| 1. |
- Conway, Paul Maurice, et al.
(författare)
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Optimal Cut-Off Points for the Short-Negative Act Questionnaire and Their Association with Depressive Symptoms and Diagnosis of Depression
- 2018
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Ingår i: Annals of Work Exposures and Health. - : Oxford University Press (OUP). - 2398-7308 .- 2398-7316. ; 62:3, s. 281-294
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Tidskriftsartikel (refereegranskat)abstract
- Objectives: The behavioural experience method has been extensively used in the literature for the measurement of potential bullying behaviours at work. However, this approach presents limitations when used to classify respondents as targets or non-targets of workplace bullying. Therefore, the present study aimed to: (i) identify optimal cut-off points, reflecting a possible subjectively experienced exposure to occasional and frequent workplace bullying, for the 9-item Short Negative Act Questionnaire (S-NAQ), and (ii) examine the criterion validity of these cut-off points in relation to depressive symptoms and diagnosis of depression.Methods: The study was based on a sample of 4882 participants from the Danish MODENA cohort study (year 2011), which included both the S-NAQ (score range 9-45) and a one-item measure applying the self-labelling method with a definition to assess occasional and frequent workplace bullying. We employed receiver operating characteristic (ROC) curve analyses to derive the cut-off points for the S-NAQ. Based on these cut-off points, we created a new S-NAQ variable with three levels of exposure (i.e. 'not exposed', 'first threshold', and 'second threshold') and tested its criterion validity in relation to depressive symptoms (N = 4071) and diagnosis of depression (N = 4844).Results: The S-NAQ cut-off points obtained were ≥12 and ≥16 when using occasional and frequent bullying as reference standards, respectively. Both cut-off points showed high classification accuracy (area under the curve = 0.89 and 0.93) as well as good sensitivity (84.8% and 88.0%) and specificity (77.4% and 94.7%). In the adjusted linear regression analyses, both the first (B = 0.78, 95% confidence interval [CI] = 0.66-0.90) and the second threshold of exposure (B = 1.65, 95% CI = 1.44-1.86) were significantly associated with depressive symptoms. In the adjusted logistic regression analyses, both the first (odds ratio [OR] = 3.55, 95% CI = 1.98-6.38) and the second threshold of exposure (OR = 5.90, 95% CI = 2.93-11.88) were significantly associated with diagnosis of depression.Conclusions: The two cut-off points for the S-NAQ identified in this study showed a significant association with both depressive symptoms and diagnosis of depression. However, future prospective studies are needed to establish the predictive validity of the proposed cut-off points.
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| 2. |
- Conway, Paul Maurice, et al.
(författare)
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Workplace bullying and risk of suicide and suicide attempts : A register-based prospective cohort study of 98 330 participants in Denmark
- 2022
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Ingår i: Scandinavian Journal of Work, Environment and Health. - : Scandinavian Journal of Work, Environment and Health. - 0355-3140 .- 1795-990X. ; 48:6, s. 425-434
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Tidskriftsartikel (refereegranskat)abstract
- Objectives: The aim of this study was to analyze whether individuals reporting exposure to workplace bullying had a higher risk of suicidal behavior, including both suicide attempt and death by suicide, than those not reporting such exposure. Methods: Using a prospective cohort study design, we linked data from nine Danish questionnaire-based surveys (2004–2014) to national registers up to 31 December 2016. Exposure to workplace bullying was measured by a single item. Suicide attempts were identified in hospital registers and death by suicide in the Cause of Death Reg-ister. Among participants with no previous suicide attempts, we estimated hazard ratios (HR) and 95% confidence intervals (CI), adjusting for sex, age, marital status, socioeconomic status, and history of psychiatric morbidity. Results: The sample consisted of 98 330 participants (713 798 person-years), 63.6% were women, and the mean age was 44.5 years. Of these participants, 10 259 (10.4%) reported workplace bullying. During a mean follow-up of 7.3 years, we observed 184 cases of suicidal behavior, including 145 suicide attempts, 35 deaths by suicide and 4 cases that died by suicide after surviving a suicide attempt. The fully-adjusted HR for the association between workplace bullying and suicidal behavior was 1.65 (95% CI 1.06–2.58). The HR for suicide attempts and death by suicide were 1.65 (1.09–2.50) and 2.08 (0.82–5.27), respectively. Analyses stratified by sex showed a sta-tistically significant association between workplace bullying and suicidal behavior among men but not women. Conclusions: The results suggest that exposure to workplace bullying is associated with an elevated risk of suicidal behavior among men.
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| 3. |
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| 4. |
- Jönsson, Sandra, et al.
(författare)
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Witnessing workplace bullying : antecedents and consequences of the organizational and social work environment
- 2019
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Workplace bullying (WB) is a highly negative experience that has consequences and costs for the individual, the organisation and society. It is a severe and widespread problem as approximately 9% of the Swedish working population have experienced bullying. Previous research on WB has primarily focused on either the targets or the perpetrators. This implies that one important actor has been neglected, the bystander. We maintain that there is a need to shift focus from the individuals who are directly involved in a negative situation to the bystanders and the organisational setting. The aim of the study is to investigate the complex situation of WB with focus on the bystanders. The results from a pilot-study-questionnaire, (3885 respondents, random sample of individuals between 25 and 65 years, response rate 42%) indicate that the situations for targets and witnesses are quite similar regarding the following organisational factors: support from supervisors and colleagues, social climate, well-being, work engagement, intention to quit and work ability. In order to get a deeper understanding of the phenomena, our aim is to analyse the organisational context in relation to WB and bystanders’ behaviour using a mixed method approach. The JD-R theory, the theory of Psychosocial Safety Climate, and a gender perspective will form the theoretical framework. This study contributes with new knowledge about WB, bystanders’ behaviour and their relation to the work environment. This knowledge can be applied by managers and organisations in their preventive work.
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