Individual and organizational impact of co worker conflict and bullying: A public sector perspective

Background: Workplace violence is an enormous problem worldwide, one that has received increased attention in the U.S. and elsewhere over the past decade. A widespread segment of this problem include those actions which are perpetrated by a cowoker, so-called Type III violence in the U.S. The University of Maryland, with support from NIOSH, undertook a study to measure the impact and predictors of such an impact in relation to coworker conflict in a large public sector workforce through looking at negative acts and bullying. Methods: Cross-sectional web-based survey of coworker conflict was conducted in 2009. We describe the individual and organizational impact of coworker conflict including bullying and predictors of these impact using multiple linear regression and multilevel regression models. Impact, was self-assessed through three impact questions: extent this experience negatively affected your work; influenced your intention to remain in current job; and negatively affected you personally. Results: A total of 12,546 completed surveys were received, for an overall response rate of 72%. Overall, 44.2% of the participants experienced negative acts and 10% experienced bullying. The individual and organizational impact and their predictors were modeled using multiple linear regression and multilevel regression models. The results suggest that being male, with job tenure between 6 and 10 years, who experienced NAQ and bullying within negative work atmosphere contribute to the prediction of Type III violence impact. Conclusions: The impact of co-worker conflict is severe, and it can be predicted through several variables where mechanism for intervention should be planned and evaluated.