Workplace Bullying: Organizational Antecedents and HRM Prevention Program

Abstract

There is an increasing interest in the topic of workplace bullying; however, there is scarce empirical literature examining the role of human resource management (HRM) in addressing this issue in Egypt and the Arab Region. The present study aims to examine several contributing factors that predict workplace bullying, as well as HRM prevention programs that counter workplace bullying. A sample of 384 respondents was selected from insurance companies in Cairo, Egypt. Three hundred and fifty questionnaires were returned from respondents, representing a response rate of 91.15%. Several statistical analysis techniques were applied to analyze the relationship between the study variables, such as regression analysis and structural equation modeling. The main findings of this study revealed that anti-bullying training has a negative relationship with workplace bullying. Anti-bullying policy has no significant relationship with workplace bullying. Moreover, the results show the mediating impact of positive organizational culture in the relationship between destructive leadership and workplace bullying. The results imply that training is indeed influential in addressing workplace bullying. In addition, bullying policy may not be as effective in addressing workplace bullying, especially if not properly communicated to organizational members. The present findings emphasize the underlying mechanism through which destructive leadership might influence workplace bullying.

Appendices

Appendices

1.1 Appendix 1: Conformity Factor Analysis—Workplace Bullying

Scale	Components
	1	2	3
I am subjected to excessive teasing and sarcasm	0.743	−0.355	−0.091
I am humiliated or ridiculed in connection with my work	0.726	−0.327	0.103
My opinions are being ignored	0.678	0.139	0.283
There is a persistent criticism of my errors or mistakes	0.667	0.073	−0.463
I am subjected to shouting at or being the target of spontaneous anger intimidating behaviors such as finger-pointing, shoving, etc.	0.663	−0.323	−0.102
I am subjected to threats of violence, physical abuse, or actual abuse	0.651	−0.358	−0.143
I have a pressure not to claim something to which by right I am entitled (e.g., sick leave, holiday entitlement, travel expenses)	0.648	0.168	0.037
I am subjected to insulting or offensive remarks about my person, attitudes, or my private life	0.641	−0.341	0.016
There are hints or signals from others that I should quit my job	0.63	−0.124	−0.021
I am exposed to an unmanageable workload	0.595	0.324	−0.197
I have key areas of responsibility removed or replaced with more trivial or unpleasant tasks	0.588	−0.007	0.34
Others withhold information which affects my performance	0.575	0.303	0.365
There are gossips and rumors spreading about me	0.565	−0.162	0.258
I am given tasks with unreasonable deadlines	0.511	0.578	−0.139
There is an excessive monitoring of my work	0.458	0.503	−0.207
I am ordered to do work below my level of competence	0.479	0.275	0.57
I am always reminded of my errors or mistakes	0.541	0.122	−0.548

1. Source: Authors’ own calculations

1.2 Appendix 2: Conformity Factor Analysis—Organizational Culture

Scale	Components
	1	2	3	4	5
Accepted communication standards exist	0.723	−0.209	0.224	−0.18	0.187
People know about each other’s personal lives	0.684	−0.213	0.208	−0.21	0.225
People help each other in job-related problems	0.679	−0.363	0.091	0.135	−0.24
People’s well-being is important (social, economic, psychological, spiritual, or medical state)	0.656	0.206	−0.095	−0.26	0.224
Employees know one another	0.654	−0.345	0.274	−0.17	0.211
In tough situation there is a strong feeling of togetherness	0.646	−0.164	−0.051	0.332	−0.28
All important matters are discussed with each other inside the organization	0.632	−0.035	−0.078	0.289	−0.22
People are proud of their organization	0.628	0.213	−0.154	0.15	0.077
People are rewarded for their good work	0.613	0.328	−0.329	−0.12	0.185
Positive changes constantly take place	0.59	0.419	−0.123	0.003	0.086
Everyone has a big freedom of activity	0.534	0.377	−0.069	0	−0.17
People are not afraid of making mistakes	0.206	0.537	0.449	−0.27	−0.17
People know about each other’s hobbies and out-of-work activities	0.386	−0.391	0.136	0.027	−0.04
Superiors ignore their power while communicating with employees	0.175	0.328	0.617	0.371	−0.28
People concentrate more on their own needs than on the goals of the organization	−0.437	0.095	0.564	0	0.322
In case of mistakes one feels embarrassed by the other members of the organization	0.033	0.094	0.009	0.693	0.622

