The impact of financial performance on workplace bullying and mistreatment in Serbian organizations
Keywords:
Organizational financial performances, Salaries, Workplace bullying, Mistreatment, Serbia
Abstract
This paper presents the results of research into the impact of organizational financial performance items (and financial performance dimension) on workplace bullying and mistreatment. The research was conducted in organizations in Serbia, and the respondents were employees in these organizations. A total of 536 questionnaires were collected, which were valid for further analysis. The results showed that most of the observed financial performance items did not have a statistically significant impact on workplace bullying in organizations. However, the item Salaries; statistically significantly, strongly and negatively affects all observed workplace bullying dimensions and self-labelling (mistreatment) items. Thus, low employee salaries provide fertile ground for the development of workplace bullying. Conversely, with an increase in employee salaries, there is a decrease in all aspects of workplace bullying. The paper gives explanations for these phenomena. It is important for leaders and managers in business organizations to know the processes and relationships researched here. Special care should be taken in conditions of unfavourable organizational financial performance, and especially low salaries of employees.
References
[1] Ashkanasy, N., Bennett, R., Martinko, M. (2016). Understanding the high performance workplace: The line between motivation and abuse. New York: Routledge.
[2] Begley, T.M. (1998). Coping strategies as predictors of employee distress and turnover after an organizational consolidation: A longitudinal analysis. Journal of Occupational and Organizational Psychology, 71(4 ), 305-329.
[3] Berthelsen, M., Skogstad, A., Hauge, L.J., Nielsen, M.B., Einarsen, S. (2009). Mobbing og ustøtning fra arbeidslivet (Bullying and exclusion from working life). Bergen, Norway: University of Bergen.
[4] Björkqvist, K., Österman, K., Hjelt-Bäck, M. (1994). Aggression among university employees. Aggressive Behavior, 20(3), 173-184.
[5] Brodsky, C.M. (1976). The Harassed Worker, Lexington Books, DC Heath and Company, Toronto.
[6] Coyne, I., Craig, J., Smith-Lee Chong, P. (2004). Workplace bullying in a group context. British Journal of Guidance and Counseling, 32(3), 301-316.
[7] Djurkovic, N., McCormack, D., Casimir, G. (2004). The Physical and Psychological Effects of Workplace Bullying on Intention to Leave: A Test of the Psychosomatic and Disability Hypotheses. International Journal of Organization Theory and Behavior, 7(4), 469-497.
[8] Djurkovic, N., McCormack, D., Casimir, G. (2006). Neuroticism and the Psychosomatic Model of Workplace Bullying. Journal of Managerial Psychology, 21(1), 73-88.
[9] Einarsen, S., Hoel, H., Notelaers, G. (2009). Measuring exposure to bullying and harassment at work: Validity, factor structure and psychometric properties of the negative acts questionnaire-revised. Work and Stress, 23(1), 24-44.
[10] Einarsen, S., Hoel, H., Zapf, D., Cooper, C. (2010). The Concept of Bullying and Harassment at Work. In book: Bullying and Harassment in the Workplace, 3-39.
[11] Fox, S., Stallworth, L. (2005). Racial/ethnic bullying: exploring links between bullying and racism in the US workplace. Journal of Vocational Behavior, 66(3), 438-456.
[12] Hoel, H., Cooper, C.L. (2000). Destructive conflict and bullying at work. Sponsored by the British Occupational Health Research Foundation (BOHRF), Manchester School of Management, Manchester University of Science and Technology (UMIST)..
[13] Hoel, H., Sparks, K., Cooper, C.L. (2001). The cost of violence/stress at work and the benefits of a violence/stress-free working environment. Geneva: International Labour Organisation.
[14] Hoel, H., Zapf, D., Cooper, C.L. (2002). Workplace Bullying and Stress. Research in Occupational Stress and Well-being, 2, 293-333.
[15] Hoel, H., Salin, D. (2003). Organisational Antecedents of Workplace Bullying. In S. Einarsen, H. Hoel, D. Zapf, & C.L. Cooper (Eds.), Bullying and Emotional Abuse in The Workplace: International Perspectives in Research and Practice, London: Taylor & Francis, 203-218.
