Department

University of Tennessee at Chattanooga. Dept. of Psychology

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/

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Oct 26th, 10:00 AM Oct 26th, 10:45 AM

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.