The prevalence of ill-treatment and bullying at work in Ireland
Victoria Hogan,Margaret Hodgins,Duncan Lewis,Sarah MacCurtain,Patricia Mannix-McNamara,Lisa Pursell +5 more
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This work was funded by the Institution of Occupational Safety and Health (IOSH) and the authors declare that they have no conflict of interests.Abstract:
This work was funded by the Institution of Occupational Safety and Health (IOSH). The authors
declare that they have no conflict of interests.read more
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Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study
TL;DR: In this paper, a model is tested in which burnout and engagement have different predictors and different possible consequences, showing that burnout is mainly predicted by job demands but also by lack of job resources, whereas engagement is exclusively predicted by available job resources.
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Tit for Tat? The Spiraling Effect of Incivility in the Workplace
TL;DR: In this paper, the authors introduce the concept of workplace incivility and explain how it can potentially spiral into increasingly intense aggressive behaviors, and examine what happens at key points: the starting and tipping points.
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The content and development of mobbing at work
TL;DR: In this paper, the concept of mobbing is introduced, which is defined as harassing, ganging up on someone, or psychologically terrorizing others at work at work, in the context of medical and psychological stress research.
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Measuring exposure to bullying and harassment at work: Validity, factor structure and psychometric properties of the Negative Acts Questionnaire-Revised
TL;DR: In this paper, the authors investigated the psychometric properties, factor structure and validity of the revised Negative Acts Questionnaire-Revised (NAQ-R), an instrument designed to measure exposure to bullying in the workplace.
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“Incivility, social undermining, bullying…oh my!”: A call to reconcile constructs within workplace aggression research
TL;DR: The authors argue that the manner in which we have differentiated these (and other) aggression constructs does not add appreciably to our knowledge of workplace aggression, and provide supplementary meta-analytic evidence to show that there is not a predictable pattern of outcomes from these constructs.