This research explored whether respondents who self-identified as New Zealand Europeans experienced less bullying and less severe outcomes than those who self-identified as Māori, Pacific Island or other ethnic groups. Social support was also examined as a potential buffer against the negative...

Purpose – The purpose of this paper is to examine the direct and buffering effects of three workplace contextual factors – constructive leadership, perceived organizational support, and organizational anti-bullying initiatives – on bullying and its relationships with relevant criteria....

Background: The negative effects of in-person workplace bullying (WB) are well established. Less is known about cyber-bullying (CB), in which negative behaviours are mediated by technology. Drawing on the conservation of resources theory, the current research examined how individual and...

Bullying at work, a severe form of anti-social behaviour, has become an issue of major concern to workers, organisations, unions and governments. It has also received considerable attention in organisational behaviour and human resource management research over the past 20 years. Research has...

Increasingly, workplace bullying is becoming an important issue for OHS professionals and employers. This exploratory study sought to understand the perceptions of key industry informants from across the New Zealand health sector regarding workplace bullying, and to compare these perceptions...

Purpose – The purpose of this paper is to examine the direct and buffering effects of three workplace contextual factors – constructive leadership, perceived organizational support, and organizational anti‐bullying initiatives – on bullying and its relationships with relevant criteria....

Three hundred and forty seven public sector employees were surveyed on four measurement occasions to investigate the conceptual distinctiveness of the psychological contract and perceived organizational support (POS) and how they are associated over time. Results support the distinctiveness of...

The relationship between HRM and performance was explored in 366 UK companiesusing objective and subjective performance measures and cross-sectionaland longitudinal data. Using objective measures of performance, greater use ofHRM is associated with lower labour turnover and higher profit per...