Abstract
Aims
Using the Michigan Stress Model (Caplan, 1975) and part of the Job Demand Control model (Karasek, 1979) this survey (among staff of the Netherlands Defense Organization) focused on ‘victimization’ as a perceived work situation and ‘absenteeism’ and ‘job satisfaction’ as two types of stress reactions. We expected victimization to have a significant negative relationship with job satisfaction and a positive relationship with absenteeism. Transformational leadership (as a type of social support) and work pressure (as a job demand) were assumed to moderate both relationships.
Method A survey (N=909, response rate 84%) was conducted using existing self report data from an investigation held at a support company in the Netherlands Defense Organisation. The survey contained self-constructed questionnaires about unwanted behaviour (α=.644), job satisfaction (α=.893), leadership (α=.911), work pressure (α=.625) and absenteeism (1 item). Hypotheses were examined using hierarchic, multiple regression analyses.
Results
In 2010 2% of the respondents often have been bullied, 10% suffered once in a while and 88% wasn’t bullied at all. As hypothesized the relation between victimization and job satisfaction were negative (β=-.378, p=.000) and between victimization and absenteeism positive (β=.570, p=.001). No moderation of leadership or work pressure was found for the entire population but, when exploring group differences (e.g. sex, agreement), work pressure did moderate the relation between victimization and absenteeism for airforce personnel (β=1.856, p=.002).Because of a proven significant relationship between leadership and job satisfaction (β=.275, P<.001) but absence of moderation we explored whether leadership possibly mediated the relationship of victimization and job satisfaction. Using the method of Baron and Kenny (1986) a partially mediating effect of leadership (Sobel test, S= -4.821, SE=.042, p<.001) was demonstrated.
Conclusions
The Michigan Stress Model was partly verified. As expected employees who encounter more unwanted behaviour report more absenteeism and lower job satisfaction. Work pressure moderated the relationship between victimization and absenteeism for Air Force personnel. Contrary to the research model no moderation was found for leadership. Aside from the model leadership appeared to mediate the relationship between victimization and job satisfaction. Because of the cross-sectional character no statements about causality can be made. Further research on the influence of leadership and victimization is recommended, preferably by using validated questionnaires on bullying.
Correspondence: [email protected]., [email protected]
Caplan, R.D., Cobb,S., French, J.R.P., Harisson, R.V. & Pinneau, S.R. (1975). Job demands and worker health, main effects and occupational differences. HEW Publication (NIOSH)
Baron, R.M., and Kenny, D.A. (1986) The moderator-mediator variable distinction in social psychology research: Conceptual , strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182.
Karasek, R,A. (1979) Job demands, Job Decision latitude, and mental strain: Implications for Job Redesign. Administrative Science Quarterly, Vol. 24, 2,285-308
Using the Michigan Stress Model (Caplan, 1975) and part of the Job Demand Control model (Karasek, 1979) this survey (among staff of the Netherlands Defense Organization) focused on ‘victimization’ as a perceived work situation and ‘absenteeism’ and ‘job satisfaction’ as two types of stress reactions. We expected victimization to have a significant negative relationship with job satisfaction and a positive relationship with absenteeism. Transformational leadership (as a type of social support) and work pressure (as a job demand) were assumed to moderate both relationships.
Method A survey (N=909, response rate 84%) was conducted using existing self report data from an investigation held at a support company in the Netherlands Defense Organisation. The survey contained self-constructed questionnaires about unwanted behaviour (α=.644), job satisfaction (α=.893), leadership (α=.911), work pressure (α=.625) and absenteeism (1 item). Hypotheses were examined using hierarchic, multiple regression analyses.
Results
In 2010 2% of the respondents often have been bullied, 10% suffered once in a while and 88% wasn’t bullied at all. As hypothesized the relation between victimization and job satisfaction were negative (β=-.378, p=.000) and between victimization and absenteeism positive (β=.570, p=.001). No moderation of leadership or work pressure was found for the entire population but, when exploring group differences (e.g. sex, agreement), work pressure did moderate the relation between victimization and absenteeism for airforce personnel (β=1.856, p=.002).Because of a proven significant relationship between leadership and job satisfaction (β=.275, P<.001) but absence of moderation we explored whether leadership possibly mediated the relationship of victimization and job satisfaction. Using the method of Baron and Kenny (1986) a partially mediating effect of leadership (Sobel test, S= -4.821, SE=.042, p<.001) was demonstrated.
Conclusions
The Michigan Stress Model was partly verified. As expected employees who encounter more unwanted behaviour report more absenteeism and lower job satisfaction. Work pressure moderated the relationship between victimization and absenteeism for Air Force personnel. Contrary to the research model no moderation was found for leadership. Aside from the model leadership appeared to mediate the relationship between victimization and job satisfaction. Because of the cross-sectional character no statements about causality can be made. Further research on the influence of leadership and victimization is recommended, preferably by using validated questionnaires on bullying.
Correspondence: [email protected]., [email protected]
Caplan, R.D., Cobb,S., French, J.R.P., Harisson, R.V. & Pinneau, S.R. (1975). Job demands and worker health, main effects and occupational differences. HEW Publication (NIOSH)
Baron, R.M., and Kenny, D.A. (1986) The moderator-mediator variable distinction in social psychology research: Conceptual , strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182.
Karasek, R,A. (1979) Job demands, Job Decision latitude, and mental strain: Implications for Job Redesign. Administrative Science Quarterly, Vol. 24, 2,285-308
| Original language | English |
|---|---|
| Title of host publication | Book of Proceedings |
| Subtitle of host publication | The 8th International Conference on Workplace Bullying and Harassment-Future Challenges |
| Editors | Annie Hogh, Christa Jørgensen , Anne Sofie Fedders |
| Place of Publication | Copenhagen, Denmark |
| Publisher | International Association on Workplace Bullying and Harassment |
| Chapter | 14: Costs |
| Pages | 116-117 |
| Number of pages | 2 |
| ISBN (Electronic) | 978-87-87417-97-6 |
| Publication status | Published - 2012 |
| Event | 8th International Conference on Workplace Bullying & Harassment: Future Challenges - University of Copenhagen, Denmark, Copenhagen, Denmark Duration: 12 Jun 2012 → 15 Jun 2012 |
Conference
| Conference | 8th International Conference on Workplace Bullying & Harassment |
|---|---|
| Country/Territory | Denmark |
| City | Copenhagen |
| Period | 12/06/12 → 15/06/12 |
Keywords
- Workpace bullying
- leadershipstyles
- job satisfaction
- abesenteeism
- workpressure