Conference Programme - Page One Kentucky

DIPARTIMENTO DI SCIENZE CLINICHE E DI COMUNITÀ

Department of Clinical Sciences and Community Health

International Association on Workplace Bullying and Harassment

BOOK OF ABSTRACTS 9th International Cong ress on Workplace Bullying and Harassment

“Promoting Dignity and Justice at Work”

Milano, Italy 17-20 June 2014

9th International Conference on Workplace Bullying and Harassment “Promoting Dignity and Justice at Work” - Milan, Italy, 17-20 June 2014

Edited By Giovanni Costa and Paolo Campanini

With the support of

Consorzio per lo Sviluppo della Medicina Occupazionale e Ambientale

1 International Association on Workplace Bullying and Harassment


Book of Abstracts The 9th International Conference on Workplace Bullying and Harassment “Promoting Dignity and Justice at Work”



Table of Contents Committee

4

Programme at glance

5

Detailed conference programme

7

Keynote presentations

22

Oral Presentation - Abstracts

33

Health effects and rehabilitation

34

Identifying and measuring bullying

42

Coping with bullying

55

Legislation and compensation

64

Prevention and intervention issues

72

Work organization and bullying

84

Risk factors

95

Cost of bullying: organizational, societal and individual

104

Role of social actors

108

Sexual harassment

115

Bystanders

118

Cyber bullying

120

Leadership issues

123

Discrimination

126

Psychophysiology

129

Poster session

132

Full papers

165

Author index

177



International Scientic Committee Annie Høgh (Denmark) Nils Magerøy (Norway) Premilla D´Cruz (India) Adrienne Hubert (the Netherlands) Elfi Baillien (Belgium) Shayne Mathieson (New Zealand) Ståle Einarsen (Norway)

National Organising Committee Giovanni Costa (chair) Donatella Camerino Paolo Campanini Maria Grazia Cassitto Giovanna Castellini Marco D’Orso Daniela Fano Alice Fattori Giuseppe Paolo Fichera Patrizia Marazzi Luca Neri Silvia Punzi



PROGRAMME AT A GLANCE





DETAILED CONFERENCE PROGRAMME



Wednesday 18 June, 2014 8.15-9.00

Registration

9.00-9.40

Opening ceremony

9.40-10.15

ROOM PIOXII

Keynote: What do we know so far? Meta analytical evidence on the prevalence, antecedents, and outcomes of workplace bullying. Morten Nielsen (NO) 10.15-10.30

Coffee break

10.30-12.30 ORAL SESSION 1.1: Health effects and rehabilitation Chair: Maria Grazia Cassitto (I)

ROOM PIOXII

Sleep problems and workplace bullying: Is leisure-time physical activity a mediator or a moderator? Åse Marie Hansen (DK), Grynderup MB, Gullander M, Nabe-Nielsen K, Hogh A, Persson R, Rugulies R, Kolstad HA, Thomsen JF, Willert MV, Mors NOP, Bonde JP Does exposure to bullying during secondary school moderate the relationship between workplace bullying and depressed mood in adulthood? Øystein Hoprekstad (N,) Torp H, Einarsen S Toward a global comprehension of bullying. Marie-France Hirigoyen (F) Returning to work after severe bullying and harassment: Evaluation of a rehabilitation and return to work program. M.F. Jenkins (AU) Understanding the multicultural identity of the victim as groundwork for treatment. Christiane Kreitlow (F) Psychological distress is associated with reduced cognitive performance in victims of workplace bullying. Luca Neri (I), Manfredi E, Boschetti M, Sangalli V, Castellini G, Costa G 10.30-12.30 ORAL SESSION 1.2: Identifying and measuring bullying Chair: Guy Notelaers (N)

ROOM 1 “Barelli”

Bullying and harassment in Public Companies in Northern Italy: present situation and possible prospects. Marco D’Orso (I), Latocca R, Riva M, Cesana Employee voice and the deconstruction of a bullying and harassment narrative: The challenges of using focus groups in an organisational context. Lewis D, Rebecca Holland (UK) Bullying in volunteer settings: An exploratory study. Megan Paull (AU), Omari M Fair game: The influence of cultural norms in creating sanctioned targets in the workplace. Maryam Omari (AUS), Paull M, D’Cruz P, Cangarli BG



Development and validation of the Abusive Supervision Demand Appraisal Measure (ASDAM). Melinda L. Scheuer (USA), Burton JP, Barber LK, Finkelstein LM, Parker CP Negative behaviours, bullying, and outcomes in South-East Asia Gintare Visockaite (UK,) Hewett R, Liefooghe A, Roongrerngsuke S 10.30-12.30 ORAL SESSION 1.3: Coping with bullying Chair: Adrianne Hubert (NL)

ROOM 2 “Lazzati”

Factors influencing target approaches towards workplace bullying resolutions. Kate Blackwood (NZ), Bentley T, Catley B, Edwards M The role of psychosocial safety climate (psc) in coping with workplace bullying: a grounded theory and sequential tree analysis. Sharon Kwan Sam Mee (AU) Tuckey MR, Dollard MF What do bullied men need to restore dignity at work? Judith MacIntosh (CDN), Bulman D, Wuest J Nurses coping with workplace bullying: strategies that work. Shellie Simons (USA) Naming bullying at work and its effects on mental health. Angelo Soares (CDN) The moderating role of individual coping style on the bullying-health relationship Iselin Reknes (N) 10.30-12.30 ORAL SESSION 1.4: Legislation and compensation Chair: Katherine Lippel (CND)

ROOM 3 “Panighi”

Time for a European directive to address psychological harassment? Ursula Connolly (IRL) Considerations on the effectiveness of workplace bullying regulations in Brazil: access to justice and the role of labour judges, labour inspectors and other legal actors. Julia Gitahy da Paixão (CND) The new anti-bullying jurisdiction of the fair work commission. Peter Hampton (AU) A review of workplace bullying/mobbing legislation. Raymond T. Lee (CND), Lovell BL The legal link between moral and sexual harassment in french labour law. Loïc Lerouge (F) Analysis of Japanese case law on workplace bullying. Shino Naito (J) 12.30-13.30

Lunch



13.30-15.30 ORAL SESSION 2.1: Prevention and intervention issues Chair: Stig Berge Matthiesen (N)

ROOM PIOXII

Workplace bullying interventions: developing a taxonomy to guide the selection and Implementation of intervention strategies. Sara Branch (AU), Caponecchia C, Murray JP For rewriting the so-called "moral harassment" situations. Laurent Chaine (F), Millet O Ethical infrastructure and its’ influence on conflict management climate: An empirical investigation and implication for preventing workplace bullying. Kari Einarsen (N), Mykletun RJ, Einarsen S Do formal organisational investigations of bullying complaints deliver justice? Helge Hoel Mediation for Harassment complaints: What happens to the parties’ relationship? Dominique Jarvis (CND) Bullying in a Pristine Organisation. Sheila White (UK), Liefooghe A 13.30-15.30 ORAL SESSION 2.2: Coping with bullying Chair: Angelo Soares (CND)


