Date of Graduation

Spring 2017

Degree

Master of Science in Psychology

Department

Psychology

Committee Chair

Carol Shoptaugh

Abstract

Bullying in the workplace is a difficult construct to define. Research has largely used questionnaires developed based upon the inclusion of self-reported incidents rather than a theoretical model of the construct. This study utilized a six dimension model (emotional abuse, professional discredit and denigration, control and manipulation of information, control-abuse of working conditions, isolation, and devaluation of the role in the workplace). Items from the most frequently used bullying and incivility scales were presented to participants and factor analyzed to determine if the model could be reproduced. Convergent validity was assessed by examining the relationship with known correlates, job satisfaction and stress. The model was largely supported. No items from any scale loaded on the isolation dimension, indicating a need for the development of items that tap into the dimension. All subscales had adequate reliability and significantly negatively correlated with job satisfaction and significantly positively correlated with stress. Linear regression analyses indicated four dimensions of the scale (emotional abuse, discredit and denigration, control and manipulation of information, and devaluation of roles predicting stress) explained unique variance in perceived stress. Only the emotional abuse subscales and the devaluation of the role in the workplace category explained unique variance in job satisfaction. A solid measuring tool allows for internal assessment that would trigger intervention

Keywords

workplace bullying, psychological capital, stress, job satisfaction, scale validation

Subject Categories

Psychology

Copyright

© Brooke Bengel

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