dc.contributor.author | Vandevelde, Katrien | |
dc.contributor.author | Baillien, Elfi | |
dc.contributor.author | Notelaers, Guy | |
dc.date.accessioned | 2021-07-05T12:35:06Z | |
dc.date.available | 2021-07-05T12:35:06Z | |
dc.date.created | 2020-12-13T11:48:03Z | |
dc.date.issued | 2020 | |
dc.Published | Journal of Managerial Psychology. 2020, 35 (5), 317-332. | |
dc.identifier.issn | 0268-3946 | |
dc.identifier.uri | https://hdl.handle.net/11250/2763428 | |
dc.description.abstract | Purpose: This study tested whether person-job fit (PJ-fit), person-group fit (PG-fit) and person-organization fit (PO-fit) relate to exposure to and enactment of workplace bullying (WB), mediated by strain and conflict.
Design/methodology/approach: Data from 1,077 employees were analysed using multiple mediator structural equation modelling (Mplus 8.0).
Findings: PJ-fit, PG-fit and PO-fit all related to WB. PG-fit accounted for most explained variance. PJ-fit, PG-fit and PO-fit related to bullying through strain; only PG-fit also related to bullying through conflict.
Research limitations/implications: PE-fit is valuable to parsimoniously investigate WB's multi-causal nature; and strain and conflict partially explain the associations. Future research may shed more light on the direction of these effects.
Practical implications: So far, scholars assumed that job design prevents WB (work-environment hypothesis). This study revealed that prevention should also focus on the fit between employee and group/organization.
Social implications: WB has high societal costs. The authors introduce a new angle to WB prevention. To counteract WB, practitioners should also look at PJ-fit, PG-fit and PO-fit. This is not only important for recruitment, but also for tenured employees (e.g. because of changes in employees' needs, the job, the group or the organization).
Originality/value: This study was the first to investigate the multi-causal nature of both WB exposure and enactment, by applying the lens of PE-fit, and testing explanatory mechanisms. | en_US |
dc.language.iso | eng | en_US |
dc.publisher | Emerald | en_US |
dc.title | Person-environment fit as a parsimonious framework to explain workplace bullying | en_US |
dc.type | Journal article | en_US |
dc.type | Peer reviewed | en_US |
dc.description.version | acceptedVersion | en_US |
dc.rights.holder | Copyright Emerald Publishing Limited | en_US |
cristin.ispublished | true | |
cristin.fulltext | postprint | |
cristin.qualitycode | 1 | |
dc.identifier.doi | https://doi.org/10.1108/JMP-08-2018-0342 | |
dc.identifier.cristin | 1859149 | |
dc.source.journal | Journal of Managerial Psychology | en_US |
dc.source.40 | 35 | |
dc.source.14 | 5 | |
dc.source.pagenumber | 317-332 | en_US |
dc.identifier.citation | Journal of Managerial Psychology. 2020, 35 (5), 317-332. | en_US |
dc.source.volume | 35 | en_US |
dc.source.issue | 5 | en_US |