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Workplace bullying and its influence...

Mourssi-Alfash, Mohamed F.

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Workplace bullying and its influence on the perception of organizational justice and organizational citizenship behavior in higher education.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Workplace bullying and its influence on the perception of organizational justice and organizational citizenship behavior in higher education./
Author:	Mourssi-Alfash, Mohamed F.
Description:	202 p.
Notes:	Source: Dissertation Abstracts International, Volume: 75-08(E), Section: A.
Contained By:	Dissertation Abstracts International75-08A(E).
Subject:	Organizational behavior. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3615122
ISBN:	9781303809064

Workplace bullying and its influence on the perception of organizational justice and organizational citizenship behavior in higher education.
Mourssi-Alfash, Mohamed F.

Workplace bullying and its influence on the perception of organizational justice and organizational citizenship behavior in higher education. - 202 p.

Source: Dissertation Abstracts International, Volume: 75-08(E), Section: A.

Thesis (Ph.D.)--Capella University, 2014.

This item must not be sold to any third party vendors.

Most studies in the literature on workplace bullying concentrated on identifying the characteristics of who the bully and the bullied are, bullying behaviors and acts, and the effects of these bullying practices. However, there is not much in the literature about the perception of organizational justice and organizational citizenship behavior among bullying targets, especially in a higher education setting. This study examines the incidence of workplace bullying and the relationships between workplace bullying and perception of organizational justice and organizational citizenship behavior among faculty and staff in a land-grant university in the Midwest, which is a significant representation of the public higher education sector in the region. The three constructs were examined as they relate to the theory of the psychological contract that shapes the basis for the relationship between employers and their employees. A Web-based survey was hosted by SurveyMonkey, and 5,000 invitations to participate in the study were sent to a sampling frame selected randomly from the faculty and staff directory in the research site. The survey ran for two weeks, and 805 responses were received; 786 were usable, resulting in an overall response rate of 16%. The results show that workplace bullying is an ongoing problem in higher education. The findings also indicate that 82% of participants reported they had experienced at least one form of bullying at least once in the preceding six months, and 35% directly labeled themselves as "bullied." In addition, this research found a significant negative association between workplace bullying and perception of organizational justice among bullying targets in the sample. There was also a lower, but significant, association between workplace bullying and organizational citizenship behavior. Furthermore, the test of the hypotheses indicated that there are significant differences in the levels of perception of organizational justice and organizational citizenship behavior among bullying targets compared with their counterparts who have not been subjected to workplace bullying. Finally, the findings showed that women, minority groups, and respondents with education below a bachelor's degree experience greater levels of workplace bullying than their counterparts in other demographic and occupational groups.

ISBN: 9781303809064Subjects--Topical Terms:

516683
Organizational behavior.

Workplace bullying and its influence on the perception of organizational justice and organizational citizenship behavior in higher education.
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500 $a Source: Dissertation Abstracts International, Volume: 75-08(E), Section: A.
500 $a Adviser: Martin Lees.
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520 $a Most studies in the literature on workplace bullying concentrated on identifying the characteristics of who the bully and the bullied are, bullying behaviors and acts, and the effects of these bullying practices. However, there is not much in the literature about the perception of organizational justice and organizational citizenship behavior among bullying targets, especially in a higher education setting. This study examines the incidence of workplace bullying and the relationships between workplace bullying and perception of organizational justice and organizational citizenship behavior among faculty and staff in a land-grant university in the Midwest, which is a significant representation of the public higher education sector in the region. The three constructs were examined as they relate to the theory of the psychological contract that shapes the basis for the relationship between employers and their employees. A Web-based survey was hosted by SurveyMonkey, and 5,000 invitations to participate in the study were sent to a sampling frame selected randomly from the faculty and staff directory in the research site. The survey ran for two weeks, and 805 responses were received; 786 were usable, resulting in an overall response rate of 16%. The results show that workplace bullying is an ongoing problem in higher education. The findings also indicate that 82% of participants reported they had experienced at least one form of bullying at least once in the preceding six months, and 35% directly labeled themselves as "bullied." In addition, this research found a significant negative association between workplace bullying and perception of organizational justice among bullying targets in the sample. There was also a lower, but significant, association between workplace bullying and organizational citizenship behavior. Furthermore, the test of the hypotheses indicated that there are significant differences in the levels of perception of organizational justice and organizational citizenship behavior among bullying targets compared with their counterparts who have not been subjected to workplace bullying. Finally, the findings showed that women, minority groups, and respondents with education below a bachelor's degree experience greater levels of workplace bullying than their counterparts in other demographic and occupational groups.
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