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Conflict frequency as predictor of negative acts and being a target or perpetrator of bullying two years later.

Hogh, Annie; Mikkelsen, Eva Gemzøe; Hansen, Åse Marie; Persson, Roger LU and Conway, Paul M (2017) EAWOP 2017
Abstract (Swedish)
Conflict in organizations
Bullying and harassment
Th-SYM-655-6
Conflict frequency as predictor of negative acts and being a target or perpetrator of bullying two years later.
A. Hogh 1,*, E. G. Mikkelsen 2, Å. M. Hansen 3 4, R. Persson 5, P. M. Conway 6
1Department of Psychology, University of Copenhagen, Copenhagen, 2Gemzoe Consult, Aarhus, 3Public Health, UNIVERSITY OF COPENHAGEN, 4National Research Centre for the Working Environment, Copenhagen, Denmark, 5Psychology, University of Lund, Lund, Sweden, 6Psychology, UNIVERSITY OF COPENHAGEN, Copenhagen, Denmark
Abstract
Main Abstract Content: Purpose
To investigate the association between conflict frequency and bullying at T1 and T2, moderation of individual conflict management styles and mediation of negative acts.
Methodology
Data from the Workplace Bullying and Harassment cohort (2006-2008) were analysed cross-sectionally (n=3363) and longitudinally (n=1664). Measures: conflict frequency; three individual conflict management styles (Active-Constructive, Active-Destructive and Passive-Avoiding); the Negative Acts Questionnaire; being a target or perpetrator of bullying. All analyses were adjusted for gender, age, workplace fairness and supervisor’s conflict solving abilities.
Results
Cross-sectional findings: Higher conflict... (More)
Main Abstract Content: Purpose
To investigate the association between conflict frequency and bullying at T1 and T2, moderation of individual conflict management styles and mediation of negative acts.
Methodology
Data from the Workplace Bullying and Harassment cohort (2006-2008) were analysed cross-sectionally (n=3363) and longitudinally (n=1664). Measures: conflict frequency; three individual conflict management styles (Active-Constructive, Active-Destructive and Passive-Avoiding); the Negative Acts Questionnaire; being a target or perpetrator of bullying. All analyses were adjusted for gender, age, workplace fairness and supervisor’s conflict solving abilities.
Results
Cross-sectional findings: Higher conflict frequency was significantly associated with more negative acts and a higher risk of being a target or perpetrator. Among those higher in Passive-Avoidant conflict management style, there was a stronger association of conflict frequency with both negative acts and being a target or perpetrator.
Longitudinal findings: Higher conflict frequency (T1) was associated with more negative acts (β=0.23, p<.001) and higher risk of being a target (β=0.13, p<.001) or perpetrator (β=0.11, p<.001) (T2). Passive-Avoidant conflict management style enhanced the association between conflicts and being a target of bullying (β=0.18, p<.01). The association between conflicts (T1) and being target or perpetrator (T2) was mediated by negative acts (T1).
Limitations
The associations were significant only in the cross-sectional analyses and in longitudinal analyses not adjusted for baseline levels of the outcome: Inferences about causality should be cautious.
Practical implications
Implementation of conflict management strategies should focus on the Active-Constructive style.
Value: This is the first study testing 2-year associations between conflicts and bullying with negative acts as a mediator. (Less)
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author
organization
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Contribution to conference
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conference name
EAWOP 2017
language
English
LU publication?
yes
id
87195d7b-b2c1-42ff-9326-8f4c9553d181
date added to LUP
2017-05-19 20:30:01
date last changed
2017-06-16 10:10:54
@misc{87195d7b-b2c1-42ff-9326-8f4c9553d181,
  abstract     = {Main Abstract Content: Purpose<br>
To investigate the association between conflict frequency and bullying at T1 and T2, moderation of individual conflict management styles and mediation of negative acts.  <br>
Methodology<br>
Data from the Workplace Bullying and Harassment cohort (2006-2008) were analysed cross-sectionally (n=3363) and longitudinally (n=1664). Measures: conflict frequency; three individual conflict management styles (Active-Constructive, Active-Destructive and Passive-Avoiding); the Negative Acts Questionnaire; being a target or perpetrator of bullying. All analyses were adjusted for gender, age, workplace fairness and supervisor’s conflict solving abilities.<br>
 Results<br>
Cross-sectional findings: Higher conflict frequency was significantly associated with more negative acts and a higher risk of being a target or perpetrator. Among those higher in Passive-Avoidant conflict management style, there was a stronger association of conflict frequency with both negative acts and being a target or perpetrator.<br>
Longitudinal findings: Higher conflict frequency (T1) was associated with more negative acts (β=0.23, p&lt;.001) and higher risk of being a target (β=0.13, p&lt;.001) or perpetrator (β=0.11, p&lt;.001) (T2). Passive-Avoidant conflict management style enhanced the association between conflicts and being a target of bullying (β=0.18, p&lt;.01). The association between conflicts (T1) and being target or perpetrator (T2) was mediated by negative acts (T1).<br>
Limitations<br>
The associations were significant only in the cross-sectional analyses and in longitudinal analyses not adjusted for baseline levels of the outcome: Inferences about causality should be cautious.<br>
Practical implications<br>
Implementation of conflict management strategies should focus on the Active-Constructive style.<br>
Value: This is the first study testing 2-year associations between conflicts and bullying with negative acts as a mediator.},
  author       = {Hogh, Annie and Mikkelsen, Eva Gemzøe and Hansen, Åse Marie and Persson, Roger and Conway, Paul M},
  language     = {eng},
  month        = {05},
  title        = {Conflict frequency as predictor of negative acts and being a target or perpetrator of bullying two years later.},
  year         = {2017},
}