Peer abusive behavior: An exploratory study

Research background: Counterproductive work behavior (CWB) refers to repeated wilful and deliberate behavior that damages the organization or its members and goes against the grain of social acceptability. Most of the literature focuses on manager bullying, with only a few hints of coworker intimidation. Purpose of the article: This study examined the implications and consequences of coworker abuse on CWB, job satisfaction, and well-being. We hypothesized that coworker abusive behavior will associate positively with CWB; negatively with job satisfaction; negatively with physical well-being, and; negatively with psychological well-being. Methods: 206 workers from both the public and private sectors answered questionnaires regarding abuse at work, CWB, job satisfaction, psychological well-being, and physical well-being. Coworker abusive behavior was taken from Tepper's (2020) classic questionnaire. The measure 'counterproductive work behavior' examines the frequency of inappropriate behaviors, initially used by Bennet and Robinson (2000). Job satisfaction was measured with the Michigan Organizational Assessment Questionnaire. The questions relate to work conditions, coworkers, and general satisfaction (Hammond and Bowling, 2008). Physical well-being was measured with Schat, Kelloway, and Desmarais (2005) Physical Health Questionnaire (PHQ). Physical well-being was measured with the Mental Health Continuum Short Form (MHC - SF) (Lamers et al., 2011). Findings and value-added: A positive relationship was found between coworkers' abusive behavior and CWB, and negative relationships were found between workers' job satisfaction and both types of well-being, and CWB. We concluded that peer abusive behavior is detrimental to work-related attitudes and the health of employees exposed to this behavior. Thus, we suggest that organizations undertake preventive steps to eradicate coworkers' workplace abuse.