative study expand the authors' earlier qualitative research on the topic of teacher mistreatment; these are the only studies on this topic completed in the USA. Practical implications and suggestions for future research are included.

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.

Organizational misbehavior (OMB) is a complex phenomenon for researchers and a major issue facing practitioners because of both its copious negative individual and organizational outcomes and its complexity. Researchers and practitioners are increasingly becoming aware of different types of work-related misbehaviors and their significant and costly consequences for both employees and organizations. OMB can take many forms, and a plethora of terms have been introduced to describe those OMBs. This article aims to review the constructs describing workplace misbehaviors in current organizational behavior literature.

The authors used a qualitative systematic review to organize OMB-related constructs.

This paper provides a review of workplace misbehavior constructs and a broader, more organized picture of OMB by developing a hierarchical reflective model. It highlights some challenges that the OMB literature needs to overcome.

Unlike previous review articles that primarily focused on workplace misbehaviors intended to cause harm or damage, this review includes misbehaviors intended to both damage and benefit.

el mal comportamiento organizacional (OMB) es un fenómeno complejo para los investigadores y un problema importante que enfrentan los profesionales, debido tanto a sus resultados negativos individuales y organizacionales como a su complejidad. Los investigadores y profesionales son cada vez más conscientes de los diferentes tipos de malas conductas relacionadas con el trabajo y sus consecuencias significativas y costosas tanto para los empleados como para las organizaciones. La OMB puede tomar muchas formas, y se han introducido una gran cantidad de términos para describir esas OMB. Este artículo revisa los constructos que describen los malos comportamientos en el lugar de trabajo en la literatura actual sobre comportamiento organizacional.

los autores utilizaron una revisión sistemática cualitativa para organizar los constructos relacionados con el mal comportamiento organizacional.

este documento proporciona una revisión de los constructos de mala conducta en el lugar de trabajo y una imagen más amplia y organizada de OMB mediante el desarrollo de un modelo reflexivo jerárquico. Destaca algunos desafíos que la literatura OMB debe superar.

a diferencia de los artículos de revisión anteriores que se centraron en las malas conductas en el lugar de trabajo con la intención de causar daño o perjuicio, esta revisión incluye las malas conductas con la intención tanto de dañar como de beneficiar.

o mal comportamento organizacional (OMB) é um fenômeno complexo para os pesquisadores e um problema importante que enfrenta os profissionais, devendo-se tanto aos resultados individuais e organizacionais quanto à sua complexidade. Os pesquisadores e profissionais são cada vez mais conscientes dos diferentes tipos de malas que se relacionam com o trabalho e suas conseqüências significativas e custosas tanto para os empregados para as organizações. La OMB pode tomar muitas formas, e introduz uma grande precisão de termos para descrever como OMB. Este artigo revisa os constructos que descrevem os maus comportamentos no lugar de trabalho na literatura atual sobre o comportamento organizacional.

os autores utilizam uma revisão sistemática de qualificação para organizar os constructos relacionados com o mau comportamento organizacional.

este documento fornece uma revisão dos construtores de má conduta no lugar de trabalho e uma imagem mais ampliada e organizada de OMB por meio do desarrollo de um modelo reflexivo jerárquico. Destaca alguns desafios que a literatura OMB deve superar.

a diferença dos artigos de revisão anteriores que se centralizaram nas más condutas no lugar de trabalho com a intenção de causar danos ou danos, esta revisão inclui as más condutas com a intenção de danificar como beneficiário.

This paper aims to evaluate the subjective experience with associated clinical and health effects on workers subjected to persistent harassment in the workplace. The study also attempts to explore an a priori hypothesised personality/clinical effects model of workplace bullying, identifying the relationships between relevant variables using structural equation modelling (SEM).

The sample represents 100 individual psychological assessments conducted by professional psychologists at an Anti‐bullying research and resource centre. The quantitative results are based on robust psychometric inventories. The conceptual models were tested using the software LISREL 8.7.

Results indicate elevated overall psychometric scores on all psychological and physical health inventories. The constructed a priori model was conceived based on grounded theoretical literature which assessed the moderating impact of individual factors such as personality on the severity of clinical effect, thought to be as a result of workplace bullying. Using a strictly confirmatory approach, however, all tested models were not adequate fits.

Results of this study have implications for the prevention and intervention of workplace bullying both of which need to be intensified in order to minimise the physical and psychological ill effects of victimisation in the workplace. One of the key messages of this study is that the severity of the clinical effect may not relate to a person's character, but rather to the traumatic experience of bullying itself. The findings suggest that action is needed at an organizational level as explanations with regards to the intensity of psychological health outcomes may not be found in the constitution of one's personality.

This is a unique study that looks specifically at personality as a potential moderating factor of psychological and physical health in relation to workplace bullying.

The purpose of this paper is to examine the direct and buffering effects of three workplace contextual factors – constructive leadership, perceived organizational support, and organizational anti‐bullying initiatives – on bullying and its relationships with relevant criteria. Further, the paper aims to investigate the effectiveness of organizational initiatives against bullying as perceived by targets and non‐targets.

Data were collected from 727 employees in nine New Zealand healthcare organizations. Of these, 133 employees were classified as bullied, as they had experienced at least two negative acts per week over the last six months.

Correlations revealed negative relationships between the three contextual work factors and bullying. Moderated regression showed that perceived organizational support buffered the relationship of bullying with self‐rated job performance, and that organizational initiatives against bullying buffered the relationship of bullying with both wellbeing and organizational commitment. Targets consistently gave lower ratings than non‐targets of the effectiveness of organizational initiatives to address bullying.

There is scant research on workplace factors that may reduce bullying and buffer its negative effects. This paper makes an original contribution in providing evidence of the importance of three contextual factors, and of buffering effects for perceived organizational support and organizational initiatives against bullying.