Psychosocial safety and conflict management as resources for reducing workplace bullying of immigrants working in Sweden
Bibliographic Data
| ID | 12603301 |
|---|---|
| Authors | Michael Rosander (0000-0002-0202-4650, Linköping University, corresponding author), Stefan Blomberg (0000-0002-3904-1948, Linköping University) |
| Year | 2024 |
| Volume | 28 |
| Issue | 2 |
| Pages | 426-442 |
| Publication date | 2024-08-02 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Group Processes & Intergroup Relations (JOURNAL) |
| Journal identifiers | ISSN: 1368-4302 • E-ISSN: 1461-7188 |
| Publisher | SAGE Publishing (PUBLISHER • US) |
| DOI | 10.1177/13684302241264434 |
| OpenAlex | W4401300583 |
| Language | EN |
| Citations received | 1 |
| References cited | 60 |
The study investigates the risk of bullying for immigrants working in Sweden and resources as possible ways to reduce the risk. Based on self-categorization theory, the concept of nonprototypicality, and conservation of resources theory, we test hypotheses about risks and resources to alleviate the risks. The study is based on a longitudinal probability sample drawn from the whole Swedish workforce ( N = 921). Country of birth was taken from the Swedish population register and categorized as either Swedish-born or foreign-born. The results showed a higher risk for immigrants to be exposed to person-related bullying behaviours, typically insulting remarks, and rumours, and to being humiliated, excluded, and ignored. A strong conflict management climate reduces the risk for immigrants to be exposed to bullying. Person-related bullying behaviours become the means to push a target away from the group, creating the perception of prototypical clarity. A strong conflict management climate, together with psychosocial safety, may form a resource caravan where one may strengthen the other. They may be seen as parts of informal systems building up an ethical infrastructure. Creating conditions for a well-developed ethical infrastructure could be a way for organizations to reduce the risk of bullying for all employees, but especially for immigrants
CLARITY · Economic growth · Economics · Immigration · Political science · Population · Psychosocial · Sociology · Workforce · Workplace bullying · Bullying, Victimization, and Aggression · Demography · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Workplace Violence and Bullying
A Theory of Cultural Values and Some Implications for Work
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Psychological safety
Common method biases in behavioral research
The Influence of Culture, Community, and the Nested‐Self in the Stress Process
The Job Demands‐Resources model
Self-Reports in Organizational Research
Social learning theory
Perceived ability to defend oneself against negative treatment at work
The last resort
Psychometric properties and cut‐off scores for the Swedish version of the Negative Acts Questionnaire
Harassment in the Workplace and the Victimization of Men
Rediscovering the Social Group
Measuring exposure to bullying and harassment at work
The nature and causes of bullying at work
Relationships between stressful work environments and bullying
What we know, what we do not know, and what we should and could have known about workplace bullying
Conservation of Resources in the Organizational Context
Emotional load and social support as indicators of bullying at work
Group Cohesiveness
The ‘Black Sheep Effect’
Subjective Uncertainty Reduction through Self-categorization
Schengen area shaken
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Social support across cultures
The “Black Sheep Effect”
Conservation of resources
Harassment and bullying at work
Conservation of Social Resources
Kick 'Em When They're Down
| Unique citing works | 1 |
|---|---|
| Citations per year | 1 |
| Citation span | 2025 - 2025 (1) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 1 |