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Reducing the Incidence of Workplace Bullying and Mitigating Its Impact on Employee Performance

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Reducing the Incidence of Workplace Bullying and Mitigating Its Impact on Employee Performance REDUCING THE INCIDENCE OF WORKPLACE BULLYING AND MITIGATING ITS IMPACT ON EMPLOYEE PERFORMANCE MUHAMMAD MUNIR 13-arid-3856 UNIVERSITY INSTITUTE OF MANAGEMENT SCIENCES PIR MEHR ALI SHAH ARID AGRICULTURE UNIVERSITY, RAWALPINDI PAKISTAN 2019 REDUCING THE INCIDENCE OF WORKPLACE BULLYING AND MITIGATING ITS IMPACT ON EMPLOYEE PERFORMANCE by MUHAMMAD MUNIR (13-arid-3856) A thesis submitted in partial fulfillment of the requirement for degree of Doctor of Philosophy in Management Sciences UNIVERSITY INSTITUTE OF MANAGEMENT SCIENCES PIR MEHR ALI SHAH ARID AGRICULTURE UNIVERSITY RAWALPINDI PAKISTAN 2019 i ii iii iv v DEDICATION I dedicate my work effort to my father (Late) Amir Hussain, my mother, my spouse and my children (Abdullah Munir, Abdur Rafeh Munir, Amina and Ayesha) and my brothers & sisters. They always have been the greatest motivation for me. I pray that Almighty Allah bless my father’s soul in heavens. I wish them all a great life in this world and world hereafter. vi CONTENTS Page List of Tables viii List of Figures x Abbreviations xi Acknowledgment xii ABSTRACT xiv Chapter 1 INTRODUCTION 1 1.1. BACKGROUND 1 1.2. WORKPLACE BULLYING AND ITS EFFECTS 8 1.3. EMOTIONAL INTELLIGENCE 10 1.4. EMOTIONAL INTELLIGENCE ENHANCEMENT 11 1.5. EMPLOYEE PERFORMANCE 12 1.6. IDENTIFICATION OF RESEARCH PROBLEM 13 1.7. PROBLEM STATEMENT 15 1.8. RESEARCH OBJECTIVES 15 1.9. RESEARCH QUESTIONS 16 1.10. SIGNIFICANCE OF STUDY 16 1.11. DELIMITATIONS OF STUDY 21 1.12 SUMMARY OF CHAPTER 22 Chapter 2 REVIEW OF LITERATURE 23 2.1. INTRODUCTION 23 2.2. WORKPLACE BULLYING 25 2.3. TYPES OF WORKPLACE BULLYING 29 2.4. WHY PEOPLE BULLY? 31 2.5. PREVALENCE OF WORKPLACE BULLYING 36 2.6. IMPACT OF WORKPLACE BULLYING ON ORGANIZATIONS 37 2.7. IMPACT OF WORKPLACE BULLYING ON VICTIMS 40 2.8. WORKPLACE BULLYING AND EMPLOYEE PERFORMANCE 44 2.9. EMOTIONAL INTELLIGENCE AND WORKPLACE BULLYING 45 2.10. EMOTIONAL INTELLIGENCE SKILLS 47 2.11. CAN EI BE LEARNT AND ENHANCED? 48 2.12. EMPLOYEE PERFORMANCE 49 2.13. ASSOCIATION BETWEEN EI AND EMPLOYEE PERFORMANCE 49 vii 2.14. BULLYING INTERVENTION IN THE WORKPLACE 51 2.15. INTERVENTION STRATEGIES FOR WORKPLACE BULLYING 52 2.16. CONCEPTUAL FRAMEWORK 56 2.17. THEORETICAL SUPPORT FOR THIS STUDY 56 Chapter 3 MATERIALS AND METHODS 58 3.1. POPULATION 58 3.2. SAMPLING FRAME AND SAMPLE SIZE 59 3.3. INTERVENTIONS IN THE EXPERIMENTS 60 3.4. RESEARCH DESIGN 61 3.5. COMPLIANCE WITH ETHICAL STANDARDS 62 3.6. PROCEDURE 63 3.7. MEASUREMENTS 73 3.8. DATA ANALYSIS SOFTWARE AND TECHNIQUES 73 3.9. CONSTRUCTS OF THE STUDY 73 3.10. SUMMARY OF CHAPTER 76 Chapter 4 RESULTS AND DISCUSSION 77 4.1. STAGES OF THE STUDY 77 4.2. SEQUENCE OF THE STUDY 77 4.3. STAGE 1: PRETEST 78 4.4. STAGE 2: TREATMENT OF BULLY GROUP 90 4.5. WILCOXON SIGNED RANKS TEST 96 4.6. STAGE 3: TREATMENT OF VICTIM GROUP 99 4.7. PAIRED SAMPLE T-TEST 110 4.8. CONTROL VARIABLES 114 4.9. MODERATING EFFECT OF EMOTIONAL INTELLIGENCE ON EMPLOYEE PERFORMANCE-PRETEST STAGE 118 4.10. MODERATING EFFECT OF EMOTIONAL INTELLIGENCE ON EMPLOYEE PERFORMANCE-POSTTEST STAGE 120 4.11. COMPARATIVE MODERATING