Psychosocial safety climate and workplace bullying as predictors
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19th Learning EB Scholarly Presentation of WorkPlace Bullying
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Psychosocial safety climate and workplace bullying as predictors
- 1. Psychosocial Safety Climate and Workplace Bullying as Predictors of Turnover Intentions among BPO Employees: A Basis for a Work Enhancement Program Alethea Patricia L. del Castillo M.A. in I/O Psychology
- 2. Definition of Terms • Business Processing Outsourcing (BPO) - hiring an external or a third party contractor to do the services for the organization that was previously done in-house (Snell & Bohlander, 2010; Nag, 2004; Belcourt, 2006). • Psychosocial Safety Climate (PSC) - a shared perception of organizational policies, practices and procedures for the protection of workers’ psychological health and safety (Law et al., 2011; Dollard & Bakker, 2010; Hall et. al., 2010)
- 3. Definition of Terms • Workplace Bullying (WB) - harassing, offending, socially secluding someone or negatively affecting someone’s work tasks by their supervisor, subordinate, co-workers or customers which occurs repeatedly and regularly over a period of time that will make the target end up in an inferior position (Samnani & Singh, 2012). • Turnover Intention (TI) – plans to leave the organization; main determinant of actual turnover when employees are not satisfied with their works (Yildiz, 2009)
- 4. Rationale • Why BPO? - Directly follows the occurrence of diversity (globalization) - Adopters of BPO focus on its benefits rather than the psychosocial risks that goes along with it • Why PSC and WB as predictors? - PSC is the lead indicator of psychosocial hazards (work-related) - WB is psychological in nature and can lead to thoughts of quitting job (TI)
- 6. UPDATE: Current statistics of ongoing data gathering..
- 7. UPDATE: Current statistics of ongoing data gathering.. 0 10 20 30 40 50 Strongly Agree Agree Neither agree or disagree Disagree Strongly Disagree PSC PSC
- 8. UPDATE: Current statistics of ongoing data gathering.. 0 5 10 15 20 25 30 35 TIS TIS
- 9. UPDATE: Current statistics of ongoing data gathering.. 0 10 20 30 40 50 60 NAQ NAQ
- 10. You can access the questionnaire at this link: https://docs.google.com/forms/d/14I8bjkyuU FGPqOAsxsIHVORhfxqkNn9oxl2T_EXWPfU/vie wform
- 11. Should you have further questions, please feel free to contact the researcher at aletheadc@yahoo.com. Thank you very much for participating in this research. :)
Notes de l'éditeur
- The framework presents the demographic profile of the respondents, such as age, gender and length of service in the organization which will all be correlated with psychosocial safety climate, workplace bullying and turnover intention. As illustrated, the researcher considers psychosocial safety climate and workplace bullying to be predictors of turnover intention. According to several literatures (Bond et. al., 2010 & Law et. al., 2011), low levels of PSC can cause workplace bullying and turnover intentions. Moreover, workplace bullying strongly encourages a person to have thoughts of quitting their current job because of the psychological stressor it brings to the individual which will later affect their well-being (Bentley et. al., 2011). Therefore, it is proposed that psychosocial safety climate and workplace bullying are predictors of turnover intentions among BPO employees. From the results that will be obtained, the researcher will come up with a work enhancement program that will help the management to address the challenges brought by the industry of BPO.
- Statistics indicate that BPO employees consider their current organizations having high levels of psychosocial safety climate and low experiences of workplace bullying yet turnover intentions are higher. The researcher is still completing the data collection and will look for more literatures that will better explain the statistics.