Iain Coyne

Predicting workplace victim status from personality

This study examined the extent that workplace victim status can be predicted from personality traits. The sample comprised 60 victims and a control group of 60 non-bullied work colleagues, matched on a number of organizational and personal criteria, from two large organizations (one public, one private) in Eire. Both groups completed a semi-structured interview and the ICES Personality Inventory (Bartram, 1994, 1998). Significant differences emerged between victims and nonvictims on all major ICES scales. Victims tended to be less independent and extroverted, less stable, and more conscientious than non-victims. From the development of a weighted composite personality profile, results illustrated that ICES personality traits strongly predicted victim status. The findings suggest that, using a five-factor framework, personality traits may give an indication of those in an organization most likely to be bullied and an indication as to why these individuals become victims.

Self and peer nominations of bullying: An analysis of incident rates, individual differences, and perceptions of the working environment

Within workplace bullying research, the use of different criteria to identify victim samples, and a tendency to rely on self-reported victimization without including reports from other stakeholders have been considered major methodological problems associated with incidence studies (Cowie, Naylor, Rivers, Smith, & Pereira, 2002; Hoel, Rayner, & Cooper, 1999; Randall, 2001). Using diverse criteria to identify victim and perpetrator samples (such as self report, peer report, and self- and peer report), this study found rates of victimization and bullying varied quite considerably. Rates for victims ranged from 3.9% to 39.6% and for perpetrators from 2.7% to 19.3%. Differences in personality and perceptions of the organizational environment were then examined between victim/bully groups and a control sample. Results indicated that all victim samples differed significantly from controls on stability. However, self- and peer-reported victims differed significantly from controls on both the poised and relaxed subscales, whereas self-reported victims only differed significantly on the relaxed subscale. Additionally, self- and peer-reported victims were the only group that significantly differed from controls in their views of the negative aspects of the work environment. The notion that victim and perpetrator samples are not homogenous groups and considerations of why this is the case are discussed.

Organizational citizenship behaviour and turnover intention: a cross-cultural study

This study investigated the relationship between organizational citizenship behaviour (OCB) and turnover intention in 162 production workers in the same organization within Malaysia, Germany and England. Further, differences in ratings of OCB across cultures were examined. Self-report questionnaires measuring turnover intention and five dimensions of OCB (altruism, courtesy, conscientiousness, sportsmanship and civic virtue) were administered to the samples. Results illustrated that OCB related significantly to turnover intention, with sportsmanship emerging as the strongest predictor of turnover intention across cultures. Cultural differences in OCB ratings were seen, with the Malaysian sample generally scoring higher than the other two samples. However, the relationship between OCB and turnover intention was similar within each culture group. Explanations of the findings and limitations are discussed.

Griefing in virtual worlds: causes, casualties and coping strategies

A virtual world is a computer‐simulated three‐dimensional environment. They are increasingly being used for social and commercial interaction, in addition to their original use for game playing. This paper studies negative behaviour, or ‘griefing’, inside one virtual world through a series of observations and focus groups with users. Data were collected to identify griefing behaviours and their impact, examine why griefing happens and who the likely targets and perpetrators are, and suggest strategies for coping with it. Findings show that griefing behaviour is common. It is defined as unacceptable, persistent behaviour and is typically targeted at inexperienced residents by those with more knowledge of the virtual world. Community and individual coping strategies are identified and discussed.

Workplace Bullying in a Group Context.

This study examined the sociometric status of victims, perpetrators and bully–victims (those who self-reported being a victim and a perpetrator) in functional workplace teams and assessed the relationship between victimisation and bullying on team effectiveness. A sample of 288 fire-fighter personnel in 36 teams were asked to self-report and peer-report levels of victimisation and bullying. Using sociometry, individuals rank ordered three other team members they most preferred working with and self-reported their perceptions of the level of effectiveness of the team. Results illustrated that in general victims were nominated as preferred people to work with and were more often nominated as sociometric stars. Self- and peer-reported perpetrators tended to be judged the least preferred people to work with but bully–victims were more likely to be isolated in teams than any other group. Sociometric cohesion tended to be higher (p<0.05) and perceptions of team success tended to be lower (p<0.05) in teams with higher levels of victimisation.