[16] Hoel, H., Einarsen, S., Cooper, C.L. (2003). Organisational Effects of Bullying. In S. Einarsen, H. Hoel, D. Zapf, & C.L. Cooper (Eds.), Bullying and emotional abuse in the workplace: International perspectives in research and practice, London: Taylor & Francis, 145-161.
[17] Hoel, H., Faragher, B., Cooper, C.L. (2004). Bullying is detrimental to health, butall bullying behaviors are not necessarily equally damaging. British Journal of Guidance and Counselling, 32(3), 367-387.
[18] Hoel, H., Sheehan, M., Cooper, C., Einarsen, S. (2010). Organisational Effects of Workplace Bullying. Bullying and harassment in the workplace. Developments in theory, research, and practice. 129-148.
[19] Kivimaki, M., Virtanen, M., Vartia, M., Elovainio, M., Vahtera, J., Keltikangas-Jarvinen, L. (2003). Workplace bullying and the risk of cardiovascular disease and depression. Occupational and Environmental Medicine, 60(10), 779-783.
[20] Kroon, B., van de Voorde, K., van Veldhoven, M. (2009). Cross-level effects of high-performance work practices on burnout: Two counteracting mediating mechanisms compared. Personnel Review, 38(5), 509-525.
[21] Lewis, D., Rayner, C. (2003). Bullying and human resource management: A wolf in sheep's clothing? In S. Einarsen, H. Hoel, D. Zapf, & C.L. Cooper (Eds.), Bullying and emotional abuse in the workplace: International perspectives in research and practice. (pp. 370-382). London: Taylor & Francis.
[22] Leymann, H. (1992). Från mobbning till utslagning i arbetslivet (From mobbing to exclusion in the workplace). Stockholm. Sweden: Publica.
[23] Leymann, H. (1990a). Mobbing and psychological terror at workplaces. Violence and Victims, 5(2), 119-126.
[24] Leymann, H. (1990b). Handbok för användning av LIPT-formuläret för kartläggning av risker för psykologisk vald (Manual of the LIPT questionnaire for assessing the risk of psychological violence at work). Violen, Stockholm.
[25] Magee, C, Gordon, R, Robinson, L, Caputi, P, Oades, L. (2017). Workplace bullying and absenteeism: The mediating roles of poor health and work engagement. Human Resource Management Journal, 27(3), 319-334.
[26] Matthiesem, S.B., Einarsen, S. (2001). MMPI-2 configurations among victims of bullying at work. European Journal of Work and Organizational Psychology,10(4), 467-484.
[27] Matthiesen, S.B., Raknes, B.I., Røkkum, O. (1989) Mobbing på arbeidsplassen (Workplace bullying). Tidsskrift for Norsk Psykologforening, 26(11), 761-774.
[28] McCarthy, P., Barker, M. (2000). Workplace bullying risk audit. Journal of Occupational Health and Safety, Australia and New Zealand, 16(5), 409-418.
[29] Mikkelsen, E., Einarsen, S. (2002). Relationships between exposure to bullying at work and psychological and psychosomatic health complaints: the role of state negative affect and generalized self-efficacy. Scandinavian Journal of Psychology, 43(5), 397-405.
[30] Niedhammer, I., Chastang, J.F., Sultan-Taieb, H., Vermeylen, G., Parent-Thirion, A. (2013). Psychosocial work factors and sickness absence in 31 countries in Europe. European Journal of Public Health, 23(4), 622-629.
[31] Nielsen, M.B., Einarsen, S.V. (2018). What we know, what we do not know, and what we should and could have known about workplace bullying: An overview of the literature and agenda for future research. Aggression and Violent Behavior, 42, 71-83.
[32] O’Connel, P.J., Calvert, E., Watson, D. (2007). Bullying in the workplace: Survey report Department of Enterprise Trade and Employment. The Economic and Social Research Institute, Ireland.
[33] Ogbonnaya, C., Messersmith, J. (2019). Employee performance, well-being, and differential effects of human resource management subdimensions: Mutual gains or conflicting outcomes? Human Resource Management Journal, 29(3), 509-526.
[34] O’Moore, M., Seigne, E., McGuire, L., Smith, M. (1998). Victims of Workplace Bullying in Ireland. The Irish Journal of Psychology, 19(2-3), 345-357.
[35] Painter, K. (1991). Wife rape, marriage and the law: Survey report: Key findings and recommendations. Manchester: Faculty and Economic and Social Studies, University of Manchester.
