Workplace bullying across the globe: a cross-cultural comparison

Purpose The purpose of this paper is to analyze cross-national and cross-cultural similarities and differences in perceptions and conceptualizations of workplace bullying among human resource professionals (HRPs). Particular emphasis was given to what kind of behaviors are considered as bullying in...

Full description

Saved in:
Bibliographic Details
Published in:Personnel review 2019-01, Vol.48 (1), p.204-219
Main Authors: Salin, Denise, Cowan, Renee, Adewumi, Oluwakemi, Apospori, Eleni, Bochantin, Jaime, D’Cruz, Premilla, Djurkovic, Nikola, Durniat, Katarzyna, Escartín, Jordi, Guo, Jing, Išik, Idil, Koeszegi, Sabine T, McCormack, Darcy, Monserrat, Silvia Inés, Zedlacher, Eva
Format: Article
Language:English
Subjects:
Behavior
Bullying
Collectivism
Content analysis
Cultural differences
Cultural values
Culture
Employees
Perceptions
Researchers
Social exclusion
Citations: Items that this one cites
Items that cite this one
Online Access:Get full text
Tags: Add Tag
No Tags, Be the first to tag this record!
Description
Summary:Purpose The purpose of this paper is to analyze cross-national and cross-cultural similarities and differences in perceptions and conceptualizations of workplace bullying among human resource professionals (HRPs). Particular emphasis was given to what kind of behaviors are considered as bullying in different countries and what criteria interviewees use to decide whether a particular behavior is bullying or not. Design/methodology/approach HRPs in 13 different countries/regions (n=199), spanning all continents and all GLOBE cultural clusters (House et al., 2004), were interviewed and a qualitative content analysis was carried out. Findings Whereas interviewees across the different countries largely saw personal harassment and physical intimidation as bullying, work-related negative acts and social exclusion were construed very differently in the different countries. Repetition, negative effects on the target, intention to harm, and lack of a business case were decision criteria typically used by interviewees across the globe – other criteria varied by country. Practical implications The results help HRPs working in multinational organizations understand different perceptions of negative acts. Originality/value The findings point to the importance of cultural factors, such as power distance and performance orientation, and other contextual factors, such as economy and legislation for understanding varying conceptualizations of bullying.
ISSN:0048-3486
1758-6933
DOI:10.1108/PR-03-2017-0092