EFFECT AT PRE-TEST AND POSTTEST 121 4.12. ACCEPTANCE/REJECTION OF HYPOTHESES 122 4.13. SUMMARY OF FINDINGS 123 4.14. DISCUSSION OF RESULTS 124 4.15. LIMITATIONS AND FUTURE RESEARCH DIRECTIONS 129 viii 4.16. RECOMMENDATIONS 131 SUMMARY 132 LITERATURE CITED 134 ANNEXURES 175 APPENDICES 222 ix List of Tables Table No. Page 2.1: Organizational impacts of workplace bullying 40 3.1: One group pretest-posttest design 61 3.2: Bully group and stages of change 66 3.3: Pros and cons of ceasing bullying behavior 68 4.1: Bullies’ group 79 4.2: Demographics of bullies’ group 80 4.3: Personality traits of bullies’ group 82 4.4: Victims’ group 83 4.5: Demographics of victims’ group 87 4.6: Personality traits of victims’ group 89 4.7: Pre-training identification of stage of change 90 4.8: Case processing summary 92 4.9: Skewness and kurtosis 93 4.10: Tests of normality 95 4.11: Descriptive statistics 96 4.12: Signed ranks 97 4.13: Test statistics 97 4.14: Employee performance and emotional intelligence of identified victims 99 4.15: Skewness and kurtosis 105 4.16: Normality tests 107 4.17: Homogeneity of variances 108 4.18: Homogeneity of variances 109 4.19: Paired samples test 110 4.20: Paired samples test 111 4.21: Gender as control variable 115 4.22: Gender as control variable 116 4.23: Marital Status as control variable 116 4.24: Education as control variable 117 4.25: Job Experience as control variable 118 4.26: Impact of bullying on employee performance with moderating role of EI at pre-intervention implementation 118 4.27: Statistics for moderator variable-pre-interventions 119 x 4.28: Impact of bullying on employee performance with moderating role of EI at post-intervention implementation 120 4.29: Statistics for moderator variable-post interventions 120 4.30: Conditional effects of the focal predictor at values of the moderator 121 4.31: Status of hypotheses 123 xi List of Figures Figure No. Page 2.1: Multiplier effect of workplace bullying on employee performance 44 2.2: Intervention strategies to overcome workplace bullying 55 2.3: Theoretical framework 56 4.1: Histogram for bullies’ group-pre-intervention 94 4.2: Histogram for bullies’ group-post-intervention 95 4.3: Trend line for workplace bullying incidence-pre-intervention 98 4.4: Trend line for workplace bullying incidence-post-intervention 98 4.5: Trend line for workplace bullying incidence-comparison 99 4.6: Histogram for victims’ group-pre-intervention 106 4.7: Histogram for victims’ group-post-intervention 107 4.8: Trend line for pre-EI interventions implementation stage 112 4.9: Trend line for post-EI interventions implementation stage 113 4.10: Trend line for emotional intelligence-comparison 113 xii ABBREVIATIONS EI: Emotional Intelligence TTM: The Transtheoretical Model NAQ-R: Negative Acts Questionnaire-Revised ANOVA: Analysis of Variance xiii ACKNOWLEDGEMENT Being a Muslim, I consider it my utmost duty to express my deep gratitude to Almighty Allah, the Compassionate and Merciful, Who gave me health and opportunity to complete this study. I offer my humble thanks from the core of my who is my hero, a role model and a ,(ﷺ) heart to the Holy Prophet Muhammad source of guidance and knowledge for entire humanity. I pay deep gratitude to my Supervisor, Professor Dr. Rauf I Azam, Vice Chancellor, University of Education Lahore, for his continuous encouragement, scholarly