Bullying in workplace: a study of the relationships among big five personality traits and organizational cultures with the victimization of workplace bullying in Thai organizations
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2019
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2562
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eng
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application/pdf
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188 leaves
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b207555
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ผลงานนี้เผยแพร่ภายใต้ สัญญาอนุญาตครีเอทีฟคอมมอนส์แบบ แสดงที่มา-ไม่ใช้เพื่อการค้า-ไม่ดัดแปลง 4.0 (CC BY-NC-ND 4.0)
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National Institute of Development Administration. Library and Information Center
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Pisa Srivilai (2019). Bullying in workplace: a study of the relationships among big five personality traits and organizational cultures with the victimization of workplace bullying in Thai organizations. Retrieved from: https://repository.nida.ac.th/handle/662723737/6456.
Title
Bullying in workplace: a study of the relationships among big five personality traits and organizational cultures with the victimization of workplace bullying in Thai organizations
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Abstract
In Thailand, there are very few research studies on the topic of bullying in which
most have focused on children in school. This present study was conducted in order to
investigate the relationship among individual factors (big five personality traits),
organizational cultures (power distance, masculinity, and individualism), and the
victimization of bullying with coping strategies as a moderator. This study was
conducted using a mixed method (qualitative and quantitative) with 193 samples for
the quantitative approach and 12 participants for the qualitative approach. The samples
in this study were white-collar employees aged between 20-60 years old in Thai urban
setting included Bangkok and Chiang Mai. The measurement tools used in this research
included IPIP-NEO 120 or big five personality test developed by Lewis Goldberg in
1999; organizational culture scales that comprised of power distance, masculinity, and
individualism, and coping strategy scales. The victimization of bullying scales included
physical, emotional, relational, and cyberbullying. All of the measurement tools were
developed for this study except IPIP-NEO 120. The tools were tested of their validity
and reliability. The reliabilities of the power distance, masculinity, and individualism
questionnaires were high (α > .620). The reliabilities found for the victimization of
physical, emotional, relational, and cyberbullying bullying questionnaires were also in
the high range (α > .930.). The reliability for the coping strategies questionnaire was also high (α =.831). Data analyses utilizing those questionnaires found strong
correlations among extraversion, neuroticism, and conscientiousness with the 4-type
victimization of bullying; however, 2 personalities which were agreeableness and
openness to experience displayed not significant correlations. In relation to the
organizational cultures, this study discovered strong correlations between power
distance, masculinity, and individualism with the 4-type victimization of bullying. This
study demonstrated that the level of victimization were significantly affected by
employing low coping strategies. To validate the findings, a semi structured interview
method with a total of 16 questions was used in the qualitative approach. Most of the
data from the quantitative results were supported by the elicited information from the
interviews and also bring a new perspective to investigate. Further discussion of the
findings, limitations, and recommendations for practices and future research were also
discussed.
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Description
Thesis (Ph.D. (Human Resource and Organization Development))--National Institute of Development Administration, 2019