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Bus drivers’ exposure to bullying at work: An occupation‐specific approach
Author(s) -
GLASØ LARS,
BELE EDVARD,
NIELSEN MORTEN BIRKELAND,
EINARSEN STÅLE
Publication year - 2011
Publication title -
scandinavian journal of psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.743
H-Index - 72
eISSN - 1467-9450
pISSN - 0036-5564
DOI - 10.1111/j.1467-9450.2011.00895.x
Subject(s) - psychology , anger , workplace bullying , context (archaeology) , job satisfaction , social psychology , human factors and ergonomics , poison control , trait , intervention (counseling) , injury prevention , suicide prevention , occupational safety and health , clinical psychology , applied psychology , environmental health , psychiatry , medicine , pathology , paleontology , biology , computer science , programming language
Glasø, L, Bele, E., Nielsen, M. B. & Einarsen, S. (2011). Bus drivers’ exposure to bullying at work: An occupation‐specific approach. Scandinavian Journal of Psychology 52 , 484–493. The present study employs an occupation‐specific approach to examine bus drivers’ exposure to bullying and their trait anger, job engagement, job satisfaction and turnover intentions. A total of 1,023 bus drivers from a large public transport organization participated in the study. The findings show that bus driving can be a high risk occupation with regard to bullying, since 70% of the bus drivers had experienced one or more acts typical of bullying during the last six months. As many as 11% defined themselves as victims of bullying, 33% of whom (i.e. 3.6% of the total sample) see themselves as victims of frequent bullying. Colleagues were most frequently reported as perpetrators. Exposure to bullying was negatively related to job engagement and job satisfaction and positively related to turnover intentions. Job engagement and job satisfaction mediated the relationship between bullying and intention to leave, respectively. Trait anger had an interaction effect on the relationship between bullying and turnover intentions. This study indicates that workplace bullying has context‐specific aspects that require increased use of context‐specific policies and intervention methods.