Conflict frequency as predictor of negative acts and being a target or perpetrator of bullying two years later.

Research output: Contribution to conferenceAbstract

Abstract

Main Abstract Content: Purpose To investigate the association between conflict frequency and bullying at T1 and T2, moderation of individual conflict management styles and mediation of negative acts. Methodology Data from the Workplace Bullying and Harassment cohort (2006-2008) were analysed cross-sectionally (n=3363) and longitudinally (n=1664). Measures: conflict frequency; three individual conflict management styles (Active-Constructive, Active-Destructive and Passive-Avoiding); the Negative Acts Questionnaire; being a target or perpetrator of bullying. All analyses were adjusted for gender, age, workplace fairness and supervisor’s conflict solving abilities. Results Cross-sectional findings: Higher conflict frequency was significantly associated with more negative acts and a higher risk of being a target or perpetrator. Among those higher in Passive-Avoidant conflict management style, there was a stronger association of conflict frequency with both negative acts and being a target or perpetrator. Longitudinal findings: Higher conflict frequency (T1) was associated with more negative acts (β=0.23, p<.001) and higher risk of being a target (β=0.13, p<.001) or perpetrator (β=0.11, p<.001) (T2). Passive-Avoidant conflict management style enhanced the association between conflicts and being a target of bullying (β=0.18, p<.01). The association between conflicts (T1) and being target or perpetrator (T2) was mediated by negative acts (T1). Limitations The associations were significant only in the cross-sectional analyses and in longitudinal analyses not adjusted for baseline levels of the outcome: Inferences about causality should be cautious. Practical implications Implementation of conflict management strategies should focus on the Active-Constructive style. Value: This is the first study testing 2-year associations between conflicts and bullying with negative acts as a mediator.

Details

Authors
  • Annie Hogh
  • Eva Gemzøe Mikkelsen
  • Åse Marie Hansen
  • Roger Persson
  • Paul M Conway
Organisations
External organisations
  • University of Copenhagen
  • Gemzoe Consult
  • National Research Centre for the Working Environment
Research areas and keywords

Subject classification (UKÄ) – MANDATORY

  • Social Sciences
  • Medical and Health Sciences
Original languageEnglish
Publication statusPublished - 2017 May 18
Publication categoryResearch
Peer-reviewedYes
EventEAWOP 2017: Enabling Change through Work and Organizational Psychology - Dublin, Ireland
Duration: 2017 May 172017 May 20

Conference

ConferenceEAWOP 2017
CountryIreland
CityDublin
Period2017/05/172017/05/20