ISSN: 2225-8329
Open access
Healthcare employees are the backbone in helping a country in maintaining the best health performance of all citizens. They have been given the mandate to care and treat patients with professional ethics, however, health employees are not excluded from facing high work pressure from the various demands at work especially in the current times where the nation is struggling with the Covid -19 pandemic. This study sought to examine the prevalence of workplace bullying as well as the level of job demands faced by healthcare employees and its influence on workplace bullying experienced by the employees through a cross-sectional study involving 100 respondents. The Work Stress subscale from Copenhagen Psychosocial Questionnaire (COPSOQ 3) and Negative Act Questionnaire (Einarsen et al. 2009) were used to measure workplace bullying experience and job demands. The data were analysed using Statistical Package for Social Sciences (SPSS) version 25.0. The results of the study found that workplace bullying was prevalent among the respondents especially in regards to work-related bullying (55 %). Meanwhile quantitative demands, cognitive demands and emotional demands significantly predicted workplace bullying. Work Pace however, did not significantly influence workplace bullying. Further discussions on the findings are reported in the article.
Hatta, A. M., & Abdullah, N-A. (2020). The role of emotional intelligence in work stress and work performance. International Journal of Academic Research in Business & Social Sciences 10 : 274-291
Balducci, C., Baillien, E., Broeck, A. V. D., Toderi, S., & Fraccaroli, F. (2020). Job demand, job control, and impaired mental health in the experience of workplace bullying behavior: a two-wave study. International journal of environmental research and public health, 17(4), 1358.
Baillien, E., De Cuyper, N., & De Witte, H. (2011). Job autonomy and workload as antecedents of workplace bullying: A two?wave test of Karasek's Job Demand Control Model for targets and perpetrators. Journal of occupational and Organizational Psychology, 84(1), 191-208.
Bashir, A., Hanif, R., & Nadeem, M. (2014). Role of personal factors in perception of workplace bullying among telecommunication personnel. Pakistan Journal of Commerce and Social Sciences (PJCSS), 8(3), 817-829.
Berthelsen, M., Skogstad, A., Lau, B., & Einarsen, S. (2011). Do they stay or do they go? A longitudinal study of intentions to leave and exclusion from working life among targets of workplace bullying. International Journal of Manpower, 32 (2), 178 - 193
Björkqvist, K., Österman, K., Hjelt-Bäck, M. (1994). Aggression among university employees. Aggressive Behaviour,20:173—84.
Cairns, R. B., Cairns, B. D., Neckerman, H. J., Gest, S., dan Gariepy, J. L. (1988). "Peer Networks and Aggressive Behavior: Social Support or Social Rejection?" Developmental Psychology, 24, 815–823.
Cenatiempo, A., George, T., & Casey, A. (1997). The Role of Front-Line Employees in Knowledge Creation?: a Case Study of a Federal Government Agency.
Rayner, C., Hoel, H., & Cooper, C. (2001). Workplace bullying: What we know, who is to blame and what can we do?. CRC Press.
Einarsen, S., & Skogstad, A. (1996). Bullying at work: Epidemiological findings in public and private organizations. European journal of work and organizational psychology, 5(2), 185-201.
Einarsen, S., & Raknes, B. I. (1997). Harassment in the workplace and the victimization of men. Violence and victims, 12(3), 247-263.
Farrington, D. P. (1993). Understanding and preventing bullying. In M. Tonry (Ed.), Crime and Justice, Chicago: University of Chicago, Vol. 17, pp. 381-458.
Groeblinghoff, D., & Becker, M. (1996). A case study of mobbing and the clinical treatment of mobbing victims. European journal of work and organizational psychology, 5(2), 277-294.
Giorgi, G. (2009). Workplace bullying risk assessment in 12 Italian organizations. International Journal of Workplace Health Management.
Hassan, A., Al Bir, A. T. S., & Hashim, J. (2015). Workplace bullying in Malaysia: Incidence, consequences and role of organisational support. In Innovation, Finance, and the Economy (pp. 23-35). Springer, Cham.
