Reference : Competition and Workplace Bullying. The moderating role of passive avoidant leadershi...
Scientific congresses, symposiums and conference proceedings : Unpublished conference
Social & behavioral sciences, psychology : Social, industrial & organizational psychology
http://hdl.handle.net/10993/38787
Competition and Workplace Bullying. The moderating role of passive avoidant leadership style.
English
Sischka, Philipp mailto [University of Luxembourg > Faculty of Language and Literature, Humanities, Arts and Education (FLSHASE) > Integrative Research Unit: Social and Individual Development (INSIDE) >]
Steffgen, Georges mailto [University of Luxembourg > Faculty of Language and Literature, Humanities, Arts and Education (FLSHASE) > Integrative Research Unit: Social and Individual Development (INSIDE) >]
2-Nov-2018
Yes
No
International
23th Workshop on Aggression
01-02-2018 to 03-02-2018
Psychologische Hochschule Berlin
Berlin
Germany
[en] Workplace bullying ; Competition ; Passive-avoidant leadership style
[en] The aim of the study was to test if competition is a potential risk factor for the occurrence of workplace bullying and if this association depends on the level of passive avoidant leadership style. We proposed that competition and passive avoidant leadership style are positive related to workplace bullying exposure and perpetration. Furthermore, we hypothesized that the effect of competition on workplace bullying exposure and perpetration is moderated through passive avoidant leadership style. An online survey design was employed and data were collected among U.S. employees. The final sample consists of 1,408 respondents. Workplace bullying exposure and perpetration were cross-sectionally assessed via self-labeling and behavioral experience method. Hierarchical regression analyses showed that competition and passive avoidant leadership style are important predictors for workplace bullying exposure and perpetration. Furthermore, the results indicated that the effect of competition on workplace bullying exposure (measured via behavioral method) and self-labeled workplace bullying exposure and perpetration is moderated through passive avoidant leadership style. However, for workplace bullying perpetration (measured via behavioral method) no moderation effect was found. The findings underline the importance of the supervisor’s behavior in the occurrence of workplace bullying. Organizations may decrease workplace bullying incidents by training their supervisors to apply a more constructive leadership style.
Researchers
http://hdl.handle.net/10993/38787

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