Nothing strengthens authority so much as silence: why so few bullying targets report. Allison J Ballard (AU), Easteal P A pound of prevention: 10 steps to stop workplace bullying before the damage. Lorna Blumen (CND) The effectiveness of coping; does choice of coping strategy moderate the outcomes of workplace bullying? Rebecca Hewett (UK), Liefooghe A, Visockaite G, Roongrerngsuke S Approaches to try to solve workplace bullying at early stages: Implications from external procedures. Yusuke Naganuma (J), Naito S The relationship between personality traits, bullying at work, health complaints and absenteeism. Mieneke Pouwelse (NL), Populaire H, Völlink T “Respect at Work” - implementation of a values-based programme to address workplace bullying. Philippa Reed (NZ) 13.30-15.30 ORAL SESSION 2.3: Work organization and bullying Chair: Janne Skakon (DK)


Workplace bullying in the middle east: a case of nurses in Jordan. Imad Al Muala (MAL), Ali H The impact of verbal abuse from outsiders versus insiders on trust in management. Sabrina Deutsch Salamon (CND)



Analyzing and anticipating bullying. A systemic approach. Ugo Merlone (I) The Michigan model of stress for studying the effects of changes in the job on workplace bullying. Guy Notelaers (N), Van der Heijden B, Einarsen S The bullied professor: a study about organizational conditions which favor the occurrence of bullying in private higher education institutions. Míriam Rodrigues (BR), Freitas ME Making new sense of leaders bullying. Janne Skakon (DK) 13.30-15.30 ORAL SESSION 2.4: Risk Factors Chair: Denise Salin (FIN)


Workplace bullying and structural empowerment in emergency department nurses Awadallah Kiefah (USA) The relationship between organizational change and being a workplace bully: a three wave longitudinal study. Elfi Baillien (B), Yannick Griep, Tinne Vander Elst, Hans De Witte Relationships with management, bullying, and employee performance: australian police officers. Ben Farr-Wharton (AU), Brunetto Y, Teo S Hierarchical cultures and workplace bullying: the legacy of religious cultures in Irish schools. Norman O’Higgins (IRL), Murray G Using the Personality Assessment Inventory to discriminate bullied workers able to return to work from those unable to do so. Adam Patrech (AU), Dunstan D Social class indicators and workplace bullying in a nationally representative sample of working adults in Japan. Tsuno Kanami (J), Kawakami N, Tsutsumi A, Shimazu A, Haratani T, Yoshikawa T, Inoue A, Odagiri Y, Shimomitsu T 15.30-15.45 15.45-16.45

Coffee break

POSTER SESSION

ROOM PIOXII

1. Copying with bullying 1.1 Inhibiting factors of early mediation about workplace bullying.

Yusuke Naganuma (J) 1.2: Coping and coping resources empowering employees against workplace bullying: a sytematic review. Whitney Van den Brande (B), Baillien E, Godderis L, De Witte H 2. Discrimination 2.1 Work organisational aspects and the retirement of work due to cumulative trauma disorders.

Maria do Carmo Baracho de Alencar (BR), Lopes VL 11 International Association on Workplace Bullying and Harassment


2.2 Newcomers’ experiences of workplace bullying.

Serena Jones-Charbachi (CND) 2.3 The bully and victim in a culture that rejects different people.

Miwako Wakui (J) 3. Gender issues 3.1 Moderating effects of gender and educational level on relationship between workplace injustice and health problems: A comparison between South Korea and EU Countries. Mo-Yeol Kang (ROK), Yoo M 3.2 Domestic violence is a workplace harassment and violence problem. Barb MacQuarrie (CND), McFerran L 4. Health effects and rehabilitation 4.1 Workplace bullying and low back pain among the hospital nurses

Lina Bernotaite (LT), Malinauskiene V 4.2 Occupational Adjustment Disorder: investigation on specific features. Rodolfo Buselli (I), Raimondi F, Baldanzi S, Bozzi S, Cristaudo A 4.3 The relationship between exposure to negative behavior at work and disturbed sleep Kirsten Nabe-Nielsen (DK), Grynderup MB, Garde AH, Hogh A, Holten A, Rugulies R, Hansen ÅM 4.4 How modern management may prepare bullying. Marie-France Hirigoyen (F) 5. Identifying and measuring bullying 5.1 NAQ-R in Lithuania: psychometric properties of the workplace bullying instrument. Milda Astrauskaite (LT), Notelaers G, Kern MR 5.2 Bullying in the workplace: a case study at an institution of higher education. Oliveira I, Manuel Araújo (P) 5.3 Developing and testing a self-assessment tool for workplace bullying. Carlo Caponecchia (AUS), Wyatt A 5.4 Psychosocial risks in workers employed in the building of the great infrastructures. Luigi Carpentiero (I), De Luca G, Costa G, Baldanzi S, Fani F, Marini M, Romanelli E 5.5 Item generation of a new “multi-dimensional inventory of work-environment hostility” (MIWEH). Maria Chiara Gugiari (I), Fattori A, Castellini G, Boari P, Boschetti M, Manfredi E, Costa G, Neri L 5.6 Ethics of the work and bullying in the perspective of moral philosophy.

Magdalena Najda (PL) 5.7 On the inside looking out: Stories of workplace abuse as analytical tools. Martinus I, Maryam Omari (AUS), Paull M



5.8 Workplace bullying and harassment in the South of Italy: do they exist? Elisabetta Riccardi (I), Carbone U 5.9 Workplace bullying in Japan: a preliminary study. Shitara Saeko (J), Takeda F, Monma T, Furutani N 5.10 Reliability and validity of the Organizational Well-being Questionnaire. Steven J.E. Van den Eede (B,) Baillien E 5.11 Workplace aggression and bullying in nursing: a multilevel study. Kathrin Waschgler (A), Höge T, Ruiz HJA, Llor EB 5.12 Apathy or Action: Exploring peer perceptions of and responses to observations of workplace bullying. Juliet McMahon (IRL) 6. Leadership 6.1 A correlational study on the link between destructive-constructive Leadership and Moral Disengagement of followers. Andrea Bobbio (I), Einarsen S, Matthiesen SB

16.45-17.20

Keynote: Bullying and harassment on the workplace – the ethical dimension. Peter Westerholm (S)

17.45

CONCERT by Choir of the University of Milan

18.30

WELCOME COCKTAIL



Thursday 19 June, 2014 9.00-9.35

Keynote: Workplace bullying, conflict resolution and mediation; possibilities, limitations and challenges. Martin Euwema (B).

