Araştırma Makalesi
BibTex RIS Kaynak Göster

İŞYERİNDE MOBBING DAVRANIŞINA İLİŞKİN META ANALİZ TEMELLİ BİR ARAŞTIRMA

Yıl 2022, Cilt: 15 Sayı: 1, 237 - 281, 30.06.2022
https://doi.org/10.17218/hititsbd.1115949

Öz

İş yerinde mobbing davranışı, yarattığı bireysel, örgütsel ve toplumsal sorunlar sebebiyle süreçteki tüm aktörleri olulmsuz yönde etkilemektedir. Bu etki her vaka için değişkenlik gösteren düzeyde olsa da her bir vakanın önlenmesi tarafların tümü için büyük önem taşımaktadır. İş yerinde mobbing, sonuçlarının yol açtığı etkiler sebebiyle yönetim organizasyon alanında hem uygulayıcı olan işletmeler hem akademik yazın açısından önemi göz ardı edilemeyecek düzeydedir. Bu sebeple iş yerinde mobbing değişkeni, 1970’lerde tanımlanmasının ardından çok sayıda akademik çalışmaya konu olmuştur. Buradan hareketle bu çalışma kapsamında yönetim organizasyon yazınında mobbing değişkenini konu edinen çalışmaların derinlemesine irdelenmesi ve ortak çıkarımlarda bulunulması amaçlanmıştır. Araştırma amacı doğrultusunda ilk olarak mobbing ile ilişkisi en fazla çalışılmış olan değişkenler “işten ayrılma niyeti, iş tatmini, tükenmişlik ve örgütsel bağlılık” olarak belirlenmiştir. Tespit edilen dört değişken için dört ayrı meta analiz yapılacağından, belirlenen meta analiz dahil etme kriterleri doğrultusunda dört ayrı veri seti oluşturulmuştur. Meta analiz çalışması bulgularının değerlendirilmesi doğrultusunda mobbing değişkeni ile işten ayrılma niyeti, iş tatmini, tükenmişlik ve örgütsel bağlılık değişkenleri arasında Cohen etki büyüklüğü sınıflandırması kriterine göre orta düzeyde ilişki olduğu sonucuna varılmıştır. Yapılan alt grup analizleri ile de belirlenen düzenleyici değişkenlerin bu ilişkilerdeki rolü ortaya konulmuştur. Araştırmanın, mobbing değişkenine ilişkin yapılan tüm çalışmaları yıl ve coğrafya kısıtı getirmeden irdelemesi ve kullanılan meta analiz yönteminin alanda yeni olması bağlamında özgün değer taşıdığı düşünülmektedir.