[36] Quine, L. (1999). Workplace bullying in NHS community trust: Staff questionnaire survey. British Medical Journal, 318(7178), 228-232.
[37] Rayner, C., Hoel, H., Cooper, C. L. (2002). Workplace Bullying: What We Know, Who Is to Blame, and What Can We Do? London: Taylor & Francis.
[38] Salin, D., Hoel, H. (2011). Organizational causes of bullying. In S. Einarsen, H. Hoel, D. Zapf, & C.L. Cooper (Eds.), Workplace bullying and harassment: Developments in theory, research and practice. (2nd ed., pp. 227-243). London: Taylor & Francis.
[39] Salin, D, Notelaers, G. (2020). Friend or foe? The impact of high‐performance work practices on workplace bullying. Human Resource Management Journal, 30(2), 312-326.
[40] Samnani, A-K., Singh, P. (2014). Performance-enhancing compensation practices and employee productivity: The role of workplace bullying. Human Resource Management Review, 24(1), 5-16.
[41] Sheehan, M., McCarthy, P., Kearns, D. (1998). Managerial Styles during Organisational Restructuring: Issues for Health and Safety Practitioners. Journal of Occupational Health and Safety - Australia and New Zealand, 14(1), 31-37.
[42] Tehrani, N. (2012). Introduction to workplace bullying. In N. Tehrani (Ed.). Workplace Bullying: Symptoms and Solutions. London: Routledge, 1-17.
[43] Vartia, M. (2001). Consequences of workplace bullying with respect to the well-being of its targets and the observers of bullying. Scandinavian Journal of Work, Environment and Health, 27(1), 63-69.
[44] Vukelić, M.B. (2015). Understanding of workplace bullying through analysis of perception of negative acts (Doctoral Dissertation). University of Belgrade. Faculty of Philosophy, Serbia.
[45] Watson, D., Clark, L. (1984). Negative Affectivity: The Disposition to Experience Aversive Emotional States. Psychological Bulletin, 96(3), 465-490.
[46] Zapf, D., Gross, C. (2001). Conflict escalation and coping with workplace bullying: A replication and extension. European Journal of Work and Organizational Psychology, 10(4), 497-522.
[47] Zhang, M., Zhu, C.J., Dowling, P.J., Bartram, T. (2013). Exploring the effects of high-performance work systems (HPWS) on the work-related well-being of Chinese hospital employees. International Journal of Human Resource Management, 24(16), 3196-3212.
[2] Begley, T.M. (1998). Coping strategies as predictors of employee distress and turnover after an organizational consolidation: A longitudinal analysis. Journal of Occupational and Organizational Psychology, 71(4 ), 305-329.
[3] Berthelsen, M., Skogstad, A., Hauge, L.J., Nielsen, M.B., Einarsen, S. (2009). Mobbing og ustøtning fra arbeidslivet (Bullying and exclusion from working life). Bergen, Norway: University of Bergen.
[4] Björkqvist, K., Österman, K., Hjelt-Bäck, M. (1994). Aggression among university employees. Aggressive Behavior, 20(3), 173-184.
[5] Brodsky, C.M. (1976). The Harassed Worker, Lexington Books, DC Heath and Company, Toronto.
[6] Coyne, I., Craig, J., Smith-Lee Chong, P. (2004). Workplace bullying in a group context. British Journal of Guidance and Counseling, 32(3), 301-316.
[7] Djurkovic, N., McCormack, D., Casimir, G. (2004). The Physical and Psychological Effects of Workplace Bullying on Intention to Leave: A Test of the Psychosomatic and Disability Hypotheses. International Journal of Organization Theory and Behavior, 7(4), 469-497.
[8] Djurkovic, N., McCormack, D., Casimir, G. (2006). Neuroticism and the Psychosomatic Model of Workplace Bullying. Journal of Managerial Psychology, 21(1), 73-88.
[9] Einarsen, S., Hoel, H., Notelaers, G. (2009). Measuring exposure to bullying and harassment at work: Validity, factor structure and psychometric properties of the negative acts questionnaire-revised. Work and Stress, 23(1), 24-44.
[10] Einarsen, S., Hoel, H., Zapf, D., Cooper, C. (2010). The Concept of Bullying and Harassment at Work. In book: Bullying and Harassment in the Workplace, 3-39.
