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ORIGINAL RESEARCH article

Front. Psychol.
Sec. Organizational Psychology
Volume 15 - 2024 | doi: 10.3389/fpsyg.2024.1293610

Nothing Personal, it's the Organization! Links between Organizational Culture, Workplace Bullying, and Affective Commitment

Provisionally accepted
Eleanna Galanaki Eleanna Galanaki 1Nancy Papalexandris Nancy Papalexandris 1Irene Zografou Irene Zografou 1Nikolaos Pahos Nikolaos Pahos 2*
  • 1 Athens University of Economics and Business, Athens, Attica, Greece
  • 2 Delft University of Technology, Delft, Netherlands

The final, formatted version of the article will be published soon.

    Extensive attention in organizational research has been dedicated to workplace bullying, primarily focusing on its frequency and impact on both the victim and the bully, emphasizing interpersonal dynamics. This study extends current research by shifting the focus to the organizational level, examining the relationship between organizational culture and affective commitment, mediated by workplace bullying. Utilizing data from two surveys (N=650 in 2012 and N=553 in 2017), the study reveals that dimensions of organizational culture, such as assertiveness, performance orientation, and ingroup collectivism significantly influence workrelated workplace bullying. Performance orientation and assertiveness are positively associated with increased bullying, whereas ingroup collectivism serves as a deterrent. In turn, workrelated bullying negatively impacts affective commitment, while a culture characterized by high ingroup collectivism not only links negatively with bullying but also links positively with affective commitment. This work is one of the first studies to investigate the interplay among several dimensions of organizational culture, workplace bullying, and affective commitment, underscoring the importance of supportive organizational cultures in fostering healthy work environments.

    Keywords: workplace bullying, Organizational Culture, Affective commitment, negative acts questionnaire, Globe project, SEM, Repeated survey

    Received: 13 Sep 2023; Accepted: 04 Sep 2024.

    Copyright: © 2024 Galanaki, Papalexandris, Zografou and Pahos. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.

    * Correspondence: Nikolaos Pahos, Delft University of Technology, Delft, Netherlands

    Disclaimer: All claims expressed in this article are solely those of the authors and do not necessarily represent those of their affiliated organizations, or those of the publisher, the editors and the reviewers. Any product that may be evaluated in this article or claim that may be made by its manufacturer is not guaranteed or endorsed by the publisher.