Counterproductive work behavior: Difference between revisions

Revision as of 17:38, 23 August 2022

Revision as of 19:27, 23 August 2022

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{{Main|Workplace bullying}}

Workplace bullying consists of progressive and systematic mistreatment of one employee by another.<ref name="Hauge_a">{{cite journal | last1 = Hauge | first1 = L. | last2 = Skogstad | first2 = A. | last3 = Einarsen | first3 = S. | year = 2009 | title = Individual and situational predictors of workplace bullying: Why do perpetrators engage in the bullying of others? | journal = Work & Stress | volume = 23 | issue = 4| pages = 349–358 | doi = 10.1080/02678370903395568 | s2cid = 145108150 }}</ref> It may include [[verbal abuse]], [[gossip]]ing, [[social exclusion]], or the spreading of [[rumor]]s.<ref name="Hauge_a"/> The terms "bullying" and "[[mobbing]]" are sometimes used interchangeably, but "bullying" is more often used to refer to lower levels of antisocial behavior that do not include workgroup participation.<ref name="Sperry, L. 2009">{{cite journal | last1 = Sperry | first1 = L. | year = 2009 | title = Workplace mobbing and bullying: A consulting psychology perspective and overview | journal = Consulting Psychology Journal: Practice and Research | volume = 61 | issue = 3| pages = 165–168 | doi = 10.1037/a0016936 }}</ref> The costs of bullying include losses in [[productivity]], higher absenteeism, higher turnover rates, and legal fees when the victims of bullying sue the organization.<ref>{{cite journal | last1 = Duffy | first1 = M. | year = 2009 | title = Preventing workplace mobbing and bullying with effective organizational consultation, policies, and legislation | journal = Consulting Psychology Journal: Practice and Research | volume = 61 | issue = 3| pages = 242–262 | doi = 10.1037/a0016578 }}</ref> Reported incidence of bullying is ambiguous with rates being reported from under 3% to over 37% depending on the method used to gather incidence statistics.<ref name="Hauge_a"/><ref name="Sperry, L. 2009"/><ref>{{cite journal |last1=Spector |first1=P. E. |last2=Zhou |first2=Z. E. |last3=Che |first3=X. X. |date=2013 |title=Nurse exposure to physical and nonphysical violence, bullying, and sexual harassment: A quantitative review |url=https://doi.org/10.1016/j.ijnurstu.2013.01.010 |journal=International Journal of Nursing Studies |volume=51 |pages=72-84 | pmid=23433725 | doi=10.1016/j.ijnurstu.2013.01.010}}</ref> The strongest factor predicting bullying behavior seems to be exposure to incidents of bullying.<ref name="Hauge_a" /> This suggests that bullying is a cascading problem that needs to be curtailed in its earliest stages. In addition to exposure to incidents of bullying, being male also seems to increase the likelihood that one will engage in bullying behavior.<ref name="Hauge_a"/> It is proposed that the human resources function can provide guidance in the mitigation of bullying behavior by taking an active role in identifying and stopping the behaviors.<ref>{{cite journal | last1 = D'Cruz | first1 = P. | last2 = Noronha | first2 = E. | year = 2010 | title = The exit coping response to workplace bullying | journal = Employee Relations | volume = 32 | issue = 2| pages = 102–120 | doi = 10.1108/01425451011010078 }}</ref>

===Cyber loafing===