Workplace bullying across the globe: a cross-cultural comparison

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dc.authoridescartin, jordi/0000-0002-3342-6791|Durniat, Katarzyna Danuta/0000-0002-4830-5044|Salin, Denise/0000-0003-4279-3136|Isik, Idil/0000-0002-6709-9717|Djurkovic, Nikola/0000-0002-2813-4671
dc.authorwosidescartin, jordi/F-5630-2016
dc.authorwosidDurniat, Katarzyna Danuta/AAC-8315-2021
dc.authorwosidApospori, Eleni/D-7811-2018
dc.authorwosidIsik, Idil/H-5651-2015
dc.contributor.authorSalin, Denise
dc.contributor.authorCowan, Renee
dc.contributor.authorAdewumi, Oluwakemi
dc.contributor.authorApospori, Eleni
dc.contributor.authorBochantin, Jaime
dc.contributor.authorD'Cruz, Premilla
dc.contributor.authorDjurkovic, Nikola
dc.date.accessioned2024-07-18T20:47:17Z
dc.date.available2024-07-18T20:47:17Z
dc.date.issued2019
dc.departmentİstanbul Bilgi Üniversitesien_US
dc.description.abstractPurpose - The purpose of this paper is to analyze cross-national and cross-cultural similarities and differences in perceptions and conceptualizations of workplace bullying among human resource professionals (HRPs). Particular emphasis was given to what kind of behaviors are considered as bullying in different countries and what criteria interviewees use to decide whether a particular behavior is bullying or not. Design/methodology/approach - HRPs in 13 different countries/regions (n = 199), spanning all continents and all GLOBE cultural clusters (House et al., 2004), were interviewed and a qualitative content analysis was carried out. Findings - Whereas interviewees across the different countries largely saw personal harassment and physical intimidation as bullying, work-related negative acts and social exclusion were construed very differently in the different countries. Repetition, negative effects on the target, intention to harm, and lack of a business case were decision criteria typically used by interviewees across the globe - other criteria varied by country. Practical implications - The results help HRPs working in multinational organizations understand different perceptions of negative acts. Originality/value - The findings point to the importance of cultural factors, such as power distance and performance orientation, and other contextual factors, such as economy and legislation for understanding varying conceptualizations of bullying.en_US
dc.description.sponsorshipAcademy of Finland [266294]; Ella and Georg Ehrnrooth Foundation; University of Texas at San Antonio: Office of the Vice President for Research; IIM Ahmedabad Research and Publications Unit; Official Representation of Workers and Employees in Austriaen_US
dc.description.sponsorshipThe authors would like to thank Suzy Fox, who inspired and initiated the project, but who had to withdraw at an early stage due to health reasons. The authors would also like to thank Minerva Peijari, Julia Kilpela, and Tea Isokaari who worked as Research Assistants for the first author. The authors are further indebted to the following colleagues and students for help with data collection and transcription: Iiris Hytonen, Rosemary Danesi, Busola Akintayo, Ademola Ajeyomi, Dominik Stockhammer, Harrison Card, A. Bugra Oygur, Irene Fotopoulou, and George Skoulikaris. Dawid Mitrzyk and the fourth-year students of the Master Programme of Business Psychology at the University of Wroclaw, Poland - including Maria Rojewska, Joanna Krzywak, Joanna Antczak, Anna Skrobol, and Arkadiusz Grylicki - also deserve thanks from the authors. This work was supported by the Academy of Finland under Grant No. 266294. Furthermore, the authors involved received financial support from the Ella and Georg Ehrnrooth Foundation, the University of Texas at San Antonio: Office of the Vice President for Research, the IIM Ahmedabad Research and Publications Unit, and The Official Representation of Workers and Employees in Austria.en_US
dc.identifier.doi10.1108/PR-03-2017-0092
dc.identifier.endpage219en_US
dc.identifier.issn0048-3486
dc.identifier.issn1758-6933
dc.identifier.issue1en_US
dc.identifier.scopus2-s2.0-85049664129en_US
dc.identifier.scopusqualityQ1en_US
dc.identifier.startpage204en_US
dc.identifier.urihttps://doi.org/10.1108/PR-03-2017-0092
dc.identifier.urihttps://hdl.handle.net/11411/7757
dc.identifier.volume48en_US
dc.identifier.wosWOS:000463089200011en_US
dc.identifier.wosqualityQ2en_US
dc.indekslendigikaynakWeb of Scienceen_US
dc.indekslendigikaynakScopusen_US
dc.language.isoenen_US
dc.publisherEmerald Group Publishing Ltden_US
dc.relation.ispartofPersonnel Reviewen_US
dc.relation.publicationcategoryMakale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanıen_US
dc.rightsinfo:eu-repo/semantics/closedAccessen_US
dc.subjectCross-Cultural Comparisonen_US
dc.subjectPower Distanceen_US
dc.subjectQualitativeen_US
dc.subjectWorkplace Bullyingen_US
dc.subjectPerformance Orientationen_US
dc.subjectHarassmenten_US
dc.subjectHuman Resource Professionalsen_US
dc.subjectExposureen_US
dc.subjectWorken_US
dc.subjectHarassmenten_US
dc.subjectOutcomesen_US
dc.titleWorkplace bullying across the globe: a cross-cultural comparisonen_US
dc.typeArticleen_US

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