Designing and Validating the Model of Exit from Organizational Mobbing
Subject Areas : Business Strategy
Pooyan Zafari
1
,
Sayed Mohammad Reza Davoodi
2
,
Alireza Shiravani
3
1 -
2 -
3 -
Keywords: Organizational Mobbing, Deviant Behavior, Education Organization,
Abstract :
The present study was conducted to design and validate the model of exit from organizational mobbing in the Education Organization. It is an applied-developmental research. In terms of how to collect data, it is a cross-sectional survey. To achieve the research purpose, the exploratory mixed research design was employed. Qualitative meta-synthesis was used to identify the model categories and the partial least squares approach was utilized to validate the model. Data analysis in the qualitative phase was conducted via Maxqda software and in the quantitative phase via the Smart PLS software. The statistical population included managers and employees of the Education Organization. The sample volume was estimated equal to 140 persons by means of Cohen's statistical power analysis. Cluster-random sampling was used for sampling. Finally, the final indicators were categorized into 13 main categories and 72 subcategories. Conflict management and stress management led to exit from organizational mobbing in the Education Organization through improving the professional capability of employees, organizational intimacy, and emotional intimacy.
Abdi, H., Sobhani, A., Mousavian, S. M., Abbasi, H. (2022). The effect of perception of organizational bullying on turnover intention through leadership behavior and organizational commitment (case study: Islamic Azad University, South Tehran branch). Journal of Sociological Studies, 4. 137-156.
Ackroyd, S., & Thompson, P. (2022). Organizational misbehavior. Sage.
Acquadro, D., Zedda, M., & Varetto, A. (2021). Male and female witnesses of mobbing: Gender difference in experiencing consequences. A cross-sectional study in an Italian sample. Journal of Workplace Behavioral Health, 36(1), 8-23.
Azar, A., Gholamzade, R. (2022). Partial least squares. Tehran: Negah Danesh.
Agha Mirzaei, A., Nategh, T. )2022(. Exploring the effect of organizational bullying on employees' turnover intention (case study: Mashhad International Airport). New Research Approaches in Management and Accounting, 85, 691-707.
Bedzik, B., Gołąb, S., & Siedlecka, Z. (2023). The phenomenon of mobbing at work–initial report from the research. Zeszyty Naukowe. Organization and Management/Silesian University of Technology, 168 (5), 11-37.
Buriro, T. Z., Anand, V., Qureshi, M. N., & Shah, S. S. A. (2022). The role of perceived organizational support: evidences from the horizontal and vertical workplace bullying. Employee Responsibilities and Rights Journal, 1-14.
Chechi, V. K., & Navdeep Singh Raji, M. (2023). Workplace deviant behavior among higher education teachers: gender difference. Boletin de Literatura Oral-Tradition Oral Literature, 10(1), 125-130.
Chin, W. W. (1998). The partial least squares approach to structural equation modeling. Modern methods for business research, 295(2), 295-33.
Ciby, M. A., & Sahai, S. (2021). Prevalence of workplace bullying among IT professionals in India: A comparison of self-labelling and behavioral experience method. Int. Trans. J. Eng. Manag. Appl. Sci. Technol, 12, 119-135.
Cohen, J. E. (2013). Statistical power analysis for the behavioral sciences. Hillsdale, NJ: Lawrence Erlbaum Associates, Inc.
Cross, L., Gul, M. M., & Gul, Z. (2023). Human rights violations in Türkiye: Loss of job, mobbing, loss of freedom of travel, denial of health services, and persecution. American Journal of Qualitative Research, 7(4), 220-240.
Ebadi Bashir, M. (2022). Legal approach in preventing and combating mobbing (psychological abuse) in labor relations. The Public Law Studies Quarterly, 52(2), 1007-1025.
Erten, Ş., & Çögenli, M. Z. (2024). The relationship between mobbing, public service motivation, and internalization of mission in public sector. Mehmet Akif Ersoy Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 11(1), 393-411.
Fakharizade Najafabadi, S., Rezaei, A., Mohammadifar, M., Tale'e Pasand, S. (2023). The use of logistic regression in predicting bullying based on components of emotional intelligence and spiritual intelligence. Journal of Educational Psychology Studies, 50. 94-113.
Farmani, F., Akbari Balut Bangan, A., Karimi Khozani, A. (2022). Presenting the model of organizational bullying in employees of the Law Enforcement Command of the Islamic Republic of Iran. Career and Organizational Counseling, 50. 81-118.
Fateh Nezhad, K., Zarei, R. (2021). Elementary teachers' lived experience of mobbing and bullying with a phenomenological approach. Research Training, 7(26), 39-60.