1. Source: Authors’ own calculations

1.3 Appendix 3: Conformity Factor Analysis—Destructive Leadership

Scale	Components
	1	2
My boss openly degrades and/or personally attacks me	0.864	−0.204
My boss is deliberately rude to me	0.86	−0.075
My boss is discourteous toward me	0.845	0.154
My boss treats me like a servant	0.802	−0.392
My boss deliberately makes me feel inferior	0.795	−0.086
My boss mistreats me because of my lifestyle	0.788	−0.231
My boss believes that I am generally inferior, and blames me whenever something goes wrong	0.772	0.076
My boss shows no regard for my opinions	0.77	0.112
My boss displays anger publicly toward me by shouting, cursing, and/or slamming objects	0.864	−0.204
My boss is tougher on some subordinates because he/she dislikes them regardless of their work	0.86	−0.075
My boss humiliates me in public	0.845	0.154
My boss treats me unfairly at times for no apparent reason	0.802	−0.392
My boss deliberately withholds information from me that I need to perform my job	0.795	−0.086

1. Source: Authors’ own calculations

1.4 Appendix 4: Conformity Factor Analysis—Anti-bullying Policy

Scale	Components
	1	2
The bullying/aggressiveness policy states what victim of bullying should do (tell direct manager or HR)	0.88	−0.221
The bullying/aggressiveness policy states how management responds to a report of bullying	0.841	−0.346
The definition makes it clear that bullying/aggressiveness will be subject to a disciplinary action	0.837	0.171
The policy discusses what action will be taken if the bullying/aggressiveness persist	0.809	−0.405
The definition makes it clear that bullying/aggressiveness is a negative/unwanted behavior	0.781	0.392
The policy has a definition of bullying/aggressiveness	0.749	0.492
The bullying/aggressiveness policy mentions any of the encouraging cooperative behavior, rewarding good behavior, improving workplace climate, or creating a safe environment	0.729	−0.498
In my organization, there is a policy on workplace bullying/aggressiveness	0.684	0.524

1. Source: Authors’ own calculations

1.5 Appendix 5: Conformity Factor Analysis—Anti-bullying Training

Scale	Components
	1
The bullying/aggressiveness training demonstrates appropriate, acceptable behavior in workplace versus inappropriate/unacceptable behavior	0.907
Management ensures that all employees receive the bullying/aggressiveness training required to understand their obligation in relation to bullying/aggressiveness	0.897
The bullying/aggressiveness training mentions the prevention strategies taken by the organization to prevent bullying/aggressiveness	0.895
The bullying/aggressiveness training encourages employees to report incidents of bullying	0.885
The organization provides time and resources to employees to participate in the bullying/aggressiveness training	0.88
The organization provides material to practitioners such as course outline, handout, course notes, or learning outcomes	0.86
This organization provides regular training as a proactive (preventive) strategy to reduce workplace bullying/aggressiveness	0.838

1. Source: Authors’ own calculations

1.6 Appendix 6: Full Research Questionnaire

Please circle the response which most describes the extent to which you agree or disagree with the following statements?

