Workplace bullying and organizational culture in a post‐transitional country

Merle Tambur and Maaja Vadi ()

International Journal of Manpower, 2012, vol. 33, issue 7, 754-768

Abstract: Purpose - The aim of the study is to explore how organizational culture influences occurrences of workplace bullying in Estonia as a post‐transitional country. Another objective is to produce comprehensive empirical evidence of bullying in the specific cultural context. Design/methodology/approach - The survey is based on the internationally well‐known research instrument, the Negative Acts Questionnaire Revised (NAQ‐R) (Mikkelsen and Einarsen) and the Questionnaire of Organizational Culture (QOC) (Vadiet al.). Findings - Victims of bullying: 22 percent – at least one negative act per week; 9.3 percent – at least two negative acts per week; 0.6 percent – by definition (several times per week or daily); 8 percent – by definition (occasionally). The results reveal a clear negative relationship between bullying and task and relationship orientation of organizational culture. Practical implications - The present study indicates clear factors at the organizational level where the preventive actions are needed to diminish the negative impact of bullying on employee's well‐being and encourages a discussion and further studies of workplace bullying in post‐transitional countries. Originality/value - In Estonia and in other post‐transitional countries workplace bullying has not yet been studied closely. This study provides a comprehensive approach of workplace bullying related to organizational culture in a post‐transitional country.

Keywords: Workplace bullying; Organizational culture; Task orientation; Relationship orientation; Post‐transitional country; Estonia; Organizational behaviour; Bullying (search for similar items in EconPapers)
Date: 2012
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Persistent link: https://EconPapers.repec.org/RePEc:eme:ijmpps:v:33:y:2012:i:7:p:754-768

DOI: 10.1108/01437721211268302

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