guidance, timely help, sympathetic attitude and exclusive cooperation throughout my doctoral program in Management Sciences. I acknowledge his scholarly contributions to my study and gratitude him for the patience he showed on all my queries and needs. He always remained and will also remain a source of inspiration and motivation for me. Without his kind help, I could not have completed conduct of this research and consequent report writing. I am really very grateful to him in every possible way. I hope that this collaboration will also continue in future. No doubt, without his kind guidance and contribution, this study would not have been possible. I extend deep gratitude to the member of my Supervisory Committee, Dr. Hassan Rasool, Assistant Professor, Pakistan Institute of Development Economics (PIDE) Islamabad. He helped me in addressing methodological issues rigorously. I could not have completed this experimental study without his help, guidance, and scholarly contribution. I extend deep gratitude to the member of my Supervisory Committee, Dr. Farida Faisal, Director, University Institute of Management Science, PMAS- Arid Agriculture University Rawalpindi. She always helped me in all matters regarding my dissertation and academia. She promptly responded and guided me in completing the write up of my doctoral dissertation. I pay my gratitude to her for her valuable efforts towards successful completion of my doctoral dissertation. I extend deep gratitude to Professor Dr. Hassan Mobeen Alam, Principal, Hailey College of Commerce, University of the Punjab Lahore who supervised my dissertation in masters (MS) program. During his supervision, I xiv learnt a lot from him and this was the point where my aptitude for research was flourished. As doctoral research is not an easy task, a lot of people helped me out of which I want to mention some of them and pay my gratitude to them. They include Dr. Muhammad Farooq Nasir, Deputy Director DAS, Arid Agriculture University Rawalpindi for his continuous encouragement and guidance regarding dissertation especially EndNote usage; Mr. Muhammad Shahzad Ijaz, PhD Scholar, Capital University of Science and Technology Islamabad, who helped me a lot in selecting appropriate type of test for the experiments; Dr. Majid Mehmood Bagram, Associate Professor, Allama Iqbal Open University (AIOU) Islamabad; Mr. Abdul Rehman Jami, Principal, Government Institute of Commerce, Shabbir Lane, Rawalpindi; Mr. Hammad Tariq Janjua and Mr. Atif Farooq Solangi, Allama Iqbal Open University (AIOU) Islamabad who helped me in obtaining various copy righted study materials from United States of America (USA); Syed Haider Abbas, Director Strategic Planning, Fanatix Corporate Solutions (Pvt.) Limited, Islamabad, Mr. Shahid Ghufran, GIS Analyst, UAE and Muhammad Farooq for their generous financial support regarding purchase of various materials; Dr. Arshad Ahmad Nashad, Associate Professor, Urdu Department, AIOU; Mrs. Iffat Perveez (Late) Incharge Editing Cell, AIOU Islamabad for translation of scales into Urdu language; and Mr. Muhammad Ayas, Editing Cell, AIOU Islamabad for auxiliary help and support. I am also thankful to my dear students; Mr. Saad Ali and Mr. Adeel Iqbal (MS, Management Sciences) who helped &assisted me during the experiments.
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