Please use this identifier to cite or link to this item: http://hdl.handle.net/11718/26981
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dc.contributor.authorStapinski, Piotr-
dc.contributor.authorBjørkelo, Brita-
dc.contributor.authorD’Cruz, Premilla-
dc.contributor.authorMikkelsen, Eva G-
dc.contributor.authorGamian-Wilk, Malgorzata-
dc.date.accessioned2023-12-05T10:59:48Z-
dc.date.available2023-12-05T10:59:48Z-
dc.date.issued2023-11-16-
dc.identifier.issn10444068-
dc.identifier.urihttp://hdl.handle.net/11718/26981-
dc.description.abstractPurpose: The purpose of the article is to provide further evidence for the work environment hypothesis. According to the work environment hypothesis, and as documented by empirical evidence, organizational factors play a crucial role in the development of workplace bullying. However, to better understand and prevent bullying at work and establish sustainable, responsible and ethical workplaces, it is crucial to understand which organizational factors are particularly important in the development of bullying and how these factors independently and combined act as precursors of bullying over time. One prominent theory that explains how organizational and individual factors interact is the Affective Events Theory (AET). Design: In a two-wave, time-lagged study (N = 364), we apply AET to test and explain the interplay of organizational factors in the development of bullying at work. Findings: The results revealed that supportive and fair leadership moderates the relationship between role stress and exposure to workplace bullying. Practical implications: Knowledge of the buffering role of supportive and fair leadership practices is important when implementing organizational interventions aimed at preventing bullying at work. Originality: Although previous studies have shown the general protecting effects of supportive leadership on exposure to bullying, the current study indicates that high level of supportive and fair leadership practices decrease the level of exposure to bullying, even when role ambiguity and role conflict are relatively high.en_US
dc.language.isoenen_US
dc.publisherEmeralden_US
dc.relation.ispartofInternational Journal of Conflict Managementen_US
dc.subjectWorkplace bullyingen_US
dc.subjectRole Stressen_US
dc.subjectRole ambiguityen_US
dc.subjectRole conflicten_US
dc.subjectLeadership practicesen_US
dc.subjectSupportive leadershipen_US
dc.subjectFair leadershipen_US
dc.subjectWork environment hypothesisen_US
dc.subjectAffective events theoryen_US
dc.titleA role that takes its toll? The moderating role of leadership in role stress and exposure to workplace bullyingen_US
dc.typeArticleen_US
Appears in Collections:Journal Articles

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