In Psychological Safety Climate and Workplace Bullying in Vietnam's Public Sector (2017), the authors suggest the bureaucratic
Question:
In Psychological Safety Climate and Workplace Bullying in Vietnam's Public Sector (2017), the authors suggest the bureaucratic and impersonal characteristics of the work environment, combined with a lack of emphasis on management skills, all play a role in fostering instances of workplace bullying in the public sector. According to Nguyen et al. (2017), employees within public sector organizations undergo more psychological repercussions due to negative workplace behaviors compared to those in the private sector. The study further highlights that workplace bullying is a global phenomenon and emphasizes the negative effects of bullying, such as psychological strain, anxiety, depression, and potential long-term impacts on employee engagement and well-being (Nguyen et al. 2017). Nguyen et al. (2017) also highlight the organizational impact of workplace bullying, such as bullied employees leaving their place of employment due to dissatisfaction and disengagement.
The study emphasized the role of Perceived Organizational Support (POS), which refers to employees' perceptions of how much the organization values their contributions, cares about their well-being, and supports their professional development, as well as, Psychological Safety Climate (PSC), which relates to the organizational atmosphere and conditions that protect and promote employees' psychological health and safety (Nguyen et al. 2017). According to Nguyen et al. (2017), POS and PSC are helpful in reducing workplace bullying and its harmful effects. When exploring what organizations can do, the study suggests that a supportive organizational climate helps prevent negative behaviors like bullying and lessens the negative impact it may have on job performance (Nguyen et al. 2017). A finding they found consistent with other research studies that highlight the significance of organizational support in creating positive work environments (Nguyen et al. 2017).
Workplace bullying is an important HRM issue because of organizational outcomes such as retention and turnover since bullying leads to dissatisfaction and, ultimately, separation from the employer (Nguyen et al. 2017). Workplace bullying can also negatively impact job productivity and performance, making this another reason why it is an important issue in HRM (Nguyen et al. 2017). In 2022, it was reported that twelve Wisconsin employees who worked at a county Medical Examiner's Office endured regular bullying from two of their bosses (Wintrode, 2022). The consequences of workplace bullying highlight the significance of addressing it from a HRM perspective. For instance, the Medical Examiner's Office experienced a rise in employee turnover, leading to a backlog of autopsy cases (Wintrode, 2022). This, in turn, resulted in families having to wait for death certificates, which is required for closure or insurance payouts (Wintrode, 2022).
What constitutes work-life balance and bullying in a public sector organization? Povide concrete examples from readings?
International Marketing And Export Management
ISBN: 9781292016924
8th Edition
Authors: Gerald Albaum , Alexander Josiassen , Edwin Duerr