[11] Fox, S., Stallworth, L. (2005). Racial/ethnic bullying: exploring links between bullying and racism in the US workplace. Journal of Vocational Behavior, 66(3), 438-456.
[12] Hoel, H., Cooper, C.L. (2000). Destructive conflict and bullying at work. Sponsored by the British Occupational Health Research Foundation (BOHRF), Manchester School of Management, Manchester University of Science and Technology (UMIST)..
[13] Hoel, H., Sparks, K., Cooper, C.L. (2001). The cost of violence/stress at work and the benefits of a violence/stress-free working environment. Geneva: International Labour Organisation.
[14] Hoel, H., Zapf, D., Cooper, C.L. (2002). Workplace Bullying and Stress. Research in Occupational Stress and Well-being, 2, 293-333.
[15] Hoel, H., Salin, D. (2003). Organisational Antecedents of Workplace Bullying. In S. Einarsen, H. Hoel, D. Zapf, & C.L. Cooper (Eds.), Bullying and Emotional Abuse in The Workplace: International Perspectives in Research and Practice, London: Taylor & Francis, 203-218.
[16] Hoel, H., Einarsen, S., Cooper, C.L. (2003). Organisational Effects of Bullying. In S. Einarsen, H. Hoel, D. Zapf, & C.L. Cooper (Eds.), Bullying and emotional abuse in the workplace: International perspectives in research and practice, London: Taylor & Francis, 145-161.
[17] Hoel, H., Faragher, B., Cooper, C.L. (2004). Bullying is detrimental to health, butall bullying behaviors are not necessarily equally damaging. British Journal of Guidance and Counselling, 32(3), 367-387.
[18] Hoel, H., Sheehan, M., Cooper, C., Einarsen, S. (2010). Organisational Effects of Workplace Bullying. Bullying and harassment in the workplace. Developments in theory, research, and practice. 129-148.
[19] Kivimaki, M., Virtanen, M., Vartia, M., Elovainio, M., Vahtera, J., Keltikangas-Jarvinen, L. (2003). Workplace bullying and the risk of cardiovascular disease and depression. Occupational and Environmental Medicine, 60(10), 779-783.
[20] Kroon, B., van de Voorde, K., van Veldhoven, M. (2009). Cross-level effects of high-performance work practices on burnout: Two counteracting mediating mechanisms compared. Personnel Review, 38(5), 509-525.
[21] Lewis, D., Rayner, C. (2003). Bullying and human resource management: A wolf in sheep's clothing? In S. Einarsen, H. Hoel, D. Zapf, & C.L. Cooper (Eds.), Bullying and emotional abuse in the workplace: International perspectives in research and practice. (pp. 370-382). London: Taylor & Francis.
[22] Leymann, H. (1992). Från mobbning till utslagning i arbetslivet (From mobbing to exclusion in the workplace). Stockholm. Sweden: Publica.
[23] Leymann, H. (1990a). Mobbing and psychological terror at workplaces. Violence and Victims, 5(2), 119-126.
[24] Leymann, H. (1990b). Handbok för användning av LIPT-formuläret för kartläggning av risker för psykologisk vald (Manual of the LIPT questionnaire for assessing the risk of psychological violence at work). Violen, Stockholm.
[25] Magee, C, Gordon, R, Robinson, L, Caputi, P, Oades, L. (2017). Workplace bullying and absenteeism: The mediating roles of poor health and work engagement. Human Resource Management Journal, 27(3), 319-334.
[26] Matthiesem, S.B., Einarsen, S. (2001). MMPI-2 configurations among victims of bullying at work. European Journal of Work and Organizational Psychology,10(4), 467-484.
[27] Matthiesen, S.B., Raknes, B.I., Røkkum, O. (1989) Mobbing på arbeidsplassen (Workplace bullying). Tidsskrift for Norsk Psykologforening, 26(11), 761-774.
[28] McCarthy, P., Barker, M. (2000). Workplace bullying risk audit. Journal of Occupational Health and Safety, Australia and New Zealand, 16(5), 409-418.
[29] Mikkelsen, E., Einarsen, S. (2002). Relationships between exposure to bullying at work and psychological and psychosomatic health complaints: the role of state negative affect and generalized self-efficacy. Scandinavian Journal of Psychology, 43(5), 397-405.
