Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
This research proposal explores how counterproductive behavior within the workplace affects important work outcomes. Specifically, we will be examining the relationships between bullying, peer competition, and peer conflict and how it influences job satisfaction, organizational citizenship behavior, and job performance. Bullying is a severe problem faced in many environments, and with new technology, such as social media, it has become even more prominent in society. For the purpose of this study, bullying is defined as an instance in which someone attacks another with harmful words or physical aggression. Discovering how bullying and related factors affect job performance, job satisfaction, and organizational citizenship behaviors is beneficial to an organization, as bullying may have critical effects at the individual and organization level. Past research has shown that bullying leads to critical negative outcomes. Some studies have shown that bullying leads to defensive and relational silence (Agarwal & Rai, 2017), and other studies have shown that bullying leads to aggression such as hateful words or conflict between coworkers. (Evans, 2019). Furthermore, prior research has demonstrated that bullying decreases job satisfaction (Fleischman & Valentine, 2017) and can have a negative impact on mental health (Beduna & Perrone-McGovern, 2019). Therefore, based on previous research, we hypothesize that counterproductive work behavior, such as bullying, peer conflict, or peer competition will have a negative relationship with job satisfaction, job performance, and organizational citizenship behaviors. The current study will use employees from a university teaching hospital and clinic to examine these relationships. Importantly, this research can help organizations understand the drastic effects of bullying and the effects it will have on both employees (e.g., job satisfaction) and the organization (e.g., job performance and citizenship behavior). More specifically, understanding how peer conflict and peer competition is related to bullying and important work outcomes will help organizations take action to remedy these negative effects. For example, they could have individual interventions or team building exercises to decrease the negative impact of peer conflict and competition. Overall, the results of this study could help put a spotlight on the detrimental effects of bullying, peer conflict, and peer competition and encourage organizations to cultivate a safe work culture.
Date
October 2019
Subject
Industrial and organizational psychology
Document Type
posters
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by/4.0/
Included in
Industrial and Organizational Psychology Commons, Other Social and Behavioral Sciences Commons
The relationship between bullying and job performance in an organization
This research proposal explores how counterproductive behavior within the workplace affects important work outcomes. Specifically, we will be examining the relationships between bullying, peer competition, and peer conflict and how it influences job satisfaction, organizational citizenship behavior, and job performance. Bullying is a severe problem faced in many environments, and with new technology, such as social media, it has become even more prominent in society. For the purpose of this study, bullying is defined as an instance in which someone attacks another with harmful words or physical aggression. Discovering how bullying and related factors affect job performance, job satisfaction, and organizational citizenship behaviors is beneficial to an organization, as bullying may have critical effects at the individual and organization level. Past research has shown that bullying leads to critical negative outcomes. Some studies have shown that bullying leads to defensive and relational silence (Agarwal & Rai, 2017), and other studies have shown that bullying leads to aggression such as hateful words or conflict between coworkers. (Evans, 2019). Furthermore, prior research has demonstrated that bullying decreases job satisfaction (Fleischman & Valentine, 2017) and can have a negative impact on mental health (Beduna & Perrone-McGovern, 2019). Therefore, based on previous research, we hypothesize that counterproductive work behavior, such as bullying, peer conflict, or peer competition will have a negative relationship with job satisfaction, job performance, and organizational citizenship behaviors. The current study will use employees from a university teaching hospital and clinic to examine these relationships. Importantly, this research can help organizations understand the drastic effects of bullying and the effects it will have on both employees (e.g., job satisfaction) and the organization (e.g., job performance and citizenship behavior). More specifically, understanding how peer conflict and peer competition is related to bullying and important work outcomes will help organizations take action to remedy these negative effects. For example, they could have individual interventions or team building exercises to decrease the negative impact of peer conflict and competition. Overall, the results of this study could help put a spotlight on the detrimental effects of bullying, peer conflict, and peer competition and encourage organizations to cultivate a safe work culture.
Department
University of Tennessee at Chattanooga. Dept. of Psychology