Fath Alian, M., Hami, M., Shojaei, V. (2022). Designing the model of role of ethical leadership in organizational silence with the mediation of bullying and indifference of employees of sports organizations. Journal of Management and Organizational Behavior in Sports,1. 11-21.
Gil-Monte, P. R., Espejo, B., Checa, I., & Gil-LaOrden, P. (2024). Mobbing as a predictor of health risk behaviors and seeking specialist support in non-university teachers. Journal of Work and Organizational Psychology, 40(1), 41-49.
Glaveli, N., Galanou, A., & Kolias, G. (2023). Sharpening the “essence” of mobbing: An examination of constructive leadership behaviors and negative employee outcomes. Journal of General Management, 63(1), 671-686.
Habibi, A., Jalalnia, R. (2022). Partial least squares. Tehran: Narvan.
Hosseini, H., Nasr Esfahani, A., Safari, A. (2024). Designing the internal motivation model of teachers of the Education Organization via mixed method. Journal of Public Management Research, 17(63), 91-114.
Hair Jr, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2021). A primer on partial least squares structural equation modeling (PLS-SEM). Sage publications.
Hayat, A., & Afshari, L. (2021). Supportive organizational climate: a moderated mediation model of workplace bullying and employee well-being. Personnel Review, 50(7/8), 1685-1704.
Hakak, M., Ghahremani, S. (2022). Monitoring the effect of career plateauing on employees' deviant behaviors; explaining the mediating role of organizational jealousy. Journal of Management and Development Process, 35(120), 29-50.
Hazratian, F., Mohajeran, B., Qalavandi, H. (2021). Exploring the effect of authentic leadership and organizational bullying on occupational self-alienation with the mediating role of organizational culture. Payesh, 6. 671-686.
Hollis, L. P. (2023). Spirit murdering and mobbing: Working strategies for underrepresented minority faculty survivors of academic workplace bullying. Taboo: The Journal of Culture & Education, 21(4).
Holsti, O. R. (1969). Content analysis for the social sciences and humanities, Reading, MA: Addison-Wesley.
Homayuni, A., Hashemi Sheikh Shabani, S. I., Na'ami, A., Beshlideh, K. (2015). The relationship between organizational bullying and chronic fatigue and occupational cognitive deficits. Iran Occupational Health, 2. 1-12.
Hosseini, S. A. (2023). Awareness of bullying in schools: challenges and solutions of anti-bullying training in schools of Kurdistan province. Journal of Adolescent and Youth Psychological Studies, 4. 84-103.
Ibrahim, Y. S., Na’ibi, A. A., & Usman, S. (2021). Mobbing, organizational trust, voice and deviance behavior among environmental health and safety professionals in Nigeria. International Journal of Science and Research Archive, 2(2), 194-205.
Karatepe, R., Aygar, B. B., & Gündüz, S. (2022). The relationship between mobbing behaviors experienced by teachers and their feeling of relative deprivation. Education Quarterly Reviews, 5(1), 351-369.
Kaur, G. (2023). Targets’ coping responses to workplace bullying with moderating role of perceived organizational tolerance: A two-phased study of faculty in higher education institutions. International Journal of Environmental Research and Public Health, 20(2), 1083.
Khalili Abbasabadi, I. (2019). Exploring the relationship between management style and deviant behaviors of employees and turnover intention in the Education Organization in Mazandaran province, New Research Approaches in Management Sciences, 2(11), 1-5
Kmieciak, R. (2024). The contagious effect of bullying knowledge hiding: exploring the role of job stress and power values. Journal of Knowledge Management.
Khoshfekr Moghadam, S. (2023). Analysis of deviant behaviors in the Education Organization in Iran. The Sixth International Conference on Psychology, Educational Sciences and Social Studies, Hamedan.
Leymann, H. (1996). The content and development of mobbing at work. European Journal of Work and Organizational Psychology, 5(2), 165-184.
Martins, J. S., Simões, M., Relva, I. C., & Monteiro, A. P. (2023). Workplace mobbing. In The Palgrave Handbook of Global Social Problems. Cham: Springer International Publishing, 14(4), 1-18.
Mehmood, S., Rasool, M., Ahmed, M., Haddad, H., & Al-Ramahi, N. M. (2024). Role of workplace bullying and workplace incivility for employee performance: Mediated-moderated mechanism. Plos one, 19(1), e0291877.
Mendiratta, A., & Srivastava, S. (2023). Workplace bullying and organizational citizenship behavior: the parallel mediating effects of job satisfaction and resilience. International Journal of Emerging Markets, 18(7), 1565-1586.
Mhaka-Mutepfa, M., & Rampa, S. (2024). Workplace bullying and mobbing: autoethnography and meaning-making in the face of adversity in academia. International Journal of Qualitative Studies in Education, 37(1), 1-18.
