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Workplace Bullying and Work Engagement: A Self-Determination Model
Alan K Goodboy1, Matthew M Martin1, San Bolkan2
1West Virginia University, Morgantown, USA.
Journal of Interpersonal Violence
|January 4, 2018
Summary
Workplace bullying harms work engagement by undermining employees' basic psychological needs and intrinsic motivation. This study shows bullying indirectly reduces engagement, affecting vigor, dedication, and absorption.
Area of Science:
- Organizational Psychology
- Workplace Behavior
- Motivation Science
Background:
- Workplace bullying negatively impacts employee well-being and job performance.
- Self-determination theory posits that fulfilling basic psychological needs (autonomy, competence, relatedness) is crucial for intrinsic motivation and engagement.
Purpose of the Study:
- To model the motivational mechanisms linking workplace bullying to decreased work engagement.
- To examine the serial mediating roles of basic psychological needs and intrinsic motivation in this relationship.
Main Methods:
- A quantitative study utilizing serial multiple mediation models.
- Data collected from a sample of 243 full-time employees.
Main Results:
- Workplace bullying was found to indirectly decrease work engagement (vigor, dedication, absorption).
- This indirect effect was serially mediated by the denial of basic psychological needs and intrinsic motivation.
- Specifically, bullying thwarted autonomy and relatedness needs, diminishing motivation.
Conclusions:
- Workplace bullying disengages employees by undermining their fundamental psychological needs and intrinsic drive.
- Findings support self-determination theory in the context of workplace bullying.
- Interventions should focus on fostering psychological needs to mitigate bullying's negative impact on engagement.
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