Workplace bullying and organizational culture in a post-transitional country

an article by Merle Tambur (Tallinn University of Technology, Estonia) and Maaja Vadi (University of Tartu, Estonia) published in International Journal of Manpower Volume 33 Issue 7 (2012)

Abstract

Purpose
The aim of the study is to explore how organizational culture influences occurrences of workplace bullying in Estonia as a post-transitional country. Another objective is to produce comprehensive empirical evidence of bullying in the specific cultural context.
Design/methodology/approach
The survey is based on the internationally well-known research instrument, the Negative Acts Questionnaire Revised (NAQ-R) (Mikkelsen and Einarsen) and the Questionnaire of Organizational Culture (QOC) (Vadi et al.).
Findings
Victims of bullying: 22 percent – at least one negative act per week; 9.3 percent – at least two negative acts per week; 0.6 percent – by definition (several times per week or daily); 8 percent – by definition (occasionally). The results reveal a clear negative relationship between bullying and task and relationship orientation of organizational culture.
Practical implications
The present study indicates clear factors at the organizational level where the preventive actions are needed to diminish the negative impact of bullying on employee's well-being and encourages a discussion and further studies of workplace bullying in post-transitional countries.
Originality/value
In Estonia and in other post-transitional countries workplace bullying has not yet been studied closely. This study provides a comprehensive approach of workplace bullying related to organizational culture in a post-transitional country.

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