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The Effect of Bullying Behavior on the Degree of Trust in the Workplace in Taiwan
Yael Yulia Moskovich
Yael Yulia Moskovich
|Issue Date: ||2014-07-21 15:40:31 (UTC+8)|
Purpose: This study examines the association between the prevalence of bullying behavior and the degree of trust in the Taiwanese workplace as it is perceived by employees and managers across a variety of organizations and sectors.
Background: Bullying behavior occurs when someone at work is systematically subjected to aggressive behavior from one or more colleagues or superiors over a long period of time, in a situation where the target finds it difficult to defend him or herself or to escape the situation. Previous research on the bullying behavior phenomenon focused on the causes of bullying, the psychosocial factors at work, the organizational costs, the personality of the victim and the health outcomes.
Methodology: 180 online questionnaire survey responses were collected among Taiwanese employees and managers in various organizations from the private, public and NGO sectors. The responses were divided into two sample groups; 146 employees and 34 managers.
Results summary: The first hypothesis predicted that there is a negative correlation between bullying behavior and trust in the workplace. This hypothesis was confirmed among employees and refuted among managers since their correlation was positive. The second hypothesis was that the immediate supervisor is the most significant factor of bullying behavior in the workplace. This hypothesis was confirmed with 38.9% of the managers and employees reported that they were subjected to a behavior that can be defined as bullying behavior. In addition, the immediate manager is the main source of this behavior, and then coworker and senior manager. The Third hypothesis was that women are more prone to being bullied than men and their degree of trust in the workplace is lower than men. Among employees there was no significant difference between men and women with bullying behavior, however women’s degree of trust in the workplace was lower than men’s. .As for the managers there was not a significant difference between men and women in regard to either bullying behavior or trust.
Conclusions: The study results were significant and revealed a link between bullying behavior and trust in the Taiwanese workplace. However, organizations can take measurements to prevent and eliminate bullying behavior, and also raise the level of trust of the employees in the organization and prevent unwanted organizational costs.
Key words: Bullying, Harassment, Work environment, Trust, Taiwan.
1. Introduction 1
2. Literature Review 5
2.1. Organizational Trust 6
2.2. The Effects of Workplace Bullying 7
2.3. Leadership and Bullying 8
2.4. Manager – Employee Trust 9
2.5. Manager- Employee Relationships and Bullying 9
2.6. Bullying and Gender 11
3. Methodology 13
3.1. Research Procedure and Data Collection 13
3.2. Sample Population 13
3.3. Research Tools 17
3.3.1. The Dependent Variable: Trust in the Workplace 17
3.3.2. Independent Variable: Bullying Behavior 17
3.3.3. Demographic and Employment Variables 18
4. Findings 19
4.1. First Hypothesis Testing 19
4.1.1. First Hypothesis Testing- The Employees Sample 19
4.1.2. First Hypothesis Testing- The Managers Sample 21
4.2. Second Hypothesis Testing 24
4.3. Third Hypothesis Testing 26
4.3.1. Third Hypothesis Testing- The Employees Sample 26
4.3.2. Third Hypothesis Testing- The Managers Sample 33
4.4. Additional Findings 38
4.4.1. Additional Findings- The Employees Sample 38
4.4.2. Additional Findings - The Managers Sample 39
5. Discussion 41
6. Research Limitations 48
7. Recommendations for Future Research 49
8. Recommendations for Managers and Organizations 50
9. Conclusion 53
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|Source URI: ||http://thesis.lib.nccu.edu.tw/record/#G1019330341|
|Data Type: ||thesis|
|Appears in Collections:||[國際經營管理英語碩士學程IMBA] 學位論文|
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