Displaying all 2 publications

Abstract:
Sort:
  1. Kwan SSM, Tuckey MR, Dollard MF
    PLoS One, 2020;15(1):e0223235.
    PMID: 31971942 DOI: 10.1371/journal.pone.0223235
    Workplace bullying is a significant cause of stress at work. Existing studies, primarily based on Western-oriented frameworks and instruments, have largely overlooked the role of culture. This oversight questions whether understandings generated from those studies can be generalised to employees working in Eastern countries, which differ on important cultural dimensions. To date, there is no Eastern-based instrument for measuring workplace bullying. In two studies, we developed and validated such a measure: the Malaysian Workplace Bullying Index (MWBI). Study 1 entailed a content validation of bullying behaviours via written records (diaries) completed by Malaysian bullying victims. The 19 validated behaviours formed the basis of Study 2, with additions from the wider literature. Study 2 used survey data collected at three time-points from Malaysian employees exposed to bullying at work. The final result was an 18-item scale with two nine-item factors: work-related bullying and person-related bullying. Overall, the MWBI is a psychometrically sound measure of workplace bullying in Eastern workplaces.
  2. Tan MPC, Kwan SSM, Yahaya A, Maakip I, Voo P
    J Occup Health, 2020 Jan;62(1):e12192.
    PMID: 33368878 DOI: 10.1002/1348-9585.12192
    OBJECTIVES: Workplace sexual harassment is a prominent issue in Malaysia. Although the subject of sexual harassment has been researched for over two decades, information on how organizations could effectively prevent workplace sexual harassment is limited. The researchers investigated the importance of organizational climate for psychosocial safety of workplace sexual harassment prevention.

    METHODS: Purposive random sampling was utilized to recruit participants in the study. Semi-structured interviews were then conducted with Malaysian employees (N = 20) from various organizations. The study applied the Grounded Theory Approach (Glaser & Strauss, 1976) to identify the participants' coping strategies in dealing with sexual harassment that occurred at their workplace.

    RESULTS: The interviews revealed that both genders were potential victims or witnesses of workplace sexual harassment. Since many Malaysian organizations do not implement any workplace sexual harassment prevention, most of the victims and witnesses tend to use passive self-coping approaches. Typically, policy and guidelines implementation would encourage employees to voice their concerns; however, we discovered that participants' motivation to use active coping strategies depended on organizational role rather than the policy and guidelines implementation. Surprisingly, we also found out that participants from zero policy organizations used active coping strategies when the sexual harassment reached intolerable levels.

    CONCLUSION: Organizations play a critical role in helping and supporting both victims and witnesses deal with sexual harassment at the workplace. Organizational climate for psychosocial safety is therefore crucial in the primary and secondary prevention of sexual harassment at work.

Related Terms
Filters
Contact Us

Please provide feedback to Administrator (afdal@afpm.org.my)

External Links