Will the real mistreatment please stand up? Examining the assumptions and measurement of bullying and incivility

IF 5.6 2区心理学 Q1 PSYCHOLOGY, APPLIED

Work and Stress Pub Date : 2021-03-09 DOI:10.1080/02678373.2021.1891584

A. Nixon, Maryana L. Arvan, Paul E. Spector

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引用次数: 7

Abstract

ABSTRACT Using two diverse cross-sectional samples (n = 361, 579), the authors investigated measurement impediments in current behavioural methods of operationalising workplace mistreatment by examining perceived intensity and intention attributions. Results indicated that bullying and incivility, assessed using common measures and analytical techniques, have moderate negative effects on employees that are not significantly different in effect size from one another, which is consistent with prior research. Using a separate measure of workplace aggression, participants were categorised using latent class clustering into groups reporting: 1. no mistreatment over the prior month (representing no mistreatment), 2. low intensity and low intentional mistreatment (representing incivility), and 3. high intensity and high intentional mistreatment (representing bullying). One-way ANOVAs with Tukey post-hoc tests indicated that those who experience bullying consistently reported more strain than the other two groups across both samples. Those reporting incivility reported significantly different turnover intentions from the other groups, but did not differ with regard to affective commitment and psychological strain. These results highlight the need for more attention to be paid to construct validity and advanced analytic techniques in mistreatment research, particularly with regard to incivility. Implications for the measurement of mistreatment constructs are discussed.

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真正的虐待能站起来吗?检查欺凌和不文明行为的假设和衡量标准

摘要使用两个不同的横截面样本（n = 361579），作者通过检查感知强度和意图归因，调查了当前实施工作场所虐待的行为方法中的测量障碍。结果表明，使用常用的测量方法和分析技术评估的欺凌和不文明行为对员工有中度负面影响，其影响大小没有显著差异，这与先前的研究一致。使用一种单独的工作场所攻击性测量方法，将参与者通过潜在类别聚类分为报告组：1。上个月没有虐待（表示没有虐待），2。低强度和低故意虐待（代表不文明）。高强度和高故意虐待（代表欺凌）。Tukey事后检验的单向方差分析表明，在两个样本中，经历欺凌的人始终比其他两组报告的压力更大。那些报告不文明行为的人报告的离职意图与其他群体有显著不同，但在情感承诺和心理压力方面没有差异。这些结果突出表明，在虐待研究中，特别是在不文明方面，需要更多地关注结构有效性和先进的分析技术。讨论了虐待结构测量的意义。

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来源期刊

Work and Stress PSYCHOLOGY, APPLIED-

CiteScore

11.70

自引率

3.30%

发文量

期刊介绍： Work & Stress is an international, multidisciplinary quarterly presenting high-quality papers concerned with the psychological, social and organizational aspects of occupational health and well-being, and stress and safety management. It is published in association with the European Academy of Occupational Health Psychology. The journal publishes empirical reports, scholarly reviews and theoretical papers. It is directed at occupational health psychologists, work and organizational psychologists, those involved with organizational development, and all concerned with the interplay of work, health and organisations. Research published in Work & Stress relates psychologically salient features of the work environment to their psychological, behavioural and health consequences, focusing on the underlying psychological processes. The journal has become a natural home for research on the work-family interface, social relations at work (including topics such as bullying and conflict at work, leadership and organizational support), workplace interventions and reorganizations, and dimensions and outcomes of worker stress and well-being. Such dimensions and outcomes, both positive and negative, include stress, burnout, sickness absence, work motivation, work engagement and work performance. Of course, submissions addressing other topics in occupational health psychology are also welcomed.