Do (gendered) ageism and ethnic minorities explain workplace bullying?

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Krista Jaakson, Mariya Dedova
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Abstract

Purpose This study aims to answer two research questions: first, to what extent can workplace bullying be explained by ageism? And second, does the likelihood of workplace bullying increase when age interacts with gender and ethnic minority? Design/methodology/approach The authors report results from a survey carried out in 11 organizations in Estonia ( N = 1,614) using the Negative Acts Questionnaire-Revised (Einarsen et al. , 2009). Findings The results show that ageism does not explain bullying in Estonia. As in some earlier studies, older age correlates negatively with negative acts, and women report less work-related bullying than men. These findings were unexpected because Estonia's post-socialist background and the highest gender wage gap in Europe suggested otherwise. However, there is gendered ageism in work-related bullying such that older women report more negative acts in their workplace. Respondents from ethnic minority groups do not experience more bullying in general, nor in combination with age. Surprisingly, managers reported both person- and work-related bullying more than employees with no subordinates. Originality/value The study contributes to intersectionality literature with a view to workplace bullying in post-socialist study context.
(性别)年龄歧视和少数民族能解释职场欺凌吗?
本研究旨在回答两个研究问题:第一,职场欺凌在多大程度上可以用年龄歧视来解释?其次,当年龄与性别和少数民族相互作用时,职场欺凌的可能性是否会增加?设计/方法/方法作者报告了爱沙尼亚11个组织(N = 1,614)使用负面行为问卷-修订版(Einarsen et al., 2009)进行的调查结果。研究结果表明,年龄歧视不能解释爱沙尼亚的欺凌行为。正如一些早期的研究一样,年龄越大与负面行为呈负相关,女性报告的与工作有关的欺凌行为比男性少。这些发现出乎意料,因为爱沙尼亚的后社会主义背景和欧洲最大的性别工资差距表明情况并非如此。然而,在与工作有关的欺凌行为中存在性别年龄歧视,因此年长女性在工作场所报告的负面行为更多。来自少数民族群体的受访者总体上没有遭受更多的欺凌,也没有与年龄相结合。令人惊讶的是,与没有下属的员工相比,管理者报告的个人和工作相关的欺凌行为更多。原创性/价值本研究为后社会主义研究背景下的职场欺凌研究提供了交叉性文献。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
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