In the present paper direct as well as indirect relationships between organizational changes and exposure to bullying at work are investigated. Interpersonal conflicts are hypothesized to mediate changes on bullying. Data from a sample of 2408 Norwegian employees confirmed that different organizational changes were moderately associated with task-related bullying at work, and that exposure to more changes increased the likelihood of being bullied. Structural equation modelling supported the assumption that changes were directly related to bullying. However, the hypothesis that changes were mediated on bullying through interpersonal conflicts was not supported. Results indicate that organizational changes and interpersonal conflicts are separate, and mainly independent, precursors of bullying at work.
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1 March 2007
Research Article|
March 01 2007
Organizational changes: A precursor of bullying at work?
Anders Skogstad;
Anders Skogstad
The Bergen Bullying Research Group, Department of Psychosocial Science, University of Bergen
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Stig Berge Matthiesen;
Stig Berge Matthiesen
The Bergen Bullying Research Group, Department of Psychosocial Science, University of Bergen
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Stale Einarsen
Stale Einarsen
The Bergen Bullying Research Group, Department of Psychosocial Science, University of Bergen
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Publisher: Emerald Publishing
Online ISSN: 1532-4273
Print ISSN: 1093-4537
Copyright © 2007 by PrAcademics Press
2007
licensed reuse rights only
International Journal of Organization Theory & Behavior (2007) 10 (1): 58–94.
Citation
Skogstad A, Matthiesen SB, Einarsen S (2007), "Organizational changes: A precursor of bullying at work?". International Journal of Organization Theory & Behavior, Vol. 10 No. 1 pp. 58–94, doi: https://doi.org/10.1108/IJOTB-10-01-2007-B003
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