Showing papers by "Ståle Einarsen published in 2008"

The occurrences and correlates of bullying and harassment in the restaurant sector.

Abstract: The aim of this study was to explore the occurrence of bullying in the restaurant sector and its potential consequences The sample consisted of 207 superiors and employees in 70 restaurants The findings indicated that bullying prevails in the restaurant industry, with apprentices as a risk group Bullying was negatively related to job satisfaction, commitment, employees' perceptions of creative behavior, and external evaluations of restaurant creativity level, and positively related to burnout and intention to leave the job Some support was found for a mediation hypothesis, where bullying was the predictor, job satisfaction, commitment and burnout were mediators, and intention to leave was dependent variable One implication of this study is that there is a need to challenge the attitude, common in this sector, that aggression and bullying is a natural and even necessary part of the work environment

Sense of coherence as a protective mechanism among targets of workplace bullying.

Abstract: The present study investigated sense of coherence (SOC) as a protective factor among targets of workplace bullying. A hypothesis that strong SOC lessens the relationship between exposure to bullying and symptoms of posttraumatic stress was tested in a cross-sectional sample of 221 self-labeled targets of workplace bullying. The findings showed that SOC offers most protective benefits to targets exposed to low levels of bullying, whereas the benefits of SOC diminish as bullying becomes more severe. The results support previous findings that workplace bullying is a traumatic experience for those exposed to it, regardless of the target's available coping resources.

Emotion regulation in leader–follower relationships

Abstract: This study investigates the extent to which leaders and followers express, suppress or fake their emotions during interaction, using a sample of 135 leaders and 207 followers. The respondents completed questionnaires on emotion regulation, the relationship quality between leaders and followers (LMX), job satisfaction, and health complaints. The data indicate that negative emotions such as disappointment, uncertainty, and annoyance are typically suppressed, while positive emotions such as enthusiasm, interest, and calmness are typically expressed or faked. The reported level of emotion regulation was higher for leaders than for followers. Suppressing and faking emotions correlated negatively with the LMX and job satisfaction, and positively with health complaints among both groups. Emotion regulation is thus a prominent and complex facet of leader – follower relationships with possible negative effects for both leaders and followers.

Sampling in research on interpersonal aggression.

Abstract: The aim of this study was to investigate the usefulness of convenience samples in research on interpersonal aggression among adults. It was hypothesised that convenience sampled targets of aggression differs from targets in general with regards to both demographic characteristics and degree of aggression exposed to. A convenience sample comprising support-seeking targets of workplace bullying was compared with a representative sample of Norwegian targets of bullying. The results showed that the two samples differed significantly on all demographic variables investigated, except gender. A far higher percentage of the convenience sample had blown the whistle on illegal, immoral or illegitimate practice at their workplace, whereas they also reported significantly more frequent and more intense exposure to aggression. The findings confirm that convenience samples have low external validity when generalising to the general population. Such samples should therefore mainly be used to investigate tendencies in, and the phenomenology of, interpersonal aggression, in studies where generalisability is not the principal objective. Aggr. Behav. 34:265–272, 2008. © 2007 Wiley-Liss, Inc.

The Relationship between Creative Personality Composition, Innovative Team Climate, and Team Innovativeness: An Input — Process — Output Perspective

Abstract: This study investigates the relationship between creative personality composition, innovative team climate, and team innovation based on an input-process-output model. We measured personality with the Creative Person Profile, team climate with the Team Climate Inventory, and team innovation through team-member and supervisor reports of team innovativeness. The personality composition in each of 29 teams in a television production company was operationalized by mean scores for each creative personality variable, as well as the combination of different creative personality variables within a team. The team climate variable “vision” mediated the relationship between the mean level of associative orientation in teams and team innovation. The team climate variable “support of innovation” mediated the relationship between the joint variables of mean level of ambition x mean level of motivation and team innovation. The results indicated that when there are relationships between creative personality composition and team innovativeness, they are mediated by an innovative team climate.

Cultural Construals of Destructive versus Constructive Leadership in Major World Niches

Abstract: The common part of leadership culture in a country's organizations is conceptualized here as an adaptation to the non-cultural environment. This society-level study shows that middle managers from ...

Gender differences in work experiences and satisfactions of Norwegian oil rig workers

Abstract: Purpose – The present study sets out to compare women (N=24) and men (N=613) working on Norwegian oil rigs in the North Sea on work experiences, work satisfaction, perception of safety attitudes and safety climate, and psychological health.Design/methodology/approach – Data were collected using questionnaires from 1,022 women and men, a 59 percent response rate. Only those respondents working in traditionally male‐dominated jobs were considered.Findings – Few differences were observed, suggesting that those women that continue in this occupation compare favorably with their male colleagues.Research limitations/implications – The findings should be considered tentative, given the small number of women taking part in the study.Practical implications – For the past three decades, women were encouraged and supported to enter non‐traditional occupations (NTOs). NTOs were occupations that have traditionally been male‐dominated. Only modest inroads have been made by females during this time. Women in NTOs typica...