Abstract
Purpose
The purpose of this paper is to analyze cross-national and cross-cultural similarities and differences in perceptions and conceptualizations of workplace bullying among human resource professionals (HRPs). Particular emphasis was given to what kind of behaviors are considered as bullying in different countries and what criteria interviewees use to decide whether a particular behavior is bullying or not.
Design/methodology/approach
HRPs in 13 different countries/regions (n=199), spanning all continents and all GLOBE cultural clusters (House et al., 2004), were interviewed and a qualitative content analysis was carried out.
Findings
Whereas interviewees across the different countries largely saw personal harassment and physical intimidation as bullying, work-related negative acts and social exclusion were construed very differently in the different countries. Repetition, negative effects on the target, intention to harm, and lack of a business case were decision criteria typically used by interviewees across the globe – other criteria varied by country.
Practical implications
The results help HRPs working in multinational organizations understand different perceptions of negative acts.
Originality/value
The findings point to the importance of cultural factors, such as power distance and performance orientation, and other contextual factors, such as economy and legislation for understanding varying conceptualizations of bullying.
The purpose of this paper is to analyze cross-national and cross-cultural similarities and differences in perceptions and conceptualizations of workplace bullying among human resource professionals (HRPs). Particular emphasis was given to what kind of behaviors are considered as bullying in different countries and what criteria interviewees use to decide whether a particular behavior is bullying or not.
Design/methodology/approach
HRPs in 13 different countries/regions (n=199), spanning all continents and all GLOBE cultural clusters (House et al., 2004), were interviewed and a qualitative content analysis was carried out.
Findings
Whereas interviewees across the different countries largely saw personal harassment and physical intimidation as bullying, work-related negative acts and social exclusion were construed very differently in the different countries. Repetition, negative effects on the target, intention to harm, and lack of a business case were decision criteria typically used by interviewees across the globe – other criteria varied by country.
Practical implications
The results help HRPs working in multinational organizations understand different perceptions of negative acts.
Originality/value
The findings point to the importance of cultural factors, such as power distance and performance orientation, and other contextual factors, such as economy and legislation for understanding varying conceptualizations of bullying.
| Original language | English |
|---|---|
| Peer-reviewed scientific journal | Personnel Review |
| Volume | 48 |
| Issue number | 1 |
| Pages (from-to) | 204-219 |
| Number of pages | 16 |
| ISSN | 0048-3486 |
| DOIs | |
| Publication status | Published - 2018 |
| MoE publication type | A1 Journal article - refereed |
Keywords
- 512 Business and Management
- Cross-cultural comparison
- Power distance
- Qualitative
- Workplace bullying
- Performance orientation
- Harassment
- Human resource professionals
Sustainable Development Goals
- GOAL 08: Decent Work and Economic Growth
Areas of Strength and Areas of High Potential (AoS and AoHP)
- AoS: Leading for growth and well-being