Denise Salin
Biographic Data
| ID | 5790307 |
|---|---|
| NAME | Denise Salin |
| GIVEN NAMES | Denise |
| FAMILY NAME | Salin |
| SIGNATURE | SALIN D |
| AFFILIATIONS | Hanken School of Economics |
| ORCID | 0000-0003-4279-3136 |
| VERIFIED | Yes |
| TOTAL WORKS | 7 |
| TOTAL CITATIONS | 32 |
| WORKS AS AUTHOR | 6 |
| WORKS AS EDITOR | 1 |
| FIRST PUBLICATION YEAR | 2003 |
| LATEST PUBLICATION YEAR | 2022 |
| H-INDEX | 2 |
The last resort
This study investigated the consequences of changing jobs for employees subjected to workplace bullying. First, we hypothesized that bullied employees would be more likely to change jobs than non‐bullied employees. Moreover, we hypothesized that changing jobs would result in a reduction of exposure to bullying behaviors and an alleviation of mental health problems for those bullied at baseline. The study was based on a longitudinal probability sa…
High Performance Work Systems, Justice, and Engagement
High performance work systems (HPWS) have typically been shown to positively influence employee attitudes and well-being. Research in the realm of HPWS has, in this respect, established a clear connection between these systems and employee engagement through organizational justice. In this study, we analyzed if being bullied affects this relationship. Using reasoning from Affective Events Theory (AET), we expected that the positive association be…
Dignity and Inclusion at Work
Acceptable Behavior or Workplace Bullying?—How Perpetrator Gender and Hierarchical Status Affect Third Parties’ Attributions and Moral Judgments of Negative Behaviors
Workplace bullying consists of repeated, long-term exposure to a variety of negative behaviors. However, it remains unclear when behaviors are seen as morally acceptable vs. become bullying. Moral judgments affect whether third parties deem it necessary to intervene. In this qualitative study, we first conceptualize and then explore via 27 interviews with Austrian HR professionals and employee representatives whether twelve diverse negative behav…
Perceptions of and reactions to workplace bullying
The aim of this article is to introduce a social exchange perspective to the study of workplace bullying. Much of the existing research on bullying has had a strong empirical focus, leaving the concept relatively under-theoretized. By applying the social exchange theory based concepts of justice, psychological contract breach, and perceived organizational support, we aim to shed light on a number of aspects of bullying that to date have remained …
The Significance of Gender for Third Parties' Perceptions of Negative Interpersonal Behaviour
The aim of this study is to analyse the significance of gender for whether non-observing third parties label negative behaviour as bullying, what they perceive to be the likely consequences and how they explain the occurrence of negative behaviour. This was accomplished by analysing 293 respondents' qualitative replies to three different versions of a case description of bullying with different target–perpetrator configurations. The results indic…
Ways of Explaining Workplace Bullying
This article summarizes the literature explaining workplace bullying and focuses on organizational antecedents of bullying. In order to understand better the logic behind bullying, a model discussing different explanations is put forward. Thus, explanations for and factors associated with bullying are classified into three groups, enabling structures or necessary antecedents (e.g. perceived power imbalances, low perceived costs, and dissatisfacti…
Perceptions of and reactions to workplace bullying
The aim of this article is to introduce a social exchange perspective to the study of workplace bullying. Much of the existing research on bullying has had a strong empirical focus, leaving the concept relatively under-theoretized. By applying the social exchange theory based concepts of justice, psychological contract breach, and perceived organizational support, we aim to shed light on a number of aspects of bullying that to date have remained …
The Significance of Gender for Third Parties' Perceptions of Negative Interpersonal Behaviour
The aim of this study is to analyse the significance of gender for whether non-observing third parties label negative behaviour as bullying, what they perceive to be the likely consequences and how they explain the occurrence of negative behaviour. This was accomplished by analysing 293 respondents' qualitative replies to three different versions of a case description of bullying with different target–perpetrator configurations. The results indic…
Acceptable Behavior or Workplace Bullying?—How Perpetrator Gender and Hierarchical Status Affect Third Parties’ Attributions and Moral Judgments of Negative Behaviors
Workplace bullying consists of repeated, long-term exposure to a variety of negative behaviors. However, it remains unclear when behaviors are seen as morally acceptable vs. become bullying. Moral judgments affect whether third parties deem it necessary to intervene. In this qualitative study, we first conceptualize and then explore via 27 interviews with Austrian HR professionals and employee representatives whether twelve diverse negative behav…
Ways of Explaining Workplace Bullying
This article summarizes the literature explaining workplace bullying and focuses on organizational antecedents of bullying. In order to understand better the logic behind bullying, a model discussing different explanations is put forward. Thus, explanations for and factors associated with bullying are classified into three groups, enabling structures or necessary antecedents (e.g. perceived power imbalances, low perceived costs, and dissatisfacti…
The Significance of Gender for Third Parties' Perceptions of Negative Interpersonal Behaviour
The aim of this study is to analyse the significance of gender for whether non-observing third parties label negative behaviour as bullying, what they perceive to be the likely consequences and how they explain the occurrence of negative behaviour. This was accomplished by analysing 293 respondents' qualitative replies to three different versions of a case description of bullying with different target–perpetrator configurations. The results indic…
Perceptions of and reactions to workplace bullying
The aim of this article is to introduce a social exchange perspective to the study of workplace bullying. Much of the existing research on bullying has had a strong empirical focus, leaving the concept relatively under-theoretized. By applying the social exchange theory based concepts of justice, psychological contract breach, and perceived organizational support, we aim to shed light on a number of aspects of bullying that to date have remained …
Dignity and Inclusion at Work
Acceptable Behavior or Workplace Bullying?—How Perpetrator Gender and Hierarchical Status Affect Third Parties’ Attributions and Moral Judgments of Negative Behaviors
Workplace bullying consists of repeated, long-term exposure to a variety of negative behaviors. However, it remains unclear when behaviors are seen as morally acceptable vs. become bullying. Moral judgments affect whether third parties deem it necessary to intervene. In this qualitative study, we first conceptualize and then explore via 27 interviews with Austrian HR professionals and employee representatives whether twelve diverse negative behav…
The last resort
This study investigated the consequences of changing jobs for employees subjected to workplace bullying. First, we hypothesized that bullied employees would be more likely to change jobs than non‐bullied employees. Moreover, we hypothesized that changing jobs would result in a reduction of exposure to bullying behaviors and an alleviation of mental health problems for those bullied at baseline. The study was based on a longitudinal probability sa…
High Performance Work Systems, Justice, and Engagement
High performance work systems (HPWS) have typically been shown to positively influence employee attitudes and well-being. Research in the realm of HPWS has, in this respect, established a clear connection between these systems and employee engagement through organizational justice. In this study, we analyzed if being bullied affects this relationship. Using reasoning from Affective Events Theory (AET), we expected that the positive association be…
Workplace Violence and Bullying (6 works) · Psychology (5 works) · Social Psychology (5 works) · Workplace bullying (5 works) · Perception (4 works) · Social Psychology (4 works) · Bullying, Victimization, and Aggression (3 works) · Job Satisfaction and Organizational Behavior (3 works) · Political science (3 works) · Economic Justice (2 works)