Destekleyen Kurum

yok

Proje Numarası

yok

Kaynakça

  • *Allen, B. C., Holland, P., & Reynolds, R. (2015). The effect of bullying on burnout in nurses: the moderating role of psychological detachment. Journal of advanced nursing, 71(2), 381-390.
  • American Psychological Association :Meta‐Analysis Reporting Standards (MARS),18.10.2020 (Çevrimiçi) https://wmich.edu/sites/default/files/attachments/u58/2015/MARS.pdf
  • *Arenas, A., Giorgi, G., Montani, F., Mancuso, S., Perez, J. F., Mucci, N., & Arcangeli, G. (2015). Workplace bullying in a sample of Italian and Spanish employees and its relationship with job satisfaction, and psychological well-being. Frontiers in psychology, 6, 1912.
  • *Atalay, İ. (2010). Mobbingin örgütsel bağlılık üzerindeki etkisi: Kamu sektöründen bir örnek (Master's thesis, Sosyal Bilimler Enstitüsü).
  • *Aylan, S. (2012). Organizasyonlarda psikolojik şiddet (mobbing) ve işten ayrılma niyeti arasındaki ilişkiyi tespit etmeye yönelik konaklama işletmelerinde bir uygulama. Yayımlanmamış Yüksek Lisans Tezi, Gazi Üniversitesi, Sosyal Bilimler Enstitüsü, İşletme Ana Bilim Dalı, Ankara.
  • Bakioğlu, A., & Özcan, Ş. (2016). Meta-analiz. Nobel Yayınevi,.
  • *Bano, S., & Malik, S. (2013). Impact of workplace bullying on organizational outcome. Pakistan Journal of Commerce and Social Sciences (PJCSS), 7(3), 618-627.
  • *Belli, Emre(2014). Gençlik Hizmetleri ve Spor İl Müdürlüklerinde Çalışan Personelin Mobbing Düzeylerinin Araştırılması ve Örgütsel Bağlılık Yönünden Değerlendirilmesi. (Doktora Tezi, Atatürk Üniversitesi)
  • *Blackstock, S. (2012). Addressing quality of worklife: Examining horizontal workplace bullying behaviors in nursing. University of Northern British Columbia (Canada).
  • *Blackstock, S., Harlos, K., Macleod, M. L., & Hardy, C. L. (2015). The impact of organisational factors on horizontal bullying and turnover intentions in the nursing workplace. Journal of Nursing Management, 23(8), 1106-1114.
  • *Bohle, P., Knox, A., Noone, J., Mc Namara, M., Rafalski, J., & Quinlan, M. (2017). Work organisation, bullying and intention to leave in the hospitality industry. Employee Relations.
  • *Broeck, A. Van den, Baillien, E., & De Witte, H. (2011). Workplace bullying: A perspective from the Job Demands-Resources model. SA Journal of Industrial Psychology, 37(2), 1-12.
  • *Brunetto, Y., Xerri, M., Shacklock, K., Farr-Wharton, B., & Farr-Wharton, R. (2017). Management, bullying and the work outcomes of Australian paramilitary. Australian & New Zealand Journal of Criminology, 50(3), 341-359.
  • Borenstein, M., Hedges, L. V., Higgins, J. P., & Rothstein, H. R. (2021). Introduction to meta-analysis. John Wiley & Sons.
  • *Burton, J. P. (2015). The role of job embeddedness in the relationship between bullying and aggression. European Journal of Work and Organizational Psychology, 24(4), 518-529.
  • Card, N. A. (2015). Applied meta-analysis for social science research. Guilford Publications.
  • Carmeli, A., & Weisberg, J. (2006). Exploring turnover intentions among three professional groups of employees. Human Resource Development International, 9(2), 191-206.
  • * Carter, M., Thompson, N., Crampton, P., Morrow, G., Burford, B., Gray, C., & Illing, J. (2013). Workplace bullying in the UK NHS: a questionnaire and interview study on prevalence, impact and barriers to reporting. BMJ open, 3(6), e002628.
  • * Cassidy, T., McLaughlin, M., & McDowell, E. (2014). Bullying and health at work: The mediating roles of psychological capital and social support. Work & Stress, 28(3), 255-269.
  • * Claybourn, M. (2011). Relationships between moral disengagement, work characteristics and workplace harassment. Journal of business ethics, 100(2), 283-301.
  • * Coetzee, M., & van Dyk, J. (2018). Workplace bullying and turnover intention: Exploring work engagement as a potential mediator. Psychological reports, 121(2), 375-392.
  • Cohen, J. (2013). Statistical power analysis for the behavioral sciences. Routledge.
  • * Cooper‐Thomas, H., Gardner, D., O'Driscoll, M., Catley, B., Bentley, T., & Trenberth, L. (2013). Neutralizing workplace bullying: the buffering effects of contextual factors. Journal of Managerial Psychology.
  • Cotton, J. L., & Tuttle, J. M. (1986). Employee turnover: A meta-analysis and review with implications for research. Academy of management Review, 11(1), 55-70.
  • Davenport, N., Schwartz, R. D., & Elliott, G. P. (1999). Mobbing: Emotional abuse in the American workplace. Civil Society Pub.
  • * Dehue, F., Bolman, C., Völlink, T., & Pouwelse, M. (2012). Coping with bullying at work and health related problems. International Journal of Stress Management, 19(3), 175.
  • * Devonish, D. (2013). Workplace bullying, employee performance and behaviors: The mediating role of psychological well-being. Employee Relations.
  • * Djurkovic, N., McCormack, D., & Casimir, G. (2003). The physical and psychological effects of workplace bullying and their relationship to intention to leave: A test of the psychosomatic and disability hypotheses. International Journal of Organization Theory & Behavior.
  • * Djurkovic, N., McCormack, D., & Casimir, G. (2008). Workplace bullying and intention to leave: the moderating effect of perceived organisational support. Human Resource Management Journal, 18(4), 405-422.
  • * Dollard, M. F., Dormann, C., Tuckey, M. R., & Escartín, J. (2017). Psychosocial safety climate (PSC) and enacted PSC for workplace bullying and psychological health problem reduction. European Journal of Work and Organizational Psychology, 26(6), 844-857.
  • * Elçi, M., Karabay, M. E., Alpkan, L., & Şener, İ. (2014). The mediating role of mobbing on the relationship between organizational silence and turnover intention. Procedia-Social and Behavioral Sciences, 150, 1298-1309.
  • * Elmas, S. (2012). İşyerinde mobbing ve çalışanların işten ayrılma niyeti üzerine etkilerine ilişkin bir araştırma. İstanbul Üniversitesi: Yüksek Lisans Tezi, 20-21.
  • *Engin, Gözde(2012). Duygusal Tacizin İşten Ayrılma ve Örgütsel Bağlılığa Olan Etkisi: Konu ile İlgili Bir Araştırma. (Yüksek Lisans Tezi, Trakya Üniversitesi Sosyal Bilimler Enstitüsü)
  • Erdoğan, İlhan(1999). İşletme Yönetiminde Örgütsel Davranış. Dönence Yayınevi.
  • * Ertüreten, A. (2008). The relationship of downward mobbing with leadership and work-related attitudes (Doctoral dissertation, Koç University).
  • * Escartín, J., Monzani, L., Leong, F., & Rodríguez-Carballeira, Á. (2017). A reduced form of the Workplace Bullying Scale–the EAPA-TR: A useful instrument for daily diary and experience sampling studies. Work & Stress, 31(1), 42-62.
  • Freudenberger, H. J. (1974). Staff burn‐out. Journal of social issues, 30(1), 159-165.
  • George, Jennifer M., R. Jones Gareth, C. Sharbrough William (2011).Understanding and Managing Organizational Behavior. Upper Saddle River, NJ: Pearson Prentice Hall.
  • * Giorgi, G., Leon-Perez, J. M., & Arenas, A. (2015). Are bullying behaviors tolerated in some cultures? Evidence for a curvilinear relationship between workplace bullying and job satisfaction among Italian workers. Journal of Business Ethics, 131(1), 227-237.
  • * Glambek, M., Matthiesen, S. B., Hetland, J., & Einarsen, S. (2014). Workplace bullying as an antecedent to job insecurity and intention to leave: a 6‐month prospective study. Human Resource Management Journal, 24(3), 255-268.
  • * Glasø, L., Bele, E., Nielsen, M. B., & Einarsen, S. (2011). Bus drivers’ exposure to bullying at work: An occupation‐specific approach. Scandinavian journal of psychology, 52(5), 484-493.
  • * Goodboy, A. K., Martin, M. M., Knight, J. M., & Long, Z. (2017). Creating the boiler room environment: The job demand-control-support model as an explanation for workplace bullying. Communication Research, 44(2), 244-262.
  • Gruneberg, Michael M.(1979).Understanding Job Satisfaction. Halsted Press.
  • * Gupta, R. (2013). Prevalence of workplace bullying and its impact on workplace well-being in academia. Indian Journal of Health and Wellbeing, 4(3), 503.