Mir Sepasi, N., Daneshfard, A. K., Salimi, E. (2024). Pathology of the human resource management system in educational system of the Education Organization and proposing solutions. Cultural Management, 17(59), 113-125.
Mirzaei, V., Pourabbas Khader, S. (2023). Exploring the relationship between toxic leadership and turnover intention: The mediating role of bullying at workplace and job insecurity. Journal of Psychological Research in Management, 1. 175-200.
Moffat, É., Rioux, L., & Scrima, F. (2023). The Relationship between environmental bullying and turnover intention and the mediating effects of secure workplace attachment and environmental satisfaction: Implications for organizational sustainability. Sustainability, 15(15), 11905.
Mobasheri, A., Teimuri, H. (2023). Designing a model of antecedents and consequences of mobocracy in the organization. Strategic Research on Social Problems in Iran, 12 (40), 123-145.
Molavi, Z., Zarei Matin, H., Sohrabi, A. (2019). Organizational mobbing and organizational factors causing it. Journal of Organizational Behavior Studies Quarterly, 1-28.
Mousavi, S. A., Rastegari, M., Ghafari Ashtiani, P. (2022). Determining the correlation between organizational nudge and organizational mobbing with employees' job stress. Journal of Military Medicine, 3, 1132-1139.
Mousavi, S. N., Sepahvand, R.; Akbari, F., Momeni, M. (2023). The effect of bullying on job insecurity and deviant behavior of employees: Explaining the mediating role of resilience and organizational support (case study: The Law Enforcement Command of the Islamic Republic of Iran in Khorramabad County). Resource Management in Police Force, 41, 105-124.
Nouri Samarin, SH., Arshadi, N., Hashemi, S. I., Na'ami, A. (2020). The causal relationship between centralized decision-making and mobbing in the workplace with job burnout: The mediating role of organizational silence. Journal of Psychological Models and Methods, 42, 73-87.
Pourmokhtari, E., Karimi, F. (2016). The relationship between perception of reliable leadership and deviant behaviors of personnel of the Education Organization. Journal of Educational Management Innovations, 1(12), 55-68.
Rafiei, M., Barghi, I. (2018). Identifying the manifestations of deviant behavior of teachers and exploring its relationship with organizational justice. Journal of School Administration, 6(1), 189-205.
Sandelowski, M., & Barroso, J. (2006). Handbook for synthesizing qualitative research. Springer Publishing Company.
Saeidipour, B., Akbari, P., & Alizadeh, Z. (2021). The role of organizational silence and organizational mobbing on turnover intention. International Journal of Ethics and Society, 3(1), 59-69.
Sepahvand, R., Aref Nejad, M., Fathi Chegani, F., Sepahvand, M. (2021). The relationship between organizational bullying and professional ethics. Ethics in Science and Technology, 2. 73-81.
Safaei, I.; Galij, N. (2022). The effect of organizational bullying on job stress with the mediating role of conflict and job security in sports coaches. Sport Physiology and Management Investigations, 3, 39-54.
Salajeghe, S., Manzari Tavakoli, A., Zeinali, S. (2017). The relationship between ethical climate and job stress with deviant behaviors of employees and oppressive leadership. Ethics in Science and Technology, 14(3), 116-124.
Savidi, A., Nozar Pourshami, Z., Shokrollahi, A., Sakhaipour, L., (2017). Evaluation of the effect of mobbing on organizational performance. The First International Conference and the Third National Conference on Management and Humanities Research, Tehran.
Shafaei, A., Nejati, M., Omari, M., & Sharafizad, F. (2024). Inclusive leadership and workplace bullying: a model of psychological safety, self-esteem, and embeddedness. Journal of Leadership and Organizational Studies, 31(1), 41-58.
Susaraei, A., Jafari, S., Amin Bidokhti, A. (2024). Pathology of administrative bureaucracy of the Education Organization in Iran. Organizational Culture Management, 21(70), 387-400.
Teke'ei, A., Razavi Nezhad, M., Alizadeh, A. (2021). Exploring and analysis of the most important antecedents and consequences of organizational mobbing with an emphasis on the factors creating it. The Seventh International Conference on Management and Accounting Sciences, Tehran.
Tuckey, M. R., Li, Y., Neall, A. M., Chen, P. Y., Dollard, M. F., McLinton, S. S., ... & Mattiske, J. (2022). Workplace bullying as an organizational problem: Spotlight on people management practices. Journal of occupational health psychology.
Yildiz, S. M. (2021). The effect of workplace mobbing on organizational silence: Empirical results from higher education institutions. Sistemas & Gestão, 16(1), 101-108.
