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The Relationship between mobbing and paternalistic leadership: perception of generation Y’s

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2015
Şahin, Gizem Suzan
Leyman introduced the term mobbing as a severe form of harassment in organizations in the1980’s based on research conducted in Sweden (Leymann, 1996). Research trying to explain the causes of bullying has two main focuses: personality of the victim/target and psychosocial work environment (Coyne, Seigne, & Randall, 2000). Research focusing on the victim’s personality characteristics is based on the premise that an individual is predisposed to be bullied due to some specific individual attributes. On the other hand, studies focusing on psychosocial work environment suggest that bullying occurs in a generally stressful psychological work environment (Lind, Glaso, Pallesen, & Einarsen, 2009). The main purpose of the present study was to investigate how mobbing perception influenced job attitudes as critical outcome variables. Moreover, it was hypothesized that job-related and supervisory factors, a psychological work environment factor, could cause experience of mobbing. That is, negative aspects of paternalistic leadership were predicted to cause mobbing perceptions. Job-related factors were proposed to have a moderating effect on this relationship. Lastly, moderating roles of generational cohort and core self-evaluations on mobbing-outcome relationships were tested. Findings of the study provided support for the negative effect of mobbing on job-related attitudes. Moreover, core self-evaluations moderated the effect of mobbing on organizational commitment and turnover intentions. On the other hand, paternalistic leadership dimensions did not have an influence of mobbing perceptions. Similarly, the job-related factors and generational cohort were not found to moderate the relationship between negative aspects of paternalistic leadership and mobbing perceptions. The results and implications of the study were discussed and limitations of the study were addressed.