Bullying

Purpose: The initiation of anti-bullying movements in school’s dates back to nearly three decades ago in some countries. Despite the importance of such a movement and its grave implications for education systems, no particular program or action has been organized in our country. Materials and Method: The present study presents a cross-sectional descriptive survey to assess the attitudes of primary school teachers and staff towards bullying. The self-administered questionnaire explored attitude towards bullying in 207 teachers and 73 administrative staff of 25 schools in the city of Bojnourd using stage cluster sampling. Findings: The results of independent t-test demonstrated that the attitude toward bullying was not significantly different in male and female subjects with respect to the variables of years of service and administrative position, though women tended to hold a stronger attitude compared to men in this respect (t=2.04 and p˂0.04). The results showed that school staff and teachers, whether those with less than five years of service or those who had hold their job for more than twenty years were not sufficiently aware of the sensitivity of the case of bullying and the skills required to handle this issue. Discussion: Therefore, it seems that organizing workshops and training courses on the issue of bullying for target groups are necessary and inevitable.

Purpose: The initiation of anti-bullying movements in school’s dates back to nearly three decades ago in some countries. Despite the importance of such a movement and its grave implications for education systems, no particular program or action has been organized in our country. Materials and Method: The present study presents a cross-sectional descriptive survey to assess the attitudes of primary school teachers and staff towards bullying. The self-administered questionnaire explored attitude towards bullying in 207 teachers and 73 administrative staff of 25 schools in the city of Bojnourd using stage cluster sampling. Findings: The results of independent t-test demonstrated that the attitude toward bullying was not significantly different in male and female subjects with respect to the variables of years of service and administrative position, though women tended to hold a stronger attitude compared to men in this respect (t=2.04 and p˂0.04). The results showed that school staff and teachers, whether those with less than five years of service or those who had hold their job for more than twenty years were not sufficiently aware of the sensitivity of the case of bullying and the skills required to handle this issue. Discussion: Therefore, it seems that organizing workshops and training courses on the issue of bullying for target groups are necessary and inevitable.

Aim: The aim of the present study was to investigate the effectiveness of acceptance and commitment therapy on the psychological capital of bullied students. Method: The research design was quasi-experimental type with a pre-test-post-test design with a control group. The statistical population of the research includes all male students of the first secondary school in Rasht city in the academic year 2022-2023. After implementing the bullying questionnaire, 30 students were selected as the bully group and they were randomly placed in two experimental and control groups (15 people in each group). In order to collect data, the psychological capital questionnaire (Luthans, 2007) was used. The experimental group underwent acceptance and commitment therapy for 8 sessions of 90 minutes, and the control group did not receive any training. Results:The results showed that acceptance and commitment therapy led to a significant increase in psychological capital and its components (P<0.001). Conclusion: Based on this, acceptance and commitment therapy can be considered as an effective intervention in increasing the psychological capital of bullied students through the promotion of psychological flexibility.

This study examined the influence of time management practices and workplace bullying on organizational commitment amongst employees at Zahedan University of Medical Sciences. This study employed a descriptive-correlational research design. A convenience sample of 195 participants (93 women and 102 men) was recruited. Data collection utilized questionnaires that measured time management, workplace bullying, and organizational commitment. Pearson correlation coefficients and stepwise multiple regression analyses were conducted using SPSS software version 26. Analysis revealed significant positive correlations between organizational commitment and short-range planning skills and total time management scores. Conversely, negative correlations emerged between organizational commitment and victimization experiences, instances of fighting, and overall workplace bullying. Stepwise multiple regressions indicated that workplace bullying scores entered the model first, explaining 12.4% of the variance in organizational commitment. Short-range planning scores entered the second step, explaining an additional 2.3% of the variance. Interestingly, however, both bullying and short-range planning emerged as negative predictors of organizational commitment. These findings suggest that fostering short-range planning skills and addressing workplace bullying could be beneficial in enhancing employee organizational commitment. Future research could investigate potential interventions to improve time management and mitigate bullying behaviors within similar organizational contexts.

One of the important challenges of organizational behavior is bullying in the workplace. The aim of the present study is to describe, analyze, and combine the analyses presented in the field of variables related to bullying in the workplace, and the meta-analysis method was used. The statistical population of this study included all scientific research articles and thesis available on the IranDoc website in Iran from 2011 to 2014. Among the studies conducted, 16 studies were selected for review based on the inclusion criteria. The data from these 16 studies were statistically analyzed based on the Pearson r correlation coefficient and the t-statistic for the Hedges' g fixed and random effects model. All statistical analyses were performed using CMA2 software. The findings showed that the average overall and combined effect size for the fixed effects model was 0.07 g=0.05, which was significant (P<0.05) and for the random effects model was 0.10 g=0.05, which was not significant (P<0.05). Therefore, the average effect size of the factors cannot be interpreted. Among the 48 factors identified, the discriminant effect size of 45 factors was significant. The factors that have the greatest impact on workplace bullying (P<0.05) include authoritative leadership (g=-1.28), demand balance (g=-1.01), fairness (g=1.01), excessive self-interest (g=1.44), contextual factors (g=1.56), jealousy (g=1.35), moral climate (g=-1.96), and moral leadership (g=-1.13).