To what extent do you agree or disagree with each statement?	Strongly agree	Agree	Neutral	Disagree	Strongly disagree
Workplace bullying
Others withhold information which affects my performance	1	2	3	4	5
I am ordered to do work below my level of competence	1	2	3	4	5
My opinions are being ignored	1	2	3	4	5
I am given tasks with unreasonable deadlines	1	2	3	4	5
There is an excessive monitoring of my work	1	2	3	4	5
I am under pressure not to claim something to which by right I am entitled (e.g., sick leave, holiday entitlement, travel expenses)	1	2	3	4	5
I am exposed to an unmanageable workload	1	2	3	4	5
I am humiliated or ridiculed in connection with my work	1	2	3	4	5
I have key areas of responsibility removed or replaced with more trivial or unpleasant tasks	1	2	3	4	5
There are gossips and rumors spreading about me	1	2	3	4	5
I am subjected to insult or offensive remarks about my person, attitudes or my private life.	1	2	3	4	5
There are hints or signals from others that I should quit my job	1	2	3	4	5
I am always reminded of my errors or mistakes	1	2	3	4	5
There is a persistent criticism of my errors or mistakes	1	2	3	4	5
I am subjected to excessive teasing and sarcasm	1	2	3	4	5
I am subjected to shouting at or being the target of spontaneous anger intimidating behaviors such as finger-pointing, shoving, etc.	1	2	3	4	5
I am subjected to threats of violence, physical abuse, or actual abuse	1	2	3	4	5
Organizational culture
People are proud of their organization	1	2	3	4	5
People are rewarded for their good work	1	2	3	4	5
Everyone has a big freedom of activity	1	2	3	4	5
People are not afraid of making mistakes	1	2	3	4	5
Positive changes constantly take place	1	2	3	4	5
Superiors ignore their power while communicating with employees	1	2	3	4	5
People concentrate more on their own needs than on the goals of the organization	1	2	3	4	5
People’s well-being is important (social, economic, psychological, spiritual, or medical state)	1	2	3	4	5
Employees know one another	1	2	3	4	5
Accepted communication standards exist	1	2	3	4	5
People know about each other’s personal lives	1	2	3	4	5
In case of mistakes one feels embarrassed by the other members of the organization	1	2	3	4	5
In tough situation there is a strong feeling of togetherness	1	2	3	4	5
People know about each other’s hobbies and out-of-work activities	1	2	3	4	5
People help each other in job-related problems	1	2	3	4	5
All important matters are discussed with each other inside the organization	1	2	3	4	5
Destructive leadership
My boss treats me unfairly at times for no apparent reason	1	2	3	4	5
My boss deliberately withholds information from me that I need to perform my job	1	2	3	4	5
My boss humiliates me in public	1	2	3	4	5
My boss believes that I am generally inferior, and blames me whenever something goes wrong	1	2	3	4	5
My boss treats me like a servant	1	2	3	4	5
My boss displays anger publicly toward me by shouting, cursing, and/or slamming objects	1	2	3	4	5
My boss is tougher on some subordinates because he/she dislikes them regardless of their work	1	2	3	4	5
My boss is discourteous toward me	1	2	3	4	5
My boss shows no regard for my opinions	1	2	3	4	5
My boss is deliberately rude to me	1	2	3	4	5
My boss openly degrades and/or personally attacks me	1	2	3	4	5
My boss mistreats me because of my lifestyle	1	2	3	4	5
My boss deliberately makes me feel inferior	1	2	3	4	5
Bullying policy
In my organization, there is a policy on workplace bullying/aggressiveness	1	2	3	4	5
The policy has a definition of bullying/aggressiveness	1	2	3	4	5
The definition makes it clear that bullying/aggressiveness is a negative/unwanted behavior	1	2	3	4	5
The definition makes it clear that bullying/aggressiveness will be subject to a disciplinary action	1	2	3	4	5
The bullying/aggressiveness policy states what victim of bullying should do (tell direct manager or HR)	1	2	3	4	5
The bullying/aggressiveness policy states how management responds to a report of bullying	1	2	3	4	5
The policy discusses what action will be taken if the bullying/aggressiveness persist.	1	2	3	4	5
The bullying/aggressiveness policy mention any of the encouraging cooperative behavior, rewarding good behavior, improving workplace climate, or creating a safe environment	1	2	3	4	5
Anti-bullying training
This organization provides regular training as a proactive (preventive) strategy to reduce workplace bullying/aggressiveness	1	2	3	4	5
The organization provides material to practitioners such as course outline, handout, course notes, or learning outcomes	1	2	3	4	5
The organization provides time and resources to employees to participate in the bullying/aggressiveness training	1	2	3	4	5
Management ensures that all employees receive the bullying/aggressiveness training required to understand their obligation in relation to bullying/aggressiveness	1	2	3	4	5
The bullying/aggressiveness training demonstrates appropriate, acceptable behavior in workplace versus inappropriate/unacceptable behavior	1	2	3	4	5
The bullying/aggressiveness training encourages employees to report incidents of bullying	1	2	3	4	5
The bullying/aggressiveness training mentions the prevention strategies taken by the organization to prevent bullying/aggressiveness	1	2	3	4	5

1. Source: Authors’ own calculations