Alicia Arenas

Identifying Victims of Workplace Bullying by Integrating Traditional Estimation Approaches Into a Latent Class Cluster Model

Research findings underline the negative effects of exposure to bullying behaviors and document the detrimental health effects of being a victim of workplace bullying. While no one disputes its negative consequences, debate continues about the magnitude of this phenomenon since very different prevalence rates of workplace bullying have been reported. Methodological aspects may explain these findings. Our contribution to this debate integrates behavioral and self-labeling estimation methods of workplace bullying into a measurement model that constitutes a bullying typology. Results in the present sample (n = 1,619) revealed that six different groups can be distinguished according to the nature and intensity of reported bullying behaviors. These clusters portray different paths for the workplace bullying process, where negative work-related and person-degrading behaviors are strongly intertwined. The analysis of the external validity showed that integrating previous estimation methods into a single measurement latent class model provides a reliable estimation method of workplace bullying, which may overcome previous flaws.

Workplace Bullying in a Sample of Italian and Spanish Employees and Its Relationship with Job Satisfaction, and Psychological Well-Being

Purpose – The purpose of this study is to examine the prevalence rate of workplace bullying in a sample of Italian and Spanish employees, and its differential consequences on employees’ job satisfaction and psychological well-being. The effects of workplace bullying on job satisfaction and psychological well-being were explored taking into account a contextualized approach. Design/Methodology/approach – Cross-sectional study was adopted, in which a sample of 1,151 employees in Italy and 705 in Spain completed a questionnaire. We hypothesized that the relationship between exposure to bullying behaviors and psychological well-being is mediated by job satisfaction, and that this simple mediation model is moderated by the country (moderated mediation). Findings – Results suggest that no particular differences exist in bullying prevalence among Spanish and Italian employees. However, we found scientific confirmation of our hypothesized moderated mediation model. Research limitations/implications – Despite the limitations of the sample studied, findings capture contextual differences in the bullying phenomenon, which may have several implications for further research in this domain, as well as for designing interventions to deal with workplace bullying. Originality/value – Although this study explores bullying in different cultural contexts without investigating specific cultural values, it establishes the roots to assess workplace bullying from a contextualized perspective.

The relationship between interpersonal conflict and workplace bullying

Purpose – The purpose of this paper is to examine the role that conflict management styles play in the relationship between interpersonal conflict and workplace bullying. Design/methodology/approach – A survey study was conducted among 761 employees from different organizations in Spain. Findings – Results suggest that an escalation of the conflict process from task related to relationship conflict may explain bullying situations to some extent. Regarding conflict management, attempts to actively manage conflict through problem solving may prevent it escalating to higher emotional levels (relationship conflict) and bullying situations; in contrast, other conflict management strategies seem to foster conflict escalation. Research limitations/implications – The correlational design makes the conclusions on causality questionable, and future research should examine the dynamic conflict process in more detail. On the other hand, to the authors’ knowledge, this is the first study empirically differentiating in...

Effects of Disposition and Self-Regulation on Self-Defeating Behavior

The authors tested the role of dispositions and self-regulatory mechanisms in the relation between social exclusion and self-defeating behavior. The authors manipulated the perception of social exclusion by giving participants feedback about the likelihood of their ending up alone. The authors randomly assigned participants to the following experimental conditions that varied by type of feedback: (a) social inclusion (n = 31), (b) social exclusion (n = 32), and (c) control (n = 30). Before receiving the feedback, each participant completed a questionnaire about his or her personality. Both before and after receiving the feedback, each participant also completed a questionnaire about self-regulatory variables. Participants then performed a task concerning a type of self-defeating behavior: misguided persistence. Results suggest that to avoid problems of adaptation, it is wise for psychologists to promote social self-efficacy, incremental implicit theories of ability, and positive emotion in groups threatened with social exclusion.

