Workplace bullying and interpersonal conflicts: the moderation effect of supervisor�s power

• Autores: Alicia Arenas Moreno, José M. León-Pérez, Lourdes Munduate Jaca, Francisco José Medina Díaz
• Localización: International Journal of Social Psychology, Revista de Psicología Social, ISSN-e 1579-3680, ISSN 0213-4748, Vol. 30, Nº 2, 2015, págs. 295-322
• Idioma: inglés
• DOI: 10.1080/21711976.2015.1016753
• Texto completo no disponible (Saber más ...)
• Resumen
  • español

    El acoso laboral ha sido considerado como la fase final de un conflicto prolongado en el tiempo en el que hay un desequilibrio de poder entre las partes implicadas y existen problemas de tipo relacional y emocional. Este estudio pretende explorar el rol de la percepción del empleado de las bases de poder de su supervisor en la relación entre conflicto (conflictos de tarea y de relación) y el acoso en el lugar de trabajo. Se llevó a cabo un estudio transversal mediante cuestionario (N = 211). Los resultados respaldan un modelo de mediación moderada en el que el conflicto de relación estaría mediando la asociación entre el conflicto de tarea y el acoso en el lugar de trabajo y apuntan a un posible proceso de escalamiento del conflicto en las situaciones de acoso. Además, establecer bases de poder personal ayudaría a reducir la intensidad del vínculo entre conflictos de tarea y de relación y, a su vez, el acoso laboral. En cambio, el establecimiento de bases de poder relacionadas con el puesto o estatus jerárquico no estaría relacionado con dicho vínculo. Finalmente, se discuten las implicaciones prácticas para la prevención del acoso

  • English

    Workplace bullying is considered the final stage of a prolonged conflict where there is a power imbalance between the affected parties and where emotional and relational problems exist. Thus, this study aims to explore the role of employee perceptions about the supervisor�s power bases on the relationship of conflict (i.e., task and relationship conflicts) and bullying at work. A cross-sectional survey study was conducted (N = 211). Results support a moderated-mediation model in which relationship conflict mediates the association between task conflict and workplace bullying, suggesting a conflict escalation process in bullying situations. In addition, establishing personal power bases seems to reduce the intensity of the link between task conflict and relationship conflict and, in turn, workplace bullying, whereas establishing positional power bases was not related to this association. Practical implications for bullying prevention are discussed

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