A1 Vertaisarvioitu alkuperäisartikkeli tieteellisessä lehdessä
Prediction of bullying at work: A data-driven analysis of the Finnish public sector cohort study
Tekijät: Ervasti Jenni, Pentti Jaana, Seppälä Piia, Ropponen Anniina, Virtanen Marianna, Elovainio Marko, Chandola Tarani, Kivimäki Mika, Airaksinen Jaakko
Kustantaja: Elsevier Ltd
Julkaisuvuosi: 2023
Journal: Social Science and Medicine
Tietokannassa oleva lehden nimi: Social Science and Medicine
Artikkelin numero: 115590
Vuosikerta: 317
DOI: https://doi.org/10.1016/j.socscimed.2022.115590
Verkko-osoite: https://doi.org/10.1016/j.socscimed.2022.115590
Rinnakkaistallenteen osoite: https://research.utu.fi/converis/portal/detail/Publication/178774500
Aim
To determine the extent to which change in (i.e., start and end of) workplace bullying can be predicted by employee responses to standard workplace surveys.
MethodsResponses to an 87-item survey from 48,537 Finnish public sector employees at T1 (2017–2018) and T2 (2019–2020) were analyzed with least-absolute-shrinkage-and-selection-operator (LASSO) regression. The predictors were modelled both at the individual- and the work unit level. Outcomes included both the start and the end of bullying. Predictive performance was evaluated with C-indices and density plots.
ResultsThe model with best predictive ability predicted the start of bullying with individual-level predictors, had a C-index of 0.68 and included 25 variables, of which 6 remained in a more parsimonious model: discrimination at work unit, unreasonably high workload, threat that some work tasks will be terminated, working in a work unit where everyone did not feel they are understood and accepted, having a supervisor who was not highly trusted, and a shorter time in current position. Other models performed even worse, either from the point of view of predictive performance, or practical useability.
DiscussionWhile many bivariate associations between socioeconomic characteristics, work characteristics, leadership, team climate, and job satisfaction were observed, reliable individualized detection of individuals at risk of becoming bullied at workplace was not successful. The predictive performance of the developed risk scores was suboptimal, and we do not recommend their use as an individual-level risk prediction tool. However, they might be useful tool to inform decision-making when planning the contents of interventions to prevent bullying at an organizational level.
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Ladattava julkaisu This is an electronic reprint of the original article. |