Variables psicosociales relacionadas con el proceso de integración social de los estudiantes inmigrantes

Resumen En este estudio exploramos la relación de variables sociodemográficas como la semejanza cultural, y variables cognitivo-sociales como la autoeficacia social, las teorías implícitas de capacidad, las expectativas de futuro con las estrategias de aculturación seguidas y la satisfacción académica desde el marco de la Teoría Social Cognitiva y el modelo dinámico del Sistema de Procesamiento Cognitivo-Afectivo. Para ello, 17 estudiantes inmigrantes escolarizados en la ciudad de Córdoba, con una media de edad de 11.7 años (d.t.= 4.38), procedentes de distintos países latinoamericanos y africanos, cumplimentaron un cuestionario que recogía sus datos sociode-mográficos y sus respuestas a las variables medidas en el estudio. Diseñamos un estudio exploratorio transversal simple para poner a prueba las hipótesis planteadas. Los análisis realizados sobre los datos recogidos son de tipo correlacional bivariado. Además, se realizó un análisis de contenido sobre las respuestas dadas a la variable expectativas de futuro. Los resultados obtenidos indican que los estudiantes inmigrantes que poseen una cultura más semejante a la española optan mayoritariamente por la estrategia de aculturación “asimilación”. La integración de los estudiantes inmigrantes en el contexto escolar está relacionada con niveles elevados de autoeficacia social, unas creencias implícitas sobre su capacidad como algo adquirible y unas expectativas de futuro positivas. Desde el enfoque social cognitivo, consideramos que las estrategias de intervención pueden dirigirse a facilitar la integración de los estudiantes inmigrantes en el contexto escolar, fomentando su autoeficacia social, unas creencias implícitas sobre la capacidad como algo adquirible y unas expectativas de futuro positivas. Así mismo, incitamos a que en los centros escolares se desarrollen conductas que ayuden a mantener la identidad de los grupos minoritarios aceptando la cultura mayoritaria a través del contacto permanente.

Workplace Incivility as Modern Sexual Prejudice

Although discrimination on grounds of sexual orientation is prohibited by law in many countries, negative prejudices against Lesbian and Gay (LG) people, as a stigmatized minority, might be internalized by co-workers, being a source of a modern and subtle form of discrimination. Results from 39 in-depth semi-structured interviews with LG employees show that they are victims of workplace incivility which is manifested through jokes, use of language, stereotypes, and intrusive behaviors. Such acts are barely recognizable as a form of discrimination, due to the absence of any reference to sexual orientation, and for this reason it is more difficult to act against them at an organizational level. This is the first study that demonstrates how workplace incivility toward LG employees can be an expression of a subtle form of discrimination. It shows that discrimination on grounds of sexual orientation has not disappeared; it has simply changed its manifestations. Contributions and implications of the study are discussed from a theoretical and a practical perspective.

Workplace bullying and interpersonal conflicts: the moderation effect of supervisor’s power / Acoso laboral y conflictos interpersonales: el papel moderador de las bases de poder del supervisor

Abstract Workplace bullying is considered the final stage of a prolonged conflict where there is a power imbalance between the affected parties and where emotional and relational problems exist. Thus, this study aims to explore the role of employee perceptions about the supervisor’s power bases on the relationship of conflict (i.e., task and relationship conflicts) and bullying at work. A cross-sectional survey study was conducted (N = 211). Results support a moderated-mediation model in which relationship conflict mediates the association between task conflict and workplace bullying, suggesting a conflict escalation process in bullying situations. In addition, establishing personal power bases seems to reduce the intensity of the link between task conflict and relationship conflict and, in turn, workplace bullying, whereas establishing positional power bases was not related to this association. Practical implications for bullying prevention are discussed.

