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Why does 75% of workplace bullying come from superiors? What's the secret behind this?
Many workplaces today face a growing problem: workplace bullying, and shockingly, research shows that approximately 75% of workplace bullying incidents are perpetrated by direct supervisors. This phenomenon raises deep thoughts about supervisor behavior and its impact on employees and the organization as a whole. Why, after all, does most of this violence come from management?
Definition and characteristics of workplace bullying
Workplace bullying is the persistent psychological or emotional abuse of others in a work environment by certain members based on unequal power. This behavior typically manifests itself as neglect, belittling, blaming, or strong expressions of emotion, such as anger or insult, directed at subordinates by superiors.
Research shows that 75% of workplace bullying incidents are caused by management, which may reflect inappropriate use of power and interpersonal tensions.
The role and power of superiors
Why do superiors dominate workplace bullying? In most cases, superiors are able to exert tremendous influence and control over subordinates because of their official position of authority. From a social psychological perspective, power not only changes the interactions between people, but also affects the expression of behaviors and emotions.
Explanation of psychology
Research shows that an individual’s personality traits have the potential to influence their behavior as a manager. For example, there is a positive correlation between what is called the "dark triangle" in psychology (Machiavillianism, Psychopathy, and Narcissism) and subordinates' perceived abuse by their superiors.
A supervisor who presides over abusive behavior often uses belittling behavior to boost his own self-confidence after feeling his self-worth is threatened, which reflects a strong lack of security.
Social weakening
Abuse occurs not only in the workplace but also in social relationships. When employees are treated negatively at work, attitudes back home may be affected, leading to emotional displacement and destruction of family members.
Organizational and productivity responses
When employees are mistreated, they may not retaliate directly but may express their dissatisfaction by engaging in organizationally deviant behavior. This approach makes employees less loyal and may ultimately affect the organization's productivity because their needs are not being met.
Research shows that an obsession with fairness and a perceived lack of respect for management are major factors that lead to employee deviance at work.
Countermeasures
There are steps companies can take to reduce the occurrence of this behavior. First, companies should emphasize their employees' sense of value and maintain a zero-tolerance attitude toward abusive behavior. Second, establishing a positive ethical climate and clear codes of conduct can help increase employee loyalty and satisfaction.
Conclusion
The pervasiveness of workplace bullying has brought to the surface countless workplace problems, the roots of which are often deeply embedded in managers’ behavioral patterns. Whether this phenomenon can be fundamentally changed depends on the improvement of the system and the reform of human resources management. Only by recognizing the problems behind this can we truly solve the abusive behavior of superiors and restore a harmonious and healthy atmosphere in the workplace. Is this transformation really possible?
