Locus of Control Moderates the Relationship Between Exposure to Bullying Behaviors and Psychological Strain.

Workplace bullying is regarded as one of the most devastating stressors at work for those targeted, and the bullying-mental health relationship is well-documented in the literature, even under lower levels of exposure. However, less is known about when and for whom these negative behaviors have more effect. Perceived control over outcomes in life (i.e., internal locus of control) has normally been related to good health and well-being, while relying on chance and/or powerful others (i.e., external locus of control) have been related to stress and poor health. In situations with reduced individual control like bullying, however, these mechanisms may act differently. Hence, the aim of the present study was to investigate whether internal and external locus of control, respectively, moderates the bullying-mental health relationship. Data were gathered in 2014-2015 from 1474 Russian employees (44% response rate), and analyzed using Mplus and SEM modeling. Included measurement scales were the Negative Acts Questionnaire-Revised, the General Health Questionnaire-12, and Levenson's Locus of Control scale. Although the prevalence of high intensity bullying was low, the results showed the expected positive relationship between exposure to bullying behaviors and psychological strain. Furthermore, this relationship was moderated by locus of control. In line with our expectations, internal locus of control did not have the generally assumed positive effect on strain when exposed to bullying behaviors. On the other hand, external locus of control seems relatively beneficial when facing bullying behaviors. The results of this study thus support that exposure to bullying and its associated behaviors are unique stressors where personal characteristics seem to play a different role than normally expected when facing other kinds of stressors.

Bullying at work: Cognitive appraisal of negative acts, coping, wellbeing, and performance.

The negative outcomes of experiencing workplace bullying are well documented, but a strong theoretical explanation for this has been relatively neglected. We draw on cognitive appraisal theory to suggest that individuals' appraisals of and responses to negative acts at work will moderate the impact of said acts on wellbeing and performance outcomes. In a large study (N = 3,217) in Southeast Asia, we examine moderators in the form of (a) the extent to which individuals identify themselves as being bullied and (b) the coping strategies that individuals use to deal with negative acts. We find that these factors do moderate the impact of experiencing negative acts, in particular work-related negative acts. When individuals are subject to work-related negative acts but do not see themselves as being bullied they report higher levels of performance than those who do identify themselves as being bullied. Problem-focused coping was found to be effective for those sometimes targeted, but for persistent targets was detrimental to wellbeing. The present research has important implications for bullying research in examining factors that contribute to outcomes of bullying. (PsycINFO Database Record