Approaching the Discriminatory Work Environment as Stressor: The Protective Role of Job Satisfaction on Health

Discrimination is a complex phenomenon with adverse consequences at personal and organizational levels. Past studies have demonstrated that workers who are victims of discrimination might show less job satisfaction, less organizational commitment and worse levels of health and productivity. Although most research has focused on the effects of discrimination on victims, less is known about the extent to which discrimination produces consequences on workers who perceive the existence of a discriminatory work environment. The goal of this article is to analyze the consequences of the perception of a discriminatory work environment on employees’ health. The importance of this relationship is studied taking into account the mediating effect of job satisfaction. In order to reach this goal a cross-sectional study was carried out with a sample of 1633 Italian workers (male = 826, female = 764), employed in private and public sectors, and in different hierarchical positions. Results suggest that the perception of a discriminatory work environment is negatively associated with employees’ health. This relationship is partially mediated by job satisfaction (R2 = 0.17). This study demonstrates that perceiving a discriminatory work environment might have a negative impact on workers’ health. A higher level of job satisfaction might buffer this effect. These findings have several practical implications. On the one hand, Human Resource Managers need to intervene in order to recognize and diminish implicit biases, creating a healthy and inclusive environment (e.g., through training, diversity policies, etc.). On the other hand, promoting job satisfaction (e.g., providing mechanisms of voice) might help workers to preserve their well-being, coping with the negative effects of a discriminatory work environment.

Satisfacción de adolescentes autóctonos e inmigrantes con el país de residencia. Influencia de variables psicosociales relativas al contacto intergrupal

Resumen Este estudio exploratorio transversal analiza las interrelaciones entre el estatus del grupo, diversas variables psicosociales relativas al contacto intergrupal —actitudes hacia otros grupos, sesgo endogrupal, actitudes de aculturación y enriquecimiento cultural percibido—y la satisfacción con el país de residencia, con la finalidad de identificar factores que faciliten la adaptación psicológica y la convivencia de los adolescentes de diverso origen cultural. Las hipótesis se formulan a partir del análisis de la Teoría de la Identidad Social y del marco conceptual de la Aculturación. Al cuestionario contestaron 315 adolescentes de origen ecuatoriano, marroquí y español (media de edad = 14.37, d.t. = 1.46) que estudiaban Educación Secundaria en centros españoles. Análisis paramétricos y no paramétricos de tipo correlacional muestran diferencias en las relaciones entre las variables psicosociales estudiadas según el grupo cultural; además, la satisfacción con el país de residencia se asocia con el estatus del grupo, y con la preferencia por la actitud de integración en el grupo de adolescentes autóctonos, y con las actitudes hacia la cultura mayoritaria en el grupo adolescentes inmigrantes. Detectamos la necesidad de intervenciones dirigidas a promocionar actitudes positivas hacia determinados grupos culturales y hacia la diversidad cultural, además de la facilitación de contextos para la participación en la vida del país de residencia y el contacto positivo con otras culturas.

Impacto del feedback negativo sobre los procesos de autorregulación del grupo. La ruptura del contrato grupal relacional

Resumen El presente trabajo pretende analizar los procesos de creación y ruptura del contrato psicológico en los grupos. Entendemos que estos procesos están ligados a los procesos de autorregulación grupal como la percepción de eficacia grupal, el compromiso, la satisfacción o las metas y expectativas grupales. Ahondando en este objetivo, pretendemos analizar el efecto de la ruptura del contrato psicológico en grupos de trabajo. Concretamente, tratamos de comparar los procesos de autorregulación a nivel individual (66 participantes) y grupal (43 grupos, 129 participantes) ante el desarrollo y la ruptura del contrato psicológico creado por el feedback negativo dado ante el desempeño logrado. Igualmente se pretende contrastar el rendimiento logrado a nivel individual y grupal. Los resultados muestran que en las fases iniciales, donde se desarrolla el contrato de grupo y las normas sociales, tanto los procesos autorreguladores como los resultados logrados son claramente favorables al grupo. Sin embargo, ante un feedback negativo continuado que implica la ruptura del contrato, el individuo mantiene una mayor confianza en su capacidad para afrontar la situación de lo que lo hace el grupo.