A role that takes its toll? The moderating role of leadership in role stress and exposure to workplace bullying

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cris.lastimport.scopus2025-08-30T03:16:00Z
dc.abstract.enPurpose 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 to bullying over time. One prominent theory that explains how organizational and individual factors interact is the affective events theory (AET). Design/methodology/approach In a two-wave, time-lagged study (N = 364), the authors 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/value 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 decreases the level of exposure to bullying, even when role ambiguity and role conflict are relatively high.
dc.affiliationInstytut Psychologii
dc.affiliationWydział Psychologii we Wrocławiu
dc.contributor.authorStapiński, Piotr
dc.contributor.authorBjørkelo, Brita
dc.contributor.authorD'Cruz, Premilla
dc.contributor.authorMikkelsen, Eva G.
dc.contributor.authorGamian-Wilk, Małgorzata
dc.date.access2023-12-29
dc.date.accessioned2023-12-29T08:23:56Z
dc.date.available2023-12-29T08:23:56Z
dc.date.created2023-07-26
dc.date.issued2023-11-16
dc.description.abstract<jats:sec> <jats:title content-type="abstract-subheading">Purpose</jats:title> <jats:p>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 to bullying over time. One prominent theory that explains how organizational and individual factors interact is the affective events theory (AET).</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Design/methodology/approach</jats:title> <jats:p>In a two-wave, time-lagged study (<jats:italic>N</jats:italic> = 364), the authors apply AET to test and explain the interplay of organizational factors in the development of bullying at work.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Findings</jats:title> <jats:p>The results revealed that supportive and fair leadership moderates the relationship between role stress and exposure to workplace bullying.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Practical implications</jats:title> <jats:p>Knowledge of the buffering role of supportive and fair leadership practices is important when implementing organizational interventions aimed at preventing bullying at work.</jats:p> </jats:sec> <jats:sec> <jats:title content-type="abstract-subheading">Originality/value</jats:title> <jats:p>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 decreases the level of exposure to bullying, even when role ambiguity and role conflict are relatively high.</jats:p> </jats:sec>
dc.description.accesstimeafter_publication
dc.description.issue5
dc.description.physical1041-1058
dc.description.versionfinal_author
dc.description.volume34
dc.identifier.doi10.1108/IJCMA-03-2023-0047
dc.identifier.issn1044-4068
dc.identifier.urihttps://share.swps.edu.pl/handle/swps/255
dc.identifier.weblinkhttps://www.emerald.com/insight/content/doi/10.1108/IJCMA-03-2023-0047/full/html
dc.languageen
dc.pbn.affiliationpsychologia
dc.rightsCC-BY-NC
dc.rights.questionYes_rights
dc.share.articleOPEN_REPOSITORY
dc.subject.enworkplace bullying
dc.subject.enrole stress
dc.subject.enrole ambiguity
dc.subject.enrole conflict
dc.subject.enleadership practices
dc.subject.ensupportive leadership
dc.subject.enfair leadership
dc.subject.enwork environment hypothesis
dc.subject.enaffective events theory
dc.swps.sciencecloudnosend
dc.titleA role that takes its toll? The moderating role of leadership in role stress and exposure to workplace bullying
dc.title.journalInternational Journal of Conflict Management
dc.typeJournalArticle
dspace.entity.typeArticle