Exploring the impact of workplace cyberbullying on trainee doctors

Workplace bullying is an occupational hazard for trainee doctors. However, little is known about their experiences of cyberbullying at work. This study examines the impact of cyberbullying among trainee doctors, and how attributions of blame for cyberbullying influence individual and work‐related outcomes.

PERSONALITY TRAITS OF BULLIES AS A CONTRIBUTORY FACTOR IN WORKPLACE BULLYING: AN EXPLORATORY STUDY

This paper examines the relationship between personality characteristics - as indexed by the ICES Personality Inventory (Bartram, 1994; 1998) and the IBS Clinical Inventory (Mauger, Adkinson, Zoss, Firestone & Hook, 1980) - and bullying behavior. Although it proved to be difficult to obtain a large enough sample of bullies, the findings indicated that bullies are aggressive, hostile, and extraverted and independent. Furthermore, bullies are egocentric, selfish, and show little concern for the opinions of others. High levels of aggressiveness, assertiveness, competitiveness and independence are traits that are also associated with leadership.

Griefing in a Virtual Community An Exploratory Survey of Second Life Residents

Building on the research of Chesney, Coyne, Logan, and Madden (2009), this paper examines griefing within the virtual online community of Second Life via an online survey of 86 residents (46% men). Results suggested that griefing was deemed to be an unacceptable, persistent negative behavior which disrupted enjoyment of the environment and which was experienced by 95% of the sample, with 38% classified as frequent victims and 20% classified as perpetrators. No differences emerged in rates between gender (real life and second life), age, and time as a resident in Second Life. A number of self, player- and game-influenced motivations were judged to promote griefing, with respondents overall split on the impact of griefing when compared to traditional bullying. Further, respondents felt that a shared responsibility to control griefing was needed with individuals, residents as a community, and Second Life developers all playing a part. Discussion of the findings in relation to cyber-bullying in general is pre...

Variations in National Patterns of Testing and Test Use: The ITC/EFPPA International Survey

This study examined a range of issues relating to testing and test use in 36 countries. It also explored attitudes towards issues relating to competence in test use. Respondents included representatives of professional psychological associations, test publishers, and other groups with a national perspective on testing. For the purposes of the study, the domain of testing was divided into four areas: Educational, Clinical, Forensic, and Organizational. While detailed reports on the overall results of the survey have been reported elsewhere (Bartram & Coyne, 1998a, 1998b), the present paper focuses on patterns of similarity and difference between countries. Cluster analysis was used to examine patterns of consistency in responses between countries. The results indicate that the clustering of countries is, for the most part, not attributable to either geographical proximity or to common cultural or language factors. In reviewing these patterns, however, one should note that there is, overall, more consistenc...

Understanding the relationship between experiencing workplace cyberbullying, employee mental strain and job satisfaction: a dysempowerment approach

Abstract Although the literature on traditional workplace bullying is advancing rapidly, currently investigations addressing workplace cyberbullying are sparse. To counter this, we present three connected research studies framed within dysempowerment theory (Kane, K., & Montgomery, K. (1998). A framework for understanding dysempowerment in organizations. Human Resource Management, 37, 263–275.) which examine the relationship between volume and intensity of cyberbullying experience and individual mental strain and job satisfaction; whether the impact is more negative as compared to traditional bullying; and whether state negative affectivity (NA) and interpersonal justice mediate the relationship. Additionally, we also considered the impact of witnessing cyberbullying acts on individual outcomes. A total sample comprised 331 UK university employees across academic, administrative, research, management and technical roles. Overall, significant relationships between cyberbullying exposure and outcomes emerged, with cyberbullying exposure displaying a stronger negative relationship with job satisfaction when compared to offline bullying. Analysis supported an indirect effect between cyberbullying acts and outcomes via NA and between cyberbullying acts and job satisfaction via interpersonal justice. No support for a serial multiple mediation model of experiencing cyberbullying to justice to NA to outcome was found. Further, perceived intensity of cyberbullying acts and witnessing cyberbullying acts did not significantly relate to negative outcomes. Theoretical and practical implications of the research are discussed.