Antecedents of workplace bullying among employees in Germany: Five-year lagged effects of job demands and job resources
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Antecedents of workplace bullying among employees in Germany : Five-year lagged effects of job demands and job resources. / Conway, Paul Maurice; Burr, Hermann; Rose, Uwe; Clausen, Thomas; Balducci, Cristian.
In: International Journal of Environmental Research and Public Health, Vol. 18, No. 20, 10805, 01.10.2021.Research output: Contribution to journal › Journal article › Research › peer-review
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TY - JOUR
T1 - Antecedents of workplace bullying among employees in Germany
T2 - Five-year lagged effects of job demands and job resources
AU - Conway, Paul Maurice
AU - Burr, Hermann
AU - Rose, Uwe
AU - Clausen, Thomas
AU - Balducci, Cristian
N1 - Funding Information: Funding: The 2011/12 and 2017 rounds of the S-MGA study were funded internally by the BAuA (project no. F 2250 and F 2384). This paper was written as part of the project “Longitudinal associations between working and employment conditions, burnout and depressive symptoms” at the BAuA (internally funded project no. F 2460). Publisher Copyright: © 2021 by the authors. Licensee MDPI, Basel, Switzerland.
PY - 2021/10/1
Y1 - 2021/10/1
N2 - Objectives: The aim of the present study was to examine the long-term association of job demands and job resources with self-reported exposure to workplace bullying in a representative sample of employees in Germany. Methods: We analysed a nation-wide representative cohort of employees working in the same workplace with a 5-year follow-up (S-MGA; N = 1637). The study contained self-reported measures of psychosocial working conditions, including work pace, amount of work, influence at work, role clarity and quality of leadership, and workplace bullying, and of organisational factors, including organisational restructuring and layoffs. Results: After controlling for bullying and occupational level at baseline, higher baseline levels of organisational restructuring (OR 1.73; 95% CI 1.10–2.70), work pace (1.30; 95% CI 1.01–1.66), and amount of work (1.55; 95% CI 1.21–1.99), and lower baseline levels of influence at work (0.70; 95% CI 0.55–0.90) and quality of leadership (1.99; 0.64; 95% CI 0.50–0.82), were associated with an elevated risk of workplace bullying at follow-up. In all, 90% of cases of self-reported workplace bullying could be attributed to these factors. Conclusions: The study suggests that employees reporting higher demands and lower re-sources, as well as organisational factors such as restructuring, are at a higher long-term risk of being targets of workplace bullying. Interventions aimed at preventing workplace bullying could benefit from a focus on psychosocial working conditions and organisational factors.
AB - Objectives: The aim of the present study was to examine the long-term association of job demands and job resources with self-reported exposure to workplace bullying in a representative sample of employees in Germany. Methods: We analysed a nation-wide representative cohort of employees working in the same workplace with a 5-year follow-up (S-MGA; N = 1637). The study contained self-reported measures of psychosocial working conditions, including work pace, amount of work, influence at work, role clarity and quality of leadership, and workplace bullying, and of organisational factors, including organisational restructuring and layoffs. Results: After controlling for bullying and occupational level at baseline, higher baseline levels of organisational restructuring (OR 1.73; 95% CI 1.10–2.70), work pace (1.30; 95% CI 1.01–1.66), and amount of work (1.55; 95% CI 1.21–1.99), and lower baseline levels of influence at work (0.70; 95% CI 0.55–0.90) and quality of leadership (1.99; 0.64; 95% CI 0.50–0.82), were associated with an elevated risk of workplace bullying at follow-up. In all, 90% of cases of self-reported workplace bullying could be attributed to these factors. Conclusions: The study suggests that employees reporting higher demands and lower re-sources, as well as organisational factors such as restructuring, are at a higher long-term risk of being targets of workplace bullying. Interventions aimed at preventing workplace bullying could benefit from a focus on psychosocial working conditions and organisational factors.
KW - Job demands-resources model
KW - Prospective study
KW - Psychosocial working con-ditions
KW - S-MGA
KW - Workplace bullying
UR - http://www.scopus.com/inward/record.url?scp=85116985512&partnerID=8YFLogxK
U2 - 10.3390/ijerph182010805
DO - 10.3390/ijerph182010805
M3 - Journal article
C2 - 34682549
AN - SCOPUS:85116985512
VL - 18
JO - International Journal of Environmental Research and Public Health
JF - International Journal of Environmental Research and Public Health
SN - 1661-7827
IS - 20
M1 - 10805
ER -
ID: 285401875