What influences the relationship between workplace bullying and employee well-being? A systematic review of moderators

IF 5.6 2区心理学 Q1 PSYCHOLOGY, APPLIED Work and Stress Pub Date : 2023-01-23 DOI:10.1080/02678373.2023.2169968

Samuel Farley, Daniella Mokhtar, Ka-ming Ng, Karen Niven

{"title":"What influences the relationship between workplace bullying and employee well-being? A systematic review of moderators","authors":"Samuel Farley, Daniella Mokhtar, Ka-ming Ng, Karen Niven","doi":"10.1080/02678373.2023.2169968","DOIUrl":null,"url":null,"abstract":"ABSTRACT Researchers have consistently shown the detrimental effects that workplace bullying has on employee well-being. While there have been many studies examining moderating factors that worsen or mitigate bullying’s effects, the field lacks a common theoretical framework to integrate and explain these diverse moderators. The aim of this systematic review is to identify, categorise, and evaluate variables that have been tested as moderators of the relationship between workplace bullying and well-being using the job demands resources model. Searches of the literature were carried out in the PsycINFO, Web of Science and Scopus databases. Sixty-eight studies met the inclusion criteria, which reported on 209 tests of moderation. Using an established taxonomy, the moderators were categorised into home demands/resources (n = 2), personal demands/resources (n = 136), job demands/resources (n = 4), social demands/resources (n = 24), and organisational demands/resources (n = 43). Analysis revealed that social resources, such as co-worker support, and organisational resources, such as supportive organisational climates, consistently buffered the harmful effects of bullying. In contrast, personal resources had little influence as moderators. Further cross-cultural and longitudinal research is needed to understand whether the influence of these moderators extends across time and different cultural contexts.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":5.6000,"publicationDate":"2023-01-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"4","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Work and Stress","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1080/02678373.2023.2169968","RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}

引用次数: 4

Abstract

ABSTRACT Researchers have consistently shown the detrimental effects that workplace bullying has on employee well-being. While there have been many studies examining moderating factors that worsen or mitigate bullying’s effects, the field lacks a common theoretical framework to integrate and explain these diverse moderators. The aim of this systematic review is to identify, categorise, and evaluate variables that have been tested as moderators of the relationship between workplace bullying and well-being using the job demands resources model. Searches of the literature were carried out in the PsycINFO, Web of Science and Scopus databases. Sixty-eight studies met the inclusion criteria, which reported on 209 tests of moderation. Using an established taxonomy, the moderators were categorised into home demands/resources (n = 2), personal demands/resources (n = 136), job demands/resources (n = 4), social demands/resources (n = 24), and organisational demands/resources (n = 43). Analysis revealed that social resources, such as co-worker support, and organisational resources, such as supportive organisational climates, consistently buffered the harmful effects of bullying. In contrast, personal resources had little influence as moderators. Further cross-cultural and longitudinal research is needed to understand whether the influence of these moderators extends across time and different cultural contexts.

查看原文

微信好友朋友圈 QQ好友复制链接

本刊更多论文

是什么影响了职场欺凌与员工幸福感之间的关系？主持人系统综述

摘要研究人员已经一致证明了职场欺凌对员工幸福感的有害影响。虽然有许多研究考察了加重或减轻欺凌影响的调节因素，但该领域缺乏一个共同的理论框架来整合和解释这些不同的调节因素。这项系统综述的目的是使用工作需求-资源模型，识别、分类和评估已被测试为职场欺凌与幸福感之间关系调节因素的变量。文献检索在PsycINFO、Web of Science和Scopus数据库中进行。68项研究符合纳入标准，报告了209项适度测试。使用既定的分类法，主持人被分为家庭需求/资源（n = 2），个人需求/资源（n = 136），工作需求/资源（n = 4），社会需求/资源（n = 24），以及组织需求/资源（n = 43）。分析显示，社会资源，如同事的支持，以及组织资源，如支持性的组织氛围，一直在缓冲欺凌的有害影响。相比之下，个人资源作为主持人几乎没有影响力。需要进一步的跨文化和纵向研究，以了解这些调节因素的影响是否跨越时间和不同的文化背景。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文去求助

来源期刊

Work and Stress PSYCHOLOGY, APPLIED-

CiteScore

11.70

自引率

3.30%

发文量

期刊介绍： Work & Stress is an international, multidisciplinary quarterly presenting high-quality papers concerned with the psychological, social and organizational aspects of occupational health and well-being, and stress and safety management. It is published in association with the European Academy of Occupational Health Psychology. The journal publishes empirical reports, scholarly reviews and theoretical papers. It is directed at occupational health psychologists, work and organizational psychologists, those involved with organizational development, and all concerned with the interplay of work, health and organisations. Research published in Work & Stress relates psychologically salient features of the work environment to their psychological, behavioural and health consequences, focusing on the underlying psychological processes. The journal has become a natural home for research on the work-family interface, social relations at work (including topics such as bullying and conflict at work, leadership and organizational support), workplace interventions and reorganizations, and dimensions and outcomes of worker stress and well-being. Such dimensions and outcomes, both positive and negative, include stress, burnout, sickness absence, work motivation, work engagement and work performance. Of course, submissions addressing other topics in occupational health psychology are also welcomed.