  • * Hauge, L. J., Skogstad, A., & Einarsen, S. (2007). Relationships between stressful work environments and bullying: Results of a large representative study. Work & stress, 21(3), 220-242.
  • * Hauge, L. J., Skogstad, A., & Einarsen, S. (2010). The relative impact of workplace bullying as a social stressor at work. Scandinavian journal of psychology, 51(5), 426-433.
  • Hedges, L. V., & Vevea, J. L. (1998). Fixed-and random-effects models in meta-analysis. Psychological methods, 3(4), 486.
  • Higgins, J. P., & Thompson, S. G. (2002). Quantifying heterogeneity in a meta‐analysis. Statistics in medicine, 21(11), 1539-1558.
  • *Hogh, A., Hoel, H., & Carneiro, I. G. (2011). Bullying and employee turnover among healthcare workers: a three‐wave prospective study. Journal of nursing management, 19(6), 742-751. *Houshmand, M., O’Reilly, J., Robinson, S., & Wolff, A. (2012). Escaping bullying: The simultaneous impact of individual and unit-level bullying on turnover intentions. Human Relations, 65(7), 901-918.
  • * Kakarika, M., González-Gómez, H. V., & Dimitriades, Z. (2017). That wasn't our deal: A psychological contract perspective on employee responses to bullying. Journal of Vocational Behavior, 100, 43-55.
  • Kanter, R. M. (1968). Commitment and social organization: A study of commitment mechanisms in utopian communities. American sociological review, 499-517.
  • Karabulut, A. T. (2016). Bullying: harmful and hidden behavior in organizations. Procedia-Social and Behavioral Sciences, 229, 4-11.
  • Karakaş, A. (2017). Duygusal emek, tükenmişlik ve işten ayrılma niyeti arasındaki ilişki: Otel işletmesi çalışanları üzerine bir araştırma. İşletme Araştırmaları Dergisi, 9(1), 80-112.
  • *Kay, R. E. (2015). Professional and Team Identity Buffer Effects of Workplace Environment and Bullying on Burnout in Nurses (Doctoral dissertation, University of Illinois at Chicago).
  • * Kaya, N. (2016). Mobbingin örgütte adalet algısı ve örgütsel bağlılık ilişkisi ile çalışanların iş performansına ve işten ayrılma niyetine etkisi. (Doktora Tezi, Beykent Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul)
  • * Kernan, M. C., Watson, S., Chen, F. F., & Kim, T. G. (2011). How cultural values affect the impact of abusive supervision on worker attitudes. Cross Cultural Management: An International Journal.
  • *Laschinger, H. K. S., Grau, A. L., Finegan, J., & Wilk, P. (2010). New graduate nurses’ experiences of bullying and burnout in hospital settings. Journal of advanced nursing, 66(12), 2732-2742.
  • *Laschinger, H. K. S., Wong, C. A., & Grau, A. L. (2012). The influence of authentic leadership on newly graduated nurses’ experiences of workplace bullying, burnout and retention outcomes: A cross-sectional study. International journal of nursing studies, 49(10), 1266-1276.
  • * Laschinger, H. K. S., & Fida, R. (2014). A time-lagged analysis of the effect of authentic leadership on workplace bullying, burnout, and occupational turnover intentions. European Journal of work and organizational psychology, 23(5), 739-753.
  • *Law, R., Dollard, M. F., Tuckey, M. R., & Dormann, C. (2011). Psychosocial safety climate as a lead indicator of workplace bullying and harassment, job resources, psychological health and employee engagement. Accident Analysis & Prevention, 43(5), 1782-1793.
  • *Lee, R. T., & Brotheridge, C. M. (2006). When prey turns predatory: Workplace bullying as a predictor of counteraggression/bullying, coping, and well-being. European Journal of Work and Organizational Psychology, 15(3), 352-377.
  • Leiter, M. P., & Maslach, C. (1988). The impact of interpersonal environment on burnout and organizational commitment. Journal of organizational behavior, 9(4), 297-308.
  • Leymann, H. (1996). The content and development of mobbing at work. European journal of work and organizational psychology, 5(2), 165-184.
  • * Livne, Y., & Goussinsky, R. (2018). Workplace bullying and burnout among healthcare employees: The moderating effect of control‐related resources. Nursing & health sciences, 20(1), 89-98.
  • * Loh, J., Restubog, S. L. D., & Zagenczyk, T. J. (2010). Consequences of workplace bullying on employee identification and satisfaction among Australians and Singaporeans. Journal of Cross-Cultural Psychology, 41(2), 236-252.
  • Lutgen-Sandvik, P. (2003). The communicative cycle of employee emotional abuse: Generation and regeneration of workplace mistreatment. Management Communication Quarterly, 16(4), 471-501.
  • * Lutgen-Sandvik, P., Hood, J. N., & Jacobson, R. P. (2016). The impact of positive organizational phenomena and workplace bullying on individual outcomes. Journal of Managerial Issues, 30-49.
  • * Lutgen‐Sandvik, P., Tracy, S. J., & Alberts, J. K. (2007). Burned by bullying in the American workplace: Prevalence, perception, degree and impact. Journal of Management Studies, 44(6), 837-862.
  • * Ma, S. C., Wang, H. H., & Chien, T. W. (2017). Hospital nurses’ attitudes, negative perceptions, and negative acts regarding workplace bullying. Annals of general psychiatry, 16(1), 1-9.
  • * Madlock, P. E., & Kennedy-Lightsey, C. (2010). The effects of supervisors’ verbal aggressiveness and mentoring on their subordinates. The Journal of Business Communication (1973), 47(1), 42-62.
  • * Malik, O. F., Sattar, A., Shahzad, A., & Faiz, R. (2020). Personal bullying and nurses’ turnover intentions in Pakistan: A mixed methods study. Journal of interpersonal violence, 35(23-24), 5448-5468.
  • Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of organizational behavior, 2(2), 99-113.
  • Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual review of psychology, 52(1), 397-422.
  • Maslach, C. (2003). Job burnout: New directions in research and intervention. Current directions in psychological science, 12(5), 189-192.
  • * McCormack, D., Casimir, G., Djurkovic, N., & Yang, L. (2009). Workplace bullying and intention to leave among schoolteachers in China: the mediating effect of affective commitment 1. Journal of Applied Social Psychology, 39(9), 2106-2127.
  • * McGregor, A., Magee, C. A., Caputi, P., & Iverson, D. (2016). A job demands-resources approach to presenteeism. Career Development International. * Meliá Navarro, J. L., & Becerril Galindo, M. (2007). Psychosocial sources of stress and burnout in the consruction sector: a structural equation model. Psicothema.
  • * Mete, M., Ünal, Ö. F., Akyüz, B., & Kılıç, R. (2015). Psikolojik şiddetin işe bagli tükenmişliğe etkisi: batman ılınde öğretmenler üzerine bır araştırma. Visionary E-Journal/Vizyoner Dergisi, 6(12).
  • Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human resource management review, 1(1), 61-89.
  • Mowday, R. T., Porter, L. W., & Steers, R. M. (2013). Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.
  • * Naseer, S., Raja, U., & Donia, M. B. L. (2016). Effect of perceived politics and perceived support on bullying and emotional exhaustion: The moderating role of type A personality. The Journal of psychology, 150(5), 606-624.
  • * Neto, M., Ferreira, A. I., Martinez, L. F., & Ferreira, P. C. (2017). Workplace bullying and presenteeism: the path through emotional exhaustion and psychological wellbeing. Annals of work exposures and health, 61(5), 528-538.
  • * Olsen, E., Bjaalid, G., & Mikkelsen, A. (2017). Work climate and the mediating role of workplace bullying related to job performance, job satisfaction, and work ability: A study among hospital nurses. Journal of advanced nursing, 73(11), 2709-2719.
  • * Osmanoğlu Taştan, N. (2015). Mobbing (psikolojik şiddet) Algısı, tükenmişlik sendromu ve işten ayrılma niyeti arasındaki ilişki: Banka çalışanları üzerinde bir araştırma (Master's thesis, Sosyal Bilimler Enstitüsü).
  • * Otto, K., & Mamatoglu, N. (2015). Why does interactional justice promote organizational loyalty, job performance, and prevent mental impairment? The role of social support and social stressors. The Journal of psychology, 149(2), 193-218.
  • *Out, J. W. (2005). Meanings of workplace bullying: Labelling versus experiencing and the belief in a just world (Doctoral dissertation, University of Windsor).
  • *Özdemir, E. (2010). İşyerlerinde Psikolojik Yıldırma (Mobbing) ve İş Tatminine Etkisi: Bir Alan Araştırması. (Doktora Tezi Trakya Üniversitesi Sosyal Bilimler Enstitüsü).
  • * Peng, Y. C., Chen, L. J., Chang, C. C., & Zhuang, W. L. (2016). Workplace bullying and workplace deviance: The mediating effect of emotional exhaustion and the moderating effect of core self-evaluations. Employee Relations.
  • * Petrović, I., Čizmić, S., & Vukelić, M. (2014). Workplace bullying in Serbia: The relation of self-labeling and behavioral experience with job-related behaviors. Psihologija, 47(2), 185-199.
  • Quine, L. (1999). Workplace bullying in NHS community trust: staff questionnaire survey. Bmj, 318(7178), 228-232.
  • * Quinn, L. P. (2016). Bullying and nurses' work experience, coping self-efficacy beliefs, job satisfaction, and intent to leave one's job (Doctoral dissertation, Capella University).
  • * Raja, U., Javed, Y., & Abbas, M. (2018). A time lagged study of burnout as a mediator in the relationship between workplace bullying and work–family conflict. International journal of stress management, 25(4), 377.
  • Rayner, C. (1997). The incidence of workplace bullying. Journal of Community & Applied Social Psychology, 7(3), 199-208.
  • Rayner, C., & Hoel, H. (1997). A summary review of literature relating to workplace bullying. Journal of community & applied social psychology, 7(3), 181-191.
  • Reichers, A. E. (1985). A review and reconceptualization of organizational commitment. Academy of management review, 10(3), 465-476.
  • * Rodríguez-Muñoz, A., Baillien, E., De Witte, H., Moreno-Jiménez, B., & Pastor, J. C. (2009). Cross-lagged relationships between workplace bullying, job satisfaction and engagement: Two longitudinal studies. Work & Stress, 23(3), 225-243.
  • * Rossiter, L., & Sochos, A. (2018). Workplace bullying and burnout: the moderating effects of social support. Journal of Aggression, Maltreatment & Trauma, 27(4), 386-408.
  • * Salin, D., & Notelaers, G. (2017). The effect of exposure to bullying on turnover intentions: the role of perceived psychological contract violation and benevolent behaviour. Work & stress, 31(4), 355-374.
  • 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.
  • *Sarıal, Kıymet (2015). Psikolojik Tacizin Çalışanların Tutumlarını Belirlemedeki Rolü. (Yüksek Lisans Tezi, Bahçeşehir Üniversitesi / Sosyal Bilimler Enstitüsü).
  • * Sauer, P. A. (2013). Does resilience mediate the effects of bullying in nurses?. (Doctoral dissertation, The University of North Carolina at Greensboro).
  • * Schalkwyk, Van L. M., Els, C., & Rothmann, I. (2011). The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa. SA Journal of Human Resource Management, 9(1), 1-13.
  • * Sheehan, M., McCabe, T. J., & Garavan, T. N. (2020). Workplace bullying and employee outcomes: a moderated mediated model. The International Journal of Human Resource Management, 31(11), 1379-1416.
  • Sheldon, M. E. (1971). Investments and involvements as mechanisms producing commitment to the organization. Administrative science quarterly, 143-150.
  • * Simons, S. R., Stark, R. B., & DeMarco, R. F. (2011). A new, four‐item instrument to measure workplace bullying. Research in nursing & health, 34(2), 132-140.
  • * Sims, R. L., & Sun, P. (2012). Witnessing workplace bullying and the Chinese manufacturing employee. Journal of Managerial Psychology.
  • Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative science quarterly, 46-56.
  • Şahin, F. (2011). Lider-üye etkileşimi ile işten ayrılma niyeti arasındaki ilişki üzerinde cinsiyetin etkisi. Ege Akademik Bakış, 11(2), 277-288.
  • *Şahin, Neslihan (2006). Duygusal Taciz (Mobbing) ve Organizasyonel Sonuçlar Üzerindeki Etkisi: Bankacılık Sektöründe Bir Uygulama. (Yüksek Lisans Tezi, İstanbul Üniversitesi Sosyal Bilimler Enstitüsü).
  • *Şahin, G. S. (2015). The relationship between mobbing and paternalistic leadership: Perception of generation Y’s (Master's thesis, Middle East Technical University).
  • *Tanhan, F., & Çam, Z. (2011). The relation between mobbing behaviors teachers in elementary schools are exposed to and their burnout levels. Procedia-Social and Behavioral Sciences, 15, 2704-2709.
  • *Teker, S. K. (2014). Mobbingin iş tatminine etkisinin belirlenmesine yönelik bir araştırma: Sağlık kurumu örneği (Master's thesis, Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü).
  • *Tengilimoğlu, D., Mansur, F. A., & Dziegielewski, S. F. (2010). The effect of the mobbing on organizational commitment in the hospital setting: A field study. Journal of Social Service Research, 36(2), 128-141. *Topa, G., Guglielmi, D., & Depolo, M. (2014). Mentoring and group identification as antecedents of satisfaction and health among nurses: What role do bullying experiences play?. Nurse Education Today, 34(4), 507-512.
  • *Trépanier, S. G., Fernet, C., & Austin, S. (2015). A longitudinal investigation of workplace bullying, basic need satisfaction, and employee functioning. Journal of occupational health psychology, 20(1), 105.
  • *Trépanier, S. G., Fernet, C., & Austin, S. (2013). Workplace bullying and psychological health at work: The mediating role of satisfaction of needs for autonomy, competence and relatedness. Work & Stress, 27(2), 123-140.
  • * Tsuno, K., Kawakami, N., Shimazu, A., Shimada, K., Inoue, A., & Leiter, M. P. (2017). Workplace incivility in Japan: Reliability and validity of the Japanese version of the modified Work Incivility Scale. Journal of occupational health, 16-0196.
  • *Tuckey, M. R., & Neall, A. M. (2014). Workplace bullying erodes job and personal resources: Between-and within-person perspectives. Journal of occupational health psychology, 19(4), 413.
  • *Tunçel, Özgür (2009). Kişilik ve Örgüt Kültürü Bağlamında Yıldırma Davranışının Örgütsel Bağlılık Üzerine Etkisi: Ampirik Bir Çalışma. (Yüksek Lisans Tezi, Muğla Üniversitesi, Sosyal Bilimler Enstitüsü)
  • *Tutar, Hava Nur Gamze (2017). İş yerindeki Yıldırma Davranışlarının İşten Ayrılma Niyeti Üzerindeki Etkisi: Örgütsel Bağlılık ve Örgütsel Sessizliğin Aracılık Rolü. (Yüksek Lisans Tezi, Mustafa Kemal Üniversitesi)
  • Varhama, L. M., & Björkqvist, K. (2004). Conflicts, workplace bullying and burnout problems among municipal employees. Psychological reports, 94(3_suppl), 1116-1124.
  • * Yeldan, S. (2015). Job demands and resources as the antecedents of mobbing and its consequences (Master's thesis, Otadoğu Teknik Üniversitesi Sosyal Bilimler Enstitüsü). * Yeun, Y. R., & Han, J. W. (2016). Effect of nurses’ organizational culture, workplace bullying and work burnout on turnover intention. International Journal of Bio-Science and Bio-Technology, 8(1), 372-380.
  • * Yıldırım, D. (2009). Bullying among nurses and its effects. International nursing review, 56(4), 504-511.
  • * Yıldırım, B., Yirik, Ş., & Yıldırım, F. (2014). Mobbing’in örgütsel bağlılık ile ilişkisi: Konaklama işletmeleri üzerine bir uygulama. Niğde Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 7(3), 25-40.
  • * Yildiz, S. M. (2015). The relationship between bullying and burnout: An empirical investigation of Turkish professional football players. Sport, Business and Management: An International Journal.
  • * Yilmaz, H. (2013). Örgütlerde yıldırma davranışları, personelin tükenmişlik düzeyleri ve kişilik özellikleri arasındaki ilişkiler (Master's thesis, Sosyal Bilimler Enstitüsü).
  • Young-Jones, A., Fursa, S., Byrket, J. S., & Sly, J. S. (2015). Bullying affects more than feelings: The long-term implications of victimization on academic motivation in higher education. Social psychology of education, 18(1), 185-200.
  • * Yun, S., & Kang, J. (2018). Influencing factors and consequences of workplace bullying among nurses: a structural equation modeling. Asian nursing research, 12(1), 26-33.
  • * Yuksel, M., & Tunçsiper, B. (2011). The relationship between mobbing and organizational commitment in workplace. International Review of Management and Marketing, 1(3), 54-64.

A META-ANALYSIS BASED RESEARCH ON WORKPLACE MOBBING BEHAVIOR

Yıl 2022, Cilt: 15 Sayı: 1, 237 - 281, 30.06.2022
https://doi.org/10.17218/hititsbd.1115949

Öz

Mobbing in the workplace affects all actors in the process negatively due to individual, organizational and social problems. Although this effect varies for each case, prevention of each case has great importance for all parties. Due to the effects caused by its results, its importance in the field of management organization is at a level that cannot be ignored in terms of both the practitioners and academy. For this reason, the workplace mobbing variable has been the subject of many academic studies after its definition in the 1970s. Based on this, within the scope of this study, it is aimed to examine in depth the studies on the mobbing variable in the management organization literature and to make common conclusions. In line with the purpose of the research, firstly, the variables whose relationship with mobbing has been studied the most were determined as "intention to leave, job satisfaction, burnout and organizational commitment". After this step, four separate meta-analysis studies were carried out on the relationship between variables with the data set created within the scope of the meta-analysis inclusion criteria. In line with the evaluation of the findings of the meta-analysis study, it was concluded that there was a moderate relationship between the mobbing variable and the variables of intention to leave, job satisfaction, burnout and organizational commitment according to the Cohen effect size classification criteria. The role of regulatory variables in these relationships, which were also determined with the subgroup analysis, was revealed. It is thought that the research has a unique value in terms of examining all the studies on the mobbing variable without any constraints on years and geography and by using the method meta-analysis new in the field.

Proje Numarası

yok

Kaynakça

  • *Allen, B. C., Holland, P., & Reynolds, R. (2015). The effect of bullying on burnout in nurses: the moderating role of psychological detachment. Journal of advanced nursing, 71(2), 381-390.
  • American Psychological Association :Meta‐Analysis Reporting Standards (MARS),18.10.2020 (Çevrimiçi) https://wmich.edu/sites/default/files/attachments/u58/2015/MARS.pdf
  • *Arenas, A., Giorgi, G., Montani, F., Mancuso, S., Perez, J. F., Mucci, N., & Arcangeli, G. (2015). Workplace bullying in a sample of Italian and Spanish employees and its relationship with job satisfaction, and psychological well-being. Frontiers in psychology, 6, 1912.
  • *Atalay, İ. (2010). Mobbingin örgütsel bağlılık üzerindeki etkisi: Kamu sektöründen bir örnek (Master's thesis, Sosyal Bilimler Enstitüsü).
  • *Aylan, S. (2012). Organizasyonlarda psikolojik şiddet (mobbing) ve işten ayrılma niyeti arasındaki ilişkiyi tespit etmeye yönelik konaklama işletmelerinde bir uygulama. Yayımlanmamış Yüksek Lisans Tezi, Gazi Üniversitesi, Sosyal Bilimler Enstitüsü, İşletme Ana Bilim Dalı, Ankara.
  • Bakioğlu, A., & Özcan, Ş. (2016). Meta-analiz. Nobel Yayınevi,.
  • *Bano, S., & Malik, S. (2013). Impact of workplace bullying on organizational outcome. Pakistan Journal of Commerce and Social Sciences (PJCSS), 7(3), 618-627.
  • *Belli, Emre(2014). Gençlik Hizmetleri ve Spor İl Müdürlüklerinde Çalışan Personelin Mobbing Düzeylerinin Araştırılması ve Örgütsel Bağlılık Yönünden Değerlendirilmesi. (Doktora Tezi, Atatürk Üniversitesi)
  • *Blackstock, S. (2012). Addressing quality of worklife: Examining horizontal workplace bullying behaviors in nursing. University of Northern British Columbia (Canada).
  • *Blackstock, S., Harlos, K., Macleod, M. L., & Hardy, C. L. (2015). The impact of organisational factors on horizontal bullying and turnover intentions in the nursing workplace. Journal of Nursing Management, 23(8), 1106-1114.
  • *Bohle, P., Knox, A., Noone, J., Mc Namara, M., Rafalski, J., & Quinlan, M. (2017). Work organisation, bullying and intention to leave in the hospitality industry. Employee Relations.
  • *Broeck, A. Van den, Baillien, E., & De Witte, H. (2011). Workplace bullying: A perspective from the Job Demands-Resources model. SA Journal of Industrial Psychology, 37(2), 1-12.
  • *Brunetto, Y., Xerri, M., Shacklock, K., Farr-Wharton, B., & Farr-Wharton, R. (2017). Management, bullying and the work outcomes of Australian paramilitary. Australian & New Zealand Journal of Criminology, 50(3), 341-359.
  • Borenstein, M., Hedges, L. V., Higgins, J. P., & Rothstein, H. R. (2021). Introduction to meta-analysis. John Wiley & Sons.
  • *Burton, J. P. (2015). The role of job embeddedness in the relationship between bullying and aggression. European Journal of Work and Organizational Psychology, 24(4), 518-529.
  • Card, N. A. (2015). Applied meta-analysis for social science research. Guilford Publications.
  • Carmeli, A., & Weisberg, J. (2006). Exploring turnover intentions among three professional groups of employees. Human Resource Development International, 9(2), 191-206.
  • * Carter, M., Thompson, N., Crampton, P., Morrow, G., Burford, B., Gray, C., & Illing, J. (2013). Workplace bullying in the UK NHS: a questionnaire and interview study on prevalence, impact and barriers to reporting. BMJ open, 3(6), e002628.
  • * Cassidy, T., McLaughlin, M., & McDowell, E. (2014). Bullying and health at work: The mediating roles of psychological capital and social support. Work & Stress, 28(3), 255-269.
  • * Claybourn, M. (2011). Relationships between moral disengagement, work characteristics and workplace harassment. Journal of business ethics, 100(2), 283-301.
  • * Coetzee, M., & van Dyk, J. (2018). Workplace bullying and turnover intention: Exploring work engagement as a potential mediator. Psychological reports, 121(2), 375-392.
  • Cohen, J. (2013). Statistical power analysis for the behavioral sciences. Routledge.
  • * Cooper‐Thomas, H., Gardner, D., O'Driscoll, M., Catley, B., Bentley, T., & Trenberth, L. (2013). Neutralizing workplace bullying: the buffering effects of contextual factors. Journal of Managerial Psychology.
  • Cotton, J. L., & Tuttle, J. M. (1986). Employee turnover: A meta-analysis and review with implications for research. Academy of management Review, 11(1), 55-70.
  • Davenport, N., Schwartz, R. D., & Elliott, G. P. (1999). Mobbing: Emotional abuse in the American workplace. Civil Society Pub.
  • * Dehue, F., Bolman, C., Völlink, T., & Pouwelse, M. (2012). Coping with bullying at work and health related problems. International Journal of Stress Management, 19(3), 175.
  • * Devonish, D. (2013). Workplace bullying, employee performance and behaviors: The mediating role of psychological well-being. Employee Relations.
  • * Djurkovic, N., McCormack, D., & Casimir, G. (2003). The physical and psychological effects of workplace bullying and their relationship to intention to leave: A test of the psychosomatic and disability hypotheses. International Journal of Organization Theory & Behavior.
  • * Djurkovic, N., McCormack, D., & Casimir, G. (2008). Workplace bullying and intention to leave: the moderating effect of perceived organisational support. Human Resource Management Journal, 18(4), 405-422.
  • * Dollard, M. F., Dormann, C., Tuckey, M. R., & Escartín, J. (2017). Psychosocial safety climate (PSC) and enacted PSC for workplace bullying and psychological health problem reduction. European Journal of Work and Organizational Psychology, 26(6), 844-857.
  • * Elçi, M., Karabay, M. E., Alpkan, L., & Şener, İ. (2014). The mediating role of mobbing on the relationship between organizational silence and turnover intention. Procedia-Social and Behavioral Sciences, 150, 1298-1309.
  • * Elmas, S. (2012). İşyerinde mobbing ve çalışanların işten ayrılma niyeti üzerine etkilerine ilişkin bir araştırma. İstanbul Üniversitesi: Yüksek Lisans Tezi, 20-21.
  • *Engin, Gözde(2012). Duygusal Tacizin İşten Ayrılma ve Örgütsel Bağlılığa Olan Etkisi: Konu ile İlgili Bir Araştırma. (Yüksek Lisans Tezi, Trakya Üniversitesi Sosyal Bilimler Enstitüsü)
  • Erdoğan, İlhan(1999). İşletme Yönetiminde Örgütsel Davranış. Dönence Yayınevi.
  • * Ertüreten, A. (2008). The relationship of downward mobbing with leadership and work-related attitudes (Doctoral dissertation, Koç University).
  • * Escartín, J., Monzani, L., Leong, F., & Rodríguez-Carballeira, Á. (2017). A reduced form of the Workplace Bullying Scale–the EAPA-TR: A useful instrument for daily diary and experience sampling studies. Work & Stress, 31(1), 42-62.
  • Freudenberger, H. J. (1974). Staff burn‐out. Journal of social issues, 30(1), 159-165.
  • George, Jennifer M., R. Jones Gareth, C. Sharbrough William (2011).Understanding and Managing Organizational Behavior. Upper Saddle River, NJ: Pearson Prentice Hall.
  • * Giorgi, G., Leon-Perez, J. M., & Arenas, A. (2015). Are bullying behaviors tolerated in some cultures? Evidence for a curvilinear relationship between workplace bullying and job satisfaction among Italian workers. Journal of Business Ethics, 131(1), 227-237.
  • * Glambek, M., Matthiesen, S. B., Hetland, J., & Einarsen, S. (2014). Workplace bullying as an antecedent to job insecurity and intention to leave: a 6‐month prospective study. Human Resource Management Journal, 24(3), 255-268.
  • * Glasø, L., Bele, E., Nielsen, M. B., & Einarsen, S. (2011). Bus drivers’ exposure to bullying at work: An occupation‐specific approach. Scandinavian journal of psychology, 52(5), 484-493.
  • * Goodboy, A. K., Martin, M. M., Knight, J. M., & Long, Z. (2017). Creating the boiler room environment: The job demand-control-support model as an explanation for workplace bullying. Communication Research, 44(2), 244-262.
  • Gruneberg, Michael M.(1979).Understanding Job Satisfaction. Halsted Press.
  • * Gupta, R. (2013). Prevalence of workplace bullying and its impact on workplace well-being in academia. Indian Journal of Health and Wellbeing, 4(3), 503.
  • * Hauge, L. J., Skogstad, A., & Einarsen, S. (2007). Relationships between stressful work environments and bullying: Results of a large representative study. Work & stress, 21(3), 220-242.
  • * Hauge, L. J., Skogstad, A., & Einarsen, S. (2010). The relative impact of workplace bullying as a social stressor at work. Scandinavian journal of psychology, 51(5), 426-433.
  • Hedges, L. V., & Vevea, J. L. (1998). Fixed-and random-effects models in meta-analysis. Psychological methods, 3(4), 486.
  • Higgins, J. P., & Thompson, S. G. (2002). Quantifying heterogeneity in a meta‐analysis. Statistics in medicine, 21(11), 1539-1558.
  • *Hogh, A., Hoel, H., & Carneiro, I. G. (2011). Bullying and employee turnover among healthcare workers: a three‐wave prospective study. Journal of nursing management, 19(6), 742-751. *Houshmand, M., O’Reilly, J., Robinson, S., & Wolff, A. (2012). Escaping bullying: The simultaneous impact of individual and unit-level bullying on turnover intentions. Human Relations, 65(7), 901-918.
  • * Kakarika, M., González-Gómez, H. V., & Dimitriades, Z. (2017). That wasn't our deal: A psychological contract perspective on employee responses to bullying. Journal of Vocational Behavior, 100, 43-55.
  • Kanter, R. M. (1968). Commitment and social organization: A study of commitment mechanisms in utopian communities. American sociological review, 499-517.
  • Karabulut, A. T. (2016). Bullying: harmful and hidden behavior in organizations. Procedia-Social and Behavioral Sciences, 229, 4-11.
  • Karakaş, A. (2017). Duygusal emek, tükenmişlik ve işten ayrılma niyeti arasındaki ilişki: Otel işletmesi çalışanları üzerine bir araştırma. İşletme Araştırmaları Dergisi, 9(1), 80-112.
  • *Kay, R. E. (2015). Professional and Team Identity Buffer Effects of Workplace Environment and Bullying on Burnout in Nurses (Doctoral dissertation, University of Illinois at Chicago).
  • * Kaya, N. (2016). Mobbingin örgütte adalet algısı ve örgütsel bağlılık ilişkisi ile çalışanların iş performansına ve işten ayrılma niyetine etkisi. (Doktora Tezi, Beykent Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul)
  • * Kernan, M. C., Watson, S., Chen, F. F., & Kim, T. G. (2011). How cultural values affect the impact of abusive supervision on worker attitudes. Cross Cultural Management: An International Journal.
  • *Laschinger, H. K. S., Grau, A. L., Finegan, J., & Wilk, P. (2010). New graduate nurses’ experiences of bullying and burnout in hospital settings. Journal of advanced nursing, 66(12), 2732-2742.
  • *Laschinger, H. K. S., Wong, C. A., & Grau, A. L. (2012). The influence of authentic leadership on newly graduated nurses’ experiences of workplace bullying, burnout and retention outcomes: A cross-sectional study. International journal of nursing studies, 49(10), 1266-1276.
  • * Laschinger, H. K. S., & Fida, R. (2014). A time-lagged analysis of the effect of authentic leadership on workplace bullying, burnout, and occupational turnover intentions. European Journal of work and organizational psychology, 23(5), 739-753.
  • *Law, R., Dollard, M. F., Tuckey, M. R., & Dormann, C. (2011). Psychosocial safety climate as a lead indicator of workplace bullying and harassment, job resources, psychological health and employee engagement. Accident Analysis & Prevention, 43(5), 1782-1793.
  • *Lee, R. T., & Brotheridge, C. M. (2006). When prey turns predatory: Workplace bullying as a predictor of counteraggression/bullying, coping, and well-being. European Journal of Work and Organizational Psychology, 15(3), 352-377.
  • Leiter, M. P., & Maslach, C. (1988). The impact of interpersonal environment on burnout and organizational commitment. Journal of organizational behavior, 9(4), 297-308.
  • Leymann, H. (1996). The content and development of mobbing at work. European journal of work and organizational psychology, 5(2), 165-184.
  • * Livne, Y., & Goussinsky, R. (2018). Workplace bullying and burnout among healthcare employees: The moderating effect of control‐related resources. Nursing & health sciences, 20(1), 89-98.
  • * Loh, J., Restubog, S. L. D., & Zagenczyk, T. J. (2010). Consequences of workplace bullying on employee identification and satisfaction among Australians and Singaporeans. Journal of Cross-Cultural Psychology, 41(2), 236-252.
  • Lutgen-Sandvik, P. (2003). The communicative cycle of employee emotional abuse: Generation and regeneration of workplace mistreatment. Management Communication Quarterly, 16(4), 471-501.
  • * Lutgen-Sandvik, P., Hood, J. N., & Jacobson, R. P. (2016). The impact of positive organizational phenomena and workplace bullying on individual outcomes. Journal of Managerial Issues, 30-49.
  • * Lutgen‐Sandvik, P., Tracy, S. J., & Alberts, J. K. (2007). Burned by bullying in the American workplace: Prevalence, perception, degree and impact. Journal of Management Studies, 44(6), 837-862.
  • * Ma, S. C., Wang, H. H., & Chien, T. W. (2017). Hospital nurses’ attitudes, negative perceptions, and negative acts regarding workplace bullying. Annals of general psychiatry, 16(1), 1-9.
  • * Madlock, P. E., & Kennedy-Lightsey, C. (2010). The effects of supervisors’ verbal aggressiveness and mentoring on their subordinates. The Journal of Business Communication (1973), 47(1), 42-62.
  • * Malik, O. F., Sattar, A., Shahzad, A., & Faiz, R. (2020). Personal bullying and nurses’ turnover intentions in Pakistan: A mixed methods study. Journal of interpersonal violence, 35(23-24), 5448-5468.
  • Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of organizational behavior, 2(2), 99-113.
  • Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual review of psychology, 52(1), 397-422.
  • Maslach, C. (2003). Job burnout: New directions in research and intervention. Current directions in psychological science, 12(5), 189-192.
  • * McCormack, D., Casimir, G., Djurkovic, N., & Yang, L. (2009). Workplace bullying and intention to leave among schoolteachers in China: the mediating effect of affective commitment 1. Journal of Applied Social Psychology, 39(9), 2106-2127.
  • * McGregor, A., Magee, C. A., Caputi, P., & Iverson, D. (2016). A job demands-resources approach to presenteeism. Career Development International. * Meliá Navarro, J. L., & Becerril Galindo, M. (2007). Psychosocial sources of stress and burnout in the consruction sector: a structural equation model. Psicothema.
  • * Mete, M., Ünal, Ö. F., Akyüz, B., & Kılıç, R. (2015). Psikolojik şiddetin işe bagli tükenmişliğe etkisi: batman ılınde öğretmenler üzerine bır araştırma. Visionary E-Journal/Vizyoner Dergisi, 6(12).
  • Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human resource management review, 1(1), 61-89.
  • Mowday, R. T., Porter, L. W., & Steers, R. M. (2013). Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.
  • * Naseer, S., Raja, U., & Donia, M. B. L. (2016). Effect of perceived politics and perceived support on bullying and emotional exhaustion: The moderating role of type A personality. The Journal of psychology, 150(5), 606-624.
  • * Neto, M., Ferreira, A. I., Martinez, L. F., & Ferreira, P. C. (2017). Workplace bullying and presenteeism: the path through emotional exhaustion and psychological wellbeing. Annals of work exposures and health, 61(5), 528-538.
  • * Olsen, E., Bjaalid, G., & Mikkelsen, A. (2017). Work climate and the mediating role of workplace bullying related to job performance, job satisfaction, and work ability: A study among hospital nurses. Journal of advanced nursing, 73(11), 2709-2719.
  • * Osmanoğlu Taştan, N. (2015). Mobbing (psikolojik şiddet) Algısı, tükenmişlik sendromu ve işten ayrılma niyeti arasındaki ilişki: Banka çalışanları üzerinde bir araştırma (Master's thesis, Sosyal Bilimler Enstitüsü).
  • * Otto, K., & Mamatoglu, N. (2015). Why does interactional justice promote organizational loyalty, job performance, and prevent mental impairment? The role of social support and social stressors. The Journal of psychology, 149(2), 193-218.
  • *Out, J. W. (2005). Meanings of workplace bullying: Labelling versus experiencing and the belief in a just world (Doctoral dissertation, University of Windsor).
  • *Özdemir, E. (2010). İşyerlerinde Psikolojik Yıldırma (Mobbing) ve İş Tatminine Etkisi: Bir Alan Araştırması. (Doktora Tezi Trakya Üniversitesi Sosyal Bilimler Enstitüsü).
  • * Peng, Y. C., Chen, L. J., Chang, C. C., & Zhuang, W. L. (2016). Workplace bullying and workplace deviance: The mediating effect of emotional exhaustion and the moderating effect of core self-evaluations. Employee Relations.
  • * Petrović, I., Čizmić, S., & Vukelić, M. (2014). Workplace bullying in Serbia: The relation of self-labeling and behavioral experience with job-related behaviors. Psihologija, 47(2), 185-199.
  • Quine, L. (1999). Workplace bullying in NHS community trust: staff questionnaire survey. Bmj, 318(7178), 228-232.
  • * Quinn, L. P. (2016). Bullying and nurses' work experience, coping self-efficacy beliefs, job satisfaction, and intent to leave one's job (Doctoral dissertation, Capella University).
  • * Raja, U., Javed, Y., & Abbas, M. (2018). A time lagged study of burnout as a mediator in the relationship between workplace bullying and work–family conflict. International journal of stress management, 25(4), 377.
  • Rayner, C. (1997). The incidence of workplace bullying. Journal of Community & Applied Social Psychology, 7(3), 199-208.
  • Rayner, C., & Hoel, H. (1997). A summary review of literature relating to workplace bullying. Journal of community & applied social psychology, 7(3), 181-191.
  • Reichers, A. E. (1985). A review and reconceptualization of organizational commitment. Academy of management review, 10(3), 465-476.
  • * Rodríguez-Muñoz, A., Baillien, E., De Witte, H., Moreno-Jiménez, B., & Pastor, J. C. (2009). Cross-lagged relationships between workplace bullying, job satisfaction and engagement: Two longitudinal studies. Work & Stress, 23(3), 225-243.
  • * Rossiter, L., & Sochos, A. (2018). Workplace bullying and burnout: the moderating effects of social support. Journal of Aggression, Maltreatment & Trauma, 27(4), 386-408.
  • * Salin, D., & Notelaers, G. (2017). The effect of exposure to bullying on turnover intentions: the role of perceived psychological contract violation and benevolent behaviour. Work & stress, 31(4), 355-374.
  • 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.
  • *Sarıal, Kıymet (2015). Psikolojik Tacizin Çalışanların Tutumlarını Belirlemedeki Rolü. (Yüksek Lisans Tezi, Bahçeşehir Üniversitesi / Sosyal Bilimler Enstitüsü).
  • * Sauer, P. A. (2013). Does resilience mediate the effects of bullying in nurses?. (Doctoral dissertation, The University of North Carolina at Greensboro).
  • * Schalkwyk, Van L. M., Els, C., & Rothmann, I. (2011). The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa. SA Journal of Human Resource Management, 9(1), 1-13.
  • * Sheehan, M., McCabe, T. J., & Garavan, T. N. (2020). Workplace bullying and employee outcomes: a moderated mediated model. The International Journal of Human Resource Management, 31(11), 1379-1416.
  • Sheldon, M. E. (1971). Investments and involvements as mechanisms producing commitment to the organization. Administrative science quarterly, 143-150.
  • * Simons, S. R., Stark, R. B., & DeMarco, R. F. (2011). A new, four‐item instrument to measure workplace bullying. Research in nursing & health, 34(2), 132-140.
  • * Sims, R. L., & Sun, P. (2012). Witnessing workplace bullying and the Chinese manufacturing employee. Journal of Managerial Psychology.
  • Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative science quarterly, 46-56.
  • Şahin, F. (2011). Lider-üye etkileşimi ile işten ayrılma niyeti arasındaki ilişki üzerinde cinsiyetin etkisi. Ege Akademik Bakış, 11(2), 277-288.
  • *Şahin, Neslihan (2006). Duygusal Taciz (Mobbing) ve Organizasyonel Sonuçlar Üzerindeki Etkisi: Bankacılık Sektöründe Bir Uygulama. (Yüksek Lisans Tezi, İstanbul Üniversitesi Sosyal Bilimler Enstitüsü).
  • *Şahin, G. S. (2015). The relationship between mobbing and paternalistic leadership: Perception of generation Y’s (Master's thesis, Middle East Technical University).
  • *Tanhan, F., & Çam, Z. (2011). The relation between mobbing behaviors teachers in elementary schools are exposed to and their burnout levels. Procedia-Social and Behavioral Sciences, 15, 2704-2709.
  • *Teker, S. K. (2014). Mobbingin iş tatminine etkisinin belirlenmesine yönelik bir araştırma: Sağlık kurumu örneği (Master's thesis, Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü).
  • *Tengilimoğlu, D., Mansur, F. A., & Dziegielewski, S. F. (2010). The effect of the mobbing on organizational commitment in the hospital setting: A field study. Journal of Social Service Research, 36(2), 128-141. *Topa, G., Guglielmi, D., & Depolo, M. (2014). Mentoring and group identification as antecedents of satisfaction and health among nurses: What role do bullying experiences play?. Nurse Education Today, 34(4), 507-512.
  • *Trépanier, S. G., Fernet, C., & Austin, S. (2015). A longitudinal investigation of workplace bullying, basic need satisfaction, and employee functioning. Journal of occupational health psychology, 20(1), 105.
  • *Trépanier, S. G., Fernet, C., & Austin, S. (2013). Workplace bullying and psychological health at work: The mediating role of satisfaction of needs for autonomy, competence and relatedness. Work & Stress, 27(2), 123-140.
  • * Tsuno, K., Kawakami, N., Shimazu, A., Shimada, K., Inoue, A., & Leiter, M. P. (2017). Workplace incivility in Japan: Reliability and validity of the Japanese version of the modified Work Incivility Scale. Journal of occupational health, 16-0196.
  • *Tuckey, M. R., & Neall, A. M. (2014). Workplace bullying erodes job and personal resources: Between-and within-person perspectives. Journal of occupational health psychology, 19(4), 413.
  • *Tunçel, Özgür (2009). Kişilik ve Örgüt Kültürü Bağlamında Yıldırma Davranışının Örgütsel Bağlılık Üzerine Etkisi: Ampirik Bir Çalışma. (Yüksek Lisans Tezi, Muğla Üniversitesi, Sosyal Bilimler Enstitüsü)
  • *Tutar, Hava Nur Gamze (2017). İş yerindeki Yıldırma Davranışlarının İşten Ayrılma Niyeti Üzerindeki Etkisi: Örgütsel Bağlılık ve Örgütsel Sessizliğin Aracılık Rolü. (Yüksek Lisans Tezi, Mustafa Kemal Üniversitesi)
  • Varhama, L. M., & Björkqvist, K. (2004). Conflicts, workplace bullying and burnout problems among municipal employees. Psychological reports, 94(3_suppl), 1116-1124.
  • * Yeldan, S. (2015). Job demands and resources as the antecedents of mobbing and its consequences (Master's thesis, Otadoğu Teknik Üniversitesi Sosyal Bilimler Enstitüsü). * Yeun, Y. R., & Han, J. W. (2016). Effect of nurses’ organizational culture, workplace bullying and work burnout on turnover intention. International Journal of Bio-Science and Bio-Technology, 8(1), 372-380.
  • * Yıldırım, D. (2009). Bullying among nurses and its effects. International nursing review, 56(4), 504-511.
  • * Yıldırım, B., Yirik, Ş., & Yıldırım, F. (2014). Mobbing’in örgütsel bağlılık ile ilişkisi: Konaklama işletmeleri üzerine bir uygulama. Niğde Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 7(3), 25-40.
  • * Yildiz, S. M. (2015). The relationship between bullying and burnout: An empirical investigation of Turkish professional football players. Sport, Business and Management: An International Journal.
  • * Yilmaz, H. (2013). Örgütlerde yıldırma davranışları, personelin tükenmişlik düzeyleri ve kişilik özellikleri arasındaki ilişkiler (Master's thesis, Sosyal Bilimler Enstitüsü).
  • Young-Jones, A., Fursa, S., Byrket, J. S., & Sly, J. S. (2015). Bullying affects more than feelings: The long-term implications of victimization on academic motivation in higher education. Social psychology of education, 18(1), 185-200.
  • * Yun, S., & Kang, J. (2018). Influencing factors and consequences of workplace bullying among nurses: a structural equation modeling. Asian nursing research, 12(1), 26-33.
  • * Yuksel, M., & Tunçsiper, B. (2011). The relationship between mobbing and organizational commitment in workplace. International Review of Management and Marketing, 1(3), 54-64.
Toplam 127 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Esin Bengü Ceran 0000-0001-6960-795X

İbrahim Pınar

Proje Numarası yok
Yayımlanma Tarihi 30 Haziran 2022
Gönderilme Tarihi 12 Mayıs 2022
Yayımlandığı Sayı Yıl 2022 Cilt: 15 Sayı: 1

Kaynak Göster

APA Ceran, E. B., & Pınar, İ. (2022). İŞYERİNDE MOBBING DAVRANIŞINA İLİŞKİN META ANALİZ TEMELLİ BİR ARAŞTIRMA. Hitit Sosyal Bilimler Dergisi, 15(1), 237-281. https://doi.org/10.17218/hititsbd.1115949
                                                     Hitit Sosyal Bilimler Dergisi  Creative Commons Atıf-GayriTicari 4.0 Uluslararası Lisansı (CC BY NC) ile lisanslanmıştır.