9.40-11.00 ORAL SESSION 3.1: Cost of bullying: organizational, societal and individual Chair: Helge Hoel (UK)

ROOM PIOXII

Long-term consequences of bullying on sickness absence. Tine Louise Mundbjerg Eriksen (DK), Hansen, AM, and Høgh A Cost of workplace bullying in American higher education. Leah P. Hollis (USA), Holmes J The indirect effect of job strain on long-term sickness absence through bullying: a mediation analysis using structural equation modeling. Heidi Janssens (B), Braeckman L, De Clercq B, Casini A, De Bacquer D, Kittel F, Clays E The link between work-family conflicts, workplace bullying and intention to leave. Stig Berge Matthiesen (N), Xiaoshuang L 9.40-11.00 ORAL SESSION 3.2 : Prevention and intervention issues Chair: Donatella Camerino (I)


Multi-party perspectives on factors inhibiting resolution of workplace bullying complaints in New Zealand’s nursing profession. Kate Blackwood (NZ), BentleyT, Catley B, Edwards M, Forsyth D Overcoming the barrier of evidence in workplace discrimination conciliation. Some refelctions on a method for promoting the progressive realisation of equality. Mark Cerne (AUS) Reconciling mediation, bullying and harassment: a mediator perspective. Ria Deakin (UK), Walden R, Hoel H The impact of personality structure on outcomes of workplace mediation. Jennifer Anne Ellison (AUS) Thornton JA, Grant J, Kane R

9.40-11.00 ORAL SESSION 3.3: Identifying and measuring bullying Chair: Jordi Escartìn Solanelles (E)


An experience of bullying: Gaining a deeper understanding of perceptions of bullying in institutions. John Richard Collins (AU) Culture matters: a global project on perceptions of workplace bullying. Cowan R, Denise Salin (FIN), Fox S Workplace incivility in public education Joshua Powell (USA) Powell A



9.40-11.00 ORAL SESSION 3.4: Role of social actors Chair: Norman O’Higgins (IRL)


The role of HRM in the prevention and control of WPB: Preliminary results. Eleni Apospori (GR) Is it really a man’s world? The experiences of bullying and negative behaviour at work for women working in a male dominated profession. Wendy Bloisi (UK) Gender warfare: the indignities and injustices served on women when bullying and sexual harassment are used as weapons of destruction in the political trenches - a case study from Australia’s political landscape. Susan Harwood (AUS) Identifying bullying in a court. A case study. Magdalena Najda (PL) 11.00-11.30

Coffee break

11.30-12.30 ORAL SESSION 4.1: Health effects and rehabilitation Chair: Marie-France Hirigoyen (F)

ROOM PIOXII

Musculoskeletal findings in patients exposed to workplace bullying. Data from a norwegian clinical program. Kristin Buhaug (N) Magerøy N, Einarsen S, Aalvik A, Kvåle A A diagnostic focus for long-term victims of workplace bullying disorders: symptoms, and impaired belief systems? Evelyn Field (AUS) Individual and group psychotherapy for victims of workplace bullying. Mariachiara Gugiari (I) Neri L, Manfredi E, Castellini G, Costa G 11.30-12.30 ORAL SESSION 4.2: Sexual harassment Chair: Pat Ferris (CND)


Saying sorry: the power of words to cause and redress workplace sexual harassment. Craig Collins (AUS), Saunders S Sexual harassment, credibility and the media: unwelcome conduct and the reasonable complainant. Judd Keziah (AUS), Easteal P Whispers from the bush: The sexual harassment of Australian rural women at work. Skye Saunders (AUS) 11.30-12.30 ORAL SESSION 4.3: Bystanders Chair: James Burton


Development and validation of a metric for responsible bystander intervention in workplace verbal bullying: a UK field study. Lynn Lansbury (UK) Activating bystanders: Development, implementation and evaluation of a dialogue-based tool. Eva Gemzøe Mikkelsen (DK), Holmegaard, T R, Scherfig, N , Keller L



11.30-12.30 ORAL SESSION 4.4: Cyber bullying Chair:Silvia Punzi (I)


Workplace cyberbullying among junior doctors: an attributional perspective. Samuel Farley (UK), Axtell C, Sprigg C, Coyne I, Subramanian G Cyberbullying in work life. Rebecka Forssell (S), Jönssonv A, Muhonen T Understanding cyberbullying at work: The experiences of targets. Ernesto Noronha (IND), D’Cruz P 12.30-14.00

14.00-14.35

Lunch

Keynote: “There Ought to Be a Law”: Really? Katherine Lippel (CND).

14.40-16.00 ORAL SESSION 5.1: Work organizational and bullying Chair: Anders Skogstad (N)

ROOM PIOXII

Conflict management climate moderates the relationship between exposure to workplace bullying and target work engagement. Ståle Einarsen (N), , Lande Å, Rørvik E, Skogstad A An occupational health and safety approach to preventing workplace bullying and harassment: progress, pitfalls and promise. Harlos, Karen (CND), Mages S, Tremblay S, O’Farrell G An analysis of discouses of workplace bullying prevention: american hospital nursing unit managers and organizations. Susan L Johnson (USA) Fear, Futility and Silence- why employees do not utilise anti- bullying procedures at work. Juliet MacMahon, (IRL), White L, Murphy C, O’Sullivan M, MacCurtain S 14.40-16.00 ORAL SESSION 5.2: Prevention and intervention issues Chair: Eva Gemzoe Mikkelsen (DK)


Evaluation of an organisational intervention to reduce the bullying of trainee doctors. Madeline Carter (UK), Thompson N, Illing J You can complain but we may not listen: the impact of anti-bullying policies upon prevalence and outcomes. Hazel Mawdsley (UK), Lewis D, Jarvis M Towards zero tolerance of bullying in organizations. Maarit Vartia (FIN) Procedures on work-related bullying disputes. Manuel Velázquez (E), Marcos JI



14.40-16.00 ORAL SESSION 5.3: Identifying and measuring bullying Chair: Annie Hogh (DK)


Discovering bullying and other stressors: a qualitative study on Italian farms. Andrea Debelli (I), Ardolino P, Cubico S, Favretto G Gradually or all of a sudden? Examining how workplace bullying targets carry out bullying behaviors. Jordi Escartín Solanelles (E), Ceja Barba L, Navarro Cid J Workplace bullying or reasonable management action? Case anaylsis of externally investigated complaints of workplace bullying in australia. Harriet Stacey (AUS) Shame, sadness and pain: using metaphors to communicate emotions associated with workplace bullying. Alison Thirlwall (UAE) 14.40-16.00 ORAL SESSION 5.4: Role of social actors Chair: Marco D’Orso


Teacher-on-Teacher Workplace Bullying in Irish post-primary schools: The problem in dealing with complaints of workplace bullying. Genevieve T. Murray (IRL), Minton SJ Foundations for the counteraction of bullying at workplaces: A Grounded theory study based on focus groups interviews. GullBritt Rahm (s), Strandmark M, Wilde-Larsson B, Rystedt G N A semantic understanding of workplace bullying in New Zealand press. Nguyen D, Stephen T.T. Teo (NZ), Ho M, Blackwood K Workplace bullying as sensemaking: an analysis of target and actor perspectives on initial hostile Interactions. Katerina Zabrodska (CZ), Ellwood C, Zaeemdar S, Mudrak J 16.00-16.30

Coffee break

16.30-17.00 POSTER SESSION

ROOM PIOXII

1. Prevention and intervention issues 1.1 Managing organization risks: an experience of intervention combining occupational stress assessment and evaluation of psychological conditions. Sigrid Baldanzi (I), Buselli R,Bozzi S, Veltri A, Cristaudo A 1.2 Effective workplace bullying investigations in the Australian workplace context: what works, what are the challenges, and what’s next. Grevis James Beard (AUS) 1.3 The importance of being “neutral” in workplace bullying prevention. Andrea Debelli (I), Ardolino P, Cubico S, Favretto G 1.4 Conflict management in small and medium enterprises (conflictman): adaptation and diffusion of the bully free workplace model. Kirsti Jacobsen (N), Austad AA



1.5 Our own integrity, health and image. Tom Maarup (DK) 1.6 Instruments to increase the bullying and harrasment risk percepition in the workplace. Maresca D, Guglielmo Dini (I) 1.7 Conflict management procedures related to workplace harassment and other similar situations. María del Carmen Rodríguez Pérez (E) 1.8 The different mechanisms for preventing harassment in the workplace. 1.9 María del Carmen Rodríguez Pérez (E) 1.10 Workplace bullying: deterring role of problem solving. Milda Astrauskaite (LT), Kern MR, Notelaers G, Ortega E 1.11 The center against bullying and occupational discomfort democratic medicine association of florence Luigi Carpentiero (I), Celanti R, Garetti G,Leali L, Lotti D, Miedico D, Rombolà A, Selvi A, Marini M, Scalas S, Secci MR 1.12 Compassionate facilitated listening and coaching intervention designed to prevent onset of adverse event for either party in employee manager conflict. Rekha Johnson (USA) 2. Risk factors 2.1 Interpersonal conflicts and quarrels as predictors of bullying behaviour and self-reported role as a target, perpetrator or bystander of bullying in the workplace. A two-year follow-up study. Annie Hogh (DK), Mikkelsen EG, Holten A, Hansen ÅM 2.2 Workplace mobbing: the influence of victim’s coping style on bystanders’ behavior. Roelie Mulder (NL), Pouwelse M, Bos AER, van Dam K 3. Role of social actors 3.1 Humor and workplace bullying. Mille Mortensen (DK) 4. Sexual harassment 4.1 Subject positioning in qualitative interview study on sexual harassment Katri Lamesoo (EST) 5. Incivility 5.1 The relationship of workplace incivility, school culture, workplace engagement, and working conditions on school district turnaround. Joshua Powell (USA), Powell A

17.00-18.30

General Assembly of the IAWBH

20.30

Social dinner

ROOM PIOXII

UNIVERSITY OF MILAN Via Festa del Perdono, 7



Friday 20 June, 2014 9.00-9.35

Keynote: The role of the occupational physician for prevention of bullying and harassment on the workplace. Giovanni Costa (I)

9.40-11.00 ORAL SESSION 6.1: Identifying and measuring bullying Chair: Ståle Einarsen (N)

ROOM PIOXII

Critical assessment of workplace harassment investigation reports and recommendations. Catherine Burr (CND) The impact of workplace bullying on apprenticeship and traineeship completion. Darcy McCormack (AUS) Djurkovic N, Casimir G Bullying and the Church of England: unresolved issues Anne Lee (UK) 9.40-11.00 ORAL SESSION 6.2: Legislation and compensation Chair: Renato Gilioli (I)


Work psychology and law. The bullying expertise: what it is and what it is for. Harald Ege (I) How courts go about to recognise bullying without knowing what it is? Five case-studies from the Norwegian Appeal Court. Jan Gregersen (N) Canada’s proactive responses to workplace bullying and harassment: Legislative and organizational initiatives. Otto Cheryl (CND), Neiman T Harassment law in japan and recent trend of cases. Eiichiro Yoshikawa (J) 9.40-11.00 ORAL SESSION 6.3: Work organization and bullying Chair:Maarit Vartia-Väänänen (FIN)


Workplace bullying: The shaping of practices – prevention, intervention, and transformation. Adriana Berlingieri (CND) Forthcoming study of the relationship between organizational factors, people’s experience of work, sick leave and bullying occurrence. Stefan Blomberg (S), Rosander M The mitigating role of leader-member exchange in the relationship between psychological contract violation and counterproductive work behavior: a diary study among volunteers. Griep Yannick (B), Baillien E, Vantilborgh T, Pepermans R Hidden action: A gendered organizational analysis of workplace bullying. Eva Zedlacher (A), Koeszegi ST, Salin D



9.40-11.00 ORAL SESSION 6.4: Risk factors Chair: Carlo Caponecchia (AUS)


Mobbing behavior in the white-collar workers in turkey. Dangaç Gönül. (TR), Karayilan K The job demands-resources model: a panel study of antecedents and mechanisms of negative acts at work. Ann-Louise Holten (DK), Hancock GR, Hansen ÅM, Hogh A Effects of workplace incivility, workplace bullying, and culture on student achievement. Joshua Powell (USA), Powell A Workplace bullying during economic crisis: what do figures show? Tanja Urdih Lazar (SLO) 11.00-11.30

Coffee break

11.30-12.30 ORAL SESSION 7.1: Leadership issues Chair: Elfie Baillien (B)

ROOM PIOXII

Workplace bullying: the role of transformational leadership, two principles of industrial democracy, and lifestyle. Milda Astrauskaite (LT), Kern MR, Notelaers G, Medisauskaite A Taming the beast: how American corporations unwittingly conspire to make bullying a rational. Teresa A. Daniel (USA), Metcalf GS How and when may laissez-faire leadership be destructive? The mediating and moderating effects of supervisory interactional justice and occupational self-efficacy. Anders Skogstad (N), Hetland J 11.30-12.30 ORAL SESSION 7.2: Discrimination Chair:Evelyn Field (AUS)


The impact of (hetero) normative organisational cultures on the experiences of lesbian, gay and bisexual teachers in irish primary schools. Declan Fahie (IRL) Sexualities and discrimination: Who’s at risk? Duncan Lewis (UK), Hoel H, Einarsdóttir A Bullying: a form or a mode of discrimination in workplaces? Fatma Zragua (F), Brasseur M 11.30-12.30 ORAL SESSION 7.3: Psychophysiology Chair: Åse Marie Hansen (DK)


Daily interpersonal conflicts and positive and negative affects among naval cadets: the moderating role of neuroticism. Jørn Hetland (N), Bakker AB, Wessel M, Tvedt AL, Olsen OK, Espevik, R



The association between workplace bullying and salivary cortisol concentration. Matias Brødsgaard Grynderup (DK) Gullander M, Nielsen KN, Hogh A, Garde A, Holten AL, Rugulies R, Hansen ÅM Does workplace bullying change cortisol concentrations? A longitudinal study among Danish employees. Maria Gullander (DK), Grynderup M, Hogh A, Roger P, Bonde JP, Hansen ÅM

12.30-13:15 Closing Ceremony

ROOM PIOXII

13.15 Lunch Box



KEYNOTE PRESENTATIONS



What do we know so far? Meta analytical evidence on the prevalence, antecedents, and outcomes of workplace bullying. Prof. Morten Nielsen National Institute of Occupational Health, Oslo, Norway - University of Bergen, Bergen, Norway Morten Birkeland Nielsen (PhD) works as a senior researcher at the National Institute of Occupational Health in Oslo, Norway. He is also professor at the Department of Psychosocial Science at the University of Bergen. Nielsen’s research interests are related to occupational health and safety, psychosocial work environment, and research methodology, and he has published more than 30 peer reviewed journal articles and book chapters on topics such as workplace bullying and harassment, leadership, workplace safety, and occupational whistleblowing. Abstract Although workplace bullying is a social stressor which probably has existed for as long as human beings have worked together in groups, the phenomenon, including its nature, prevalence, causes, and consequences, were more or less unexplored within the scientific community up until the late 1980s. Since then, the number of studies has increasing steadily and as displayed in Figure 1, a search on the keyword «workplace bullying» in the Google Scholar database show that the vast majority of papers, books, and book chapters on the phenomenon have been published during the last 10 years. Figure 1. Number of papers, books, and book chapters on “workplace bullying” included in the Google Scholar database.

When including the literature on related and overlapping phenomena such as interpersonal mistreatment and aggression, incivility, abusive supervision and so on, our potential knowledge on the topic of workplace bullying is substantial. Yet, individual studies may give conflicting results, and due to the wealth of available studies it may be challenging for researchers and practitioners to arrive at correct conclusions about the nature, predictors, and outcomes of workplace bullying. By statistically combining results from different studies and obtaining a quantitative estimate of the overall association between variables, meta-analysis has been considered as a efficient way of synthesizing research findings and thereby arriving on stronger conclusions than can be provided by any individual study. Building on the literature on workplace bullying, a series of meta-analyses has been conducted during the last few years. The overarching aim of this keynote presentation is to provide an overview of the state of the art of the research on workplace bullying by reviewing meta-analytical evidence on the prevalence, predictors, and outcomes of workplace bullying.



With regard to the occurrence of bullying, I will show that differences in prevalence rates of workplace bullying around the globe is not only dependent upon cross-cultural factors, but also on how we as researchers investigate the phenomenon. Using the meta-analysis by Nielsen, Matthiesen, and Einarsen as a basis (Nielsen, Matthiesen, & Einarsen, 2010), this will include a discussion about how the use of methodological approaches and measurement methods influence our findings on workplace bullying. Moving on to the predictors of bullying, findings from meta-analyses which have investigated individual and organizational stressors as potential antecedents will be presented (Bowling & Beehr, 2006). The impact of personality characteristics on exposure to bullying has been an especially controversial issue within the field as studies have provided conflicting findings. In order to clarify this relationship I will present findings from an upcoming meta-analysis which focuses on the associations between bullying and the personality traits included in the Five-Factor Model of personality, as well as indicators of positive and negative affectivity (Nielsen, Glasø, & Einarsen, Submitted). I will also discuss meta-analytical findings on how personality traits are related to perpetrated bullying (Berry, Ones, & Sackett, 2007). As for outcomes of workplace bullying, I will present meta-analytical findings on cross-sectional and longitudinal relationships between workplace bullying and individual and organizational consequences (Bowling & Beehr, 2006; Hershcovis, 2011; Nielsen & Einarsen, 2012). In doing so, I will give an overview of the relative impact of bullying on different outcomes and present a conceptual framework for how bullying influence various outcomes. In addition to providing an overview of what we know so far about workplace bullying I will also discuss what the meta-analytical evidence points to as unexplored issues within the field, and provide guidelines and a map for further exploration of this unknown territory. References •

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Berry, C. M., Ones, D. S., & Sackett, P. R. (2007). Interpersonal deviance, organizational deviance, and their common correlates: A review and meta-analysis. Journal of Applied Psychology, 92(2), 410424. Bowling, N. A., & Beehr, T. A. (2006). Workplace harassment from the victim’s perspective: A theoretical model and meta analysis. Journal of Applied Psychology, 91(5), 998-1012. Hershcovis, M. S. (2011). “Incivility, social undermining, bullying … oh my!”: A call to reconcile constructs within workplace aggression research. Journal of Organizational Behavior, 32(3), 499-519. doi: Doi 10.1002/Job.689 Nielsen, M. B., & Einarsen, S. (2012). Outcomes of workplace bullying: A meta-analytic review. Work and Stress, 26(4), 309-332. Nielsen, M. B., Glasø, L., & Einarsen, S. (Submitted). Individual dispositions and exposure to workplace harassment: A meta-analysis. Jorunal of Personality and Social Psychology. Nielsen, M. B., Matthiesen, S. B., & Einarsen, S. (2010). The impact of methodological moderators on prevalence rates of workplace bullying. A meta-analysis. Journal of Occupational and Organizational Psychology, 83(4), 955-979. doi: 10.1348/096317909X481256.



Bullying and harassment on the workplace – the ethical dimension. Prof. Peter Westerholm Uppsala University - Departement of Medical Sciences Occupational and Environmental Medicine Born in Helsinki, Finland 1935. MD at Karolinska Institutet, Stockholm 1960, recognized specialist after training in General Surgery. Posts in hospitals and Services of the Swedish Marine Medical Corps including occupational health services. - 1971 Assistant Medical Director to the Swedish Working Environment Agency - 1977 Consultant Epidemiologist to National Board of Health and Welfare. - 1979 Medical Adviser to the Swedish Confederation of Trade Unions - 1989 Professor (Occupational Epidemiology) to the Swedish National Institute of Occupational Health – rebaptized 1996 to National Institute for Working Life (NIWL) - 1990 Professor emeritus to the NIWL - 2006 Professor emeritus (Occupational Medicine) to Department of Medical Sciences, Uppsala University, Sweden. Research interests and production: Occupational epidemiology in subjects health services research, Cancer epidemiology, Cardiovascular epidemiology, Stress research and development of Occupational Health Services, Professional Ethics. Intervention Research and Evaluation Spokesman of the Workers Group at the International Labour Conference in preparation of ILO Convention (C162) and Recommendation on Asbestos1985 – 1986. Board member to the International Commission on Occupational Health (ICOH) 2009 onward 1992 – 2000 Chairman to the ICOH Scientific Committee on “Health Services Research and Evaluation in Occupational Health during years 2009 Commissioned by the ICOH Board to review the ICOH International Code of Ethics for occupational health professionals. Draft revised Code, presently under ICOH Board review, expected to be published in 2014. Abstract In addressing ethical dimensions of workplace harassment and bullying these both concepts are on this occasion dealt with as an aggregate and referred to as overarching term ”bullying”. In specifics harassment is commonly referred to as “interpersonal behavior aimed at intentionally harming another employee in the workplace.” (Bowling and Beehr 2006). Bullying is referred to as “a process of “intentionally harassing, offending, socially excluding someone or negatively affecting someone´s work tasks which occurs repeatedly and regularly over a period of time” (Einarsen et al 2013)”. Bullying is increasingly emerging as a cause of concern with regard to health and well-being of staff and output and productivity of enterprises and organizations. Early reports on bullying in Scandinavian countries were published internationally by i.a. Heinz Leymann 1996. Hansen and the Nordic network group have in 2011 published a state-of-art report on workplace bullying and Guest et al in 2013 a review of related Human Resource management practices. Ståle Einarsen (Norway) has in a recent overview approximation assessed 5 – 9 % of staff of enterprises / organizations to be subject to workplace bullying. Perpetrators in workplace bullying appear to be hierarchic superiors just as often as fellow workers. A gripping review of the interpersonal processes and perverse interaction involved in Bullying whether in pair relationships, family or enterprise/organization has been given by Marie-France Hirigoyen in 1998. Bullying often leads to social marginalization, isolation and rejection. The origins and substantive content of harassment and bullying lie in interactions between people on the two levels of • •

context of work organization and work tasks and interpersonal relationships and interaction in circumstances of given context.



Bullying is known to affect health, well-being and life-quality of staff with implications for production and productivity, staff behavior, work commitment, intention to leave organization, sickness absence and the, social climate of organization in its entirety. The fundamental elements of ethical analyses to be taken into account : • •

•

Roles and tasks of actors in the workplace , Ethical value principles involved (bioethical value set of Doing Good, Harm Avoidance, Autonomy Protection, Justice / Equity) as seen in a perspective of societal, culturally conditioned set of value principles liberty, solidarity, fairness and justice. Observation of principles of justice implying both distributive and procedural justice assuming connotation and emphasis in context slightly differing from justice/equity criterion of bioethics ( Beauchamps & Childress 2006) Priority value sets and mandates / freedom of manoeuvre and action of key actors (Employers, Line managers, Employees, intermediates such as HR management staff and Health organizations or professionals involved).

Preventive action - the challenges • • •

implementing and evaluating a bullying policy awareness of issues involved as a matter of organizational ethics awareness of seeking to avoid identified manifest traits of the “Look-away society” in the enterprise / organization involved (Verner Petersen)

The leadership role in context of Corporate Social Responsibility (CSR )will be commented on Bibliographic references: • • • • • • •

• • • •

Beauchamps TL , Childress JF: Prnciples of Biomedical Ethics (5th ed) Oxford University Press 2001 Einarsen S, Hoel H, Zapf D; Cooper CL: The concept of bullying and Harassment at Work: The European Tradition In “Bullying and Harassment in the Workplace” (Eds: Ståle Einarsen, Helge Hoel, Dieter Zapf and Cary L Cooper) CRC-Press. Taylor & Francis Boca Raton London New York 2013 Bowling N, Beehr T.: Workplace Harassment from the victim´s perspective: a theoretical model and meta-analysis.(2006) Journal of Applied Psychology, 91: 5, pp 998-1012 Leymann H.: The content and development of mobbing at work. (1996). European Journal work and Organizational Psychology 5 ; pp 165-184 Guest D. :Exploring the Boundaries of Human Resource Managers´ Responsibilities .(2012) Journal of Business Ethics 111 : pp 109-119 Hansen Å-M and the Nordic bullying network group:. State of the art report on bullying at the workplace in the Nordic countries (99 p. ; 109 refs) TemaNord Report. 19982011:515 . Nordic Council of Ministers 2011. Copenhagen Hirigoyen M-F: Le harcèlement moral – La violence perverse du quotidien (1998) . Editions La Decouverte et Syros, Paris Frith L.: The NHS and market forces in healthcare: the need for organizational ethics. Journal of Medical Ethics 2013: 38; pp 17-21 Bishop LJ et al Organizational Ethics and Health Care: Expanding Bioethics in the Institutional Arena. Scope Note 36. National Reference Center for Bioethics and Literature Petersen VC:The care less society – or the erosion of responsibility. Working Paper 99-3. CREDO. Aarhus School of Business 1999.



How to mediate with a bullying boss? "Workplace bullying, power dynamics and mediation; possibilities, limitations and challenges" Prof. Martin Euwema

Catholic University of Leuven. Martin C. Euwema is full professor for Organizational Psychology at the University of Leuven, Belgium, chair of the research group O2L, and co-director of the Leuven Center for Collaborative Management. Martin is past-president of the International Association for Conflict Management (IACM). His research interests are leadership, conflict management and mediation. He has been teaching at different business schools around the world, and is visiting professor at Tsinghua University, Beijing. Martin is program director of the postgraduate program in mediation and conflict management at KU Leuven, and the masterprogram in mediation at SN University (Netherlands), and has been teaching mediation and conflict management at Universities of Amsterdam, Utrecht, Copenhagen and Stellenbosch. He has more than 25 years of experience as mediator and consultant, both for profit and not-for-profit organizations. He is (co)author of more than 100 articles and books. Some recent related publications: Euwema, M.C. & Giebels, E. (2014). Conflictmanagement. Groningen: Noordhoff Publishers. Bollen, K., Verbeke, A., Euwema, M. (2014). Computers work for women: Gender differences in online divorce mediation. Computers in Human Behavior, 30, 230-237. Bollen, K., Euwema, M. (2014). Angry at your boss: Who cares? Anger recognition and mediation effectiveness. European Journal of Work and Organizational Psychology Bollen, K., Euwema, M. (2013). Workplace mediation: An underdeveloped research area. Negotiation Journal, 29 (3), 329-353. Bollen, K., Euwema, M. (2013). The Role of Hierarchy in Face-to-Face and E-Supported Mediations: The Use of an Online Intake to Balance Hierarchy. Negotiation and Conflict Management Research, 6 (4), 305319. Baillien, E., Bollen, K., Euwema, M., De Witte, H. (2013). Conflicts and conflict management styles as precursors of workplace bullying: a two-wave longitudinal study. European Journal of Work and Organizational Psychology, 23, 4, 511-524. Deneckere, S., Euwema, M., Lodewijckx, C., Panella, M., Mutsvari, T., Sermeus, W., Vanhaecht, K. (2013). Better interprofessional teamwork, higher level of organized care, and lower risk of burnout in acute healthcare teams using care pathways: A cluster randomized controlled trial. Medical Care, 51 (1), Verschueren, M., Kips, J., Euwema, M. (2013). A review on leadership of head nurses and patient safety and quality of care. Advances in Health Care Management, 14, 3-34. Elgoibar, P., Euwema, M., Munduate, L., Medina, F., Medina, F. (2012). Are employment relations in Europe based on trust? The employee representative perspective. Psychologica, 55, 255-272. Römer, M., Rispens, S., Giebels, E., Euwema, M. (2012). A Helping Hand? The Moderating Role of Leaders' Conflict Management Behavior on the Conflict-Stress Relationship of Employees. Negotiation Journal, 28 (3), 253-277. Bollen, K., Euwema, M., Müller, P. (2010). Why are subordinates less satisfied with mediation? The role of uncertainty. Negotiation Journal, 26 (4), 417-433. Stouten, J., Baillien, E., Van den Broeck, A., Camps, J., De Witte, H., Euwema, M. (2010). Discouraging Bullying: The Role of Ethical Leadership and its Effects on the Work Environment. Journal of Business Ethics, 95 ( 1), 17-27.

Abstract Bullying is closely related to power asymmetries. Organizations formalize power asymmetries in hierarchical relations: owners of a firm, managers, first line supervisors, have positional power over 27 International Association on Workplace Bullying and Harassment


those working for them. Such hierarchical relations are sensitive for conflict, and escalated hierarchical conflict has a profound impact on particularly the low-power party in the conflict. Often, the relation with the supervisor is perceived as suppressing, harassing or bullying. Perceptions of the conflict by both parties is largely asymmetrical, and the expectations towards third party interventions or mediation also differ substantially between both parties. Mediation in these hierarchical conflicts therefore is extra challenging. In this key note Martin Euwema presents a theory based model when and how to mediate in hierarchical conflicts, in which bullying is perceived. The model is based on a series of recent studies on mediation in hierarchical conflict, and recent literature on power and conflict. Following issues are addressed: (a) What is the effect of power on perceptions and behaviors in (escalated) conflicts, and the expectations towards mediator and mediation; (b) a practical tool to analyze the power balance between parties in a hierarchical conflict; (c) ‘labeling as bullying’ as a strategy to gain power by the weaker party; (d) when and how to mediate: some suggestions for involved third parties.



“There Ought to Be a Law” : Really? Prof. Katherine Lippel Faculty of Law (Civil Law Section) - University of Ottawa Katherine Lippel, LLL, LLM, FRSC, is a full professor of law at the Faculty of Law (Civil Law Section) at the University of Ottawa and holds the Canada Research Chair in Occupational Health and Safety Law. She has been a member of the Québec Bar since 1978. She is also associate professor of law at the Université du Québec à Montréal, where she was a professor from 1982-2006, a member of the CINBIOSE research centre, an adjunct professor in Carleton University’s School of Social Work and an adjunct scientist at the Institute for Work & Health. She specialises in legal issues relating to occupational health and safety and workers’ compensation and is the author of numerous articles and books in the field. Her research interests include the following themes: Work and mental health; health effects of compensation systems; policy, precarious employment and occupational health; interactions between law and medicine in the field of occupational health and safety; disability prevention and compensation systems; women’s occupational health; regulatory issues in occupational health and safety; globalization and occupational health and safety. She has received various awards for her research including the Prize for Excellence in research, 2010, from the University of Ottawa and the Award for Academic Excellence of the Canadian Association of Law Teachers (CALT), in 2005. She was made a fellow of the Royal Society of Canada in 2010. She is co-convenor of the Special interest group on legal issues of the International Association of Workplace Bullying and Harassment. In 2010 she edited a special issue on the law governing workplace bullying in nine countries: The Law of Workplace Bullying (2010) 32 (1) Comparative Labor Law And Policy Journal 1-302. In 2012, with Lidia Casas Becerra she edited a second special issue on this subject, looking at law in the Americas: 2012 (7) Revista Estudios Laborales 1-233. A translation of The Law of Workplace Bullying, in Mandarin, is to be published by the Peking University Press. Abstract Calls for legislation against workplace bullying and harassment are pervasive in a broad range of countries and legislation has already been enacted in many jurisdictions around the world. However there are huge variations in the nature of the legislation adopted, and while some research has been done on specific legislation, the scope and effectiveness of measures have rarely been studied from a comparative perspective. This presentation will examine a variety of current legislative interventions on occupational bullying and harassment and will raise, and attempt to answer a series of questions. After providing an overview of different types of legislation enacted to address workplace bullying, we will consider the objectives underpinning the various legislative strategies: Are the laws in place to protect targets of bullying? To facilitate fair and effective management of complaints of bullying in the workplace? To circumscribe and thus limit employer liability for workplace bullying? To provide measures to allow for early intervention once bullying has been reported? To promote primary prevention addressing circumstances that could lead to bullying if left unchecked? Or is the legislation designed to punish bullies? Does legislation provide a way for targets to be vindicated? What happens in jurisdictions with no explicit legislation on bullying? Are the tools available to 29 International Association on Workplace Bullying and Harassment


ensure adequate primary, secondary and tertiary prevention of bullying and its consequences? Who are the actors who are empowered to intervene in the different socio-legal contexts? Why does this matter? This overview will permit us to tease out the most important objectives that should be considered by law-makers in order to ensure a reduction in workplace bullying, effective intervention when bullying occurs and the protection of workers’ health, both in policy and in practice.



The role of the occupational physician for prevention of bullying and harassment on the workplace. Prof. Giovanni Costa Department of Clinical Sciences and Community Health - University of Milan. Born in Genova (Italy) on August 11, 1947; graduated in Medicine in 1972, specialized in Occupational Medicine in 1975. He is currently Full Professor of Occupational Medicine at the University of Milano, and Director of the Unit of “Occupational Medicine 2” in the Department of Occupational Health “Clinica del Lavoro L. Devoto” of the IRCCS “Ca’ Granda – Ospedale Maggiore Policlinico” Foundation in Milano. He is currently member of the Board of the International Commission of Occupational Health (ICOH) and has been Chairman of the ICOH Scientific Committee on “Shiftwork and Working Time” from 2004 to 2010. In the same period he has been President of the International Working Time Society (WTS). He is also member of the ICOH SCs on “Ageing and work” and “Occupational health for health care Workers”. His scientific research deals mainly with Work Physiology, Chronobiology, Shift Work and Working Hours, Ergonomics, Stress, Ageing at work, Work Disabilites. He is author or more than 400 scientific papers published in peer reviewed journals, books and proceedings of international and national congresses. Abstract Workplace bullying is increasing and is becoming a growing concern for workers and management, being a process in which organizational, psychological, sociological and medical aspects interact, involving work organization and management, human relations, occupational health, forensic medicine, ethics and legislation. Albeit it has been widely investigated in recent years (clarifying dynamics, models, stages, negative actions and health effects on victims), the process complexity and its multifaceted aspects ask for a systemic approach, able to take into account the many domains involved, likely to affect the outcomes according to their different interactions. That, in turn, addresses the interventions at their best through a more balanced integration between individual aspects and community (work and social) policies, avoiding (or limiting) sectorial actions on particular aspects/solutions, which in most cases are related to individual conflicts and legal arguments. Therefore a deep knowledge of work and social contexts, as well as individual psyco-physical and social conditions, is the basis for proper and ethical corrective and preventive actions, able to convene the concerted actions of all social actors involved (managers, workers, physicians, psychologists, sociologists, lawyers, etc.), each of whom must give a specific contribution of competence in an holistic perspective. Hence, the need for a contextual and collaborative contribution by several disciplines via cultural interchanges and concerted actions. 31 International Association on Workplace Bullying and Harassment


The Occupational Health Physician (OHP), like the other social actors appointed by the legislation on protection and promotion of workers’ health, can play a key role in this regard. He directly knows working and workers’ conditions, on account of periodical checks. Therefore, he/she is in the right position to address and promote proper strategies dealing with working conditions, operational and behavioral aspects, as well as health surveillance and support actions (therapy and rehabilitation). This means the OHP has to act on two levels: the epidemiological and the clinical one. At group level, he/she has to single out the organizational and relational “symptoms and signs” of the problem, to assess extent and severity, as well as the implications for workers’ health and wellbeing, taking into account the most effective “cost/effectiveness” ratio. At individual level, the OHP has to assess the plausibility of association between worker’s troubles and complaints with bullying (also in terms of job related disease), accounting for the “risk/benefit” ratio, and to suggest the best coping actions. As primary prevention (that is “elimination or reduction of the risk factor”), the OHP can give a significant contribution by information and education programmes to workers and managers, and proper supporting preventive strategies (e.g. ethical codes, work procedures, team collaboration and participation). He/she can also check the effectiveness of such action by periodical, epidemiological surveys on workers’ health and well-being. As secondary prevention (that is “screening” or “early diagnosis”), the OHP, in his/her periodical contacts with the workers, can single out early signs of the problem and promptly act as a privileged “mediator” of the conflicts, guaranteeing professional confidentiality. As tertiary prevention (that is “effective therapy”), the OHP can take all the necessary steps to properly treat worker’s troubles and illnesses addressing corrective actions both at individual (e.g. psychotherapy, social support) and occupational levels (assessment of fitness to work, task/job assignment or limitation), avoiding further negative consequences on worker’s health and working life. In view of this, OHP has to be supported by other professionals (ergonomists, psychologists, sociologists, work organization experts, etc.) who may help him/her tackle the problem at the best any time it may arise. Only in this way is it possible to face bullying in a comprehensive and effective way and to proceed towards a positive solution, avoiding criminalization of single behaviors, but helping the social actors better understand their dynamics and activate all the necessary, organizational and relational countermeasures, able to meet and preserve the interest of all those (workers, managers, enterprise and whole society), to whom this phenomenon brings only disadvantages and negative consequences, not only in terms of human (social life, health) and economic (reduced production, absenteeism, work conflicts, legal disputes) costs, but also of societal impairment (family and social breaking up, discrimination, ethics and social justice).



ORAL PRESENTATIONS – ABSTRACTS By topic in chronological order



Health effects and rehabilitation ORAL SESSION 1

Sleep problems and workplace bullying: Is leisure-time physical activity a mediator or a moderator? Hansen ÅM1,2, Grynderup MB1, Gullander M3, Nabe-Nielsen K1, Hogh A4, Persson R5, Rugulies R2, Kolstad HA6, Thomsen JF3, Willert MV6, Mors NOP7, Bonde JP3 1 Department of Public Health, University of Copenhagen, Denmark;2The National Research Centre for the Working Environment, Copenhagen, Denmark; 3 Department of Occupational and Environmental Medicine, Bispebjerg University Hospital, Copenhagen, Denmark;4Department of Psychology, Copenhagen University, Denmark;5Department of Psychology, University of Lund, Sweden;6Department of Occupational Medicine, Danish Ramazzini Centre, Aarhus University Hospital, Denmark;7Centre for Psychiatric Research, Aarhus University Hospital, Risskov, Denmark. Aim: Previous studies have shown that targets of bullying are more likely to have sleep difficulties, lower quality of sleep and that they more often use sleep inducing drugs and sedatives compared to non-bullied respondents. Sleep disturbances have been related to poor physical and psychological functioning. After a stressful day when an effective recovery activity such as sport is highly needed, persons tend to engage less in such an activity. Bullying is regarded as a stressor and, as such, bullying may lead to lower physical activity thereby decreasing sleep quality. Thus physical activity may mediate the association between bullying and sleep quality. Physical activity may also moderate the association between bullying and sleep quality. Thus the sleep quality of physically active respondents could be less affected by bullying compared to respondents who are physically inactive. Still, no studies have investigated the mediating and/or moderating role of leisure-time physical activity on the association between bullying and sleep problems. Therefore, the aims of the present study were to investigate whether concurrent and subsequent sleep difficulties among bullied were mediated or moderated by leisure time physical activity. Methods: Employees were recruited from two cohorts of 4,489 and 3,996 participants, respectively. Respondents received a questionnaire at baseline in 2006-07 with follow-ups in 2008-09 and 2011. Workplace bullying was measured by self-report. The item on bullying ‘Have you been subjected to bullying at work within the past 6 month?’ was preceded by a definition and responded to on a 5-point scale ranging from never to daily. Respondents were classified as occasionally bullied if they reported being bullied ‘now or then’ or ‘monthly’ and as frequently bullied when reporting ’weekly’ or ‘daily’ bullying. The overall response rate was 46 % in 2006-07, 70% at follow-up 2008-09, and 60% in 2011. Sleep problems during the past 4 weeks were assessed with poor quality of sleep at baseline and follow-up. To measure leisure-time physical activity, the participants were asked how many hours per week they were physically active. The response options were: 0-2 hours/week of light physical active, 2-4 hours/week of light physical activity, 2-4 hours/week of light to straining physical activity, and >4 hours/week of straining or hard physical activity. The reference group comprised respondents neither bullied nor witnessing bulling. Confounders were age, gender, BMI, alcohol, smoking, and education. Results: We found that being bullied was associated with subsequent poor sleep quality (p200 employees) and in the tertiary sector. The comparison of spectrum psychopatology in the two groups indicated significant associations for the mood spectrum (p