When do Women get Bullied at Work? Influences from Organizational Components of Workplace Bullying

• In Event: 1184 - Section on Organizations, Occupations, and Work Refereed Roundtable Session
  In Refereed Roundtable 100min: Table 14. Gender, Sexual Orientation, and Career

Abstract

Workplace incivilities, defined as repeated, subtle acts of disrespect that erodes an employee’s dignity and sense of safety has emerged in the past few decades as an important area of study. However, methodological limitations have prevented researchers from fully examining the workplace (organizational) component of workplace bullying. At the same time, a focus on psychosocial characteristics has left categorical attributes such as gender relatively unexplored. This paper attempts to address both gaps. Using a representative sample of linked-employer-employee data collected from the German working population, this paper explores the link between gender and three types of organizational attributes: equal employment policies; cultural beliefs about gender and work; and the economic environment of the organization. Results show that all three organizational characteristics interact with gender in significant ways. Workplace aspects which reinforce the notion of women as workers (such as equal employment policies or more egalitarian beliefs around gender and work) expose women to greater levels of workplace bullying. On the other hand, increasingly competitive workplace environments seem to shield women from this abuse.

Authors

• Anthony Rainey, University of Massachusetts-Amherst

• Silvia Maja Melzer, University of Bielefeld