[30] Niedhammer, I., Chastang, J.F., Sultan-Taieb, H., Vermeylen, G., Parent-Thirion, A. (2013). Psychosocial work factors and sickness absence in 31 countries in Europe. European Journal of Public Health, 23(4), 622-629.
[31] Nielsen, M.B., Einarsen, S.V. (2018). What we know, what we do not know, and what we should and could have known about workplace bullying: An overview of the literature and agenda for future research. Aggression and Violent Behavior, 42, 71-83.
[32] O’Connel, P.J., Calvert, E., Watson, D. (2007). Bullying in the workplace: Survey report Department of Enterprise Trade and Employment. The Economic and Social Research Institute, Ireland.
[33] Ogbonnaya, C., Messersmith, J. (2019). Employee performance, well-being, and differential effects of human resource management subdimensions: Mutual gains or conflicting outcomes? Human Resource Management Journal, 29(3), 509-526.
[34] O’Moore, M., Seigne, E., McGuire, L., Smith, M. (1998). Victims of Workplace Bullying in Ireland. The Irish Journal of Psychology, 19(2-3), 345-357.
[35] Painter, K. (1991). Wife rape, marriage and the law: Survey report: Key findings and recommendations. Manchester: Faculty and Economic and Social Studies, University of Manchester.
[36] Quine, L. (1999). Workplace bullying in NHS community trust: Staff questionnaire survey. British Medical Journal, 318(7178), 228-232.
[37] Rayner, C., Hoel, H., Cooper, C. L. (2002). Workplace Bullying: What We Know, Who Is to Blame, and What Can We Do? London: Taylor & Francis.
[38] Salin, D., Hoel, H. (2011). Organizational causes of bullying. In S. Einarsen, H. Hoel, D. Zapf, & C.L. Cooper (Eds.), Workplace bullying and harassment: Developments in theory, research and practice. (2nd ed., pp. 227-243). London: Taylor & Francis.
[39] Salin, D, Notelaers, G. (2020). Friend or foe? The impact of high‐performance work practices on workplace bullying. Human Resource Management Journal, 30(2), 312-326.
[40] Samnani, A-K., Singh, P. (2014). Performance-enhancing compensation practices and employee productivity: The role of workplace bullying. Human Resource Management Review, 24(1), 5-16.
[41] Sheehan, M., McCarthy, P., Kearns, D. (1998). Managerial Styles during Organisational Restructuring: Issues for Health and Safety Practitioners. Journal of Occupational Health and Safety - Australia and New Zealand, 14(1), 31-37.
[42] Tehrani, N. (2012). Introduction to workplace bullying. In N. Tehrani (Ed.). Workplace Bullying: Symptoms and Solutions. London: Routledge, 1-17.
[43] Vartia, M. (2001). Consequences of workplace bullying with respect to the well-being of its targets and the observers of bullying. Scandinavian Journal of Work, Environment and Health, 27(1), 63-69.
[44] Vukelić, M.B. (2015). Understanding of workplace bullying through analysis of perception of negative acts (Doctoral Dissertation). University of Belgrade. Faculty of Philosophy, Serbia.
[45] Watson, D., Clark, L. (1984). Negative Affectivity: The Disposition to Experience Aversive Emotional States. Psychological Bulletin, 96(3), 465-490.
[46] Zapf, D., Gross, C. (2001). Conflict escalation and coping with workplace bullying: A replication and extension. European Journal of Work and Organizational Psychology, 10(4), 497-522.
[47] Zhang, M., Zhu, C.J., Dowling, P.J., Bartram, T. (2013). Exploring the effects of high-performance work systems (HPWS) on the work-related well-being of Chinese hospital employees. International Journal of Human Resource Management, 24(16), 3196-3212.
Published
2020-12-17
How to Cite
Stankov, S., Poštin, J., Konjikušić, M., Jagodić Rusić, A., & Mićić, D. (2020). The impact of financial performance on workplace bullying and mistreatment in Serbian organizations. Anali Ekonomskog Fakulteta U Subotici, 56(44), 21-35. https://doi.org/10.5937/AnEkSub2044021S
Issue
Section
Original scientific article
Copyright (c) 2020 Anali Ekonomskog fakulteta u Subotici
This work is licensed under a Creative Commons Attribution 4.0 International License.