Hoel, H., Einarsen, S., Zapf, D., Vartia, M., & Cooper, C. L. (2003). Empirical findings of bullying in the workplace. In Bullying and Emotional Abuse in the Workplace: International Perspectives in Research and Practice. Taylor & Francis.
Iftikhar, M., & Qureshi, M. I. (2014). Modeling the workplace bullying the mediator of workplace climate-employee health relationship. Journal of Management Info, 4(1), 96-124.
Karatepe, O. M., & Aleshinloye, K. D. (2009). Emotional dissonance and emotional exhaustion among hotel employees in Nigeria. International Journal of Hospitality Management, 28(3), 349–358. https://doi.org/10.1016/j.ijhm.2008.12.002
Kivimäki, M., Elovainio, M., & Vahtera, J. (2000). Workplace bullying and sickness absence in hospital staff. Occupational and Environmental Medicine, 57(10), 656-660.
Leymann, H. (1996). The content and development of mobbing at work. European journal of work and organizational psychology, 5(2), 165-184.
Leymann, H. (1990). Mobbing and psychological terror at workplaces. Violence and victims, 5(2), 119-126.
Halim, H. A. M., Halim, F. W., & Khairuddin, R. (2018). Does Personality Influence Workplace Bullying and Lead to Depression Among Nurses?. Jurnal Pengurusan , 53.
Mokhtar, D., Adnan, H. A., & Roshaizad, N. A. (2018). The correlates of workplace bullying on employees’ health and well-being among frontline employees. Jurnal Psikologi Malaysia, 32(4).
Mokhtar, D., Hassan, N., & Abdullah @ Mohd. Nor. H. (2020). Coping with Workplace Bullying among Front line employees: A cross-sectional study. International Journal of Psychosocial Rehabilitation, 24(4), 4238 – 4251
Namie, G. (2003). Workplace bullying: Escalated incivility. Ivey Business Journal, 68(2), 1–6.
Hassan, N., Kendrick, A., & Mokhtar, D. (2020). Bullying and its four functions: a study of young offenders in juvenile justice institutions. International Journal of Psychosocial Rehabilitation 24 : 4207-4223
Osif, B. A. (2010). manager's bookshelf: Workplace Bullying. Library Leadership & Management, 24(4), 206-212.
Rousseau, M. B., Eddleston, K. A., Patel, P. C., & Kellermanns, F. W. (2014). Organizational resources and demands influence on workplace bullying. Journal of Managerial Issues, 286-313.
Salin, D. (2003). Ways of explaining workplace bullying: A review of enabling, motivating and precipitating structures and processes in the work environment. Human relations, 56(10), 1213-1232.
Seki, Y. (2008). Working condition factors associated with time pressure of nurses in Japanese hospitals. Journal of occupational health, 50, 181 –190.
Twale, D. J., & De Luca, B. M. (2008). Faculty incivility: The rise of the academic bully culture and what to do about it (Vol. 128). John Wiley & Sons.
Yahaya, A., Ing, T. C., Yahaya, N. & Boon, Y. (2012). The Impact of Workplace Bullying towards Work Performance. Archive Des Science, 65(4), 18 –28.
Zapf, D. (1999). Organisational, work group related and personal causes of mobbing/bullying at work. International journal of manpower, 20(1/2), 70 –85
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. https://doi.org/10.1080/13594320143000834
Zapf, D., Knorz, C., & Kulla, M. (1996). On the relationship between mobbing factors, and job content, social work environment, and health outcomes. European Journal of work and organizational psychology, 5(2), 215-237.
In-Text Citation: (Mokhtar et al., 2021)
To Cite this Article: Mokhtar, D., Halim, M. F. A., & Nor, N. I. Z. (2021). The Influence of Job Demands on Workplace Bullying Experience among Healthcare Employees. International Journal of Academic Research in Accounting Finance and Management Sciences, 11(3), 223–234.
Copyright: © 2021 The Author(s)
Published by HRMARS (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode