Diversity management and mobbing: A quantitative research in the context of social identity theory

Year 2024, , 48 - 66, 31.03.2024

Ahmet Başaran , Ayşe Çiğdem Kırel

https://doi.org/10.58308/bemarej.1423439

Abstract

Diversity management is a highly contextual management paradigm, and country-specific scientific studies are needed. On the other hand, the differences that employees have may cause them to be subjected to mobbing. It is possible for organizations to prevent mobbing by designing effective diversity management policies and practices by determining the perceptions of employees. Therefore, the current study aims to examine employees' perceptions of diversity management and mobbing in terms of various demographic differences. Another aim is to explore the relationship between diversity management and mobbing. Taking Social Identity Theory as a theoretical reference point, the study adopted a quantitative research method. The sample consists of 351 employees of a company operating in the industrial sector in Kütahya. Data collected through the "Diversity Management Scale" and the "Mobbing Scale". One-way ANOVA and t-test results revealed that employees' perceptions of diversity management and mobbing differed significantly in some factors. Correlation analysis revealed a statistically significant and negative relationship between diversity management and mobbing. As a result, determined that employees' perceptions that their organizations have effective diversity management policies and practices may reduce their perceptions of mobbing. However, it has been determined that female, white-collar, single and bachelor's degree employees perceive mobbing more. This mains that mobbing emerges as a result of a categorization process between related groups within the organization in terms of gender, organizational position, marital status and educational level of employees.

Keywords

Diversity Management, Mobbing, Social Identity Theory

Farklılıkların yönetimi ve mobbing: Sosyal kimlik kuramı bağlamında nicel bir araştırma

Abstract

Farklılıkların yönetimi oldukça bağlamsal bir yönetim paradigmasıdır ve ülkelere özgü bilimsel çalışmalara ihtiyaç bulunmaktadır. Diğer taraftan, çalışanların sahip oldukları farklılıklar, mobbinge uğramalarına neden olabilmektedir. Örgütlerin etkili farklılıkların yönetimi politika ve uygulamaları tasarlayarak mobbingi önlemeleri, çalışanların algılarının belirlenmesiyle mümkün olmaktadır. Dolayısıyla mevcut çalışma, çalışanların farklılıkların yönetimi ve mobbinge yönelik algılarının çeşitli demografik farklılıkları açısından incelenmesini amaçlamaktadır. Bir diğer amaç, farklılıkların yönetimi ve mobbing arasındaki ilişkinin keşfedilmesidir. Sosyal Kimlik Kuramı’nı kuramsal bir referans noktası olarak alan araştırmada, nicel bir araştırma yöntemi benimsenmiştir. Kütahya’da endüstri sektöründe faaliyet gösteren bir şirketin 351 çalışanı örneklemi meydana getirmiştir. Veriler, “Farklılıkların Yönetimi Ölçeği” ile “Mobbing Ölçeği” aracılığıyla toplanmıştır. Tek yönlü ANOVA ve t-testi sonuçları, çalışanların farklılıkların yönetimi ve mobbinge yönelik algılarının, kimi faktörlerde anlamlı bir şekilde farklılaştığını ortaya koymuştur. Korelasyon analizi sonucunda ise, farklılıkların yönetimi ve mobbing arasında istatistiksel olarak anlamlı ve negatif bir ilişki saptanmıştır. Sonuç olarak çalışanların, örgütlerinde etkili bir farklılıkların yönetimi politika ve uygulamaları olduğuna ilişkin algılarının, mobbinge yönelik algılarını azaltabileceği belirlenmiştir. Bununla birlikte, kadın, beyaz yakalı, bekar ve lisans mezunu çalışanların mobbingi daha fazla algıladığı tespit edilmiştir. Bu, çalışanların cinsiyetleri, örgütsel pozisyonları, medeni durumları ve eğitim seviyeleri bakımından, örgüt içerisinde ilgili gruplar arasındaki bir kategorizasyon süreci sonucunda ortaya çıktığını düşündürmektedir.

Keywords

Farklılıkların Yönetimi, Mobbing, Sosyal Kimlik Kuramı

References

• Abele, A. E., Volmer, J., & Spurk, D. (2012). Career stagnation: Underlying dilemmas and solutions in contemporary work environments. N.P. Reilly, M.J. Sirgy, C.A. Gorman (Ed.), Work and Quality of Life (107-132) içinde. Dordrecht: Springer.
• Acharya, A. S., Prakash, A., Saxena, P., & Nigam, A. (2013). Sampling: Why and how of it. Indian Journal of Medical Specialties, 4(2), 330-333.
• Agócs, C. & Burr, C. (1996). Employment equity, affirmative action and managing diversity: assessing the differences. International journal of manpower, 17(4/5), 30-45.
• Akfırat, S. (2017). Kimlik Liderlik Ölçeği’nin Türkçe formunun psikometrik özelliklerinin üniversite öğrenci örnekleminde incelenmesi. Türk Psikoloji Yazıları, 20(39), 51-65.
• Alam, M. S., & Shin, D. (2021). A moderated mediation model of employee experienced diversity management: openness to experience, perceived visible diversity discrimination and job satisfaction. International Journal of Manpower, 42(5), 733-755. doi:10.1108/IJM-06-2019-0286
• Andrade, C. (2021). The inconvenient truth about convenience and purposive samples. Indian Journal of Psychological Medicine, 43(1), 86-88.
• April, K., & Blass, E. (2010). Measuring diversity practice and developing inclusion. Dimensions, 1(1), 59-66.
• Argentero, P., & Bonfiglio, N. S. (2006). A multivariate contribution to the study of mobbing, Using the QAM 1.5 Questionnaire. G. Minati, E. Pessa, M. Abram (Ed.), Systemics of Emergence: Research and Development (527-534) içinde. Boston: Springer.
• Bagshaw, M. (2004). Is diversity divisive? A positive training approach. Industrial and Commercial Training, 36(4), 153-157.
• Bajawa, A., & Woodall, J. (2006). Equal opportunity and diversity management meet downsizing. Employee Relations, 28(1), 46–61.
• Balay, R., & Sağlam, M. (2004). Eğitimde farklılıkların yönetimi ölçeğinin uygulanabilirliği. Süleyman Demirel Üniversitesi Burdur Eğitim Fakültesi Dergisi, 5(8), 31-46.
• Baron, R. A., & Neuman, J. H. (1996). Workplace violence and workplace aggression: Evidence on their relative frequency and potential causes. Aggressive Behavior, 22(3), 161-173.
• Bassett‐Jones, N. (2005). The paradox of diversity management, creativity and innovation. Creativity and innovation management, 14(2), 169-175.
• Bayram, S., & Biçer, Z. Ö. P. (2021). Çağımızın meslek hastalığı mobbing ve yapı sektöründe bir araştırma. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 30(1), 58-67. doi: 10.35379/cusosbil.759880
• Bulut, S. (2019). Why mobbing is important. Open Access Journal of Behavioural Science & Psychology, 3(2), 1-6.
• Çağlın Usta, Ö., & Bayraktar, O. (2017). İşletmelerde farklılıkların yönetimi ve işten ayrılma niyetine etkisi. Journal of Behavior at Work (JB@W), 2(2), 68-78.
• Carnero, M. A., Martínez, B., & Sánchez-Mangas, R. (2010). Mobbing and its determinants: the case of Spain. Applied Economics, 42(29), 3777-3787.
• Chen, T., Xu, M., Tu, J., Wang, H., & Niu, X. (2018). Relationship between Omnibus and Post hoc tests: An investigation of performance of the F test in ANOVA. Shanghai Archives of Psychiatry, 30, 60–64. doi:10.11919/j.issn.1002-0829.218014
• Chow, I. H. S., & Crawford, R. B. (2004). Gender, ethnic diversity, and career advancement in the workplace: The social identity perspective. SAM Advanced Management Journal, 69(3), 22.
• Cooke, F. L., & Saini, D. S. (2010). Diversity management in India: A study of organizations in different ownership forms and industrial sectors. Human Resource Management, 49(3), 477-500
• Davenport, N., Schwartz, R. D., & Elliott, G. P. (1999). Mobbing: Emotional abuse in the American workplace. Civil Society Pub.
• Dede, N. P. (2019). Kamu sağlık personelinin farklılıkların yönetimine ilişkin algılarının demografik özellikler açısından incelenmesi. Social Sciences, 14(5), 2411-2430.
• Derks, B., Van Laar, C., & Ellemers, N. (2016). The queen bee phenomenon: Why women leaders distance themselves from junior women. The Leadership Quarterly, 27(3), 456-469. doi:10.1016/j.leaqua.2015.12.007
• Dogan, V. (2018). Pazarlama araştırmacılarının yapısal eşitlik modeli analizi uygulamaları: Sorunlar ve öneriler. Yönetim Bilimleri Dergisi, 16(32), 201-230.
• Dovidio, J. F., Abad-Merino, S. & Tabernero, C. (2017). General concepts about inclusion in organizations: A psychological approach to understanding diversity and inclusion in organizations. A. Arenas, D. Di Marco, L. Munduate, M. C. Euwema (Ed.) içinde, Shaping Inclusive Workplaces through Social Dialogue. Industrial Relations & Conflict Management (23-31) içinde. Cham: Springer.
• Einarsen, S. (2000). Harassment and bullying at work: A review of the Scandinavian approach. Aggression and violent behavior, 5(4), 379-401.
• Ely, R. J. (1994). The effects of organizational demographics and social identity on relationships among professional women. Administrative Science Quarterly, 39(2), 203-238. doi:10.2307/2393234
• Erkorkmaz, Ü., Etikan, İ., Demir, O., Özdamar, K., & Sanisoğlu, S. Y. (2013). Doğrulayıcı faktör analizi ve uyum indeksleri. Turkiye Klinikleri Journal of Medical Sciences, 33(1), 210-223.
• Etikan, I., Musa, S. A., & Alkassim, R. S. (2016). Comparison of convenience sampling and purposive sampling. American journal of theoretical and applied statistics, 5(1), 1-4.
• Eurofound, Wilczynska, A., Cabrita, J., & Parent-Thirion, A. (2017). 6th European working conditions survey: 2017 update, Publications Office. https://data.europa.eu/doi/10.2806/422172
• Fettahlıoğlu, Ö. O., & Tatlı, H. S. (2015). Örgütsel bağlılık ve farklılıkların yönetimi algılamaları arası ilişkilerin saptanmasında demografik farklılıklara yönelik inceleme. Kahramanmaraş Sütçü İmam Üniversitesi Sosyal Bilimler Dergisi, 12(2), 119-140.
• Fisher, A. N., & Sakaluk, J. K. (2019). Are single people a stigmatized “group”? Evidence from examinations of social identity, entitativity, and perceived responsibility. Journal of Experimental Social Psychology, 82, 208–216. doi:10.1016/j.jesp.2019.02.006
• Frank, E., Eakin, H., & López-Carr, D. (2011). Social identity, perception and motivation in adaptation to climate risk in the coffee sector of Chiapas, Mexico. Global Environmental Change, 21(1), 66-76.
• Galang, M., & Jones, S. (2016). Keeping a distance: Social identity, workplace bullying, and job satisfaction. Social Psychological Review, 18(1), 31-38.
• Gardner, D., Roche, M., Bentley, T., Cooper-Thomas, H., Catley, B., Teo, S., & Trenberth, L. (2020). An exploration of gender and workplace bullying in New Zealand. International journal of Manpower, 41(8), 1385-1395.
• Ghasemi, A., & Zahediasl, S. (2012). Normality tests for statistical analysis: a guide for non-statisticians. International journal of endocrinology and metabolism, 10(2), 486.
• Goldberg, C. B. (2003). Applicant reactions to the employment interview: A look at demographic similarity and social identity theory. Journal of Business Research, 56(8), 561-571.
• Gonzalez, J. A. (2010). Diversity Change in Organizations: A systemic, multilevel, and nonlinear process. The Journal of Applied Behavioral Science, 46(2), 197-219. doi:10.1177/0021886310367943
• Hogg, M. A., & Terry, D. J. (2000). Social identity and self-categorization processes in organizational contexts. The Academy of Management Review, 25(1), 121-140. doi:10.2307/259266
• Holck, L., Muhr, S. L., & Villesèche, F. (2016). Identity, diversity and diversity management: on theoretical connections, assumptions and implications for practice. Equality, Diversity and Inclusion: An International Journal, 35(1), 48-64.
• Homan, A. C., van Knippenberg, D., Van Kleef, G. A., & De Dreu, C. K. W. (2007). Interacting dimensions of diversity: Cross-Categorization and the functioning of diverse work groups. Group Dynamics: Theory, Research, and Practice, 11(2), 79-94. doi:10.1037/1089-2699.11.2.79
• Hornsey, M. J. (2008). Social identity theory and self‐categorization theory: A historical review. Social and personality psychology compass, 2(1), 204-222.
• Hubbard, E. (2004). The Manager's pocket guide to diversity management. HRD Press.
• Hubert, A. B., & Van Veldhoven, M. (2001). Risk sectors for undesirable behaviour and mobbing. European journal of work and organizational psychology, 10(4), 415-424.
• İlhan, M., & Çetin, B. (2014). Lisrel ve Amos programları kullanılarak gerçekleştirilen yapısal eşitlik modeli (YEM) analizlerine ilişkin sonuçların karşılaştırılması. Eğitimde ve Psikolojide Ölçme ve Değerlendirme Dergisi, 5(2), 26-42. doi:10.21031/epod.31126
• Ilmakunnas, P., & Ilmakunnas, S. (2011). Diversity at the workplace: Whom does it benefit? De Economist, 159(2), 223-255. doi:10.1007/s10645-011-9161-x
• Ivancevich, J. M., & Gilbert, J. A. (2000). Diversity management: Time for a new approach. Public Personnel Management, 29(1), 75-92.
• Jenatabadi, H. S., & Ismail, N. A. (2014). Application of structural equation modelling for estimating airline performance. Journal of Air Transport Management, 40, 25-33.
• Kara, D., Kim, H. (Lina), & Uysal, M. (2015). The effect of manager mobbing behaviour on female employees’ quality of life. Current Issues in Tourism, 21(13), 1453-1467. doi:10.1080/13683500.2015.1078298
• Karcioğlu, F., & Çelik, Ü. (2012). Mobbing (Yıldırma) ve örgütsel bağlılığa etkisi. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 26(1), 59-75.
• Köllen, T. (2021). Diversity Management: A critical review and agenda for the future. Journal of Management Inquiry, 30(3), 259–272.
• Korte, R. F. (2007). A review of social identity theory with implications for training and development. Journal of European industrial training, 31(3), 166-180.
• Leymann, H. (1996). The content and development of mobbing at work. European Journal of Work and Organizational Psychology, 5(2), 165-184. doi:10.1080/13594329608414853
• Liff, S. (1997). Two routes to managing diversity: individual differences or social group characteristics. Employee Relations, 19(1), 11-26.
• Lucas, K. (2011). Blue-collar discourses of workplace dignity: Using outgroup comparisons to construct positive identities. Management Communication Quarterly, 25(2), 353-374.
• Maitland, C. A., Rhodes, S., O’Hare, A., & Stewart, M. E. (2021). Social identities and mental well-being in autistic adults. Autism, 25(6), 1771-1783.
• Majidli, F., & Budak, G. (2018). Mobbing ile mücadelede farklılıkların yönetimi stratejileri. Dokuz Eylül Üniversitesi İktisadi İdari Bilimler Fakültesi Dergisi, 33(1), 129-161.
• Mande, W. (2019). Searching for common threads: Understanding the role of age diversity in organizational performance. The International Journal of Business & Management, 7(7), 273-282. doi:10.24940/theijbm/2019/v7/i7/BM1907-062
• Manoharan, A., & Singal, M. (2017). A systematic literature review of research on diversity and diversity management in the hospitality literature. International Journal of Hospitality Management, 66, 77-91.
• Mathews, A. (1998). Diversity: A principle of human resource management. Public Personnel Management, 27(2), 175-185.
• Mathisen, G. E., Ogaard, T., & Marnburg, E. (2013). Women in the boardroom: how do female directors of corporate boards perceive boardroom dynamics?. Journal of Business Ethics, 116, 87-97.
• Matug, M. A. B (2021). Yetenek yönetimi ve farklılıkların yönetimi ile iç girişimcilik ve yenilik arasındaki ilişki üzerine bir araştırma. (Yayımlanmamış Doktora Tezi). Kastamonu Üniversitesi.
• Mujtaba, B. G., & Senathip, T. (2020). Workplace mobbing and the role of human resources management. Business Ethics and Leadership, 4(1), 17-34.
• Namie, G., & Namie, R. (2018). The role of the consultant in assessing and preventing workplace bullying and mobbing. M. Duffy & D.C. Yamada (Ed.), Workplace Bullying and Mobbing in the United States (357-386) içinde. Santa Barbara : CA: Praeger.
• Ng, E. S., Sears, G. J., & Arnold, K. A. (2021). Exploring the influence of CEO and chief diversity officers' relational demography on organizational diversity management: An identity-based perspective. Management Decision, 59(11), 2583-2605.
• O’Donovan, D. (2017). Inclusion: Diversity management 2.0. C. Machado & J. P. Davim (Ed.), Managing Organizational Diversity (1-28) içinde. Springer, Cham. doi:10.1007/978-3-319-54925-5_1
• Olsen, J. E., & Martins, L. L. (2009). The effects of expatriate demographic characteristics on adjustment: A social identity approach. Human Resource Management, 48(2), 311-328.
• Önday, Ö. (2016). Global workforce diversity management and the challenge of managing diversity: Situation on world and in turkey. Global Journal of Human Resource Management, 4(1), 31-51.
• Otaye-Ebede, L. (2018). Employees’ perception of diversity management practices: scale development and validation. European Journal of Work and Organizational Psychology, 27(4), 462-476. doi:10.1080/1359432X.2018.1477130
• Öztoprak, M. T. (2014). Psikolojik şiddetin tükenmişlik üzerindeki etkisinde iş stresinin aracılık rolü ankara ilindeki sosyal güvenlik kurumuna bağlı çalışanlar üzerinde bir analiz (Yayımlanmamış Doktora Tezi). Tokat Gaziosmanpaşa Üniversitesi, Tokat
• Palaz, S., Özkan, S., Sarı, N., Göze, F., Şahin, N., & Akkurt, Ö. (2008). İş yerinde psikolojik taciz (mobbing) davranışları üzerine bir araştırma: Bandırma örneği. ISGUC The Journal of Industrial Relations and Human Resources, 10(4), 41-58.
• Parrotta, P., Pozzoli, D., & Pytlikova, M. (2014). Labor diversity and firm productivity. European Economic Review, 66, 144-179.
• Patrick, H. A., & Kumar, V. R. (2012). Managing workplace diversity: Issues and challenges. Sage Open, 2(2), 2158244012444615.
• Penhaligon, N. L., Louis, W. R., & Restubog, S. L. D. (2009). Emotional anguish at work: The mediating role of perceived rejection on workgroup mistreatment and affective outcomes. Journal of Occupational Health Psychology, 14(1), 34-45.
• Pitts, D. W. (2006). Modeling the impact of diversity management. Review of Public Personnel Administration, 26(3), 245-268. doi:10.1177/0734371x05278491
• Postigo, S., González, R., Montoya, I., & Ordoñez, A. (2013). Theoretical proposals in bullying research: a review. Anales de psicología, 29(2), 413-425.
• Ramsay, S., Troth, A., & Branch, S. (2011). Work‐place bullying: A group processes framework. Journal of Occupational and Organizational Psychology, 84(4), 799-816.
• Riccò, R., & Guerci, M. (2014). Diversity challenge: An integrated process to bridge the ‘implementation gap’. Business Horizons, 57(2), 235-245.
• Roman, K. (2017). The analysis and assessment of selected diversity management practices in Polish Organizations. Przedsiębiorczość i Zarządzanie, 18(11.2), 33-45.
• Rosander, M., Hetland, J., & Einarsen, S. V. (2023). Workplace bullying and mental health problems in balanced and gender-dominated workplaces. Work & Stress, 37(3), 325-344. doi: 10.1080/02678373.2022.2129514
• Salin, D., & Hoel, H. (2013). Workplace bullying as a gendered phenomenon. Journal of Managerial Psychology, 28(3), 235-251. doi:10.1108/02683941311321187
• Sanchez, J. I., & Brock, P. (1996). Outcomes of perceived discrimination among Hispanic employees: is diversity management a luxury or a necessity?. Academy of Management Journal, 39(3), 704-719.
• Schneid, M., Isidor, R., Steinmetz, H., & Kabst, R. (2016). Age diversity and team outcomes: A quantitative review. Journal of Managerial Psychology, 31(1), 2-17. doi:10.1108/JMP-07-2012-0228
• Schneider, S. C., Chevalier, P. G. & Tran, V. (2012). "Some like it hot!": Interpreting and responding to diversity issues and initiatives: Implications for global leaders”. W.H. Mobley, Y. Wang & M. Li (Ed.), Advances in Global Leadership (Advances in Global Leadership, Volume 7) (125-153) içinde. Emerald, Bingley, UK.
• Sischka, P. E., Schmidt, A. F., & Steffgen, G. (2020). Further evidence for criterion validity and measurement invariance of the Luxembourg Workplace Mobbing Scale. European Journal of Psychological Assessment, 36(1), 32.
• Skogstad, A., Matthiesen, S. B., & Einarsen, S. (2007). Organizational changes: A precursor of bullying at work?. International Journal of Organization Theory & Behavior, 10(1), 58-94.
• Stockemer, D. (2019). Quantitative Methods for the Social Sciences. Springer.
• Tajfel, H., & Turner, J. C. (1986). The social identity theory of intergroup behaviour. S. Worchel, & W. G. Austin (Ed.), Psychology of intergroup relations (7–24) içinde. Chicago: Nelson-Hall.
• Tak-Meydan, B. (2019). Sosyal kimlik kuramı. S. Yürür (Ed.), Örgütsel Davranış Kuramları (45-108) içinde. İstanbul: Beta
• Tatar, Z. B., & Yüksel, Ş. (2019). Mobbing at workplace–psychological trauma and documentation of psychiatric symptoms. Archives of Neuropsychiatry, 56(1), 57.
• Tatli, A. (2011). A multi‐layered exploration of the diversity management field: Diversity discourses, practices and practitioners in the UK. British Journal of Management, 22(2), 238-253.
• Tezcan, F. (2021). Damgalanan bir yaşam tarzı olarak bekârlık. Sosyoloji Dergisi, (41-42), 81-115.
• Thanem, T. (2008). Embodying disability in diversity management research. Equal Opportunities International, 27(7), 581-595.
• Tınaz, P. (2006). Mobbing: İşyerinde psikolojik taciz. Çalışma ve Toplum, 3, 11-22.
• Tran, V., Garcia-Prieto, P., & Schneider, S. C. (2011). The role of social identity, appraisal, and emotion in determining responses to diversity management. Human Relations, 64(2), 161-176.
• Tunca, B. (2019). Consumer brand engagement in social media: A pre-registered replication. Journal of Empirical Generalisations in Marketing Science, 19(1), 1-20.
• Turner, J. C., & Reynolds, K. J. (2010). The story of social identity. T. Postmes & N. R. Branscombe (Ed.), Rediscovering social identity: Key readings (13‒32) içinde. New York, NY: Psychology Press.
• Tutar, H. (2004). İşyerinde psikolojik şiddet sarmalı: Nedenleri ve sonuçları. Yönetim Bilimleri Dergisi, 2(2), 101-128.
• Van Knippenberg, D., De Dreu, C. K., & Homan, A. C. (2004). Work group diversity and group performance: an integrative model and research agenda. Journal of applied psychology, 89(6), 1008.
• Vermunt, R., & Steensma, H. (2016). Procedural Justice. Sabbagh, C. & Schmitt, M. (Ed.), Handbook of Social Justice Theory and Research (219-236) içinde. New York: Springer. doi:10.1007/978-1-4939-3216-0_12
• Vie, T. L., Glasø, L., & Einarsen, S. (2010). Does trait anger, trait anxiety or organisational position moderate the relationship between exposure to negative acts and self-labelling as a victim of workplace bullying?. Nordic Psychology, 62(3), 67.
• Vveinhardt, J. (2010). The diagnostics of mobbing as discrimination in employee relations aiming to improve the organizational climate in Lithuanian organizations. Management theory and studies for rural business and infrastructure development, 21(2), 173-184.
• Ward, N. (2009). Social exclusion, social identity and social work: Analysing social exclusion from a material discursive perspective. Social Work Education, 28(3), 237-252.
• Weber, T. J., Sadri, G., & Gentry, W. A. (2018). Examining diversity beliefs and leader performance across cultures. Cross Cultural & Strategic Management, 25(3), 382-400. doi:10.1108/ccsm-11-2016-0200
• Wheeler, A. R., Halbesleben, J. R. B., & Shanine, K. (2010). Eating their cake and everyone else’s cake, too: Resources as the main ingredient to workplace bullying. Business Horizons, 53(6), 553-560. doi:10.1016/j.bushor.2010.06.002
• Wijermans, N., Scholz, G., Neumann, M., Paolillo, R., & Templeton, A. (2023). Social identity modelling. JASSS, 26(3), 15. doi:10.18564/jasss.5188
• Williams, C. (2007). Research methods. Journal of Business & Economics Research (JBER), 5(3), 65-72.
• Yadav, S., & Lenka, U. (2020). Diversity management: a systematic review. Equality, Diversity and Inclusion: An International Journal, 39(8), 901-929.
• Yıldırım, H., & Uysaloglu, B. (2012). Impact of demographic factors on employee's perception of mobbing: a case study from a logistics company. Procedia-Social and Behavioral Sciences, 58, 634-644.
• 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.
• Zikmund, W., & Babin, B. (2006). Exploring marketing research. Cengage Learning.